HR's Contribution to Organizational Success: A Comprehensive Report

This report examines the critical role of Human Resources in driving organizational success, focusing on various factors influencing its effectiveness. It explores emerging HR developments, including management and leadership training, learning design, strategic and talent management, performance consulting, training evaluation, and career and performance management. The report highlights how these elements contribute to improved employee performance, increased profitability, and enhanced service quality, particularly within a company like Unilever. It emphasizes the importance of strategic planning, a healthy work environment, and continuous development to maintain a skilled workforce and meet evolving market demands. The conclusion underscores the significance of HR in maintaining a strong company portfolio and reputation.

UNIT 36 HUMAN
RESOURCES -VALUE AND
CONTRIBUTION TO
ORGANISATIONAL SUCCESS

 INTRODUCTION
 MAIN BODY
 Emerging HR developments
 CONCLUSION
 REFERENCES
TABLE OF CONTENT

In the presentation there is a discussion on the factors which are
influencing the functioning of the human resource department.
The company will have to develop the human resource department so
that the organization will be able to function effectively and efficiently
in the market for the maximum profitability in the market.
There are a lot of measures which can be taken by the organization so
that the company will be able to get a smooth functioning and the
following presentation would be discussing on this factor.
Human resource is a very essential department in Unilever because
the changes and improvement which is required in the employees are
got in by this department.
INTRODUCTION

There is a lot of development which is taking place
in the human resource department in the industry
which is making the functioning of the company
more effective ad functioning.
There are a lot of emerging factors which are
having an effect on the human resource functioning.
Unilever is having a lot of development which is
taking place for the human resource department
which is making the internal functioning of the
company more healthy for the employees to work in
resulting in higher profitability and higher quality of
services and products.
Emerging HR developments

Management and leadership development
There are a lot of changes which are coming in
Unilever and it is because of the human resource
department that these changes are being able to come
in effectively.
The management makes the changes in the
organization but it has to be implemented in the
organization also effectively.
The managers and leaders get in those changes but if
they are not trained and developed from time to time
then the changes will not be able to reach the
employees effectively.
CONTINUE…

Learning design
There are a lot of technological and computer interface
which is coming up in Unilever and for that there has to
be training which needs to be provided to the employees.
Human resource management will focus on the
functioning and training aspect of the employees so that
there would be a better operation which would take
place.
There are techniques and methods which can be used by
Human resource department for the training which
would be given to the employees but for that first they
need to plan it effectively and understand the employees.
CONTINUE…

Strategic and talent management
Over the last five years there is an importance
which is present on the managing of human
resource department about strategic planning.
It is very important to have a strategic planning so
that there are right measures and planning which
can take place so that there would be a better and
higher growth rate of firm in market.
There must be a healthy environment for the
employees to work within so that the organization
will be able maintain the employees in the company.
CONTINUE…

Performance consulting
There are a lot of employees who have no idea
what the standards of the organization would
be in the changes which come in.
There has to be a friendly environment for all
the employees of the organization so that they
can consult the human resource department so
that the products are not harmed in any way
and there is an improvement in the
performance level of Unilever which is going to
be very good for a longer operation in market.
CONTINUE…

Evaluation of training
There are training and development which is
provided to all the employees of the organization
but it is very important to be able to maintain the
efficiency for a long run.
Employees lose interest and even their motivation
for working. Human resource department makes
sure that is intact for the employees of the
organization so that
Unilever can increase their productivity since the
demand and needs of the customers is increasing
in the market.
CONTINUE…

Career and performance management
There are a lot of employees which join Unilever
for getting a promotion or any kind of development
for personal life career goals. Those times have
gone when the employees joined an organization
for 10 years and more but not the employees shift
from one company to another which is why it is
very important for the organization to be able to
maintain this factor which is going to make the
organization have skilled and experienced
workforce in the organization.
CONTINUE…

 From the presentation it can be concluded that there are a lot of
measures which can be taken by the organization so that there is
a better functioning and measures which can make the company
have a strong portfolio and standards in the market.
 There is a reputation which a company gets for themselves and it
is very essential for the human resource department to be able to
maintain this factor so that there is a better performance level.
CONCLUSION

 Mazzei, L.C and et.al., 2020. High-performance judo: identification of the
organisational factors influencing international sporting success. Managing Sport
and Leisure, pp.1-1
 Mahajan, S., 2016. Human resource management in 21st sentury: A study on its
challenges. International Journal in Management & Social Science, 4(1), pp.66-72.
 Lee, K.J., 2018. Strategic human resource management for university-industry
collaborations in Korea: financial incentives for academic faculty and employment
security of industry liaison offices. Technology Analysis & Strategic
Management, 30(4), pp.461-472. 8.
REFERENCES

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