Strategic HRM: Growth, Development, and Unilever PLC's Strategies

This report provides a comprehensive analysis of Strategic Human Resources Management (HRM) at Unilever PLC, a British multinational consumer goods company. It delves into current trends and developments influencing Unilever's HR strategy, including technological advancements, negative market growth due to events like the COVID-19 pandemic, increased labor wages, and international conflicts. The report examines both external factors (political, economic, social, technological, legal, and environmental) and internal factors (SWOT analysis) that impact HR strategies and practices. Furthermore, it explores relevant theories and concepts related to the growth and development of strategic HRM, change management models, and methods for monitoring and measuring HR outcomes. Finally, the report evaluates how effective HR management and development contribute to sustainable performance and growth, aligning with Unilever's organizational objectives. Desklib provides this document along with a wealth of resources, including past papers and solved assignments, to support students in their academic pursuits.

Strategic Human
Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Determine key current trends and developments that influence an organisation’s HR
strategy........................................................................................................................................3
P2 Analyse how both external and internal factors influence HR strategy and practice............5
P3 Apply relevant theories and concepts relating to the growth and development of strategic
HRM to specific organisational examples..................................................................................8
P4 Evaluate how appropriate change management models support HR strategy in application
to relevant organisational examples............................................................................................9
P5 Discuss how HR outcomes can be monitored and measured and apply this to a specific
organisational situation.............................................................................................................10
P6 Evaluate how effective HR management and development can support sustainable
performance and growth to meet organisational objectives......................................................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management may be defined as those strategic approach which assist in
effective management of the people within the company. These HRM strategies not only helps
the firm in gaining the competitive advantage over their rivals but also assist in enhancing the
employees performance(Bombiak and Marciniuk-Kluska, 2018). This is being considered as the
most important management of the firm because the selection as well as the training of the
employees are the hands of human resource department. Different types of employability skills
has been developed within the personality of an individual by the human resource management
which not only motivates them but also make them more competitive in the company. It is very
important for the workers of the company to attain all the organisational goals, for this manager
of the human resource have to motivate the employees in order to achieve them. The following
report is based on the Unilever plc which is a well-known British multinational consumer goods
company. The respective company is public limited company which was founded on 2
September 1929 by the Lever Brothers and Margarine Unie and the headquarter of the company
is situated in London, England,UK. The following report is going to cover the key external and
contextual developments which influence HR strategy and relevant theories for development of
strategic HRM. This report also focus on the change management model and contribution of HR
management for sustainable business performance and growth
PART 1
TASK 1
P1 Determine key current trends and developments that influence an organisation’s HR
strategy.
Due to the development of the new and modern measures in the competitive
marketplace, the face of the market has been changed on regular basis. This result in that the
human resource management strategies are also been affected(Boon and et. al., 2019) . The
management of the firm is responsible for effectively identify all the changes which are
happened in the market. With the help of this identification they can easily develops the
strategies and make these changes as opportunities for the company. Following are the key trend
and development which influence the HR strategy has been discussed below:-

Technological advancement
According to the research it has been identified that technology has been changes in the
market on regular basis and which not only increases the efforts of the employees for doing the
task but also develop the effectiveness and accuracy within the business. If the advanced
technology are adopt by the company and use this in positive manner then this impact positively
on the human resource strategies. Nowadays, social media methods are being considered as one
of the most significant and valuable technology. This technology can be adopt by the
management of the Unilever in order to find the most appropriate and talented employees for
their firm.
Negative market growth
After the arisen of COVID 19 pandemic the economic condition of all the nations has
been affected in negative manner. Along with this markets also may have to suffer form this
pandemic. The decline in the economic conditions of the nations paid a negative impact on the
management and human resource strategies of the company(Boon and et. al., 2018). If the
company wants to face the challenge of the negative growth of the economy in effective manner
then it is very essential for the organisational management to make the regular changes in their
human resource management strategies. Different types of measures are available in the market
which assist the organisation in making changes in the HR strategies.
Increases the wages of labour
All the trade agreements are terminated by the government of the United Kingdom form
the European Union. Due to this wages and salaries of the employees has been increases in
immense number which impact on the firm in negative manner. The HR management of the
respective company faced different types of complexities in performing their business functions
in the European nations only because of increased in the labour cost(Cooke, Xiao and Xiao,
2020).
Conflicts between US and UK
Between the United Kingdom and the United State various types of conflicts are made
due to this both the nation provide negative support to the organisation of each other nation by
applying barriers and restrictions. Due to these conflicts most of the institutions has shifted their
business operations in another nation. Different types of problem has been faced by the

management of the Unilever in operating their business function within the US. This impact their
profit margins as well as sales. So it is very important for the Unilever management to find out
the outcomes so that they can deal with all these issue.
P2 Analyse how both external and internal factors influence HR strategy and practice.
There are various types of internal as well as external factor present within the
organisation which has huge impact on the HRM strategies of the firm in both negative and
positive manner(Engelsberger and et. al., 2022). It is very important for the management of the
Unilever company to find all theses factors in a very effective manner so that it will be beneficial
for the firm. Following are the different types of internal factor which affect the HR strategy has
been discussed below:-
SWOT analyses of Unilever
This framework is being considered as the most important tool which are used by the
management of the organisation in evaluating the different internal factors which has e huge
impact on the different functions of the company. In order to deal with all these factors it is very
essential for the organisational management to develop the strategies which assist them in
remaining the HR strategies same. As the Unilever operate in different parts of the world, so it is
very important to develop the efficient strategies so that that can handle the issues effectively.
Strength
The biggest strength of the Unilever company is that, all across the globe the firm is one
of the biggest leader of the FMCG companies. They provide their services in more then 150
nation and operate in more them 350 brands. Huge amount of fund has been invested by the
management of the Unilever company in their R&D department which assist them to operate
167000 employees within the organisation(Gitonga, 2019). The recruitment team of the company
are very skilled and experience which search and hire the skilful employees for all across the
globe.
Weaknesses
One of the biggest weakness of the Unilever is market segmentation and brand extension.
Multiple range of product are offer by the company management in the competitive marketplace
which become very complicated for the employees to manage. Anxiety in the minds of the
employees has been developed because of the mismanagement and load of work which make a
huge negative impact on the functions of the company. The management of the Unilever have to

develop different types of counter strategies so that they can face all the problems and the human
resource management maintain the strategies.
Opportunities
Marketing is being considered as only the solution which assist the organisation to
remain competitive in the market. So the management of the Unilever company have the
opportunity to spend huge in the marketing and promotion of the products which assist them to
face the immense competition in the market. If the marketing strategies are made on the current
market trends then this helps the management to deals which changes in the marketplace
effectively. The huge investment by the management of the Unilever in marketing of the product
assist in human resource management and allow them to use the various innovation and
strategies in the market(Greer, 2021).
Threat
Immense amount of competition has been faced by the management of the Unilever in
consumer goods, which paid a negative impact on the sales as well as on the profits of the
company. Due to this, it become difficult for the respective firm to develop the effective HRM
strategies.
External factors:-
 Political factors: this factor comprises of all the rules and regulation which are made by
the government of the nation. The respective company deals in huge number of product
rang in the competitive market and mainly the company have FMGC products such as
refreshment products, health and beauty care product and many more. So it is very
important for the management of the Unilever plc to develops their policies according to
the rules and regulations of the government in order to achieve success in the market.In
the manufacturing process, the management have to follow all the rules and standard
which are made by the government.
 Economic Factors:this factor is related to the growth rate, employment rate, inflation are
and many more, in context to the Unilever plc, if huge number of unemployed person are
available in the nation then they can provide employment opportunities to them. If
immense amount of workforce are available within the company then they effectively

implement the human resources strategies which assist in improving the economic
condition and living standard of the employees.
 Social factors: This factor comprises of behaviour of the consumer, preferences, beliefs
and many more. In relation to the Unilever, it is very important for the management of
the company to focus on the launching of the products into the market. They have to
identify the need and demand of the consumer by doing the proper market research and
according to this launch the new product(Jenčo and Lysá, 2018). The proper analysation
of the market assist the management in implementing their HRM strategies in proper
manner.
 Technological Factors: this factor comprises of innovation in technology in the market.
In relation to the Unilever, if the latest technology are used by the management of the
company I their production process then this not only help them in increasing the
efficiency of the employees but also help them in reducing the cost of production. Along
with this latest technology also assist in saving the time by which they can implement the
HRM strategies in the effectual manner.
 Legal Factors: this factor comprises of all the rules and regulations which are made by
the council of the nation in order to protect the interest of the employees and society
people. In relation to the Unilever, around 167000 employees working within the
organisation and along with this they deal in more then 400 brands. So it is very
important for the management of the company to follow all the laws in relation to the
employees and manufacturing the goods. If illegal product are developed by them
company then they have to bear lots of consequences and also affect their HR strategies.
 Environment Factors:this factor is related to all the laws and policies which are made
by the authorities of the nation in order to protect the environment of the nation. In
context to the Unilever, it is very important for the management of the company to paid
focus on the manufacturing of the eco-friendly goods. The workforce of the company
working towards the UN sustainability objectives which assist them in developing good
image in the market. Along with this recyclable plastic are used by the company in their
packing methods which help in cleaning the environment.

P3 Apply relevant theories and concepts relating to the growth and development of
strategic HRM to specific organisational examples.
Various types of theories and models are available in front of the management of the
company. By implementing all these theories they can improves their sustainability as well as
enjoy the competitive advantage over their rivals. The different types of theories and model has
been discussed below:-
 Matching model :- this is being considered as the most important theory of strategic
human resource management. With the help of this strategy the management of the
company can effectively match the strategies of the company and the structure with the
human resource policies and strategies(Kang, NANTHARATH and Hwang, 2020). As
per this model, it is very important that management have to link the policies of the HR
with the management and other areas of firm.
 Control model :-this refer to those model of human resource strategy which assist in
controlling the employees and strategies. With the help of this model management can
effectively motivates their workers towards the set goals and objective of the
organisation. This result in increasing the profitability and sustainability.
 Resource based model :- this model assist the management of the company in focusing
towards the resources which are possessed by the company. These resources assist in
developing the HRM strategies in a very effective manner by which they can achieve
successful position in the market.
Approaches
 Universalistic and best practise approach :-this approach state that there are various
types of human resources model and theories are available in the marketplace which
assist the organisation not only in developing the effective HRM strategies but also in
creating an effective management for the firm.

 Contingency or best fit approach :- This approach comprises of all those method under
which a company can effective develops the different types of human resource strategies
in order to deal with al, the uncertainties which arises within the firm. With the help of
this approach the management of the company can effectively develop the contingent
strategies for the organisation(Kasekende, Nasiima and Otengei, 2020).
 Configurational approach :-this approach is basically the combination of both the
above approaches which assist the organisation in developing and dealing with the
contingency and uncertainties.
PART 2
P4 Evaluate how appropriate change management models support HR strategy in
application to relevant organisational examples
Covered in PPT.
P5 Discuss how HR outcomes can be monitored and measured and apply this to a specific
organisational situation
Covered in PPT.
P6 Evaluate how effective HR management and development can support sustainable
performance and growth to meet organisational objectives.
Covered in PPT.
CONCLUSION
From the above report it has been concluded that it is very important for the management
of the company to deals with all the issues of the market in a very proper manner. By doing this
they are able develops the effective human resource management strategies. This report also
concluded that it is very important for the company management to analyse all the internal and
external factor in effective manner so that they can develop the proper HRM strategies. Different
types of approaches and model also been concluded in this report which assist in developing the

HRM strategies properly. Afterword this report concluded the Lewin change management model
which assist the organisation in improving the performance of the company in the competitive
market. In the end this report conclude the different types of measures in order to monitor the HR
outcomes and how these help in attaining the organisation objectives.

REFERENCES
Books and Journals
Bombiak, E. and Marciniuk-Kluska, A., 2018. Green human resource management as a tool for
the sustainable development of enterprises: Polish young company
experience. Sustainability, 10(6), p.1739.
Boon, C and et. al., 2019. A systematic review of human resource management systems and their
measurement. Journal of management, 45(6), pp.2498-2537.
Boon, C and et. al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management, 29(1),
pp.34-67.
Cooke, F.L., Xiao, Q. and Xiao, M., 2020. Extending the frontier of research on (strategic)
human resource management in China: A review of David Lepak and colleagues’
influence and future research direction. The International Journal of Human Resource
Management, 32(1), pp.183-224.
Engelsberger, A and et. al., 2022. Human resources management and open innovation: the role
of open innovation mindset. Asia Pacific Journal of Human Resources, 60(1), pp.194-
215.
Gitonga, A.G., 2019. Influence of Human Resource Capability in Relating Talent Management
Strategy and Competitive Advantage. Journal of Human Resource Management, 7(4),
pp.120-130.
Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.
Jenčo, M. and Lysá, Ľ., 2018. Evaluation of a work team strategy by using the SWOT
analysis. Calitatea, 19(165), pp.39-42.
Kang, E., NANTHARATH, P. and Hwang, H.J., 2020. The Strategic Process of Merger and
Acquisition (M&A) Market Using Integrating Change Management. Journal of
Distribution Science, 18(6), pp.57-62.
Kasekende, F., Nasiima, S. and Otengei, S.O., 2020. Strategic human resource practices,
emotional exhaustion and OCB: the mediator role of person-organization fit. Journal of
Organizational Effectiveness: People and Performance.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Mom, T.J and et. al., 2019. A multilevel integrated framework of firm HR practices, individual
ambidexterity, and organizational ambidexterity. Journal of Management, 45(7),
pp.3009-3034.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Weller, I., Hymer, C.B., Nyberg, A.J. and Ebert, J., 2019. How matching creates value: Cogs and
wheels for human capital resources research. Academy of Management Annals, 13(1),
pp.188-214.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An
empirical study. Journal of cleaner production, 204, pp.965-979.