HRM Practices at Unilever: Recruitment and Employee Relations

This report examines the Human Resource Management (HRM) practices at Unilever, a multinational consumer goods company. It begins by outlining the purpose and functions of HRM, emphasizing workforce planning and employee satisfaction. The report then analyzes the strengths and weaknesses of internal and external recruitment methods, as well as various selection techniques like personal interviews and presentations. Furthermore, it discusses the benefits of different HRM practices, such as training and reward management, for both employees and employers. The effectiveness of these practices in increasing organizational profit and productivity is also assessed. The report further highlights the importance of managing employee relations and the impact of employment legislation on HRM decision-making. Finally, the report includes job advertisement and person specification analysis for an assistant HR manager position. Desklib provides access to this and many other solved assignments for students.

UNIT 3- HUMAN
RESOURCE
MANAGEMENT

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1. Purpose and function of HRM..............................................................................................3
P2. Strengths and weakness of various approaches of recruitment and selection......................4
P3. Various benefits of different types of HRM practices..........................................................6
P4. Effectiveness of various HRM practices over increasing profit and productivity of
organisation.................................................................................................................................8
P5. Importance of managing employee relation in respect to HRM decision making...............8
P6. Key elements of employment legislation and its impact over HRM decision making.........9
P7. Application of HRM practices............................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is the function of the management which assist the
company in recruiting and managing the employees within the company. For the success of the
company the most important thing is the management of the employees of the company. The
present report is based on company Unilever which a multinational company dealing in
consumer goods and services (John and Taylor, 2016). The company is headquartered in London
England in UK and was founded in the year 1929. The current report will start by outlining the
purpose and function of the HRM in workforce planning along with discussion on the strength
and weakness of the different recruitment and selection practices. Further the different benefits
of different practices of HRM for both employee and employer will be highlighted. In addition to
this the effectiveness of various types of HRM practices will be analysed. Furthermore, the
importance of managing employee relation and the key elements of the employment legislation
will be highlighted. In the end the job advert and the person specification will be discussed and
analysed for a job position of assistant HR manager.
MAIN BODY
P1. Purpose and function of HRM
The Unilever is majorly focused towards keeping its employees happy and satisfied as if
they will not be happy and satisfied with the working then the overall working of organization
will be affected. Thus, for this Unilever is focused over working effectively on the managing the
human resource of the company. The purpose of HRM of Unilever is to keep the employees of
the company happy and satisfied. This is particularly because of the reason that if this will not be
possible then the working of the company will not be good. In addition to this the scope of HRM
includes the effective workforce planning. This is particularly because of the reason that if the
HR department of Unilever will not involve the effective workforce planning then the
requirement of human resource within the company will not be good (Michael, 2019).
The managerial function of HRM involves the different types of function which are related with
management of the company. These are the function like planning, organizing, directing and
controlling the human resource within the company. On the other side the operative function
involves the different types of function which help in operation of company. These function
involves the various function such as recruitment, selection, training and other types of functions.

The major functions of the HRM of Unilever are as follows-
Managing performance- this is the most important function of HRM of company as if the
performance of company will not be managed then this will have an effect over performance of
company. Thus, it is the responsibility of company’s HR that they try to manage the performance
of the company to a great extent.
Employee relation- this is another major function of HR of Unilever under which the
company tries to build good relation among the employees. This is also an important function of
the HR department of the company. This is particularly because of the reason that if the
employees of the company will not be having good relation and will not be comfortable then this
will affect the working to a great extent (Boon, Den Hartog and Lepak, 2019).
Reward management- this is another major function of the company HR in order to keep
the employees of the company happy and satisfied. Under this function the HR of the company
tries to provide some rewards either be it financial or non- financial or some other benefits which
the employees get in order to provide better services to the company.
P2. Strengths and weakness of various approaches of recruitment and selection
The major function of the HR department of Unilever is recruitment and selection. This is
the most important function because of the reason that the company cannot work without
employing good and effective employees for the company.
Recruitment- this is defined as stimulating or influencing the potential candidate to apply for the
vacant position in the company. Under this stage the company attracts the candidate to apply for
the empty position and try to get more candidates.
Method of recruitment Advantages Disadvantages
Internal recruitment- this is the
most common type of
recruitment wherein Unilever
tries to attract the existing
employees for new position in
the company either with help
of transfer or the promotion
and demotion of the
employees.
One of the most common
benefits of using internal
recruitment by Unilever is that
this will not involve much cost
for company in advertising for
vacant job position (The
advantages and disadvantages
of internal recruitment, 2020).
By using this method the
major disadvantage is that the
company does not have a wide
variety of choice to select the
employees from.
Another major drawback of
this method is that the
company is not able to get the
fresh and young talent which

In addition to this another
major benefit is that this will
reduce the time of recruiting
as company already knows
that how the employees were
working in their past position.
might be more adaptable and
risk takers as compared to
existing employees.
External recruitment- in
addition to the internal
recruitment another major
method of recruitment
wherein the company post the
advertisement in the
newspaper and external
sources for the vacant position
of the company.
The major benefit of this
method is that this gives a
wide range of option to the
company to select from and
recruit in the business.
In addition to this another
major benefit of using the
external recruitment is that the
young and more talented
employees can be recruited
within the company and
improve the working of
company (Stewart and Brown,
2019).
Along with all these benefit
the major drawback of this
method of recruitment is that
this will increase the cost of
the company. The major
reason underlying this fact is
that under this method the
company need to work a lot
over the advertisement of
vacant position.
In addition to this another
major limitation of this
method is that this is very time
consuming as first
advertisement is given the
candidates are shortlisted and
then called for interview.
Selection- this is also a major function of the HRM department of the Unilever and this
needs to be used in effective manner (Delery and Roumpi, 2017). The selection is defined as the
choosing of one candidate out of all the different candidates who came for getting job in the
company. The different methods of selection which Unilever uses are as follows-
Methods of selection Advantages Disadvantages
Personal interview- this is the
major important method
The most common benefit of
using the personal interview is
On the other side the major
drawback of this method is

which is helpful in selecting
the employees. Under this
method a person or a panel of
people sits together who takes
a direct interview that is one
on one communication with
the candidate in order to
assess their capabilities and
skills.
that this is a type of interactive
session and this assist the
selecting panel to judge the
candidate in effective manner.
Another major benefit of this
method is that the selection
panel can also judge the
candidate on the basis of the
non- verbal communication as
well.
that it might be possible that
the candidate came for
interview is shy or nervous
and because of this is not able
to answer the question. So
there are chances that good
candidates can also be left
behind.
Another major limitation of
using this method for the
selection of candidate is that
this is very time consuming
and even involves a high cost
to be charged by the company.
Presentation- this is also a
type of selection test under
which the company asks the
candidate to prepare the
presentation and give it among
the selection panel. this is
necessary in checking and
testing the candidate’s level of
confidence and skills.
The major benefit of using the
method of presentation is that
this will assist the selection
panel in assessing the fact that
whether the candidate is
having effective skills
required or not (Mondy and
Martocchio, 2016).
Another major benefit is that
this will also highlight the
communication skill of
candidate and the level of
confidence which is both
essential for better working of
company.
The major limitation is that
this method does not assist the
company in assessing the
person thoroughly. Rather this
method assist the company in
analysing only limited skill or
characteristic of candidate
only.

P3. Various benefits of different types of HRM practices
The HRM practices are the different types of activities which the company undertakes in
order to keep the employees of the company happy and satisfied. This is particularly necessary
because there are many different types of HRM practice which are used by Unilever. These
practices of HRM have benefits for both the employees and the employers as well. The different
HRM practices used by Unilever along with its benefit for both employee and employer are as
follows-
HRM practice Benefit to employees Benefit to employer
Training and development-
this is the major HRM practice
which assist the company in
providing training to the
employees of the company.
The company operates in the
environment which is dynamic
and new things keep coming.
Thus, for this it is the
responsibility of company to
provide training and try to
develop the employees in
accordance with latest
changes.
The major benefit of training
and development to
employees of Unilever is that
this will attract a majority of
employees as they have high
personal development.
Another major benefit is that
the employees get the
opportunity of personal
development and this assist in
better growth.
The major benefit of using this
HRM practice is that this will
assist Unilever in attracting
the interest of employees as
they are providing training.
Another benefit is that this
will reduce the high employee
turnover as company is
providing better opportunity
(Macke and Genari, 2019).
Reward management- this is
another major HRM practice
which is very essential for the
company in order to keep the
employees of company happy
and satisfied. This is
particularly because of the
reason that when the employee
will get the reward and
Thus, the major benefit of this
for employees of Unilever is
that this will motivate the
employees to work in effective
manner.
Another major benefit is that
this HRM practice will also
motivate the employees to
work better to get the reward
The major benefit to the
employer that is Unilever is
that this will increase the
productivity and proficiency
of the company as employees
will work in much better way
in order to get rewards and
appraisal.

appraisals then this will
motivate the employees to
work in more effective and
efficient manner.
and appraisal.
P4. Effectiveness of various HRM practices over increasing profit and productivity of
organisation
The above all HRM practices are of much importance for increasing the profit and
productivity of company. This is particularly because of the reason that when the HRM practices
are used in effective manner then this motivates the employees and they work in good manner
(Ahammad, Glaister and Gomes, 2020). Thus, this result in effective increase in the productivity
of the employees which in turn increases the overall productivity of the company. Thus, when
Unilever employs the effective HRM practices then this motivates the employees to work and
perform in much effective manner and this will increase the overall working of company.
P5. Importance of managing employee relation in respect to HRM decision making
The employee relation is defined as the interpersonal relation whom the employees of the
company are having with other employees at the workplace. When a person work in company
then they cannot work in isolation and for this they have to maintain relation with other
employees as well. Thus, for this the company and the HR department of the company must
focus over the managing of effective relation with the other employees and employers as well.
The major importances for Unilever in managing the employee relation are as follows-
The first and foremost importance of managing the employee relation in Unilever is that this will
foster the coordination among the employees. Thus, this will increase the productivity of the
employees and the overall company. Furthermore, when the employees are having good relation
then they will be more focused and conformable working with another and this will assist
company in attaining their objectives.
Another major significance of using effective employee’s relation is that the company
turns to be more healthy and coordinating. The significant reason underneath this reality is that
when the employees and staff are having good and effective connection with others then they
like and feel glad while working in the organization. Subsequently, this keeps the employees and
staff much connected with the organization and they work in more compelling way.

Along with this another major benefit of having good employee relation is that with help
of this the decision making is increased (Kianto, Sáenz and Aramburu, 2017). The major reason
underlying this fact is that all the employees are having cordial relation with one another so they
know what decision are to be taken and this assist the company in managing the business in
effective manner.
The trade union also plays an important role in the management of the employee’s
relation in the company. The major reason for this is that when the trade union is present in
company then they try to be a liaison between both the employees and the employer of the
company and this assist the company in improving the employee’s relation among the company
(Markoulli and et.al, 2017).
In the end it is said that the employee relation assist and influence the HRM decision
making to a great extent. The major reason for this that when the company tries to manage good
relation then this motivated the employees to work in more effective manner. Thus, this increases
the working efficiency of the employees and they work in more effective manner.
P6. Key elements of employment legislation and its impact over HRM decision making
With all the discussion it is clear that the human resource is very important for the
company and along with this the company need to abide by different laws and regulation relating
to employment. This is particularly because of the reason that when the company operates in the
external environment then there are many different laws which are assistive in managing the
business of the company. There are major types of laws which Unilever need to follow and these
are as follows-
Equality act 2010- this is the major act which the company need to abide by in order to
keep the employees happy and satisfied within the company. This is particularly because of the
reason that when the employees of the company is not happy and satisfied then they will not
work in effective manner and if there will be discrimination then also the employees will not be
able to work in proper and effective manner.
Health and safety act, 1974- this is another major type of legislation which the company
need to follow in order to manage the working and keeping the employees safe. Under this
legislation it is the moral duty of the employees and the company to provide a health and safe
working environment to the employees to keep the employees happy and motivated.

National minimum wages act, 1998- this is also an important law which Unilever need to
follow in order to manage the employees and the payment which the employees get against the
work which the company must provide (Brewster, 2017). This is essential for the company in
order to give equal payment to the employees and the employees must also get at least the
minimum of the payment which employees are eligible.
With respect to other legislation the most common for the company to follow is the data
protection. This is particularly because of the reason that if the company will not be keeping the
records of employees and consumer safe and secure till than the company will not get successful.
Hence for this they need to comply with the guidelines of the data protection act.
Further in addition to this, another important legislation is the non discrimination act which
states that there must not be any discrimination among the employees on any basis. This is
particularly because of the reason that if there will be any discrimination then this will create
issue in decision making process.
In the end it is understood that if Unilever will follow all the rules and laws then this will
assist the company in having good working (Chams and García-Blandón, 2019). This will have
positive impact over the working and HRM decision making as the HR department knows what
laws are helpful in managing the working of employees to a great extent.
P7. Application of HRM practices
The job specification is a tool or a document which includes all the details of the job which is
vacant within the company. This is a type of document which involves all the details of the job
that is what are the qualification required and what are the benefits of doing the work in the
company (Guest, 2017). The person specification required for the position of the HR assistant in
Unilever is as follows-
Title Description
Position HR Assistant Manager
Reports to Senior HR manager
Salary 18,000 per month
Time 9.30 am to 6.00 pm
Qualifications The candidate must be possessing a university degree in the field of

HRM
The candidate must also be having the knowledge relating to various
laws applicable to human resource of company.
The candidate must also be certified by CIPD.
Experience The candidate must be having tt least experience of 2 years as an HR
assistant with renowned companies.
Responsibilities Assisting in the daily functioning of the HR
 Assisting in recruitment and selection of employees.
 Trying to manage cordial and effective relation among
employees and employer.
 Handling conflicts and grievance.
 Managing and maintaining performance of the employees and
company.
 Managing the work and health and safety at the workplace.
Skills required  Good interpersonal skills.
 Excellent communication skills.
 Must have working ability well with the group or the team.
 Must be able to motivate others to work well.
 Must have knowledge of HR software like HRIS or HRMS.
Interview checklist
1. Tell us something about yourself?
2. Why did you leave your previous jobs?
3. In case of conflict between the employees how will you handle it?
4. For giving instructions what methods will you select?
5. For providing motivation to employees which method will you prefer?

CONCLUSION
in the end from the above discussion it is inferred that the use of human resource is very effective
for the better working of the company. This is particularly because of the reason that HR
function is related with taking care of employees since they enter the company till the time they
leave the organization. The present study highlighted different function of HRM like
performance management, reward management and other. Further internal and external
recruitment along with selection method like personal interview and presentation along with their
strength and weakness was discussed. Further different HRM practices and their benefit along
with different legislation was highlighted.