Unilever's Approach to Human Resource Management: A Comprehensive View

This presentation provides an overview of Human Resource Management (HRM), focusing on Unilever as a case study. It differentiates between domestic and international HRM, highlighting key differences in activities, perspectives, employee involvement, emphasis on employee mix changes, risk exposure, and external influences. The presentation emphasizes the importance of HR managers understanding the impact of HRM on employee performance and strategically aligning HR practices with organizational goals. It underscores the need for Unilever's HR managers to adopt International HRM due to the company's global presence and ensure employees adapt to changing needs, contributing effectively to the organization. The presentation concludes by stressing the significance of framing HR policies according to the chosen HRM approach to facilitate effective strategic and tactical actions. Desklib provides this assignment solution and many other resources for students.

Human Resource Management

Table of Contents
 Introduction
 Main Body
 Conclusion
 References

Introduction
Human Resource Management refers to the use of methods and techniques
which are quite crucial and important for the purpose of strategically
managing the different types of needs and requirements effectively and
efficiently. For this presentation, Unilever has been selected. It is a British
multinational company which provides a wide range of products and
services to the customers in the market. In this presentation, a detailed and
specific focus will be made on the use of Human Resource Management.

Main Body
 Domestic HRM- Domestic HRM refers to
the Human Resource Management which is
done within the domestic borders of a
country. Therefore, in it the HR managers
of an organization are bound to operate
only within the boundaries of a particular
country. It is quite limited in scope.
 International HRM- International HRM
refers to the Human Resource Management
which is done internationally. Therefore, in
it the HR managers of an organization can
operate outside the boundaries of a
particular country. It has a wide scope.

Continued…
There are various types of differences between Domestic HRM and International
HRM. Therefore, it is necessary that the identification of these differences can be
done for the purpose of taking of strategic and tactical decisions effectively and
efficiently in a proper and appropriate manner. The differences can be explained
as follows-
 Activities- Domestic HRM’s activities are quite limited in scope because the HR
department is bound to operate within the boundaries of a particular country.
However, In International HRM, the activities are quite broad in nature and
therefore it can be stated that the right approach is required to be adopted by the
HR department here so that it can take the strategic and tactical decisions quite
effectively and efficiently in a proper and appropriate manner. In Unilever, the
activities of the HR department are related with International HRM.

Continued…
 Perspective- Domestic HRM’s perspective is not broad and therefore it
creates a certain limit within which an organization is bound to operate.
However, In International HRM the perspective is quite broad which is
therefore quite helpful for the organizations. In Unilever the perspective of
the HR department is broad which helps it a lot.
 Involvement in Employees’ Personal Lives- Domestic HRM does not
require the HR managers to have much involvement in Employees’
Personal Lives. International HRM requires the HR managers to be more
involved in Employees’ Personal Lives. In Unilever, the HR managers are
required to be more involved in Employees’ Personal Lives.

Continued…
 High Emphasis on Change in Employee Mix- Domestic HRM does no
puts much emphasis on Change in Employee Mix. However, International
HRM puts a high emphasis on Change in Employee Mix. In Unilever, the
HR department is required to make sure that it puts high emphasis on
Change in Employee Mix.
 High Risk Exposure- Domestic HRM, the High Risk Exposure is limited.
However, in International HRM there is more High Risk Exposure.
Therefore, In Unilever the High Risk Exposure is more.

Continued…
More External Influences- Domestic
HRM has less external influences and
therefore the activities in it are not
influenced by the impact of different
types of factors. In International HRM,
the external influences are more and
therefore the activities in it are
influenced by the impact of various
types of factors.

Continued…
Therefore, it can be stated that there are various types of differences between
Domestic HRM and International HRM. It is thus required from the HR
managers of the organization that they are able to identify the way in which
the HRM creates an impact on the performance level of the employees who
are working in the organization. Therefore, it can be stated that the
identification of the way in which the needs and requirements related with
employees can be managed should be done so that the right decisions can
be taken in a proper and appropriate manner.

Continued…
Thus, the HR managers of an organization are required to make sure that they
can consider the decisions which they are required to take which will
therefore help them a lot in ensuring that they can manage their overall
needs and requirements effectively and efficiently to attain the necessary
goals and objectives. The HR manages are thus required to strategically
and tactically take the decision regarding the HRM which they want to
adopt. This will be helpful for them in ensuring that the employees of the
organization are managed well and thus they can make a significant
contribution towards the attainment of the goals and objectives effectively
and efficiently.

Continued…
Unilever is a big MNC and thus it is quite crucial as well as important for the
HR managers of the company that they are able to make sure that they can
properly and appropriately adopt the HRM to be used which will be useful
to attain the essential goals and objectives.

Continued…
It is highly necessary and important for the HR managers of Unilever that they
are able to make sure that they can identify the way in which the attainment
of the goals and objectives has to be done by them. The company makes
the use of International HRM because it has its presence in different
countries around the world. Therefore, it is required from the management
of Unilever that it properly and appropriately ensures that the essential
steps are taken so that it is able to ensure that it can manage the employees
quite properly and appropriately.