HRM Practices in Unilever: Workforce Planning, Benefits, & Legislation

This report analyzes Human Resource Management (HRM) practices within Unilever, a multinational consumer goods company. It covers various functions of HRM, including workforce planning, recruitment, and selection, highlighting the strengths and weaknesses of different approaches. The report evaluates the benefits of HRM practices for both employers and employees, such as training and development and reward management, and their effectiveness in raising organizational profit and productivity. It also examines the importance of employee relations in influencing HRM decision-making and key elements of employment legislation and their impact. The report concludes with an elaboration of HRM practices in a work-related context, using specific examples from Unilever's operations.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation. ........................................................................................................1
P2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection......................................................................................................................................2
TASK 2............................................................................................................................................4
P3 Analyse various benefits of different HRM practices within an organisation for both the
employer and employee..............................................................................................................4
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity................................................................................................................5
TASK 3............................................................................................................................................6
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................6
P6 Determine key elements of employment legislation and impact it has upon HRM
decision-making..........................................................................................................................7
TASK 4............................................................................................................................................8
P7 Elaborate application of HRM practices in a work-related terms, using particular
examples......................................................................................................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
HRM refers to activities that organisation perform in order to manage people at work
place and gain better performance(Aydoğanand Arslan, 2020). HR department perform various
functions such as compensation and benefits, firing, hiring, recruitment, selection, keeping up to
date company's law have an affect on employees. This report is based on Unilever
organisation, it is one of the largest British multinational brand of consumer goods, and its
headquarter in London England, UK . and operates its business in more than 190 countries. This
report includes various function of human resource department, strength and weakness of various
approaches to requirement and selection. Also include benefits of different HRM practices,
importance of employee relationship influence decision making. Further, it also includes key
emanates of employee legislation and in the last application of human resource practices in work
place.
TASK 1
P1 Analyse the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
HRM refers to the proper management of all the people working in the company, and
recruiting new candidates in order to fulfil the demand of organisation and needs of employees at
work place. Below are the functions and various roles of human resource management in
Unilever company.
Role of human resource department:
 Selecting Candidates: It is main role played by the human resource department, in order
to ensure better management of employee's performance and increase the level of
effectiveness within an organisation (Bibi, Ahmad and Majid, 2018). Human resource
department provide talented and capable employee to the company so that they can
increase the effectiveness in productivity and growth of organisation. HRM department
of Unilever attract most talented and skilled employee and allow them to work in the
direction of company's goals and objectives. Selection of skilled employee have an
impact on satisfaction of clients and customers with effective productivity and excellent
performance of organisation. Thus, human resource department play the role in
increasing the level of client satisfaction and business performance.
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 Performance appraisal: HRM department focus on reviewing employee's performance
and their over all effort to the business (Bissola and Imperatori, 2018). Company use
performance appraisal to understand effectiveness of employee's performance and how
much they contribute in the direction of achievement of organisational goals and
objectives. In the context of Unilever, human resource department use performance
appraisal to give positive feedback to the employees by evaluation of their performance
within an organisation. On the basis of employee's contribution to the growth of company
they provide opportunity to reward employee performance and ensure that employee feel
motivated and valued in the organisation. Company also provide proper training to those
employees, that are not able to fulfil the expected performance of company, to push them
for better growth and productivity.
Functions of Human resource management:
Managerial function: Under this function of HRM department of Unilever, there are
different roles and responsibilities that human resource department play in order to manage all
the department of the company. Managerial function of HRM includes planning, organising,
directing and controlling. motive of this function is to analyse, direct and control the
performance of employees in order to enhance their productivity and performance within an
organisation.
Operative function: The operative function of human resource department of Unilever,
focus on the development of work force management and retain them for the long period of time.
operating function of HRM includes selection, job designs, performance appraisal, training and
development, employee welfare, maintenance etc.
P2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection.
There are different approaches of human resource department that assist company to
enhance its productivity and performance. Below are the explanation of strengths and
weaknesses.
Requirement approaches:
Basis Strength weakness
Internal
requirement
It is very cost effective process of
Unilever, and require lesser time
The major weakness of internal
hiring is that it block the fresh talent
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than other process of requirement. It
provide better opportunities to the
employees working in the company
(Bleijenbergh, van Mierlo and
Bondarouk, 2020). In this process of
requirement human resource
managers ensure that all the vacant
positions in the company can be fulfil
by the employees working within an
organisation. .
in the organisation. It also affect the
effectiveness of company's
performance. Along with it shifting
staff members of the company to
the other position may increase the
level of vacant position in the
company. Internal hiring could also
increase level of conflict within
organisation.
External
requirement
The purpose of the external hiring of
employee is to increase the level of
fresh talent in the company so that
they can helps in better performance
of the company in the market.
The external hiring process is very
time consuming and costly. It also
increase the level of complexity in
the business.
Selection approaches:
Basis Strength weakness
Ability test This test helps the employer to know about
the skills and ability of the candidates so
that they can examine it on the basis of the
jobs they have to perform in the Unilever.
It is very long and time
consuming process. Also
sometimes this test is not
enable to give a full report of
employee performance and
abilities.
Interview This method of the selection is one of the
most appropriate method used by the
interviewer in order to select right candidate
for the right job (Vanhalaand Dietz, 2019) )
. interview approach helps in understanding
about skills and knowledge of candidates, it
it is very time consuming
process and sometimes
interviewers are not enable to
examine actual capabilities of
candidates and reject them.
This could impact the morals
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also assist interviewer to examine that
candidate can fulfil job requirement or not.
of candidates and demotivate
them.
TASK 2
P3 Analyse various benefits of different HRM practices within an organisation for both the
employer and employee.
The human resource management practices increase the effectiveness of employee's
performance and enhance capability and attention of company to deal competitive environment
in the global market(Boada-Cuerva, Trullen and Valverde, 2019). They select candidates with
excellent skills and talent in order to gain the goals and objectives of the company. This
practices helps employee to perform in effective manner so that company can grow in the market
and have stable profitability . The HRM practices of Unilever helps employee to perform in most
effective manner so that they can assist company towards success and growth. Some of the
practices and their benefits are explained below in the context of Unilever.
Training and development:
The training department of Unilever focus on increasing the knowledge and capabilities
of the employee so that they understand the jobs they have to perform for the organisation.
Whereas managers of company, focus on development of current performance of employee and
enhancement of their productivity. Training and development provide personal and professional
growth to the employees so that they can perform all the jobs in most effective manner and assist
company towards the success. Below are some benefits of training program to the employee and
employer.
Benefits to employee: It helps employee to gain better knowledge about the jobs they
have to perform for the company. It enhance their ability, knowledge, skills, and capabilities, it
also helps employees to stay motivated towards the jobs and increase the level of effective
performance within an organisation.
Benefits to employer: Training and development of employees direct them towards the
achievement of organisational goals and objectives(Greasleyand Thomas, 2020). Effective
performance of employee increase the effectiveness of company's performance and its growth in
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competitive global market. After the training and development program employee understand
about the goals and objectives of Unilever and how can they contribute towards its growth.
Reward management:
This practice of human resource refers to all the norms and regulation of the company in
order to provide employee rewards and benefits by analysing their performance. The rewards
system of Unilever involve few monetary and non monetary benefits for the employees. So that
they can achieve all the goals and target given by their managers. Below are some benefits of this
practices to the employees and employer of the company.
Benefits to the employee: Employees of Unilever, get an actual reward for their
excellent performance in the company (Mayrhofer, Gooderham, and Brewster, 2019) . It
provide them motivation and encouragement to perform effectively within an organisation.
Reward system assist employees to provide effective performance and productivity and also
motivate them to retain with the organisation for the long period.
Benefits to the employer: Reward management of company increase the motivation
level of employees and encouraged them to done their jobs in most effective manner so that it
assist company towards its success and growth.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
Human resource management practices helps organisation to fulfil the gap between
employee performance and the various strategic objectives of the company (Noopur and Dhar,
2019). It contribute in better growth and achievement of goals and objectives so that company
can increase its profitability. Human resource department also plays vital role in management of
workforce within an organisation. It ensure that employees of the company stay motivated and
encouraged for the predetermined objectives of company that needs to be fulfil in order to
enhance the growth and success of organisation. In the context of Unilever, HRM practices helps
in achievement of better growth, it helps organisation to evaluation of strategic practices that
helps to gain competitive advantages in the market. .Below are some importance of HRM
practices are elaborated.
Training and development : This practice of human resource refers to enhancement of
talent and capabilities of the employees in order to gain more profit and better productivity from
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the employees. Training and development programmes of Unilever helps company in better
growth and it also provide motivation to the employees in order to encourage them for better
productivity.
Performance management: The human resource managers of company perform and
evaluate the performance and personality of every employee, and with the help of performance
management HR managers ensure that they provide appropriate raining to the employees and
evaluate their performance in order to gain effectively in productivity (Ojo and Raman, 2019).
Performance management helps company to analyse performance of workforce, and create
positive environment for the employee where they can effectively perform.
Thus, human resource management practices increase the level of productivity of employee's
performance and helps to increase profitability level of company of the company.
TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Employee relation refers to the efforts of company to enhance relationship between
employee and employer(Op de Beeck, Wynen and Hondeghem, 2018). It focus on providing
better working environment to the workers so that it could increase level of their performance
and enhance their productivity. Below are some importance of employee relation within an
Unilever organisation.
Increase communication: Better relation between employees and employer increase
effective communication in the company so that employee feel free to share various issues with
the management so that they can help them in better working and increase the level of
productivity In the company(Park, Jung and Lee, 2019). Effective communication decrease the
level of conflict can misunderstanding between the management and employees .
Employee empowerment: This refers to the all the opportunities that manager provide to
their employees, so that they can independently perform their jobs in the company and provide
better productivity to the organisation. In the context of Unilever, the HR manager of company
ensure that every employee receive all the needed tools and resources so that it can help them
work towards their own goals and enhance their career .
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Thus, employee relation is an very important aspect of human resource department in
order to increase the level of effective communication and employee growth in the company.
P6 Determine key elements of employment legislation and impact it has upon HRM decision-
making.
Employment legislation defines to all applicable laws relating in employment way
including standards of employment, labour relations, compensation for workers, pay equity,
human rights, benefit entitlements, safety of employees and occupational health (Reiche, Lee
and Quintanilla, 2018). Company's main motive of following these laws is related to
employment and save employees from the performing task in wrong manner in organisation. In
Unilever company, employment legislation follow in effectual manner. These laws also affect
the decision making process of HRM .
Components of employment legislation or its affect on decision making process on HRM.
There are various employment legislation in Unilever terms that will affect on decision
making process, effectively use of laws assist in making proper decisions that are describe
below:
 Health or safety laws: It refers to the safety and health measures within workplace, in
Unilever organisation their main motive is to focus on employee's safety and their health.
This assists in decision making process in positive manner and also increase
performance level. But on the another hand this law is cost and time consuming that is
why most of the business avoid this law.
 Workforce relation act: This refers to relationship in between each workforce and It
play huge role in business and in context of Unilever, this law helps in managing cultures
and working environment with in workplace and in this act if employees create any
misbehaviour and use abusive words then as per this law company give punishment and
also give strict warning to employees (Tregaskis and Almond, 2019). Because this
behaviour affect the performance rate also and growth of business .
 Parental and maternity leave regulation act: This law were arranged before parliament
on 4th November and took impact on 15th December 1999. This law introduce a right to
parental leave settled on Council Directive 96/34/EC and improve active maternity leave
arrangements (Valeauand Paillé, 2019). This law specially for women's and it play
important role in every workplace to motivate the women's, in context of Unilever, they
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strictly follow this law and in current scenario women workforce is in high rate, so
company focus on their facilities, it assists in performance and brand image in market.
TASK 4
P7 Elaborate application of HRM practices in a work-related terms, using particular examples.
DESCRIPTION OF JOB
JOB DESCRIPTION
Job title: Marketing Manager
Department: Marketing unit
Job summary- A marketing manager create an awareness by developing and executing on
strategies of marketing to reach customer's needs and profits maximize. They maintain internal
groups, products, promotional messaging and task to publish or distribute them to public through
social media, advertising and other media.
Responsibilities and Duties
 Analysing and Understanding the market trends
 Conducting market research.
 Identify new customers
 Creating promotions with advertising managers
 Evaluating competitors
 Planning for future of businesses
 Advising the top management
 Direction and coordination
 Designing viable sales policy
 To meet challenging tasks of display and publicity
Skills and Qualification
 Bachelor and Master degree respective field
 Good teamwork skills
 Management skills and Good communication skills of Analytical
 Technology friendly
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PERSON SPECIFICATION
PERSON SPECIFICATION
Job Title: Marketing Manager
Department: Marketing
Attributes Essentials Desirable
Core Competencies  Enterprising aptitude
or mercantile
knowledge. Superior
written or
communication skills.
 Drive to task on
multi-platforms, to
test or learn to
improve impacts .
 Collaborative working or
problems resolution
capabilities.
 effective communication
skills or management
abilities as well.
Experience 2+years in marketing
role with experience
of marinating brand
values and business
projects.
Responsible for
forecast and planning
marketing campaign
Experience in qualifying
and professional bodies
Knowledge  Industrial strategies.
A mixture of
marketing techniques
including direct,
social and digital
marketing .
 Marketing application of
the data.
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INTERVIEW NOTES:
Q1. Tell us about yourself?
Q2. What makes you passionate about this job profile?
Q3. How did you knew about this open position?
Q4. How has your skill-set grown over time?
Q5. What can you tell me about our organisation?
Q6. What inspired you to pursue a career in marketing subject?
Q7. What do you mean by the inbound marketing concept?
Q8. Are there skills you'd like opportunity to develop in the further?
Q9. What social media platforms are you familiar with?
Q10. How would you handle marketing our services and products?
JOB OFFERE LETTER:
JOB OFFERE LETTER
Unilever Company
England, United Kingdom
July 3, 2020
Mr XYZ,
Human Resource Representative
Congratulations !! We are glad to offer you the position of Marketing Manager at Unilever
company. As per our conversation during the Interview we feel confident that you are suitable for
this job position because of your experience and skills
According to our conversation, your starting date will be on 1st march 2021. Please find the
employee handbook enclose that contain the allowances and other benefits offered by our
company.
Please confirm your acceptation by signing and provide organisation to us of this offer letter. We
look forward to welcoming you on workplace
Sincerely yours,
Mr ABC
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Human Resource Manage
Unilever Company
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CONCLUSION
It is concluded from the above report, human resources management play important role
in business and skilled and talented workforce helps in achieving common objective and goals.
There are various key elements used in report that helps in increasing productivity and
profitability of industry. It important to identify the internal and external factors to avoid any
unpredictable problems. Employment legislation carry different rules and regulations which is
essential for business to adopting for better growth and raise good image in market. Practices of
Human resources management helps in better performance in organisation. Human resources
management have various roles and responsibilities that they fulfil in effective manner so
business can get high rate of success in market, effective strategies helps in reduce competition
rate and also provide competitive benefits in many terms.
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REFERENCES
Books and Journals
Aydoğan, E. and Arslan, Ö., 2020. HRM practices and organizational commitment link:
maritime scope. International Journal of Organizational Analysis.
Bibi, P., Ahmad, A. and Majid, A.H., 2018. HRM practices and employee retention: The
moderating effect of work environment. In Applying partial least squares in tourism and
hospitality research. Emerald Publishing Limited.
Bissola, R. and Imperatori, B., 2018. HRM 4.0: The digital transformation of the HR department.
Bleijenbergh, I., van Mierlo, J. and Bondarouk, T., 2020. Closing the gap between scholarly
knowledge and practice: Guidelines for HRM action research. Human Resource
Management Review, p.100764.
Boada-Cuerva, M., Trullen, J. and Valverde, M., 2019. Top management: The missing
stakeholder in the HRM literature. The International Journal of Human Resource
Management, 30(1), pp.63-95.
Greasley, K. and Thomas, P., 2020. HR analytics: The onto‐epistemology and politics of
metricised HRM. Human Resource Management Journal, 30(4), pp.494-507.
Mayrhofer, W., Gooderham, P.N. and Brewster, C., 2019. Context and HRM: theory, evidence,
and proposals. International Studies of Management & Organization, 49(4), pp.355-371.
Noopur, N. and Dhar, R.L., 2019. Knowledge-based HRM practices as an antecedent to service
innovative behavior: A multilevel study. Benchmarking: An International Journal.
Ojo, A.O. and Raman, M., 2019, April. Role of Green HRM practices in employees’ pro-
environmental IT Practices. In World Conference on Information Systems and
Technologies (pp. 678-688). Springer, Cham.
Op de Beeck, S., Wynen, J. and Hondeghem, A., 2018. Explaining effective HRM
implementation: A middle versus first-line management perspective. Public Personnel
Management, 47(2), pp.144-174.
Park, J., Jung, D. and Lee, P., 2019. How to make a sustainable manufacturing process: A high-
commitment HRM system. Sustainability, 11(8), p.2309.
Reiche, B.S., Lee, Y.T. and Quintanilla, J., 2018. Cultural perspectives on comparative HRM.
In Handbook of research on comparative human resource management. Edward Elgar
Publishing.
Tregaskis, O. and Almond, P., 2019. Multinationals and skills policy networks: HRM as a player
in economic and social concerns. British Journal of Management, 30(3), pp.593-609.
Valeau, P.J. and Paillé, P., 2019. The management of professional employees: linking
progressive HRM practices, cognitive orientations and organizational citizenship
behavior. The international journal of human resource management, 30(19), pp.2705-
2731.
Vanhala, M. and Dietz, G., 2019. How trust in one’s employer moderates the relationship
between HRM and engagement related performance. International Studies of
Management & Organization, 49(1), pp.23-42.
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