Strategic Human Resource Management Report: Unilever's HRM Practices

This report provides a detailed analysis of Unilever's human resource management (HRM) practices. It begins with an executive summary and introduction to HRM, emphasizing its strategic role in organizational success. The main body of the report explores HRM in the context of Unilever, discussin...Read More

Managing Human Resources

TABLE OF CONTENTS
EXECUTIVE SUMMARY:............................................................................................................3
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Human Resource Management:...................................................................................................4
Explanation in the context with the Human Resource Management:..........................................5
5 practices for workforce used by the human resource management:.........................................5
Advantages and disadvantages of this strategic HRM approach:................................................6
Human Resource planning process in the context of the “Unilever”:.........................................7
Methodology selected to assess current staffing conditions:.......................................................8
Internal and external factors that is considered to forecast future staffing needs, with demand
and supply issue:..........................................................................................................................9

Recommendations section: .......................................................................................................11
REFERENCES................................................................................................................................1
EXECUTIVE SUMMARY:
This report discusses the HR planning and practices with advantages and disadvantages of
strategic elements of HRM. The report also illustrated the HR planning process with quantitative
methodology to assess staffing conditions. This report further discussed about the external and
internal factors that considered to estimate staffing need in future and some recommendation.

INTRODUCTION
The Human Resource Management is a strategic approach that helps the organization in
achieving the effective and efficient management in the organization or in the company which
helps the business to gain the competitive edge. It is developed to maximize the overall
employee performance in the employers objective. Human resource management is concerned
with the management of people in the organization and by focusing on the policies and the
system. HR department is responsible for the looking in the employee benefits and overall
performance development in the organization. Unilever a British multinational company,
headquarter is in London, England, UK (Murphy, and Murphy, 2018). Company deals with the
variety of products which are food, personal care, etc. The further report based on the HRM will
be having the explanation, HR planning process, best practices, analysation for the HR planning
in advantages and disadvantages HR planning in the context of the selected organization. Further
the report will be showing about the internal and external factors and the recommendations
would be given in context with the HRM business proposal.
MAIN BODY
Human Resource Management:
Human resource management is one of the most important process that allow firm to gain
internal stability, experts of HR know the importance of managing every activity related to work
place management process. Human resource management is primarily concerned with
management process of the people with in the organization and companies. HR department is
responsible for the employees development and the organizational development. HR is also
concern about the organizational changes and the industrial relations (Stone, and et.al, 2020).
They are also accountable for maintaining the balance in between the practices that requires the
collective bargaining and from the context of the government laws. Human resource
management hires up the qualified individuals for the development of the organization and also
provide help for the individual development. The overall purpose carried out by the HR
department is to let the organization achieve success with the help of the people.

Explanation in the context with the Human Resource Management:
Human resource management is the process applied by the HR officials for the recruitment,
selection, and induction of the employees, by providing imparting training, orientation, and the
development. Human resource management is the art as well as science because it is a complex
scale of management. HRM is the art of the managing and recruiting people as a resource of the
creativeness and the innovative approaches. The management is the science because it is the
precision and a rigorous theory that is need to applied for the benefits of the organization.
Human resource management is also the modern version of the personnel management function
that was used by the organizations in the earlier times (Emeagwal, and Ogbonmwan, 2018). The
human resource management is the ability by which the individuals manage the peoples in an
organized and careful manner.
5 practices for workforce used by the human resource management:
Workforce analysation in existing performance cycle: work force analysation in the existing
work cycle helps to cut of the costs and handle the data collection and also analyse the people
who know their managers in the best style and manner. It also gives the opportunities to begin
the work force analysis without disturbing the present processes.
Consideration about the changing industries: planning of the future work force is the essential
part for the work force planning, but many of the industries fails to do so as they don't take
changes in the environment and the technology in the industry into the consideration
(Chakraborty, and Biswas, 2019). Help from the technology and industrial trends help to remain
on the top. Ensuring the changes in the environment will help to meet work force with the
changing needs.
Promotion of the existing workforce: As the new hi-rant process is expensive and time-
consuming. Good planning in the present work force will help the organization to promote and
motivate the existing staff. Working for the employees advancement and education and this helps
to boost the morale and the company loyalty.

Workforce planning for the business strategy: This is a business strategy problem that can be
analysed like an HR problem (Chakraborty, and Biswas, 2021). Lack of right of individuals to
fill the gaps the business productivity drops down and the costs get increased. Better workforce
planning helps in the promotion of the smooth production process.
Workforce planning about the empowerment: workforce planning is about that who the HRs
are hiring, who are being fired and who are retiring and moving-on. But it is also about how to
promote the employee's growth, grooming and advancement. Implementing the work force
empowerment into the planning will help the organization to create more employee opportunities
by optimizing the business growth and production.
Advantages and disadvantages of this strategic HRM approach:
Performance based approach: under this approach the employees of the firm are considered to
work under the basic training and learning by accenting the employees that are able to work with
the specific skills and the outcome will be according to the instructions given.
Advantages: it helps in the enhancement of the productivity, loyalty, and the efficiency.
Disadvantages: all the advancement done only works in the short terms and increase the stress
level of the employees.
Commitment based approach: the success of the organization is dependent on the quality and
the fulfilments of the commitment made in the organization under this approach as it add on the
value in the organization.
Advantages: this approach helps to increase the employees productivity and job satisfaction.
Disadvantages: there are only limited prognostic validity and ambiguity of the continuation of
commitments.
Resource Based Strategy: this strategy possesses the strategic resources providing the
organization with the opportunities of the development in the competitive edge towards the
rivals.
Advantages: this will help the organization to enjoy strong profits over the time.
Disadvantages: there is the inability for the empirical study for the measurement of performance.
Involvement based theory: the involvement of the members of the organization provides up
with the framework of the executives and the localities to work together for the best possible
outcomes.

Advantages: involvement of the staff and the authorities help to develop better ideas and
increased productivity in the firm.
Disadvantages: this creates the barriers in between the manager-employees and generates the
communication complexity.
Strategic match approach: under this strategy the organization is able to anticipate the return
on the investments (Barba-Aragón, and Jiménez-Jiménez, 2020). The investment are chosen on
the basis of the investors profile and the cash flow abilities.
Advantages: this provides the advantage of the selective hiring and the encouragement of the
employees performance they also promote the creative work environment.
Disadvantages: this provides the high resistance because of the lack of the cooperation up to the
bottom line.
Human Resource planning process in the context of the “Unilever”:
Analysation of the labour supply: the first initiative that HR department may take is about the
identification of the company's present human resource supply. The human resource department
of the company will study about the strengths of the company based on the number of the
employees working there and the skills, positions, qualifications, individual performance and the
benefits. The current operational unit may accordingly analyse about the various terms and
provide the beneficial outcomes for the development of the firm.
Forecasting the labour demand: the another step that the HR department will take is the
outlining the future of workforce in the company. Human resource department can consider the
issues like the promotions, lay-offs, retirements, and transfers. All the factors that may put
impact on the organization in the near future are taken into the consideration. The operational
unit will also look about external factors that effect the labour demand like the technological
advancement and the decline in the needs of the workers.
Balance in the labour demand supply: the HR department will further take the initiative of the
forecast in the employment demand. Human resource creates the gap analysis which may help
the organization to narrow the supply of the company's labour force in accordance with the
future demand. The analysation often creates up the question like : should the staff learn new
skills, does the firm need more managers, or does the employees have the accurate strength for
the particular role with in the organization, etc. that help the organization with the development
and the progress.

Development and the implementation of the plan: after the HR department creates the
questionnaire of the analysation and is gets the results for that, now they take the initiative of the
implementation of the plan with in the organization for the further progress. The human resource
department will help to set up the budget for the implementation of the strategic plan made by
them and the collaborative efforts will be made including all the department in that for the best
probable outcome out of the plan implemented.
Methodology selected to assess current staffing conditions:
Quantitative methodology is use to attain understanding and knowledge of social world. Unilever
use quantitative research to know current staffing condition in the company (Fryer, Larson-Hall,
and Stewart., 2018). For assess current staffing condition company may use saury method,
interview and questionnaire and many more. Survey is a process of questioning selected sample
and examine process of individual to get data about the conditions. By survey company can
identify the issue which is faced by the staff and then take corrective action on their survey basis.
By survey company get to know the HR capacity and also know the demand of the staff is
needed or not. Survey is mainly used to collected data through asking simple question which are
relevant from the respondents. By such survey company get to know about the condition and also
know the issue in the organization. The survey help company to know the working condition
satisfaction level of the employees in ana organization. It is very important to know what’s going
in an organization to take corrective action on time. By survey company know the issue and
problems facing by the employees so then they will correct it within a time.
Questioners and interview is an easy way to know what are employees needed. By asking simple
question such as need of training, satisfy, work life balance and many more to know the actual
condition. Survey is also done to know the capacity of employees and then compare to the
performance (Salminen., and et.al., 2020). If employees feel motivated then it gives positive
impact on organization. Through survey company the efficiency level and after company know if
there is problem, they will solve it. This makes good relationship between the management and
employees. If company solve problems in effective manner, then company get positive result.
Company knows the conditions are favourable or not. The all things are fine then there is no
issue in the company but if the problem in an organization, then company must focus on it and
take corrective action on time.

Internal and external factors that is considered to forecast future staffing needs, with demand and
supply issue:
Staffing is a continuous process of identifying, selecting, assessing and developing a goo
working relationship with the future and current employees. The main objective of staffing is to
take actively part and fill different roles within an organization with suitable candidates. Human
resource management is a practice of hiring, recruiting, managing and developing an
organization employee. HRM department is plays an important role in any company. So, it’s
their responsibilities to select best candidates for the right job at the right time. If the managers
are done it in a right way, then it is beneficial for company to have more productivity, and work
done in proper manner. Whereas if the managers are fail to select the best or appropriated
candidates then it give negative impact on the company. Forecasting future need of staff includes
determining future needs of the company in terms of knowledge and specific skills. Such
requirements are based on strategic goals that are determine by the managers (Pahos, and
Galanaki., 2018). There are both internal as well as external factors which should be considered
to estimate staffing need. The internal factors that must be considered to know the staffing need
are:
Organization structure: the major think to increase the effectiveness of company HR functions
begin with determining the company optimal staffing need. Many times, size of company also
considered because the need of staff is evaluated on the requirement of candidates. If the
company is big then they are capable and have large numbers of staff whereas in the organization
is small then they required small numbers of staff. So, the size of the organization must be
considered while forecasting the need of staff.
Future growth plan: The staffing decision is affected by future growth plans of company. Such
as if company wants to expand and grow their business then they will need talented people. For
expansion and growth of business a company will need expert and talented candidates. And then
give them training and development. If the business wants to expand in another country, then
they must consider this while forecasting the need of staff (Mehrad., 2020).
Promotion policies: If the company has good policies with the prospects to development and
career growth, then people attract automatically. Company policies will be considered as internal
factor in finding staff need as well as company rules and regulation too.

Budget: it is an obvious internal factor that consider in forecasting staff requirement plan is
company budget. There are some positions are act as demand sensitive, like warehousing,
shipping, production, and customer’s service. Company will get money form revenues to fill
such positions. And for other position they generate revenue but they also find money for filling
those position. So, the budget of the company considered to forecast the need of staff. If
company have good budget, then they will select as they required but if they not have proper
budget then they are not able to full the requirement of employees.
Unilever Plc company considered budget, Organization structure, Promotion policies and
Future growth plan to forecast future staffing needs. As company is more focuses on expansion
then they will require large number of skilled staff. So, to meet such requirement company may
considered their budget and policies to identify the need of the staffing. By considering internal
factors Unilever forecast their staffing need. There are some external factors that also considered
to estimate future staffing needs, are as follows:
Level of technology: The company required individual who have good knowledge of
technology. If the organization has advance technology, then they have considered this wile
forecasting the need of staff. Here, the company know that the skilled, talented and people who
have the technology knowledge are to be their first priority.
Economic environment: The external economic factors also affect the staffing process. When
economy is going by recession, many employees are let off from jobs, causing organization still
engage in hiring process to receive good amount of application from qualified individuals.
Governmental regulation: All companies are influence by the area of state and local
regulations and law. For example, if the government regulate minimum wages, workers
compensation and unemployment benefits insurance costs are restrictive factor when company is
considering how many workforces are required to conduct business operations (Myeong., Jung,
and Lee., 2018). Large companies is having legal department to track such regulatory issue,
whereas small firms are need to forecasting tools offered by the information available at local
agencies and state unemployment office that regulate business.
Supply and demand: If the demand of applicant is high in an organization and the supply of
applicant is low then the company not encounter requirement of position. Demand and supply
are one of the important factors which influence the hiring of organization. If the supply is high

then the company have chance to get talented candidate whereas demand is high and supply is
low then company have to negotiate demand and look forwards to other benefits, salary etc.
Unilever company also considered external factors for forecasting the requirement to
staff in future. By such factors company know the market condition so they plan accordingly.
Recommendations section:
Talent development is activity of integrated business HR processes and practices designed to
develop, retain productivity, attract, engage and motivated employees (Rezaei,. and Beyerlein.,
2018). The purpose of talent development is to make sustainable organization, high performance
that meets company strategies and operational objectives and goals. Company can formulate
internal programs which may help employees to learn new things related to the work. Unilever
can also give mentorship opportunities to their talent employees so they feel motivated and do
their work in more effective manner. Training and development secession can also help them
learn new skills and knowledge which help company as well as employees to grow. By such
training programmes helps employees to increase productivity, and they work in innovate
manner (Hauff., 2021).
CONCLUSION
From the above report it concluded that the human resource management is very important for
every organization. They manage human resource of the company and they bridge gab among
employee’s performance and company strategic objective. The above report highlights the
concept of human resource management and best practices of Human Resources Management. It
also involves HR planning analysis with advantages and disadvantages of the strategic HRM
approach. The above report also discusses HR planning process and the methodology selected to
assess staffing condition. The report includes quantitative methodology such as survey,
questionnaires and interview by this company will know the current staffing conditions.
Furthermore, this report has elaborated some internal and external factor which considered to
know future staffing need. Here, internal factors are Organization structure, Budget, Promotion
policies and Future growth plan. And external factors include Supply and demand, Level of
technology, Governmental regulation and Economic environment. Further above report includes
some talent development recommendation for company.

REFERENCES
Books and journals
Barba-Aragón, M.I. and Jiménez-Jiménez, D., 2020. HRM and radical innovation: A dual
approach with exploration as a mediator. European Management Journal. 38(5).
pp.791-803.
Chakraborty, D. and Biswas, W., 2019. Evaluating the impact of human resource planning
programs in addressing the strategic goal of the firm: An organizational perspective.
Journal of advances in management research.
Chakraborty, D. and Biswas, W., 2021. Enlivening workplace climate through strategic human
resource management initiatives: Unleashing its efficacy. Business Perspectives and
Research. 9(3). pp.427-445.
Emeagwal, L. and Ogbonmwan, K.O., 2018. Mapping the perceived role of strategic human
resource management practices in sustainable competitive advantage. Academy of
Strategic Management Journal. 17(2). pp.1-19.
Fryer, L.K., Larson-Hall, J. and Stewart, J., 2018. Quantitative methodology. In The Palgrave
handbook of applied linguistics research methodology (pp. 55-77). Palgrave Macmillan,
London..
Hauff, S., 2021. Analytical strategies in HRM systems research: a comparative analysis and some
recommendations. The International Journal of Human Resource Management. 32(9).
pp.1923-1952.
Mehrad, A., 2020. A review of literature in applied five factor model of personality among staff
at workplace. Open Science Journal. 5(3).
Murphy, P.E. and Murphy, C.E., 2018. Sustainable living: unilever. In Progressive Business
Models. (pp. 263-286). Palgrave Macmillan, Cham.
Myeong, S., Jung, Y. and Lee, E., 2018. A study on determinant factors in smart city
development: An analytic hierarchy process analysis. Sustainability. 10(8). p.2606.
Pahos, N. and Galanaki, E., 2018. Staffing practices and employee performance: the role of age.
In Evidence-based HRM: a global forum for empirical scholarship. Emerald Publishing
Limited.
Rezaei, F. and Beyerlein, M., 2018. Talent development: A systematic literature review of
empirical studies. European Journal of Training and Development.
Salminen, J., and et.al., 2020. A literature review of quantitative persona creation. In Proceedings
of the 2020 CHI Conference on Human Factors in Computing Systems (pp. 1-14).
Stone, R.J., and et.al, 2020. Human resource management. John Wiley & Sons.
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