Report on Unilever's IHRM: Strategy, Career Management, and Growth

This report provides an analysis of International Human Resource Management (IHRM) practices within Unilever, a British multinational consumer goods company. It explores the significance of HR practices in aligning with Unilever's business strategy, emphasizing how strategic management at HR contributes to achieving organizational goals through flexibility, innovation, and advancements. The report investigates career development and career management within Unilever, including personal work experiences, and discusses the importance of both internal and external HR motivation strategies. It highlights Unilever's commitment to developing a committed workforce through regular training sessions and creative engagement, and discusses how Unilever's HR practices aim to enhance workforce productivity, employee engagement, and diversity while adhering to current marketing trends and satisfying employee needs. The report concludes by emphasizing the role of HR personnel in framing business strategies that foster growth, diversification, and effective decision-making within Unilever.

International Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY..................................................................................................................................2
Task 2...............................................................................................................................................2
Task 3...............................................................................................................................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
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INTRODUCTION
International Human Resource Management is defined as organizations which manage their
human resource activities at international level (Chung, 2018). Unilever is the British
multinational consumer goods company which delivers products and services to the customers in
the market.
Thus, the report will analyze the importance of HR practices to the business strategy of
Unilever. Along with this, investigation will be done on career development and career
management working within Unilever which will also include personal work experience. Career
management practices and performance management will be discussed and explained.
MAIN BODY
Task 2
Unilever is one of the biggest retail firm in UK having large variety of products and
services, within competitive market share. The brand aims to synchronise new range of HR
practices, for strengthening wider engagement based on creative business standards and huge
range of competencies. HR practices are the means through which leadership of the staff can be
developed with the help of human resource personnel. These practices also include the avenues
which are constructing and which provides the opportunity of advancement for the employees.
These practices are very important because it can increase the commitment of employees
towards the companies (Baykal, 2022). For achieving the goals and objectives, strategic
management at HR holds huge significance at Unilever. Strategic management establishes a
connection between goals, objectives, strategies and human resources of the Unilever.
Flexibility, innovation, advancements are the main aim of the strategic human resource
management.
When the policies of Unilever are created and implemented, a vital role is played by HR
as a strategic partner, in order to be strategic human resource management to be effective.
Strategic HR involves those ways by which the growth of the company can be directly affected
by the HR. For meeting the long term plans of Unilever a strategic approach for retaining and
developing employees should be adopted by the professionals. HR practices and strategic
management are not very static activities for the business to grow fundamentally, where this
harnesses specific efficacy within workforce (Srivastava and et.al, 2022). They must be evolved
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constantly by ensuring that they are well-connected, towards new training sessions actively for
determined growth rise based on specific competitive diversity horizons. For better
understanding the capabilities and skills evaluate the performance of the HR team. By looking
ahead, at the business strategy, HR supports Unilever in meeting its objectives where teams
should prepare competency assessment framework. Aligning with the current HR trends and
best practices with progressive HR trends , enhances Unilever functional long term targets to be
worked on for more competitive engagement.
Strategic HRM which is very effective for Unilever, as it helps the business to achieve
new strengthened vision for developing competitive growth synchronized within longer time
period. It can be also analysed that Unilever contribution to HR practices at strategic
management, has been found to be significant for developing new advancement in workforce
scenarios within local and international levels. The brand HR management aims to develop
critical functional rise, in strengthened technical growth paradigms for connective new goals
based on operative paradigms. External and internal HR motivation strategies has been found to
be specifically crucial, for developing vision innovatively and also leveraged functional growth
for engaging towards productive working avenues (Karaboğa and et.al, 2022).
This can be also found to be Unilever strength, where organization aims to determine long
term training goals for building committed workforce and leveraged growth towards significant
specific efficacy. There are regular brainstorming sessions organised, creative engaging sessions
for new technical learning based goals for determined growth competencies informatively. It can
be also analysed that Unilever aims to bring upheaval dynamically, for competent working pace
growth functionally and for productive keen targets. HR practices at Unilever also aims to bring
new international levels diversely by training delivery to employees, which motivates vision and
synchronize wider productive goodwill within business. This can be also found that keeping
specific focus on engaged growth towards leveraged parameters enhances motivated workforce,
based on further skills innovatively within longer time period (Shamout and et.al, 2022).
HR practices are very important in determining the proper workflow of processes which
were being undertaken in Unilever. This helped in knowing that how effectively and in
appropriate manner the employees and the company are taking the initiative towards the framing
of business strategies which are to be framed and this helped in solving many issues and
problems when they arise. The HR practices which were undertaken by Unilever helped in
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delivering the value of how the organization is taking in charge of the aspects which are
considered important and significant for Unilever (Doz, 2020). Strategic approach for retaining
the employees were taken into consideration by the company so that they the activities of the
company are managed and this helped in knowing the basis through which all perspectives of
HR personnel management were also known. The main aim of the HR personnel is that it
ensured that how effectively the employees can be managed so that their skills and abilities are
known and this is how the changes are observed as per the requirements.
HR should also support the expansion within business which was made and in agreeing
with the decisions which helped in growing and developing the business at large scale.
Opportunities and strengths of the business lies in the aspects of growth and development which
had been created and identified for denoting the perspective as to how the changes and
modifications in the system can be done. HR personnel framed the business strategies in manner
such that there is more flexibility, advancements and innovation in the development of the
business and the growth is done by analyzing the external business environment and also
according to the competition which Unilever has been facing with the products similar to other
products (Anwar and et.al., 2021). Strategies were framed by HR of Unilever in such manner
that the company is able to take over the business to some other level and with the help of this,
majority of the decisions were taken in consideration with the perspective of growth and
development in the business.
HR practices were framed in such manner that the productivity of the employees increased
and there is less retention within Unilever. The employees were engaged in reflecting to the work
which helped in delivering them their best performance. Strategic management helped in
creating goals and objectives which are to be fulfilled in such manner that Unilever explored the
idea of how the business has to be idealized and play important role in the business environment.
The connection between goals is maintained with the help of strategies which were framed by
the Unilever (Hameed and et.al., 2020). Unilever focused on the perspectives as to how the
strategies are framed and what are the essential forms in which all major decisions were to be
taken by HR personnel.
HR practices helped Unilever in how the engagement of employees is done and the manners
in which employees are to be engaged are also known and analyzed at large scale. HR personnel
focused on increasing the diversity in all forms so that Unilever is able to maintain and manage
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the aspects of growth and development which are analyzed and evaluated at large scale.
Effective strategic management helped in identifying the aspects of business which are being
created for the growth of Unilever business. The main aim of the company helped in initiating
the aspects of strategies which helps in growth and development of the company at large scale.
The HR practices were framed by the HR personnel in such manner that the company insures the
aspects as to how the framing of rules and regulation are undertaken which helped in delivering
effective and efficient performances of the employees.
Also, resources of Unilever are managed accordingly when effective strategies were framed
and this also helped in denoting aspects as to how major changes and concerns of the company
were idealized and identified at large scale (Stewart and et.al., 2019). Affirmative action’s were
taken to ensure that company is able to make and create ways out of which all major decisions
are taken which helped in growth and diversification of business at large scale. It is very
important the HR personnel aligned with the current marketing trends and the activities which
were going around and this helped in regulating the aspects as to how effectively and in
appropriate manner Unilever can expand its business such that the products and services are
appropriately made available to the customers as per their needs and requirements. Satisfying the
needs of employees was also done in forming the scale of less retention of employees and they
will be engaged in giving more output than desired.
Therefore, it is very important that Unilever helps in creating value for the organization
by framing the business strategies in such manner that all major decisions are taken by HR
personnel. This also will help in knowing the strategic management of Unilever (Lopez-Cabrales
and et.al., 2020). The main aim of company is that all major decisions are taken to ensure that the
aspects of growth and development are taken into consideration and the factors like innovation
and flexibility are taken care of. The HR personnel also frame strategies which are in comparison
to the market trends and competition which Unilever is facing on vast standards. This has helped
Unilever in changing the patterns of business by introducing new strategies which have helped
the business in its growth and development in an effective and efficient manner possible at large
scale.
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Task 3
Career development is defined as the improvements which are personally being done to
achieve a personal career plan. Career management is the process of designing and implementing
goals, strategies and plans to enable the organization and satisfy the needs of the employees so
that they are able to achieve their career goals. This helps the employees in also knowing what
are the key roles and responsibilities which they are delivering in the organization. Career
development and career management works within the organization which is based on the
employees’ performance and how they are working effectively by delivering their roles and
responsibilities at large scale within Unilever (Katic and et.al., 2018). Career development is the
process which employees go through. Career management of employees works within
organization by management of skills, abilities and interests which are being matched as per their
work. Career development helps the employees to express and grow within the aspects of
developing their skills and abilities and how effectively they are able to manage and work
towards their goals and targets to be achieved. With the help of career development, employees
are able to make major decisions which helps them in knowing that they are able to analyze and
identify what they wish to achieve by growing and improving their performance at Unilever.
Career development within Unilever works on different scale as that of other companies
and this helps in knowing that how effectively the employees are engaged in delivering their
good performance so that they are able to create value for their work and this helps in changing
the patterns as to how effectively the company is considering and providing the jobs which are
beneficial for development of employees and other individuals careers (Holtschlag and et.al.,
2020). Unilever also has many job opportunities for individuals through which they are able to
seek a good career along with growth and development. Career development and career
management work within organization in different manner by providing the opportunities to the
employees and other individuals who are seeking jobs and are viewing their careers in Unilever.
Unilever provides chance to individuals and employees to done impactful work so that
social and ethical manner of brand becomes progressive. Unilever also offers range of programs
for individuals who are perusing their career in Unilever. The programs are for the student of
schools and colleges. This helps them in knowing more about facilities and job opportunities
which Unilever is providing to them. The early careers help individuals in collaborating with
most eligible and qualified teams of Unilever. With help of them, values are shared and
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uniqueness is attained. Therefore, career at Unilever helps individuals to seek growth and
development within their performance and acknowledge work which they are performing within
company (Iyer and et.al., 2018). The organization also helps in delivering jobs in career of being
in a factory through which employees or individuals can grow their skills in logistics, operations,
warehousing, and supply chain management. Unilever helps in collaborating with teams which
helps to grow and lead the path of progress through their performance.
I have worked as an Assistant Brand Manager at Unilever. My role in the company was
to be responsible for implementing the workflow procedures based on the direction of General
Manager of the company. I was appointed for this position to ensure that the workflow process
sis being followed in effective and appropriate manner. My roles and responsibilities as an
Assistant Brand Manager were to hire and train associates so that they work effectively and
deliver significant work performance. I was responsible for handling the Unilever brand. I along
with my team assisted in developing the brand marketing plan which helped in deciding the
qualities which are needed in the product and services to be delivered to the customers
(Vernuccio and et.al., 2020). I led the innovation strategy and activation of the projects by
scheduling them in a proper and communicative manner. My role was to monitor and evaluate
the performance of brand and to recommend strategies which could be helpful in increasing the
brand equity.
For improving my performance and to seek development in my career, I also worked
with different advertising agencies which helped me in knowing that how the brand development
is done in market. Also, while working with some of the agencies, I executed some of the
flawless brand experiences across touch points and this helped me in improving my performance
at large scale. I also monitored the budget which was spent in process of promoting and
advertising the products and services of Unilever (Vernuccio and et.al., 2020). Timely
communication with relevant stakeholders was analyzed by me that whether they overspend the
cash availability. I was also partner with different functions which are constituted in Unilever
such as customer development, observing and managing supply chain for ongoing projects,
budget phasing, media plan tracking and competing with the competitors in the business
environment.
I was also responsible for developing and creating the changes which would help in
improving the work performance of individuals and employees within Unilever. This also helped
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me in ensuring that workflow was running in appropriate manner (Greenhaus and et.al., 2018). I
was also responsible for keeping track of all activities and tasks which are related to brand
promotion and brand management. This helped in growing in my career and knowing that roles
and responsibilities I have been delivering are of usage and that Unilever is planning to expand
its scale of products and services so for that brand strategy was being framed and evaluated by
me. I also worked on how the new products will be promoted and advertised at large scale. By
performing my roles and responsibilities effectively, I was able to promote and advertise the
products and services of the company which Unilever has been providing to the market. I also
learned that how the brand strategies are framed and what is the manner in which all major tasks
and activities are to be concerned of for promoting the products and services of Unilever in the
market. Therefore, my role as an Assistant Brand Manager helped me to achieve progress in my
career.
Career Management practices are the practices which help in developing and managing
the career of the employees in an organization. Providing career planning workshops and
employee assessment are helpful in framing the careers of employees within organization
(Helmold and et.al., 2019).
Performance Management is defined as the employees in improving their performance so
that they are able to establish clear goals and analyze their performance through feedback which
they receive throughout the year. This helps them improve in their career and helps them change
and modify their way of work and the skills and performance which need improvement. There
are some of the career management practices which define that the careers of employees can be
managed and this helps them in knowing their performance within Unilever.
Career management and performance management best practices are framing of –
Personal Development Plan (PDP) which helps in knowing the process of creating
action plan which helps in evaluation of creating awareness, reflection, values, objectives, and
goals which are being set. Personal Development Plan helps in improving the performance of the
employees and individuals within organization so that they are able to analyze and identify their
downfall and the improvement in the skills which are to be needed (Rimmer, 2018). Personal
Development Plan helps in improving the performance of the employees and helps them identify
their loopholes and weaknesses which need improvement. Personal Development Plan helps in
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knowing that where are most of the individuals engaged and what are the areas of development
which are to be achieved and improved to seek growth and development in their performance.
Succession Planning – Succession planning is defined as the planning on leadership
roles. It helps in identifying new potential leaders who help the team to grow by delivering their
performance at large scale. Succession planning also helps in maintaining the scale of
performance management and helps the individuals in delivering roles which help them in
growing and developing their careers (Ali and et.al., 2019). This helps in knowing that the best
practices are the major concern for development of the careers and this leads to importance of
performance of the individuals at large scale. With the help of succession planning, individuals
and employees are developing and seeking growth in their job position which and in their career.
This helps them in identifying the changes which are to be made and the aspects of how the
future business needs will be fulfilled by them in effective and appropriate manner.
CONCLUSION
Thus, it is concluded from the above report that importance of HR practices to the business
strategy of Unilever was framed which helped in knowing that the strategies which are framed
by Unilever ensure effectiveness and significance. Along with this, investigation was done on
career development and career management working within Unilever which also included
personal work experience. Career management practices and performance management were
discussed and explained.
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