IT and HRM Strategies: Enhancing Employee Performance at Unilever

This report examines the impact of Information Technology (IT) and Human Resource Management (HRM) on Unilever's employee management strategies. It delves into the recruitment process, highlighting the strategies used to attract and retain employees, including leveraging social media and referral programs. The report further analyzes techniques for improving employee engagement, such as providing growth opportunities, recognizing top performers, and offering constructive feedback. The role of IT systems, particularly Management Information Systems (MIS), in employee development is explored, emphasizing its importance in performance measurement and identifying areas for improvement. The conclusion underscores the crucial role of both HRM and IT in enhancing employee efficiency, achieving organizational goals, and maintaining a positive working environment within Unilever. This document is available on Desklib, a platform providing students with access to a wide range of study resources including past papers and solved assignments.

IT and HRM

Table of Contents
PART ONE -INTRODUCTION.....................................................................................................3
Part two- Impact of IT and HRM....................................................................................................3
Recruitment process.....................................................................................................................3
Recruitment and retention strategies...........................................................................................4
Purpose of recruitment.................................................................................................................4
Part three- Strategies to improve employee engagement................................................................5
Strategies and techniques to engage employees..........................................................................5
Analyse IT system used for employee development...................................................................5
PART four - CONCLUSION..........................................................................................................6
REFERNCES...................................................................................................................................7

PART ONE -INTRODUCTION
Human resource management plays a crucial role in an organisation because it helps in
achieving goals and objectives. HR manager is handing all the activities and managing all
employees so that work can be completed on time. in 21st century Human resource management
is handling all the activities in and organisation and boost confidence of employees so that they
can work efficiently (Ahammad, Glaiste and Gomes, 2020). IT plays a crucial role in Human
Resource Management as they are providing relevant information to managers so that better
plans can be made and it helps in achieving goals and objectives of organisation. IT is used to
improve overall talent management in business because they helps in finding, screening,
recruiting and providing training to employees. Information technology helps HR manager in
selecting best candidate so that goals and objectives can be accomplished. Human resource
manager is selecting best candidate for the organisation who has the ability and provide good
services to customer.
Unilever is a public limited company which was founded in the year 1929. It’s
headquarter is situated in London, England and provide its products to overall the world. In
company, number of employees are 155000 and they are focusing on satisfying need of
employees. the purpose of company is to satisfy need of customer and provide them good quality
product so that more revenue can be generated. Net income of Unilever company is €6.073
billion. IT plays a crucial role in the organisation as they are helping manager to find, recruit and
select employees. HR manager is responsible for handling all the activities and they are
providing training to employees. It is important to provide good quality products to customers
and earn more revenue.
Part two- Impact of IT and HRM
Recruitment process
Recruitment process is a process which is used by managers to select best candidate for the
company. Managers of Unilever company is recruiting employees by applying procedure i.e.,
identify hiring needs, preparing job description, recruitment strategy, screening or shortlisting
candidates, interview process, make the offer and last is employee onboarding. This is the
process which is applied by managers of Unilever company so that they can select best

candidate. Human resource managers are taking interview of every candidate so that appropriate
candidate can be selected. It is important to take face to face interview so that ability of candidate
can be identified. Advertisement is given on social networking sites so that eligible candidate can
be selected. Training is provided to employees so that they can perform better than others and it
helps in achieving targets (Boon, Den Hartog and Lepak, 2019).
Recruitment and retention strategies
Recruitment and retention strategies which is applied by Unilever company is using social
media, implementing a referral program, treat candidates like customers, make use of sponsored
jobs. These are recruitment strategy which is used by Unilever company and helps in achieving
goals and targets of company. Retention strategy which is used by Unilever company are,
provide more feedback to employees so that they can improve their performance. Employees are
encouraged to give creative ideas, earn trust of employees, everyone in the organisation is getting
equal treatment and there is no discrimination done among employees. members are included in
decision making process to boost their confidence (Collins, 2021). This helps in retaining
employees and helps in increasing their morale so that they can work efficiently. It is essential to
apply retention strategies to boost confidence of employees and positive feedback is given to
employees so that they can make improvement in their performance. It is essential to focus on
retention of employees and motivate employees to work efficiently and achieve goals of
organisation. When employees are motivated they focus on work and complete task within the
given time period.
Purpose of recruitment
Recruitment plays a crucial role in and organisation because it helps in attracting and
empower number of applicants in the company. It helps in building positive impression of the
recruitment process. Managers are having a lot of choice and they can select best candidate for
the company. With the help of IT system manager can select appropriate candidate for
organisation. Recruitment creates a talent pool of candidates so that best applicant can be
selected for company. When recruitment is done then company can get best candidate who has
all the ability and knowledge. This is beneficial for an organisation in achieving goals and
objectives. It is important to apply recruitment strategy so that better plans can be made and it
helps in gaining competitive advantage (Cooke, 2018).

Part three- Strategies to improve employee engagement
Strategies and techniques to engage employees
It is important to apply strategies and techniques to engage employees so that they can work
efficiently and focus on achieving goals and objectives. Managers are responsible for providing
good working environment to employees so that they can focus on their work and it helps in
generating more revenue. To engage employees managers of Unilever company provide
opportunities for growth, recognise top performers, feedback is given to employees so that they
can make improvements and work efficiently (Macke and Genari, 2019). It is the responsibility
of manager to engage employees and involve them in decision making process. when employees
are engaged thy feel motivated and focus on achieving goals and objectives of company.
Techniques which is used by managers of Unilever company to engage employees within an
organisation are, they are giving feedback and rewards are given on the basis of performance.
This helps in boosting confidence of employees and they work efficiently. Training is provided
to employees so that work can be completed on time and goals can be achieved. Survey is
conducted and problem of employee is identified to boost confidence of employees. managers of
company are providing safe and healthy environment to workers to boost their morale and they
can focus on their work (Michael, 2019). It is important to satisfy need of employees and provide
good facilities so that they can complete work on time.
Analyse IT system used for employee development
It is important to apply IT system in an organisation so that employees can focus on their
work and achieve goals and objectives of organisation. Management information system is used
in Unilever company as it helps in study of people, technology, organisation and also helps in
identifying relationship between them. Management information system helps in taking better
decision which is beneficial for growth and development of company. This system is effective
for employee development because with the help of management information system
performance of employees can be identified. Managers are responsible for handling all the
activities within an organisation and providing good environment to employees (Fenech,
Baguant and Ivanov, 2019).
It is essential to measure performance of employees and give feedback to them so that
work can be completed on time. management information system helps in providing report about
employees and their performance. This is effective because with the help of IT system managers

are able to find weak points and improvement can be done so that goals and objectives can be
accomplished. When performance is measured weak areas are identified and it helps in
improving overall productivity of organisation. This system helps in employee development and
better plans can be made to earn more profit. Managers of Unilever company are evaluating
performance of employees and providing training to workers so that goals and objectives can be
accomplished (Trullen, Bos‐Nehles and Valverde, 2020).
PART four - CONCLUSION
From the above conclusion it can be concluded that, in the 21st century HRM plays a
crucial role as they are managing all the activities in an organisation. Human resource manager is
responsible for recruiting and selecting best candidate for their organisation. Managers are
solving issues at the workplace and providing training to workers so that they can work
efficiently and goals of company can be accomplished. IT also plays a crucial role in an
organisation as they help in finding, selecting and recruiting best candidate for company. IT is
used in companies to improve overall productivity in business and improve efficiency of
employees.
IT system helps in recruiting and selecting best candidate for company as they helps in
finding, screening and recruiting correct person for the right job. Recruitment process used by
Unilever company has been discussed. Further, recruitment and retention strategies applied in the
Unilever company has been described and analyse purpose of recruitment and retention of
company. It is important to apply IT system so that goals and objectives of company can be
accomplished.
Strategies and techniques used for employee development in Unilever company has been
discussed. Further, analysis of IT system used for development of employees and engagement
has been discussed. IT system has positive impact on employees as it helps in improving
performance of workers and goals of organisation is accomplished. It is essential to use
techniques to engage employees and provide them training so that work can be completed on
time. Managers are responsible for handling all the activities and providing good working
environment to employees so that targets can be accomplished.

REFERNCES
Books and Journals
Ahammad, M. F., Glaister, K. W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review. 30(1). p.100700.
Boon, C., Den Hartog, D. N. and Lepak, D. P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management. 45(6). pp.2498-
2537.
Collins, C. J., 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management. 32(2).
pp.331-358.
Cooke, F. L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal. 28(1). pp.1-13.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource management
in an era of digital transformation. Journal of Management Information and Decision
Sciences. 22(2). pp.1-10.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Michael, A., 2019. A handbook of human resource management practice.
Trullen, J., Bos‐Nehles, A. and Valverde, M., 2020. From intended to actual and beyond: A
cross‐disciplinary view of (human resource management) implementation. International
journal of management reviews. 22(2). pp.150-176.