HRM Policies at Unilever: A Comprehensive Analysis

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HRM POLICY

The various HR policies
Table of Contents
Lo1...................................................................................................................................................3
P1The purpose and functions of HRM............................................................................................3
P2The strengths and weakness of different approaches to recruitment and selection.....................4
M1 Identify and explain the various HR functions.........................................................................5
M2 The approaches to recruitment and selection............................................................................6
D1 Critical evaluation of strength and weakness to recruitment and selection...............................6
LO2..................................................................................................................................................7
P3 Explain the benefits of different HRM practices for employer and employee...........................7
P4 Evaluate the effectiveness of different HRM practices in organizational profit and
productivity......................................................................................................................................8
M3 Different methods in HRM practices........................................................................................9
D2 Evaluate the different HRM practices and application............................................................10
LO3................................................................................................................................................11
P5 The importance of employee relations.....................................................................................11
P6 The key elements of employee legislation...............................................................................12
M4 Identify the key aspects of employee relations.......................................................................13
LO4................................................................................................................................................14
P7 the application of HRM practices in work related context.......................................................14
Rationale........................................................................................................................................15
Conclusion.....................................................................................................................................15
References List..............................................................................................................................16
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The various HR policies
Introduction
Unilever is the transnational consumer goods company, which is headquartered in London. The
organizations own more than 400 brands. The company was founded in 1929. The company
deals with variety of goods like foods, cleaning agents, personal care products, beauty products
and so on. The project mainly focuses on the various HR policies of Unilever. The HR rules and
regulations are the major determinant for understanding the organization’s operational area and
structural policy. The project signifies the various HR policies that the management of Unilever
implements into their day-to-day operations. The project also signifies the various policies of
human resource management and the recruitment strategies of Unilever. The project also
explains why the recruitment and selection procedure are the vital part in terms of understanding
the labor management. The project also explains why the Human resource management is
considered as one of the major factors in terms of the performance and sustainability of any
organization. The project also illustrates the various dimensions of HR policies in the context of
Unilever. The various HR policies which has direct impact on the organization’s decision
making process a also emphasized. There are various HR implications which directly linked with
the decision making process are also emphasized which are based on the current marketing
structure and global market scenario.
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The various HR policies
Lo1
P1The purpose and functions of HRM
The successful Human Resource Management makes a bridge between the line management and
the organization’s workforce. The main purpose of Human Resource management in Unilever is
to solve the requirements of the human resource and maximize the efficiency of human resource
and organization. The purposes of human resource management in Unilever are
● Performance Appraisal management
Performance management and measurement are one of the major purposes of human resource
management. In Unilever the performance appraisal helps the employees to measure their work
and the measurement will help organization to maintain their own working standard.
● Compensation management
Fair payment is one of the major elements for employees. The compensation management of
Unilever helps the organization to structure the wage policy based on the working standards.
● Recruitment and selection process
Another major purpose of human resource management is the recruitment and selection process.
The recruitment and selection process helps the organization to recruit the right people for right
position.
● Cultural sensitivity
One of the major purposes of Human Resource Management is to maintain the cultural
differences. HR management routinely check up the cultural differences that arises in the human
resource management (Berman, Bowman, West and Van Wart, 2019.).
Functions of the Human Resource management
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The various HR policies
The area of responsibilities of Human resource management is quite broad and the functions of
human resource management are also multi dimensional in nature. The functions of human
resource management are:
● Planning the workforce
The workforce planning is the biggest aspect of human resource management in Unilever.
Unilever expands the business in various department, their products are also has a wide range.
Proper planning helps the organization to maintain the workforce.
● Maintaining good working decisions
One of the major functions of the Unilever is to maintain the good working decision. Unilever’s
area of responsibilities are quite broad so maintaining the relevant working decisions are vital .
● Maintaining the proper working conditions
One of the major functions of the Human Resource management in Hindustan Unilever is to
make proper working conditions.
P2The strengths and weakness of different approaches to recruitment and
selection
Recruitment and selection are the major aspects of human resource management. Every
organization’s success and failure are totally dependent on the recruitment and selection
procedure. The first step of recruitment procedure in Unilever is to submit an application. After
application submission, the management team will evaluate and measure the candidate profile.
Though Unilever is a global brand but the management give the chance to their interested
employees to work under different geographical areas. The management also give necessary
feedback to all the employees who fails the recruitment criteria and also encourage the
employees for future chances.
The selection process defines whether an employee are suitable for the particular working
position or not. The selection process was aimed to figure out whether an employee can be
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The various HR policies
capable to fulfill the organizational objectives or not. The selection process of Unilever are based
on few approaches. These approaches are first the reception of a application, then evaluating the
reference and biographical area. After the evaluation the management of Unilever has taken the
management the employment test. After the employment test the interview programme was
organized. The physical ability test and cognitive test are also one of the vital part of the
selection procedure. After all these procedure the hiring decision is structured ().
M1 Identify and explain the various HR functions
There are various HR functions that can define the organizational structure. The Unilever’s HR
functions are define the working standard and management policy.The various HR functions
defines the working structure and the performance abilities of the organizations. The various HR
functions are
Hiring and recruiting
The hiring and recruiting functions are one of the major HR functions. The hiring and recruiting
department of unilever screen the all the applications and based on their job roles the employee
screening and recruiting process is structured. After the all the job applications the recruitment
process structured.
Training and development
The main objective of the Unilever is to provide the different kinds of standard product to meet
the customer requirements. The training and development programme of Unilever is mainly
focuses on the on job training procedure. The on job training procedures are structured in a way
that employee can maintain the organizational objectives.
Legal objectives
The legal implications of Unilever are mainly codes of business principles, the code working
policy that all the workers follow in the unilever. The code policies are also includes trainees,part
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The various HR policies
time or full time employees and contractual employees. Maintain the legal objectives of Human
Resource management are also one of the major objectives.
M2 The approaches to recruitment and selection
Effective selecting and recruitment of job candidates are one of the major area of approaches in
Human resource management. Organizations can approach the recruitment process with
proactive attitude. The business organizations faces a lot of challenges in recruitment and
selection process. The main approaches of recruitment and selection in unilever are
Job description
A systematic approach of recruitment and selection starts with structured job description. The job
description mainly expresses the job position, area of responsibilities, pay ranges and other
supervisory responsibilities.The Unilever organization particularly follow a structure of job
descriptions while in recruitment and selection. The management mention all the eligibility
criteria that the job position needs.
Job posting technique
The job posting technique expresses the way company attract the employees to fill up the empty
positions in their organization.The management of Unilever posts various job outlets and the
company also uses the official websites to attract the employees. Unilever also have their
personalized job placement offices in various states.
Multi step recruitment process
The HR department of Unilever also conducts the multi step recruitment process where the
human resource managers and direct supervising managers collaborate for interview process.
The collaboration also structures the face to face or telephonic recruitment process.
D1 Critical evaluation of strength and weakness to recruitment and selection
Recruitment is the procedure which establishes the relationship between employer and applicant.
Recruitment process are aims to hire a large number of employees. Recruitment process is
simple in nature and the HR department implements the recruitment policy where the vacancies
are large and company demands a huge number of employees to fill up the positions. The
strength of recruitment are mainly based upon the hiring procedure where the large number of
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The various HR policies
employees are hired in this technique. Selection on the other hand is a process where a certain
types of employees are hired for filling the position. Selection is more structured than
recruitment. As the selection procedure hired a particular type of employees to fill up the
position. The selection process sometimes become very costly affair for most of the
organizations. As some of the organizations has to pay reasonable prices to invite the candidates
for vacant positions. Though the selection process is structured after the recruitment procedure.
Sometimes the organization could not find desired candidate even after the selection process.
Though the recruitment and selection are interdependent in nature. The success of selection
much dependent on the recruitment.
LO2
P3 Explain the benefits of different HRM practices for employer and
employee
The Human Resource Department of Unilever plays an important role for the organization’s
overall success and improvement. The HRM practices are the human resource activities that
every organizations take to maintain the working standard and employee performance within the
organization.
The HRM benefits for the employee
● Maintain the working standard
Thorough proper HRM practices the Unilever can maintain their working standard. The working
standard are the operation efficiencies that the organization earned through their constant
dedication and performance abilities. Through professional HRM activities the Unilever can
maintain their working position.
● High performance and the increasing rate of productivity
Another major HRM benefits for employees are high productivity rates. Through proper
implementation of HRM activities the employees of Unilever can earn more creditability in their
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The various HR policies
performance area. The proper HRM practices can also have a positive impact on the total the
total productivity of the employees.
● Increase the operational efficiencies
The HRM practices benefits the employees in a way that employees can increase the operational
efficiencies in Unilever. Through successful implementation of HRM practices the employees in
Unilever can also adopt various techniques in terms of the product invention strategy and
marketing strategy.
The HRM benefits for the employer
More organizational profit
The HRM practices plays a major role in achieving the organizational profit. The organizational
profit can also be more attainable for the higher authority of Unilever through proper HRM
practices.
More operational expertise
The operational effectiveness can also be achieved through successful implementation of HRM
practices.
P4 Evaluate the effectiveness of different HRM practices in organizational
profit and productivity
The various HRM practices plays a huge role in organizational profit and productivity.
Unilever’s productivity are mainly relies upon the customer demand and requirements. Unilever
mainly focuses on providing the various kinds of products that are cost effective and customer
demand oriented as well. The profit can only be earned through successful inventory
management and supply chain management. The HR policies also play a greater role for
organization's productivity and profit earning.
● Providing the employee securities
Through successful implementation of HRM practices the employee can be secure. Employee
security management can help the organization to perform better and more productive than
before.
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The various HR policies
● Selective hiring
Through different HRM practices the hiring process becomes more structured. The structured
hiring process help the Unilever to hire the right people for the right positions. This factor may
work in favour to earn more productivity.
● Better compensation strategy
The better compensation strategy are also an inevitable part of HRM practices. The structured
compensation strategy based on the employee’s ability to perform overall productivity of the
Unilever. The moment Unilever can increase the rate of productivity the management can may
start to earn more profit.
● Self-managed and effective team management
The HRM practices also enhance the team performance. The team performance play a crucial
role in organization’s overall productivity and long term goal.Through successful
implementation of HRM practices Unilever can earn more effectiveness in team performance.
The moment team performance strat enhancing the overall productivity and profit will
automatically increase.
M3 Different methods in HRM practices
There are various methods that can be implemented to define the HRM practices. Based on the
operational area of Unilever and the organizational structure there are various methods can be
implemented for successful HRM practices.
● Providing security to the employees
One of the major practices of HRM is to provide the security to the employees. The security
aspect can be different in nature.It can be financial security or working security (Hewett, Shantz,
Mundy and Alfes, 2018.).
● Training in relevant skills
One of the major aspect of HRM practices are providing the relevant skills to the employees.
Through successful training program, the employees can become more resourceful along with
that Unilever can also earn the long term objective (Baum, 2015.).
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● Making more accessible information
Through different methods in HRM practices the employees can become more competent and
resourceful and company information can become more accessible for the employees.
D2 Evaluate the different HRM practices and application
There are different HR practices Unilever can implement in their strategic movement. Unilever is
one of the giant consumer goods providing organization who provides various types of products
to their customers. Through various HRM practices the organization can sustain in the market for
longer period. The HRM practices in Unilever divide into various subsectors. These subsections
are job design principal, compensation management, labor management policy (Laudon and
Laudon, 2016). The main objective of Unilever is to ensure the consumer to meet the standard
and also provide an array of products which are cost effective as well. The job design principle is
also one of the major factor in Unilever’s HRM practices. The job design principle express the
job division and job accountability to the employees. The various HR policies that can be
implemented to perform better in HRM policies. The various HRM objectives implemented to
achieve the organizational goal. The Unilever HRM policies will help the organizations
Organizational structuring
The major application of HR policies is directly linked with the total productivity of Unilever.
Through successful implementation of HR policies are directly linked with the the performance
of Unilever. The global market is changing constantly. Understanding the market potential may
help the organization o eliminate the risks (Head and Alford, 2015.).
Job design and role specification
One of the major applications of HRM practices are job specifications and understanding the
various dimensions of jobs. The job designed by the HRM department are very straight forward
and structured in nature. At the same time vrole specifications are other important application of
HRM in Unilever (Helmreich and Merritt, 2017,).
Organizational development
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The various HR policies
The organizational development is another application of HRM practices. The proper application
of HRM policies help the organization to work towards their objectives and vision. The HRM
policies help the organization to work hard to achieve the long term goal. In unilever the long
term goal is satisfying the customer need and capture the global market scenario. The HRM
department of Unilever helps the organization to work in structured way (Haider, Asad and
Fatima, 2017.).
The evaluation of decision making process in the HRM APPLICATION
The different dimensions of HRM practices regulates the total activity of the organization and at
the same time the organization's total operational area are also regulated by the Human resource
management. The human resource management also regulates the important managerial
decisions such as the manufacturing procedures, the market viability and other major aspects.
The HRM policies are directly linked with the decision making procedure. Unilever is a global
organization and the basic objective is also capture the global market. The decision like market
entry strategy, the product invention procedure and other decision making aspects are also linked
with the human resource management (Doroninaet al.,2016). The decision making process of the
Unilever are directly linked with the total performance of the unilever. There are various
department who work continuously to achieve the organizational objective. The decision making
process are mainly linked with the total performance of the business.. Unilever mainly focuses
on providing the various kinds of products that are cost effective and customer demand oriented
as well. The decision making process is also linked with the overall productivity of the
organization. The various HR policies like compensation policy, the manpower management are
directly linked with the organizations (Wanget al.,2017).
LO3
P5 The importance of employee relations
Employees are the major key of an organization as the benefits and profits of the business
depend on the employees. The HRM of Unilever hired a strong leadership to guide and motivate
the employees towards a bright future. Leaders had a strong ability of making the employees
comfortable by having a daily basis communication with them and try to find out the problem
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