Human Resource Management Report: Unilever's HRM Practices

This report provides a comprehensive overview of Human Resource Management (HRM) practices within Unilever. It begins by defining HRM and its core purpose, focusing on how Unilever uses HRM to gain a competitive advantage. The report then delves into the details of Unilever's recruitment and selection processes, exploring both internal and external approaches, and evaluating their strengths and weaknesses. It highlights various HRM practices such as training and development, performance management, compensation, and flexible working options, outlining their benefits for both employees and the company. The report further analyzes the effectiveness of these practices in enhancing organizational profits and employee satisfaction. It emphasizes the significance of employee relationships in fostering a positive work environment, reducing conflict, and minimizing absenteeism. Finally, the report discusses specific HRM practices within a work-related context, providing insights into Unilever's strategies for managing its workforce.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1) purpose and functions of H.R.M. ........................................................................................3
P2) strengths and weaknesses of approaches to recruitment and selection.................................5
P3) Benefits of different H.R.M. Practises.................................................................................7
P4) Effectiveness of different H.R.M. Practises.........................................................................8
TASK 2............................................................................................................................................9
P5 Analyse the importance of employee relationship................................................................9
P7 specific HRM practices in a work-related context.................................................................1
CONCLUSIONS..............................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Human resource management is the process of managing the people by recruiting. Hiring,
selecting, providing training and development to enhance the work. This is a strategic approach
that manage the employees in a company. So that HRM is help to company for increase the
competitive advantage. In this report for better understanding the human resource management,
Unilever limited is taken. Unilever limited is a British dutch transnational consumer goods
company which deals in foods, beverages, beauty and customer care products. This report will
emphasise the purpose and function of human resource management. Report will highlight that
how Unilever recruit their employees through external or internal also explain their strength and
weakness. Report will lay emphasise the different selection method that Unilever used for choose
their employees. Also, explain the benefits of different HRM practices in the Unilever for both
employer end employee. Then also explain the different HRM practices that help to Unilever for
increase the productivity. Report will emphasise the importance of employee relations in the
company also describe the different legislation that company follow. At the last specific HRM
practices in a work-related context.
TASK 1
P1) purpose and functions of H.R.M.
Illustration 1 Human Resource Management Functions
(Source : Functions of Human Resource Management, 2015 )

Human Resource Management is related with managing the use of human resource,
Through development of skills, motivating the employees to achieve the objectives of the
organization.
Main purpose of Human Resource Management are-
 Human Resource Manager of Unilever performs Human Resource Management
functions to recruit right number of employees at right place at the right time so that,
organizational goals can be achieved effectively (Wright, 2018).
 To motivate the workers of the company by using motivational techniques and providing
incentives so that, employees will perform better.
 Another purpose of performing the Human Resource Management function is fulfil
different needs of employees of Unilever like, self-actualization need etc.
 To improve the relationship between management and employees of the company.
 To provide better work life balance to the workers of Unilever.
Main functions of Human Resource Management are-
 Planning- It is one of the main function of Human Resource Manager of Unilever. It is a
process of determining the right number of employees required for a job position. Human
Resource Manager determines the organizational objectives that have to be achieved by
the employees of the company. It involves forecasting the future requirement of skills of
employees to achieve objectives of Unilever(Bratton, 2017).
 Recruitment – Recruitment is an important function of Human Resource Management.
Human Resource Manager of Unilever is responsible for performing recruitment
function. So that, it can attract talented and skilled workforce to fill the vacant job
positions in the company. Manager selects the candidate that are most suitable or the job.
 Training and Development- Human Resource Department of Unilever is responsible for
providing the opportunity of training and self-development of employees of the
organization. Company should provide weekly training to their employees. So that, skills
of employees will improve. Proper training and development of employees helps in
achieving individual as well as organisational objectives.
 Compensation Management- Compensation means, providing the reward to the
employees for their good performance. Human Resource Manager of Unilever is

responsible to decide the appropriate salary for the employees. Compensation should be
decided after mutual agreement between management and employees.
 Maintaining Relationship- Relationship between employees and employer affects the
performance of workers. Human Resource Department of Unilever is responsible for
communicating the targets, policies to the employees in effective manner. It also includes
negotiating with trade union in respect of working conditions, salary of employees.
P2) strengths and weaknesses of approaches to recruitment and selection.
Recruitment is one of the important aspect of Human Resource Management. It is a
method of attracting, identifying and selecting the most suitable candidates for the vacant job
position.
Approaches of Recruitment are as follows-
 Promotion- It is an internal source of recruitment. Human Resource Manager of
Unilever can use this method of filling the vacant job positions in the company. Under
this method, employees are promoted from a lower position to a high position with better
pay and more responsibilities. Employees are already aware about the policies of the
organization. This method helps the company to reduce its cost related with recruitment
process (Chelladurai, 2018).
 Advertisement- It is an external source of recruitment. Manager of Unilever can give
advertisement of vacant job position through different channels. Company can advertise
the job in newspaper, social media platforms, on website of the company. It will help the
employer to attract large number of applicants.
 Factory Gate- It is also an external source of recruitment. Unilever can put the notice
regarding vacant job position on boards outside the factory gate. It is a cost efficient
method of recruitment because it does not require huge amount of investment in
recruitment process. It is a useful method of recruiting unskilled or semi-skilled workers.
 Campus Placement- Human Resource Department of Unilever can use this method to
hire talented and skilled candidates for the jobs that requires high skills. Through campus
placement in educational institutes, Unilever can employ fresh graduates. But main
disadvantage is that, company has to invest money to hire professional agency for
campus placement(Guest, 2017).

Approaches of Selection- Selection is a process of selecting the most appropriate candidate for
the vacant job position. It involves screening of applications, conducting interview and finally
selecting the candidate. Various approaches of selection are-
 Mental Ability and skills test- Manager of Unilever can conduct mental ability test of
the selected candidates to determine what will be the future level of performance of the
employees. This method of selection will help the employer to determine whether the
required skills are present or not. Company can conduct mental ability test online or
offline. It is an affordable and easy method (Mondy, 2016.).
 Personality Test- Human Resource Manager can also conduct personality test to
determine that, whether the personality of the candidate helps in performing the job in
effective way.
 Panel Interview- It is also a way of selection. Unilever can conduct structured interview
for selected candidates. In interview the panel of people will ask certain questions from
the candidates. Those who will clear this stage will be selected by the employer for the
job position.

P3) Benefits of different H.R.M. Practises.
H.R.M. Practises Benefits to employees Benefits to Unilever
1) Training and
Development-
It is a process of improving and
developing the skills of
existing and new employees.
By using different methods
like, class room lectures, role
playing etc.
Training and development
helps to improve the current
skills of employees of
Unilever. It also helps to
prepare them for higher job
position in the
future(Voegtlin, 2016).
Unilever invest huge amount
on providing training
opportunities to their
employees. It helps the
company to improve the
productivity of employees as
well as in achieving the
organizational goals.
2)Performance Management-
It is a continuous process of
managing and improving the
performance of employees. So
that, it will help the company
to improve the existing
performance of the employees.
It helps the employees of
Unilever to understand that
what standard of performance
are expected by the employer.
It helps in rewarding the
employees for their good
performance.
Performance management
system provides the benefits of
improved employee retention
to Unilever.
It helps the company to
improve the transparency in
communication between
employer and employees.
3) Compensation and
Rewards Management-It is a
tool of managing the
compensation and rewards to
employees. Compensation is of
different forms like, Salary,
profit sharing, benefits of
recognition etc.
Compensation and reward
management system of
Unilever encourages the
employees to perform better.
So that, they will get better
pay and rewards.
It helps Unilever to motivate
their employees for performing
better which results in
improvement in organizational
effectiveness.

4) Flexible working options-
It refers to providing different
options of working to the
employees. Providing flexible
working hours, allowing them
to take their work
home(Delery, 2017).
Flexible working options help
to improve job satisfaction of
the employees of Unilever.
It will provide better work-
life balance to the employees.
It will improve the physical
and mental health of
employees.
Unilever should provide
flexible working options to
their employees. Like, flex-
time, part-time, etc. It will help
the company to keep their
employees happy and to retain
them. It also improves the
productivity of work.
P4) Effectiveness of different H.R.M. Practises.
Human Resource Management practises are very effective in increasing organizational
profits.
1) Training and Development-Training and development practise of Unilever is highly
effective in improving the performance of the employees. It is very helpful in overall
development of individual as well as organization. It is very effective in improving the
efficiency of workers of Unilever and also improves the productivity of workers.
Improvement in the skills of employees results in less wastage of money and other
resources of the company. This will result in achieving the goals of company in an
effective and efficient manner.
2) Performance Management- Performance Management process of Unilever is highly
effective in establishing a proper link between individual objectives and objectives of
Unilever. . It has a positive impact on the satisfaction of employees. It also improves the
loyalty of workers. Performance Management helps in improving the transparency in
communication. Human Resource Department of Unilever can easily evaluate the
performance of employees and provide rewards and incentives. It motivates the
employees to work hard for better performance(Marler, 2016.).
3) Compensation and Rewards Management-Compensation management plays an
important role in encouraging the employees of Unilever to give the best performance. It
improves the job satisfaction level of workers. And also improves the relationship
between employees and management. Compensation and rewards mechanism motivates

the staff to increase the efficiency and productivity of work. Company provides benefits
like disability income, retirement benefits, health insurance to employees. All these
things helps the Unilever in retaining loyal employees in the organization or a long time
period.
4) Flexible working options- There are many benefits of providing flexible working
options for Unilever as well as for the employees. Company provides flexible working
options like flex-time, part-time etc. it gives an opportunity to employees to control their
work schedule. And also improves the job satisfaction of employees. It helps the workers
to maintain a balance between their work life and personal life. Flexible working options
provide flexibility to employees to continue other course and job at the same time.
TASK 2
P5 Analyse the importance of employee relationship
Employee relationships is help to Unilever to expand their business. It is important that worker
perform together in the work place and help to achieve the future targets of company.
Reduce conflict among the employee
Good employee relationship is help to reduce the conflict among the employees. Employees are
help each other and adjust the work according to the time. They don't waste their time in useless
conflict they concentrate on their work and perform better so that help to achieve the objective of
the Unilever. Also, employees are treats each other as friendly nature so that help to motivate the
people and increase their efficiency of work (Boella, 2017). So Unilever reduce the conflict in
their business environment which is help to reduce the employee turnover.
Reduce the problem of absenteeism
The problem of absenteeism is reduces when employee have a good relationship. Employee feels
happy for working together they come daily on work place at a fixed time. Employees do not
take holidays they come regularly and enjoying their work. That help to Unilever because less
absenteeism is increase their productivity and help to achieve the objectives.
Increase the productivity
Good employee relationship is help to Unilever for increase their productivity. Because good
behaviour among people is help to reduce the conflicts and also help to reduce the absenteeism.
That helps increase the company performance and enhance the productivity (Al Ariss, and

Sidani, 2016). Also, the work load of individual is reduced because work is divided among the
team that help to work properly and complete the task in definite time period.
Increase motivation in employees
Employee increases the motivation for doing the work together which help to increase the
motivation among people. Because they watch their colleague to their spirit of work so workers
fills motivated and they doing their work in specified time. Unilever have advantage because
employees are motivated and they doing the work properly and help to archiver the future
targets.
Help to reduce the employee turnover
Better relationship is help to Unilever for reduce the employee turnover. Because the cost of
training and development is reduces and employee are happy with their work so they are increase
their performance and enhance the production which is directly impact on the Unilever sales
revenue. That help to Unilever for expand their business and satisfy the customer which help to
increase the sales of production and generate the profits (Wood, 2016).
Work become easy
A healthy relationship help to workers for doing the work easily that impact in the Unilever they
increase their productivity. Because the work is dividing in the team and work load is reduces.
So employee are happy with their work. If employee have a good relationship with their leaders
so leader always help them and make work easier.
P6 Elements of employee legislation
Health and safety act 1974
Health and safety act secure the health and safety of employees at work place. Protect the
employee against the risk when arising in the work place. Company must follow this act to
protect their employees. Unilever has followed the act to provide the health and safety
environment to their workers. Any accident. Injury, illness and unsafe conditions is arising in
company they will take the immediate action for provide the best medical facility to their worker
(Al Ariss, and Sidani, 2016). Establish the healthy environment in their work place so employee
are easily work and they fill the safe and get motivate for their work.
Anti discrimination act 1991

Anti discrimination act provide the equal opportunity to workers. This act protects the employee
for any unfair discrimination. Unilever introduce the policy to employee by providing the equal
opportunity to the qualifies candidates this is not based on the discrimination age, colour,
religion, gender, race, partial status. National, identity etc. Unilever serves the best environment
to their employee they protect their employee accordance with the applicable law. So employee
are satisfied and they fill better and happy or they work properly and help to company for
increase the productivity.
Data protection act
Data protection act is protect the employee personal data using by the organization. Unilever
follow this act to protect the employee personal data and they collect the data only for the
purpose. Unilever follow the privacy principles. They protect the employee personal information
from misuse and keep secured the data (Boella, 2017). They also use the data for lawful purpose
and use carefully and fairly. Also provide the clear information to workers why company want
your personal information so employee are not worry and they work without ant tension.
Employment act
Employment act define the rights of employee and employer. That define the rights of employee.
Unilever is followed the employment law and they protect the employee by providing the best
medical services, educational services and equal opportunity, best working hours. Promotions
rewards, holidays etc. so they manage the employees by providing different benefits also provide
the occupational safety and health administration to increase the performance or confident of
employee.
P7 specific HRM practices in a work-related context.
JOB ADVERT

JOB ADVERTUrgently require well establish Unilever is a British dutch transnational
consumer goods company is seeking for the best qualified person to fill the position.
 HUMAN RESOURCE ASSISTANT
Qualification required
Bachelor degree requirement
Master degree Requirement (MBA in HR)
Needs of experience
2 year experience in the same field
To apply send your necessary documents to
[e-mail]
Person specification
Title of the job Human resource assistant
Date: 28/03/2019
Qualification required Essential Desirable Met
Bachelor degree
requirement
Master degree
Requirement (MBA in
HR)
Professional of Human
Yes
Yes