Strategic HRM and Flexibility in Unilever UK: A Report

This report delves into the Human Resource Management (HRM) practices at Unilever UK, examining various aspects to enhance workforce efficiency and company profitability. It begins by exploring Guest’s model of HRM, contrasting it with Storey’s definitions of HRM, personnel, and industrial relations. The report then assesses the implications of a strategic HRM approach for line managers and employees, emphasizing the need for flexibility in working arrangements, including time, leaves, and location, to improve employee satisfaction and productivity. It analyzes the impact of flexibility on both employees and the company, considering changes in the labor market. Furthermore, the report addresses different types of workplace discrimination and the implications of equal opportunities legislation, proposing approaches to manage equality and diversity. Finally, it covers performance management methods, employee welfare practices, and the implications of health and safety legislation in HRM, offering a comprehensive overview of HRM strategies within Unilever UK.

Managing Human Resource

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Explanation of Guest’s model of HRM ................................................................................3
1.2 Comparison in the differences between Storey’s definitions of HRM, personnel and IR
practices ......................................................................................................................................4
1.3 Explanation and assessment of the implications for line managers and employees of
developing a strategic approach to HRM ....................................................................................4
TASK 2........................................................................................................................................5
2.1 Explanation with examples of application of model of flexibility in practice in Unilever
UK................................................................................................................................................5
2.2 Discussion on the types of flexibility which may be developed by Unilever UK.................5
2.3 Assessment of the effects of the use of flexibility in working on employee and the
employers perspective..................................................................................................................5
2.4 Discussion on the impact that changes in the labour market have had on flexible working
practices ......................................................................................................................................6
TASK 3...........................................................................................................................................6
3.1 Types of discrimination at workplace....................................................................................6
3.2 Implication of equal opportunities legislation for organization.............................................7
3.3 Approaches to manage equality and diversity ......................................................................7
TASK4.............................................................................................................................................8
4.1) Different methods of performance management..................................................................8
4.2) Approaches to the practice of managing employee welfare in Unilever UK.......................9
4.3) Implication on health and safety legislation in human resource management.....................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Arrangements of the work force in a proficiency manner which can make a positive
impact on the working capabilities of the employees can be stated as a human resource
management (Rynes, Giluk and Brown, 2007) Managing people is an appropriate manner which
can increase their working efficiency and as well as to management of working environment can
make an impact on the revenues and profits of the company. Management of employees is highly
required for any company to increase profitably and as well as it can help to the employees to
perform in better conditions. The present report is based on the Unilever UK which is a huge
structured manufacturing company so it is essential for them to manage their employees. The
report is congaing details on the different perspectives of the human resource management which
can help to the organisation to develop flexibility in the work place. It is essential for the
company to manage proper equality in the work place which helps to manage morality in the
employment. At last this report is having approaches for human resources practices in the
organisation.
TASK 1
1.1 Guest’s model of HRM
David Guest is producer of its, which describes that human resource management is a
subject which is based on the organisations strategic business practices. Traditional management
system is having huge difference from this HR manage, The Guest model of HRM work the
different dimensions which are; HRM strategy and outcomes, behaviours, performance and
financial outcomes etc.
It can help to the company to improve their financial stability by improving their management in
the organisation, traditional approach of management emphasise only on the management but
Guest model has six dimensions which can help to the company to improve their work and
activities on the basis of the Gust model approach.
1.2 Comparability of differentiation in between Storey’s definitions of HRM, personnel and IR
practices
Professor John Storey has given this model of HRM which is based on the different
elements of the management which creates clear difference in between the HRM and personal

management (Chen and Huang, 2009). It also creates a difference in between the industrial
relations on the basis of those elements. These elements are based on the trust and assumes,
approaches in strategic manner, managing a process in an organisation. A differentiation among
the personal, human resource management and industrial relations are here;
Scope: According to the John Storey, HRM is a vital subject and personal management is a part
of it, which impacts on a person.
Application: The Storey’s model of management is not easy to apply on an organisation so it is
essential for the company to apply basic management which can help to them to make an
effective management in the organisation.
Effectiveness: Personal management is not much effective because it has a focus on the
particular person but human resource management is having vital network. So it is having huge
impact on the organisation’s managerial decisions to increase their effectiveness for the
employees.
1.3 Explanation of benefits development of strategic HRM approach and its impact on line
managers and employees
It is essential for Unilever to create change in their management for managers working in
line management and employees because these are some key persons which are involved in to
the manufacturing process. So it has a huge need of development in to the lower level of
management which can help to them to manage profitability in the business activities of the
company (Collins and Smith, 2006). Most of the line managers are experienced in their work so
it is essential for the company to give a responsibility to them undertake a new employee and
guide him. They have to provide guidance to the employees who can help to increase working
capabilities and efficiencies of them. So these line managers have to monitor their subordinates
to analyse their capabilities and productivity, it can help to the company to improve cost
effectiveness. Line managers are having specialisation in managing people in routine activities,
they are technical sound which can help to develop HRM approaches in better manner. Line
managers are having huge problems regarding to their daily activities so it is essential for them
that their HR will consider their problems.

TASK 2
2.1 Implementation of flexibilities
It is essential for the Unilever to provide flexibility to the employees some types of
flexibility are here which can give company to their employees which help to the company for
the betterment of their employee relationship;
Flexibility in time: It is essential for the company to provide flexibility in the shifts of the
employees so they have to analyse the expectations of the employees and they have to provide
them suitable shifts and timings which can help to the employees to make a proper focus on the
work and as well as to give time to their families also (Sun Aryee and Law, 2007).
Flexibility in the leaves: The company can make flexibility in the employees leaves, they can
provide yearly leaves to the employees and after it they can set these leaves in casual leaves, sick
leaves etc. with the guidance of the human resource managers.
2.2 Variety of flexibilities
Some variety of flexibilities are here that could be provided by Unilever to its employees
to provide comfort feel while working in the organisation, here these are;
Flexibility in working hours: An employee can set their working hour to provide services to the
company so they can make discussion with the HR managers regarding to this to shift their time.
Option of work from home: Some senior employees can take their work to home to give their
time to family also. It can help to the company to reduce the leaves of the employees.
Flexibilities in location: The Unilever is having their manufacturing units in all over the UK so
they can provide flexibility to their employees to a suitable unit as per the convenience of them.
2.3 Assessment of the effects of the use of flexibility in working on employee and the employers
perspective
Flexibility has a huge impact on the employee and Unilever, it can make a better
relationship with in the employees and employers. It helps to the managers make abetter
relationship with the employees and it increase the faith factor towards the company. Flexibility
in the timings can help to the company to get better productivity form the employees and kit has
also make an impact on the employee’s performance (Chen and Huang, 2009). It can help to the
employee to make their proper focus in their work which can help to the company to improve
their product’s quality and as well as it can help to the company to improve the working

efficiency of the employees which can makes a revert on the company’s growth. So it can be said
that flexibility is the essential element for the company to provide better facilities and to improve
faith of the employees towards the company.
2.4 Variables in labour market on flexible working
It is essential for the company to make a proper analysis of the market and as well as of
the employees, most of the employees are connected with the labour union which are having a
focus on the betterment of the employees and their rights. So it is essential for the Unilever to
provide better working conditions to the employees who can help to the employees to perform
better with pout any type of tensions related to the family and home ( Rynes, Giluk and Brown,
2007). So it is essential for the HR managers to make a proper communication with the
employees regarding to the factors on which they can provide them flexibility. So they have to
provide all the flexibilities which their employees want from them. Change in technology, social
ethics and needs in the society has created a huge impact on the labour market. Technological
development is providing more convenient technologies and machinery which has provide better
way of working. Mostly in last few years, dependency on internet has increased in which
communication has developed with in people which helps to resolve conflicts which can help to
employees in better working.
TASK 3
3.1 Types of discrimination at workplace
Discrimination workplace is a behaviour in which someone treats to others in differently
on the basis of their different age, disabilities, religions or gender. There are many kind of
discrimination which subordinate use to treat other employees or peer at the workplace. Unilever
United Kingdom is a well known organization in the country (Dipboye and Colella,2013). But
there can also be discrimination among employees in the organization. There is some sort of
discrimination at workplace as followings-
Discrimination on gender- Although there are ethical policies in every organization but there
still some intense negative practices that can take place like women are treated ill than the men.
They are offered less salary for the same work because of being female. This ill treatment
demotivate the female employees who contribute in the organization with equal effort like men.

Discrimination on disability: Treatment differently on the basis of disabilities like dumbness,
deafness or blindness is also can take place at Unilever United Kingdom.
Discrimination on age: Sometimes at the workplace the persons who are older than other
employees are treated I’ll or given negative remark by other employees.
Discrimination on religion: At workplace religion based different treatment like Christian or
Muslim can take place.
Discrimination on race: On the basis of the skin colour employees are treated disrespectfully at
workplace,.
Direct discrimination: it is situation in which direct discrimination is occur from a person
working in the work place.
Indirect discrimination: It is related to organisational policies which supports to discrimination
in organisation like higher salary will be paid to fair colour people.
Victimisation discrimination: it is related to those victims which has reported against the
discrimination.
Harassment discrimination: It is related to abusive acts done by subordinates with a particular
male and female in work place.
Thus there are many types of discriminations which quench the basic right of the
employees at work place.
3.2 Implication of similar possibilities to employees for organization
Similar opportunities legislation is a must have law for every organization like Unilever
United Kingdom (Wadsworth and et.al,2007). There is a strong law to make sure the equally
treatment of employees which is the equality act 2010 which has many implication on the
organization as followings-
By implementing the equal opportunities legislation, no employee can be harassed on the basis
of his skin colour.
After this law there is no possibility of discriminating the employs at work place on the basis of
their religion. They are treated well whether he is Christian or Muslim.
This equality act 2010 affects the policies of the organization in such appositive way that
there would be no possibility to remark the employee differently.

The equal opportunities legislation keeps watch and controls the atmosphere of the
organization to make sure that no employee is exploited or insulted if he is too old than other
employees (Page and Western, ,2012).
This equality act 2010 has the strong impact on the wrong doing at the workplace like
Unilever United Kingdom.
This equality legislation is god saver for women who work as they are not ill treated after
implementing the law by the organization.
The equal opportunity legislation makes a positive and healthy environment at the
workplace so that they can do their job efficiently.
3.3 Approaches to manage equality and diversity
Equal opportunity approaches and managing diversity approaches are beneficial for all
the employees at the workplace like Unilever United Kingdom. The equal opportunities
approaches give force on the equal sharing of responsibility in task at workplace while managing
diversity approaches focus on discovering the different and unique skills and abilities among
employees which causes a drastic motivation in the sight of the employees at the workplace.
Equal opportunity approach can work as a reactive approach while managing diversity approach
works as a proactive approach in treating employees in the organization (Jasinskaja,iebkind and
Perhoniemi,2007).
The equal opportunity approach makes sure that the award and reward would be given to
the employees only on the basis of their performance in the their work at the organization not on
the basis of unjustified criteria like skin color, religion, disability or age. On the other hand
managing diversity approach make sure that every employee should be privileged for his unique
quality and contributing in the task at work place whether it is female or male, older or younger.
If anyone performs extraordinary he should be awarded for that according to managing diversity
approach.
Thus both approaches equality approach as well as managing diversity approaches plays
a vital role at organization like Unilever United Kingdom as it secures the rights of employees so
that they can work with no difficulty and all can be treated with respect and equality at
workplace.

TASK4
4.1) Approaches to manage execution
Managing a standard in executions of services is essential part of the Human resource
management of the firm. The major work of the HRM is to maintain records of the
performances of employees done in Unilever. There many management plan that Unilever has
implemented to measure the performance of the employees (Hendry., 2012). It is very important
for the employees of the firm to report each and every thing related to the task to their seniors.
The senior authority is responsible to do the review of the performance report and if
there are any issues in the performance done by the employees then he can take any kind of the
corrective actions and can also liable to take actions against the employees. The firm also does
routine checking of the employees performance. Unilever offers goods rewards to the employees
by which they get motivated and result to that is the effectiveness of the performance.
Unilever provides a platform to the employees by conducting meetings quarterly where views
and opinion of the employees are taken to know whether the implemented plans are suitable or
not.
4.2) Practices by Unilever well being of employees
HRM of Unilever UK applies many practices to manage welfare of the employees by
various modes. Such as
Leadership- The firm uses democratic leadership style where the employees can be able to speak
out their views and opinions among others (Armstrong and Taylo., 2014). It helps the employees to
participate in every important aspect of the decision making process. It also helps the employees
in building up the confidence level.
Stress management- The firm provide different workshops which are to maintain the balance in
their life and to manage the stress incurred while performing the routine task in the organization.
Training and development- The firm does training and development activity for the improvement
and the growth of the employee’s skills and talents. It is also a very important task as to attain the
performance in the effective manner.
Rewards- for the welfare of the employees the organization provides many benefits to the
employees by different ways like non financial reward or financial rewards. As much effective

the performance is accordingly the employees are awarded. This will help them to perform in
motivated and effective manner.
4.3) Implication on health and safety legislation in human resource management.
In every organization the man power working I the most important aspect and have to be
considered the prior part (Daley., 2012). If there are no work force then the organization’s
functions can not be able to operate properly. If the work force is in the good health then the
scenario of the organization will also be very positive to work upon. But if in case the employees
are not well enough to perform the given task then there is no use of allotting the task to that
individual. The firm should also focus on the health and the safety part of the employees. They
should make appropriate back up plans for the employees related to their health and safety. Many
times the laws and rules related the health and safety factor are so rigid and strict that it become
very difficult to follow. A work force who are safe and healthy will always supports the firm and
they will support to attain the objectives of the organization.
4.4)Impact of work life balance
With the view of the employees balance life it is considered that the performance has got a
positive impact of it. The employees level of work has increased and the firm has able to attain
the goals and the objective of the organization (Guest., 2011.). With the practices of the work life
balance system the employees are more reliable upon the firm and they willingly contribute
themselves to the growth of the organization. The turnover rate has reduced with these practices.
The employees retention plan is one more approach that are helping the organization to
maintain their employees and even the employees are satisfied with the actions that the firm is
taking which is very beneficial for them. Many welfare plans are the tools done to motivate the
employees for their effectiveness in the task that they have to perform. The training and
development part is the most expensive state which the firm does to inculcate the skills in the
employees to perform effectively (Jiang and et. al., 2012.).
CONCLUSION
It can be concluded on the basis of presented details that HRM of Unilever which is a
multinational company so it is essential for the management to provide all the facilities which
they want from the employers. So they have to use an appropriate human resource management
in the company which can help to them to provide better working conditions. As well as it can

help to the company to analyse the expectations of the employees towards the company. HRM
practices help to the company to provide all the facilities which helps to them to meet the legal
and regulatory framework.

REFERENCES
Books and Journals