Human Resource Management and Unilever PLC's Organisational Theory

This report provides an analysis of Unilever PLC, focusing on the importance of organisational design theory in relation to organisational structure and fulfilling business strategy. It evaluates different approaches and techniques used by the organisation for attracting, maintaining, developing, and rewarding human resources to create a skilled and dedicated workforce. The report also explores emerging HR developments such as hybrid work models, the transition to healthy organisations prioritizing mental health, and the development of power skills in employees. Ultimately, the report concludes that effective human resource management is crucial for business success and that a strong organisational structure is essential for clarifying roles and responsibilities, while adapting to emerging HR trends is vital for maintaining productivity and employee satisfaction.

unit 36

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Human resource management is an essential approach for business which deals with
workers. This is a approach which guarantee availability of worker in an enterprise which is
important in order to enhance productivity(Mwakisaghu, 2019). This report consists analysation
of Unilever PLC which is an UK based retail enterprise. This is a business which offer many
products in United Kingdom. This report consists importance of organisational theory in relation
of strategy and business structure. This includes emergence of human resource development
trend in business.
MAIN BODY
P1. Evaluation of the importance of organisational design theory in relation to organisational
structure and fulfilling organisation strategy with examples
Introduction to organisation: This is one of larger organisation which operates in global level
producing `goods of consumer in order to satisfy wants and need of consumer. This is an
enterprise which provides many products to their customers like beauty care products, health
care product, personal care product and home care product. This is a enterprise which will be
consider as highest producer of soap in the world. This is a UK based organisation and their
headquarter are in London. This operates in around hundred and ninety countries in the world.
There are many larger brand which are named as Rexona, Sunsilk, Magnum, Heartbrand, Knorr,
Hellman's Ben and Jerry's, Axe and Dove. This is the enterprise which established in 1929
through William Level in United kingdom. This is one of the large organisation as this have
around 150000 workers working in an organisation(Love, and Matthews, 2019). This adopts
effective HR policies and strategies which assist them for attract and retain talented worker in
their enterprise. This offers timely development and training for their worker which assist a
company for improving their performance. This company is one of larger organisation which
concern with environment because of their focus on it, this adopts sustainable practice for this
and fulfils their corporate social responsibility.
Organisational design theory: This have to be describe as framework which focus on the way
in which company develop their structure of themselves as purpose of carry out various
activities. These have various kind of organisational design which are there in market and each
of these design were taking disadvantages and advantage for people. This have some case in

which there is no meeting which have to be organised in company to make decision in
organisational design theory. For design an organisation design, this is essential for them to
develop better foundation. This is essential for a business for develop organisation structure
which reflect many roles and hierarchy level.
Organisation structure: This structure have to be describe as system which outline many
activities which were directed for attainment of objectives and goals. The activity were linked
with rules, roles and responsibilities. This is a structure which assist in identify ways in which
information can flow for various level in a company. There are many kind of organisation
structure which have to be adopted in an enterprise such as flat and tall organisation structure.
Unilever is one of larger organisation which operates on international level. Moreover, they
adopts a tall structure of organisation. This is a structure of organisation which have taller
hierarchy and this also have one chain of command. This give small control for worker and main
power were centralised for the management of company.
There are many disadvantage and advantages for manager in Unilever Plc for adopting the
structure of organisation. Some of disadvantage and advantages in relation of company is
mention below:
Advantage:
 This assists a firm for reducing control of an organisation in some hand. It made this easy
for a firm to take decision and this also avoid confusion in people(Gigliotti, and, et. al.,
2019).
 This is the structure of organisation which defines responsibilities and roles in a
particular manner. This is essential for making every person to understand their
responsibility and roles.
Disadvantage:
 It have many disadvantages in an organisation structure as this have a long line
communication which is hard for people in understanding things. This lead for
miscommunication because of which delay happen in completion of work.
 This is the structure of organisation in which people have less motivation as they have
number of manager. Subordinate to them wants to follow command of all managers of
this company.

P2. Analysation of different approaches and techniques used by an organisation for attracting,
maintaining, developing a well as rewarding human resources in order to create a skilled
and dedicated workforce
The workers who are dedicated and skilled were described as the people who needs
qualification for performing the role in an organisation and also, they makes improvement in
their performance. This is one of an important element for business in order to improvise
experience of customer. This is importance in an enterprise for having a talented and skilled
workers. The company work and do not take participate in non productive work. This is
concerned to solve various problem in a business and also focus to increase profitability in a
company and their growth.
There are many approach which have to be adopted from business managers of the company for
a purpose of developing, maintaining, attracting and rewarding talented people of human
resource in the organisation. The company believes that success of an enterprise depends on
efforts of their workers(Galli, 2018). This is a reputed and large enterprise and increase the rate
of turnover for the organisation can make an bad impact on image of a company. For avoiding
such a situation, the company adopts various kind of approach in the organisation. Explanation
for the approach in purpose of retaining, developing, maintain skills and diverse worker in a
business were mentioned below:
Development a positive working environment: This is an approach which is based on
accountability, cooperation, risk taking, equity and many other thing in place of work. This is
important for business of Unilever as this make sure cooperation in worker which is essential to
enhance the satisfaction. This connects worker in organisation because of which workers do not
leave a company. This not only assists Unilever for retaining current worker but also assist them
for attracting new workers. The environment of working is second main consideration of a
worker after getting salary at time of joining an enterprise.
Recognise, reinforce and reward: This is an other approach which is needed through a
organisation in order for retaining worker in business for various reasons. Recognition and
reward assist to satisfy not only a basic need for human but also needs esteem(Erlingsdottir, and,
et. al., 2018). This is one of an effective approach in a business which needs them for getting
success in place of market. The company is one of organisation which offers recognition and
rewards for hard working worker who completes work with dedication and this also contribute

best for attaining objective and goals. This is the enterprise which gives recognition and reward
based on performance of worker which is essential in order to motivate worker in the
organisation. This also promote diversity and equality in an organisation which is essential for
increasing workers trust on an enterprise.
Involve and engage: This is approach of human resource which is adopted through an enterprise
which is important in order for improvise satisfaction for worker in a business. In this approach,
focus of an enterprise is for increasing the engagement and involvement for worker in a
organisation. This is important in order to give a sense of responsibilities to worker which make
them responsible in business. The managers of Unilever includes many worker in process of
decision making in company as this assist them for getting new idea and this also improve
satisfaction for worker(Dumas, and Beinecke, 2018). This is essential for business in order to
retain existing worker and also improves productivity of business.
Develop Skills and Potential: This is the other approach which have to be adopted through
managers of Unilever for retaining worker and also attract new worker in the organisation. Skill
development is important for a organisation as this allow them for improvement purpose for
improving overall efficiency in a business. This is also essential for workers to make sure
development of skill for their professional and personal development. This allow worker for
getting opportunities in future for same organisation or in any other enterprise. This motivates
worker in a business of Unilever.
P3. Conducting research and use of contemporary knowledge to support the emerging HR
developments
The development of Human resource have to be describe as cultivation for worker of an
enterprise. This is an concept which provides various component for worker with their
knowledge and skill which aid the organisation in getting growth. Development of Human
resource is an approach which have clear vision for purpose of getting growth of worker from
development and training. This allow worker for develop clear position of worker in purpose of
development for advance career and also with the related goal(Aslam, and, et al., 2018).
In recent years many emerging trends occurs human resource management which assists
worker for a purpose of growing potential, this also makes them more satisfied in the company.
In the developing HR approach, technology play an vital role. This is very important for purpose
to take advantage happens in market as technology make any work easy and this also improves

productivity for a organisation. This company adopt emerging development of HR in their
enterprise as this assist them for improve satisfaction of the worker and this also enable them for
giving more flexibility for their human resource. This is important for business as this increase
dedication for worker in their organisation. There is explanation in some of emerging HR
development in relation of Unilever is mentioned below:
Hybrid work model: This is the model of human resource development which is used through
business in order for making things on track. This is one of an important approach which suits to
various workers and also to improve productivity of the business. This is a model which use
worker centric approach and this also offer flexibility to workers. This allow both to worker such
as in office and remote worker which is important in order for increasing their satisfaction with
an organisation.
Transition from employee well-being to a healthy organisation: Mental health and well being
of worker are under focused approach in the workplace. This is important in order to get
successful in business to take care of not only well being but also mental health of worker. In
this, the organisation focus to adopt approach of health organisation which focus on both
physical health and mental health of a enterprise for this, company manager offer opportunity
and flexibility for development and training in organisation(Ahmad, and Cheng, 2018).
Power skills to employees: This is one of an essential component in a organisation which
increase demand of virtual working environment. Virtual environment needs more technical skill
in worker which is important in order to enhance productivity of business. The power skill assist
an organisation for purpose of customer satisfaction, purpose of preservation, performance, work
environment balance and communication.
CONCLUSION
In the above report this is mentioned that, it can be concluded that human resource is
mandatory for business which assist them for getting success. The theory of organisation design
is one which assist business for develop a strong structure of organisation in which the role and
responsibilities of various member are clear. There are various human resources trends which
take place in order to maintain productivity for the business.

REFERENCES
Books and Journals
Ahmad, A.B. and Cheng, Z., 2018. The role of change content, context, process, and leadership
in understanding employees’ commitment to change: The case of public organizations
in Kurdistan region of Iraq. Public Personnel Management, 47(2), pp.195-216.
Aslam, U., and, et al., 2018. Emerging organizational parameters and their roles in
implementation of organizational change. Journal of Organizational Change
Management.
Dumas, C. and Beinecke, R.H., 2018. Change leadership in the 21st century. Journal of
Organizational Change Management, 31(4), pp.867-876.
Erlingsdottir, G., and, et. al., 2018. Driving for successful change processes in healthcare by
putting staff at the wheel. Journal of health organization and management.
Galli, B.J., 2018. Change management models: A comparative analysis and concerns. IEEE
Engineering Management Review, 46(3), pp.124-132.
Gigliotti, R., and, et. al., 2019. The role of perceived organizational support in individual change
readiness. Journal of Change Management, 19(2), pp.86-100.
Love, P.E. and Matthews, J., 2019. The ‘how’of benefits management for digital technology:
From engineering to asset management. Automation in Construction, 107, p.102930.
Mwakisaghu, J.K., 2019. Strategic management change. International Journal of Advanced
Research in Management and Social Sciences, 8(5), pp.8-22.