Analysis of HR Challenges and Strategies at Unilever

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HUMAN RESOURCE
MANAGEMENT
UNILEVER

TABLE OF CONTENT
• INTRODUCTION
• ANALYSIS OF POTENTIAL IMPACT OF CHANGING
DEMOGRAPHY ON HR PLAN AND JOB DESIGN
• THEORIES AND CONCEPTS APPLICABLE
• CHANGE IN THE RECRUITMENT AND SELECTION
METHOD
• RECOMMENDATIONS
• CONCLUSION
• REFERENCES

INTRODUCTION
Unilever is oldest multinational organization in the world
which involve in fast moving consumer goods. This
organization is established in 1929 and have own 400
brands across the 190 countries. This organization
includes ready to eat foods and beverages, beauty
products, personal care and other various products.

Customer Relationship
Human resource management of Unilever
identifies that the customer services are not
fulfill according to their requirement in various
countries which reduce the sale of the
organization.

High employees Turnover
Organization excessive affected
by this issue, higher employees
turnover reduce the strength
and motivation of the
organization which also impact
on other employees.
Sustainability of Products
In this competitive world, there
are various companies existing in
the global market with similar
product to reduce sales of this
organization.

Supply chain Risk
In several places the demand of the products
and services is very high but the supply is not
enough because the lack of transportation and
proper communication between the parties.

Biased in recruitment and Selections
There are various sub divisions of the organization in
different count ires follow biased way to recruit and
select employees. This affects the company
manpower strength by getting low skilled
employees into the business and the skilled,
experienced employee are unable to get
opportunities because of biasedness.

CLASSIFICATION OF INTERNAL ISSUES REGARDING HR
Lack of Employees Engagement
This is internal problem which is facing by the human resource of
Unilever that the engagement of employees is very low and
ineffective. This issue affects the culture and atmosphere of the
organization.
proper work atmosphere, policies and rules
There are various issues faced by the company while manufacture
the products and these issues are related with the negative
environment of the organization, rigid rules and policies for the
employees.
Harassment and Molestation of Employees
From the analysis in report, there are various sub- divisions of the
Unilever shows that the employer harass the employee and try to
give bribe for hiding the incident from management.

Performance Appraisal.
Employees are less motivates and encourage because they
are not able to get any promotion, bonus and other
appreciation source. Lack of systematic management for
the employees make largest issue for the higher in the
employees turnover ratio.
Lack of training and development
This is the main internal issues faced by the organization
that the lack of training and development of the employees
make effectual affect on the quality of products and
services which can reduce the goodwill of the company.

THEORIES AND MODELS
MASLOW MOTIVATIONAL THEORY
This theory is applicable for the encouraging and
motivating employees towards their responsibilities.
Maslow uses encourage triangle for better explanation
of the theory. He said employees are most valuable
assets of the organization, they have some need and
that needs should be fulfill anyhow. Enhancing reward
and bonus to motivate and encourage them for
effective performance. There are five dimensions of the
Maslow’s motivational theory.

1. Physiological Need: Every employee have their some
personal needs which is essentially required. In this
dimension, Maslow said organization should provide
fresh air, water, healthy work environment, shelter,
clothes and proper sleep to make effective performance.
2. Safety Needs: In the manufacturing industry the workers
are not secure with their safety. Maslow dimension fixed
as the organization should take care about he safety and
security of the employees, this is helpful to increase the
performance of the employees and build trust between
the management and employees.

3. Belongings and Love Needs: Love and belongings
relationship help to boost the motivation of employee
and organization ensure that the relations of
employees must be healthy for betterment of
productivity. From the detailed analysis in report the
various relations are shows their value in the
organization.
4. Esteem needs: in this dimension of the Maslow
motivational theory, human resource department and
other department should give respect to each other, in
this phase every member should always respect to their
feelings and encourage them to do better.