Analysis of Resourcing, Talent Management, and Induction at Unilever

This report provides an analysis of Unilever's talent management strategies, focusing on resourcing and induction processes. It begins by defining the significance of resourcing and talent planning, highlighting the role of recruitment and selection. The report then delves into the importance of induction programs, detailing their purpose, benefits, and the areas they cover. The advantages of induction include reduced employee turnover, improved communication, and a better understanding of company culture. Furthermore, the report identifies the roles involved in the induction process, particularly emphasizing the HR department's responsibilities. The report concludes by emphasizing the critical role of recruitment and selection in identifying suitable candidates for organizational vacancies. The report also references the resources used for the analysis.

RESOURCING TALENT

Introduction
 Resourcing and talent planning is a function in which it involves coordination from recruitment
team and from the business in several aspects that includes analysis on forecast of required
resources, networking and selection of significant hiring channel.

4.1 Describing the purpose, importance and benefits of
induction
 Induction is the process of welcoming all the new employees to
the firm and also prepare them for new role.
 In the same way, for this, Unilever also provide induction training
programs which includes theoretical and practical skills so that
they will interact with the existing employees.

Continued...
Purpose:
 The main purpose of induction is to incorporate all new employees
into the firm and also make them understand about the system and
procedure which is followed by the firm. Thus, it helps to settle
down all the employees quickly in new environment and provide
them a sense of belongingness.

Continued...
Importance:
 An induction program provide a sense of belongingness which is
created in the mine of new employees.
 Moreover, it also provides a favourable impression about Unilever.
 On the other side, it also provides chance of increase the loyalty
towards a firm and reduce the labour turnover rate.
 Through induction, the employees of the firm are easily adjust
within new environment and as a result, it becomes easy top new
employee to adjust.

Continued..
Benefits:
 The biggest advantages of induction is that it reduce the employee
turnover rate and also make sure that new employees are feel
respected.
 It also helps in developing good communication as well as provide
the necessary information too.
 It helps a new employee to understand culture of company and
make sure that the all the employees are contributing to meet the
aim and objectives of the firm.

4.2 Identifying the areas to be covered by induction and the
roles involved
 During the induction, Unilever covered all the policy of the
company and describe the culture of the firm in brief way.
 Moreover, the induction process also describe the roles and
responsibilities of the employee and make familiar them within the
working environment.
 In the induction, HR of the company also introduce the departments
such as HR department, Research and development department,
production department, finance department and briefly introduce
their main function.
 During the induction, HR plays an important role such that they
briefly describe the role of each department and then try to make
new employees familiar within the working environment.

CONCLUSION
 From the above report it can be concluded that recruitment and selection process play a
significant role in identifying the appropriate candidate for the vacancy in an organisation.

References
Taylor, S., 2018. Resourcing and talent management.
Kogan Page Publishers.
Taylor, S., 2016. Resourcing. In Encyclopedia of
Human Resource Management. Edward Elgar
Publishing Limited.