Analyzing Unilever's HR: Strategy, Management, and Global Goals

This report examines the international human resources practices at Unilever, highlighting their importance in achieving the company's strategic goals. It discusses the contribution of HR in strategic management, including hiring the right people, building a strong organizational culture, engaging employees, enforcing policies, and training. The report further explores how HR practices contribute to achieving organizational goals at both local and international levels by building employee relations, analyzing benefits, managing performance, controlling quality and cost, handling compliances, and matching manpower to goals. Additionally, it delves into career development and management within Unilever, emphasizing the company's implementation of various management theories and models to foster employee growth and effective global operations. The report concludes by underscoring the significant impact of HR practices on Unilever's decision-making and strategic development.

International Human
Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Task 1...............................................................................................................................................3
Task 2...............................................................................................................................................3
Importance of HR practices.........................................................................................................3
Contribution of Human Resources Practices...............................................................................4
Task 3...............................................................................................................................................7
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
The HR practices are one of the most important key aspects of any organization and the
goals that the organization is willing to achieve (Jang and Ardichvili, 2020). Unilever is one of
the most successful organization in the global market. The company has managed to achieve
their goals in the local and the global markets. This report will discuss the various aspects of the
HR practices which is necessary for the growth of the business. Furthermore, the report will
describe about the contribution of HR practices in the strategic decisions and management of the
organization. There will be discussion about how the practices helps in achievement of the goals
of the local and international level that the organization is willing to achieve.
MAIN BODY
Task 1
Completed in PPT
Task 2
Importance of HR practices
The HR practices plays an important role when it comes to the business strategies of the
Unilever. The strategy of the company is to create a global sustainable living a common thing
(Strategies, 2022). Organization is trying their best to provide the world with more sustainability
and improve the environment of the world. The company is trying their best to improve the
living environment for the people. The motive of is to make human lives better by providing
better products to the world.
The HR practices plays an important role in achieving this motive by providing various
benefits to the company. It helps in properly managing the staff and the collection of their
information. They help the organization by choosing the best qualified people who can match the
work level of the business on both local and international levels.

Contribution of Human Resources Practices
The HR department of Unilever plays one of the major roles in the key operations and
growth of the organization as they are the department that handles most of the employee related
work. The HR manages to keep a record of the information about the employees of Unilever and
their track of day to day presence. They contribute very much in the global expansion and the
strategic management of the company (Humphries-Kil, 2019). They also help in achievement of
the goals of the company at a local and the global level.
Contribution of HR in strategic management
The HR of an organization contributes very much by performing various kinds of
activities in the organization. The operations help the company in making successful strategic
management (HR practices, 2022). Various contribution of the HR department are as follows: Hire the right people- By hiring the right people the HR can make the contribution in the
strategic management of the business. The company after having qualified staff and skill
full employees the organization will be able to make proper and strategic management of
the operations. The company can make better strategies as the employees will be
performing better on their operations. Organization with this concept creates a proper
strategy of the work distribution in the staff that can help them in getting their work done
more effectively. Builds a strong organizational culture- The HR practices helps the organization in
building a strong organizational culture in the work premises. This makes an effective
management of the environment in the company as the business is able to create an
employee friendly and customer friendly culture of the organization. This helps the
company in making strategic management of the culture by implementation of various
new methods and techniques. The change can help the organization in providing work
friendly culture for the employees so that they will not feel like they are bounded to a
serious work (Mahmood and et.al., 2019). Keeping the employees engaged- The HR practices helps the organization by keeping the
employees engaged in their work. The job of HR is not only till the hiring but till the
retirement of an employee. They monitor the work of employees and analyse the reports
that how is the staff is performing. This action of HR helps the organization in making

many strategic decisions regarding the performance of the employees. The company after
looking at the data can make the necessary decision that is required to improve the
performance of the employees. Enforcing the policies- The HR of the organization are rigid in nature when it comes to
the policies of the company. They enforce the employees that they are obligated to
comply with the policies of the organization which is necessary for the smooth workflow
in the organization. This can help the company in making the management of the by-laws
of the company to be complied regularly and effectively.
 Training the employees- The HR plays an important role when it comes to the training if
the employees. They train the new joiners and make them familiar with the environment
of the company. This is necessary because if the employees are not comfortable with the
environment of the company then they will not be able to perform better. This can help
the organization in making the strategic management for the trained staff as they will be
able to appoint the trained employees to the work directly (Huang, Tang and Deng,
2021).
The HR practices are created so that the organization can take the maximum advantage of the
skills of various practices and work of HR. This can be beneficial for the organization for
strategic management. The practices also lacks in the performance when it comes to the various
aspects like they are unable to get positive results sometimes. This happens because they try their
best to find the eligible and capable employees but most of the people does not satisfy the
selection criteria of them. This creates a problem that leads to lack of staff in the organization
which can disturb the process of the organization of making strategic management.
Contribution of HR in achieving the organizational goals
The HR practices can be defined as one the most effective management process of the
people of any organization. It helps in achieving the goals of the organization on both local and
international level by making the right decisions for the employment strategies of the
organization. Many important contributions of the HR practices are as follows: Building the employee relations- The HR practices helps in making the relations of the
employees and the organization strong. It helps in reduction of the communication

barriers that can cause the problems for the employees and the organizations. This helps
in achieving the goals of the organization by making the employees to understand the
importance of the communication. The employees will be able to work effectively and
without any problem if they can communicate with better with their organization. Analysing the benefits- The HR practices helps the organization in analysing the abilities
and the benefits that can be found in an employee. They try their best and diverse the
employees according to their skills and abilities that can be used for the specific
department of the organization. The organization can take advantage of achieving goals
from the local and the international levels by appointing the right person for the global
levels of operations (Emeagwal and Ogbonmwan, 2018). Performance management- The HR practices can help the organization by making the
proper management of the performance of the employees. They try to maintain the
records of the performance that has been given by the employees to the operations of the
company. Keeping control on quality and cost- The HR practices helps the organization by taking
many actions for keeping and managing the quality and cost of the tasks. The
organization takes advantage of this process as the company can invest in the
international operations which can improve the management of the organization. The
process helps in achieving the goals of the organization on the international levels. Handling compliances- The HR practices helps the organization by handling the
compliance management of the organization, They try their best to improve the
compliance of the employees to the by laws made by the company. The adherence to the
laws are necessary so that the workflow and the management can be done smoothly. This
helps the organization in achieving the goals on the international levels by making the
compliance to all the necessary laws of the countries. The employees also follows the
laws according to the place they are working in (Crawshaw, Budhwar, and Davis, 2020).
 Matching manpower to goals- The HR practices tries their best to match the manpowers
of the employees to the goals of the company. The main work of HR is to provide the
beneficial and required skills to the concerned department. The company takes advantage
of this work as the company will be able to pick the most suitable and qualified
employees for the specific operations of the company. This can benefit the organization

as the business will be able to achieve the specific goals on the local and international
level.
The HR practices plays an important role in making the organization to achieve its goals. The
company can perform various operations on the global and successfully achieve them. HR
practices makes many impacts on the organization by making them to take decisions and make
strategies based on the data collected by the practices (De Stefano, Bagdadli and Camuffo,
2018).
Task 3
Career development and career management
The career development works very effectively in the Unilever as the company is able to
provide the employees with a lot of growth. This is because the organization has been
successfully implementing various management theories and models in their business modules.
The various models have helped the company in achieving growth in the global market as the
strategies of Unilever is very efficient and effectively working on the development of the global
markets. The career management in the Unilever is also very firm and steady as the staff of the
organization performs very effectively. This makes a positive impact on the organization's
decisions as the company is able to perform global operations very effectively. There are various
tools of the career development and performance management theories that helps the
organization in various terms. The strategies and models helps the organization by providing
them a lot of information and benefits in regard to the performance of the employees.
Career development practices, can be explained as the organization has a lot of potentials
in managing the practices in their organization by using various theories and concepts. The
concepts and theories of the career development practices has made a lot of positive impact on
the operations of the organization (Stone, Cox and Gavin, 2020).
Career management practices, can be explained as the organizational approach for
making and improving the management of the careers of their employees. The practices are
concerned with various techniques and facilities to the employees such as, conducting various
career coaching and establishment of career centres.

The Unilever performs various types of practices for the career management of the
employees. Some of them are as follows:
Employee assessments, is being provided to the employees so that the organization can
make and improve the thinking abilities of their employees so that they can come up with new
and innovative ideas (Greenhaus, Callanan and Godshalk, 2018).
Providing skill, The Unilever try their best to provide their employees the best knowledge
of the operations and making them skill full.
Flexible understanding, The Unilever tries their best to make their employees to be
comfortable in their learning techniques that can help the employees in understanding and
solving the problems with more efficiency.
Holland Theory of Vocational Types, has made a lot of positive impacts on the
organization by making the organization to diverse their choice. The career development theory
divides the individuals into six categories. The various categories are as follows:
Realistic, people are also known as the 'doers'. This type of people involve themselves in
solving the problems of the organizational operations. The Unilever has a lot of employees of
this category. The employees help the company by solving the problems on the lower level of
error. This strategy of the employees makes a positive impact on the organization by making the
operations of the company smooth and error free (.Michael, 2019). This helps the organization in
achieving success in their global operations and improving the efficiency of the global
operations.
Investigative, people are the people who are known to work with information. This type
of people are also known as the 'Thinkers' as they are required to think and find information for
successful operations. They are more comfortable in working by themselves instead of with a
group. The company has a lot of people like this who tries their best to work for the organization
with the complete information about the work and operations of the company.
Artistic, people are also called the 'Creator'. They are very creative and filled with
innovation than any other group of the workers. This type of people are independent and finds it
comfortable in working with others people. The Unilever has a lot of people who are comfortable
in working with the other people and coming up with new and innovative ideas for the successful
operations of the company.

Social, people are the ones who value the working with others. They are also called as the
'Helpers'. This type of people give importance to creating relations with their colleagues so that
they will be able to work together comfortably. The Unilever takes advantage of this kind of
people as they are very helpful in nature and helps the other peoples with their works. This helps
the organization with the smooth workflow of the operations of the company.
Enterprising, people are the ones who value their status and security. They are also called
the 'Persuaders” as they are the people with the innovative and leadership mindsets. They
respects the work and gives their best to complete the work. This type of people also tries to
motivate their colleagues and team members. This has helped the Unilever in the improvement
of the operations of the company (Alatailat, Elrehail and Emeagwali, 2019).
Conventional, people are the ones who try their best to follow and give values to the rules
and regulations. They give importance to the structured work so that it will not be looking like an
unorganized work. This has helped the Unilever as this type of people helped in maintaining
discipline in the organization. This type of people have made positive impacts on the
performance of the company by complying to the rules and regulations of the company.
Performance management practices
The Unilever is trying their best to improve the performance of their employees. They
apply many strategies that helps the organization with the employees because it helps in boosting
the innovation of the employees (Arslan and Kılınç, 2019). Company uses four types of
strategies to boost and maintain the employee performance which are as follows:
Plan, the organization appoints the supervisor or senior employee who can understand
the various aspects of the employee. They try to analyse the position of the employee and then
improve it by making necessary changes. The communication and the goals are also set for the
employees so that they can work towards improvement of it. This technique helps in establishing
the mutual understanding of the performance and behaviour of the employees. The Unilever uses
this technique for improving the work abilities of their employees and try their best to create
better and effective performance of the employees.
Coach, the company also uses the method for the improvement of the performance of the
employees. The supervisor or the senior employee is responsible for providing coaching to the
staff so that the employees can successfully reach their goals. This helps the organization by

making the staff more motivated towards the work and completing it within the given time
(Zacher and et.al., 2019). This technique is also used by the Unilever for the improved
performance of their employees. They try their best that the employees are guided to the
successful and improved work flow and the operations of the organizations.
Evaluate, in this process the supervisor will rely on many resources that can improve and
performance and evaluate it with various methods. The supervisor can make performance notes
during the year so that he can make decision based on the data for the evaluation of the
performance of employees. The Unilever takes advantage of this strategy as the employees are
able to discuss how they can evaluate their performance with the supervisor. This helps the
company with the complete information and the data of the performance of the employees. This
data can help the organization in creating proper strategies on how the employees can work
better and effectively in their operations.
Reward, this technique makes an impact on the organizational as well as the performance
of the employees. The employee when performs well is rewarded in many ways. This can be
done by appreciating the performance or by giving the staff monetary benefits. This technique
helps the company because when an employee is getting rewarded for his better performance it
makes an impression on the other employees too. The other employees also gets motivated to
perform better and effectively with a motive that they will also be rewarded. The Unilever takes
benefit of this strategy by providing the employees with various rewards and achievements. This
helps the organization by creating the mindset of the staff to perform well because they will be
appreciated for their performance (Al Issa, 2020). This helped the Unilever with many things like
the organization is able to perform better in the global markets. It is because the employees are
performing more effectively on their day to day operations.
The various techniques have been used by the Unilever with the motive of improving the
performance of their employees helps them in achieving the growth in their business. The
company uses the techniques because the performance of the employees are required to be
improved every time they work on their tasks The organization has managed to successfully use
these techniques and improved their performance every day. This made an impact on the
business strategies and management of the organization as the company is growing day by day
and is required to improve their strategies and management. This change will help the
organization in achieving higher success rates and improve the business in the global market.

CONCLUSION
Thus, it can be concluded that the organization uses many approaches and strategies to
improve the performance of their operations. The HR practices is one of the important factors of
the organization. It contributes a lot in the strategic business decisions and achieving the goals of
company in both local and global markets. The organization uses career development theories
such as, Holland Theory of Vocational Types. This theory helps the organization in taking
benefit from the skills of the employees. The company also uses various performance
management models such as, planning, coaching, evaluating and rewarding their employees for
better performance in their tasks.

REFERENCES
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