Unilever's Global Business Environment and Staff Management Report

This report provides a comprehensive analysis of Unilever's global business environment. It begins with an overview of the company, its operations, and its global presence. The report then delves into the impact of country-specific rules, regulations, trade unions, and International Labor Organizations (ILO) on Unilever's HR practices. It identifies key regulations like the Health and Safety Act, Workmen Compensation Act, and Equality and Diversity Act, and analyzes their influence on the company's HR strategies. Furthermore, the report examines the performance management techniques employed by Unilever in host countries, contrasting them with those of its parent company in the UK. It highlights techniques such as 360-degree feedback and KPI metrics. The report concludes by identifying potential future issues in staff management within host countries, such as cultural differences and trade union conflicts, and offers actionable recommendations, including fostering cultural understanding, maintaining effective communication, appraising performance, and delegating tasks effectively. This report provides a solid foundation for understanding the complexities of managing a global business like Unilever.

GLOBAL BUSIENSS
ENVIRONMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Company overview......................................................................................................................3
Identification of impact of rules and regulations of country, trade unions regulations or
International Labor Organizations on HR practices of organisation...........................................4
Analysis of existing performance management techniques followed by business in host
country and how it differs from origin/ parent country...............................................................6
Determine future issues of staff management in host country and give effective
recommendations for resolving such conflicts............................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Global business environment of different countries with exogenous to home environment
of organisation which can influence decision making on resource use and capabilities. This
report is based on the global business environment and how an organisation is operating in in
other countries internationally (Akhmetshin and et.al, 2017). The report identifies the influence
of rules and regulation of country, trade unions, international labor organisation on HR practices
of a business. The report will define various techniques of a business which are used in host
country for identifying performance management and how it is different from their parent
country of business. The information related to the issues which has been faced for managing
staff in the host country has also been listed in the report with some recommendations for solving
such conflicts.
TASK
Company overview
Unilever is a multinational consumer goods company with a headquarter in London,
England, UK. The company is a public limited company which was founded in 1929 by lever
brothers- Samuel Van de berg, George Schicht and Singrose. The company was established in
1929 by the merger of operations of Dutch Marine Uni and British soap maker lever brothers
which both led to an aim of introducing Unilever. Company is currently operating worldwide
and offers various product which involves- skin care, personal care and cleaning agents, drinks,
food, toothpaste, baby products, confectionaries, pet food, chewing gum, pharmaceutical health
care, frozen Pizza, instant coffee, juice, cheese, bottled water and ice-cream. Unilever founded
the sense of purpose and is focusing on shaping the business (Barac and et.al, 2016). In the year
1890’s, William Lever founder of lever brothers shared the idea of sunlight soap as a
revolutionary product that can popularize cleanliness and hygiene in Victorian England. The
company focuses on working with integrity, creating a positive impact on society environment,
ensuring continuous commitment towards society, industry consumers and effectively working
and collaborating with others by following the code of conduct and principles.
Unilever is currently operating worldwide have research and development facilities in
China, India, Netherlands, UK and US. With a total of 500 companies in Unilever group, the

business is operating in around 75 countries through which they regularly run their business
operations and meet customer demand that can be a source of generating higher revenues.
The reason of selecting Unilever as the company for conducting this project report, is to
share my knowledge which I gathered by analyzing and studying about Unilever and how it is
operating in different host countries. The aim of choosing Unilever as the company of the project
report was to identify the national and international country wise operations of company and how
different companies creates and influence on the managerial activities and functions of
organisation.
Identification of impact of rules and regulations of country, trade unions regulations or
International Labor Organizations on HR practices of organisation
The rules and regulations, trade unions and International Labor Organisation (ILO)
majorly influence the operations and functioning of the business. Some of the factors are
identified and the impact of the factors has been discussed below:
 Health and Safety Act, 1974- The health and safety at work 1974, is an act of parliament
in United Kingdom which defines the fundamental structure and authority for
encouragement regulation enforcement of workplace health and safety and welfare within
UK. This act is a provision which secures health and safety of employees at workplace
from which that can be faced in an organisation.
The Health and safety act has created an influence on the HR practices of an
organization, this regulation focuses on ensuring that all organizations must follow all health and
safety measures through which they can effectively perform the functions (Bhagra and Sharma,
2018). If an organisation is unable to meet the desired rules and standards of health and safety of
employees in workplace, this can affect their brand image in the industry and will lead to incline
in employee turnover. Such factors also affect the performance of business and management of
personnel in the business.
 Workmen Compensation Act, 1923- This act ensures that in case of personal injury has
been caused by any occupational disease or accident the organisation is accountable for
providing payment for as compensation for injury by accident took their employees. The
objective of this act is to cover employees from injuries and disabilities which can be

caused while working or due to any workplace activity in course of their employment.
The workmen compensation act ensures that all employees must get fair and appropriate
compensation benefit while working with the business (Brenkert, 2019).
This act affects the HR practices of the organizations, as this ensures the management
must focus on giving cover to employees while working in the organisation. If the organisation is
not able to provide the security to the employees this might affect the position of the company.
 Equality and Diversity Act, 2010- The equality act is a provision which offers legal
protection to employees from discrimination in workplace and in wider society. It is the
replacement of anti-discrimination law and covers protection from discrimination
harassment and victimization (Gaspar and et.al, 2016). The UK legislation around
equality and diversity come in the form of equality act 2010. This act is the key provision
legislation which helps in dealing with discrimination at workplace and provision of
goods and services.
This act creates an influence on the managerial activities within the business which push
organisation to ensure equality and diversity in workplace and all employees must feel safe and
equally treated in the organisation.
 Employee safety standard laws- The workplace health and safety regulation and shows
employees that the working scenario is safe from risk for employees. The ensures health
and safety of employees by identifying risk and focusing on reducing such risk that can
be faced by employees in the organisation.
The employee safety and standards laws affects the HR practices which has been
performed in the organisation, as business must ensure that all employees must be provided
safety and treated equally in the organisation.
 Protection of employee rights- There are various employee right protection laws where
employee rights are protected from any workplace issues. There are many professional
bodies, such as ILO, trade unions and many unions which has supported in saving the
rights of employees in workplace.

Analysis of existing performance management techniques followed by business in host country
and how it differs from origin/ parent country
Performance management is an approach of improving employee performance that can
help in achieving organisational objectives. The process of performance management and shows
that all activities of business are performed as per the plan and it will help in achieving
organisational objectives in an effective and efficient manner (Gooris and Peeters, 2016). There
are several techniques of performance management, some of the common performance
management techniques which are followed by business to ensure effective performance of
employees and overall like organisation are: 360-degree feedback, KPI and metrics, performance
appraisal, balanced scorecard, management by objective, personal development plans and many
others.
Performance management technique which are followed by Unilever while operating in
host countries are: feedbacks, 360-degree feedback and key performance indicators and metrics.
The host countries use different performance management technique to regularly monitor the
performance of the employees and give them feedback which will be a helpful approach for
improving employee performance which can help in achieving organisational objective and
enhancing business position in the industry. With the help of giving regular feedback to
employees after monitoring their performance, it helps Unilever in identifying the performance,
deviations and training requirements that can enhance employee performance and productivity.
The company also ensures that they focus on identifying key performance indicators and metrics
by which they can motivate their employees to willingly and effectively performed assigned
roles and responsibilities (Hakanen, Helander and Valkokari, 2017). Unilever also focused on
appraising and rewarding employees based on their involvement and performance for their
achievement of organisational objectives by which they can keep their employees highly
motivated and willing for performing all assigned job roles and responsibilities by using
innovative decisions.
The origin/ parent company of Unilever is operating in London, UK where the company
focuses on maintain the performance of their employees through which they can meet the
demands of their employees. Unilever, UK use different performance management techniques
such as management of objectives, performance appraisal, Personal Development Plan (PDP)

through which they can enhance the performance of their employees. The performance
management process of Unilever helps them in monitoring the performance of their employees
and motivate them to effectively perform the assigned job roles and responsibilities. By using
performance appraisal, Unilever appraise the performance of their employees through which the
company can motivate their employees and improve their performance (Hooper, 2016). Such
techniques help them in appraising the employees in performing and reward them for their
valuable performance in achievement of organisational objectives.
Determine future issues of staff management in host country and give effective recommendations
for resolving such conflicts
Issues
There are several issues which can be face by organisation while operating in a host country,
some of these issues which are faced by Unilever while operating in host countries are discussed
below:
 Cultural difference causes professional messenger standings- It has been a challenge,
as cultural difference can cause many professional misunderstandings and it creates a gap
among the management team and employees which affect the overall productivity of
organisation.
 Dealing with trade unions- As union members are people who oppose the plans and
policies of the company and expects the demand of union and interest of management
must be matched whereas due to differences between trade unions and organizations
affects the performance of business (Kasemsap, 2015).
 Recruitment and selection- This has been an issue for finding the most desirable
candidate for the job as the candidate must be provided proper training by which the
company can ensure effective performance.
 Socio cultural factors- Due to cultural distance, this has affected the performance and
has been an issue for managing staff in a host country. Company face many issue
regarding attracting and retaining the appropriate employees.
Recommendations

Some of the recommendations for resolving conflicts related to staff management in host
counties for Unilever, are discussed below:
1. Understand cultural differences- By understanding and valuing the cultural
difference, the company can face and manage the issues which has been faced while
managing the staff in host countries (Motohashi, 2015). Through valuing the cultural
difference, this can establish a trust and respect among management and employees
through which they can effectively perform their managerial activities.
2. Maintaining effective communication- By maintaining effective performance with
employees, the organisation can build a sense of trust and enhance the performance of
overall organisation. Through effective communication, business can ensure that all
information has been shared effectively and more constructive and innovative
decisions can be made.
3. Appraise and reward effective performance- The company must focus on regularly
monitor the performance of the employees and appraising their valuable input for
achievement of organisational objectives. The company can appraise the performance
of employees and reward them which can boost employee morale and willingness to
perform managerial activities.
4. Delegating jobs to right people- Delegating jobs to right people at right time will help
business in maintaining positive working scenario in the organisation (Tallman, Luo
and Buckley, 2018). The venture must delegate the roles according to their
specialization which will help employees in effectively performing the assigned job
role and will avoid conflict of interest and this will lead to more productive
organisation.
CONCLUSION
As per the above mentioned report, it has been concluded that global business
environment operation many businesses to operate effectively and generate higher revenues and
wide market share. It can be seen that various rules and regulations followed in the host countries
create an impact on the business practices of a company. The practices and functioning of a host
company differs from the company which is operating in origin country as the difference

between rules and regulations of each country affect the functioning and operations of a
business.

REFERENCES
Books and journals
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Bhagra, A. and Sharma, D. K., 2018. Changing paradigm of employability skills in the global
business world: A review. IUP Journal of Soft Skills. 12(2). pp.7-24.
Brenkert, G. G., 2019. Mind the gap! The challenges and limits of (Global) business
ethics. Journal of Business Ethics. 155(4). pp.917-930.
Gaspar, J and et.al., 2016. Introduction to global business: Understanding the international
environment & global business functions. Cengage Learning.
Gooris, J. and Peeters, C., 2016. Fragmenting global business processes: A protection for
proprietary information. Journal of International Business Studies. 47(5). pp.535-562.
Hakanen, T., Helander, N. and Valkokari, K., 2017. Servitization in global business-to-business
distribution: The central activities of manufacturers. Industrial Marketing
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Hooper, M. J., 2016. The global business handbook: The eight dimensions of international
management. CRC Press.
Kasemsap, K., 2015. The role of customer relationship management in the global business
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Motohashi, K., 2015. Global business strategy: Multinational corporations venturing into
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Tallman, S., Luo, Y. and Buckley, P. J., 2018. Business models in global competition. Global
Strategy Journal. 8(4). pp.517-535.