CW2 Report: Health, Safety, Risk, and Influential Safety at Unilever

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This report examines Unilever's approach to health, safety, and risk management, focusing on employee training, performance evaluation, and reward systems. It describes how Unilever identifies learning requirements and delivers training through coaching, e-learning, and soft skill development. The report details the company's employee consultation methods and performance management cycle, including communication channels, performance management software, and regular meetings. It analyzes Unilever's reward systems, including uFlexReward, employee recognition programs, and monetary and non-monetary incentives, and also explores the concept of Total Reward Package (TRP) and its five pillars, highlighting its role in preventing performance decline and improving the working environment. The report concludes with recommendations for maintaining and improving the TRP, considering legislative and regulatory influences.
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CW2: MODULE TITLE:
HEALTH SAFETY AND
RISK, INFLUENTIAL
SAFETY
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Table of Contents
INTRODUCTION...........................................................................................................................3
1. Describing how learning requirement are identified and training is delivered....................3
2. Presenting how the organization consults employees and manages their performance.......4
3. Organization currently rewards their employees..................................................................6
4. Total reward package (TRP).................................................................................................7
5. Recommended the organization to maintain its current approach for reward......................8
6. Ways to improve TRP along with any legislative or regulatory issue that influence the
recommendation offered..............................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
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INTRODUCTION
In the new era, most of the company uses different range of technique in order to manage
people within a workplace. In the same way, current study is also shed a light upon different
people management strategies used by the company to deploy towards Health and safety (H&S)
management (Wehrmeyer, eds., 2017). The chosen firm for this report is Unilever which is a top
firm whose headquarter is in UK and deal at different locations. The quoted firm offer range of
product and services to their customers and uses strategies to manage their employees as well.
The report will help to identify learning requirements of employees and ways through which
training is delivered. Also, examine how the organization consults employees and further
manages their performance as well. Apart from this, the study will reflect how adoption of Total
reward package prevent decline in productivity. Also study recommended the current approach
use by Unilever for reward. Lastly study suggests the ways through which TRP can be improved
along with legislative issue that may affect the offered recommendation.
1. Describing how learning requirement are identified and training is delivered
In order to determine the learning need within an organization, employers must have
enough knowledge about company’s current and future capabilities need and then assessing the
existing level of competencies and knowledge. Through this decision, Unilever make decision
about leaning need of individual, team and organizational level. Also, to determine the needs,
company gather systematic data and insights about employee’s capabilities and then match the
same with organization demand which may determine the need of learning as well. Hence, it is
examined that Unilever uses RAM approach that assist to identify learning need. Such that RAM
stands for Relevance, Alignment and measurement.
Under relevance, company examines how existing and planned learning provision will
meet new opportunity for business. For example, company has to focus less upon old employee
whereas; new employees are more challenging for them. That is why; there is a need to make
planning that assist to attain new change (Bauer and et.al. 2018). Next is alignment which in turn
encourage employees to align with organizational strategy that assist to meet the define aim. Last
is measurement that helps to evaluate the process and its impact upon the business performance.
Apart from this Unilever is also examine the current skills of employees and then compared with
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future skills. Hence, this in turn helps to determine the weakness and areas of improvement
which further improved by offering training session at regular or quarterly basis.
In Unilever, training is delivered in three different ways that assist to improve the results
in better manner. These are as mention below:
Coaching and mentoring: The training focus upon the relationship between an employee
and higher authority (Rawashdeh, 2018). Such that it assists to increase employee
retention and reduce the turnover rate as well. This type of training is beneficial for new
employee in order to grow new team members and let them understand about the working
environment. On the other hand, coaching involves bringing trained professional and
coaches are sometimes better option to build relationship between old and new employee.
E-leaning: In the era of digitalization, Unilever offer e-learning training in which
thousands of employees are participate in the same to grow their skills and learn quickly.
This is specifically designed to new employees in order to improve their skills and grab
more opportunities to make themselves fit for the organization. Hence, company
uploaded different modules on the software that helps employees to improve their
learning
Soft skill training: It is related to personal attributes and also linked with how employee
work and interact with other that assist to make employee career development. For that
company hire experts and professionals who easily provide training to their employees
which assist to encourage employees to meet the set goals. Thus, it is necessary for new
and old employees to have good soft skill which in turn leads to manage the work
accordingly and tries to attain the set goals as well.
2. Presenting how the organization consults employees and manages their performance
There are many ways through which Unilever consult employees and engage them to
make better decision for the welfare of a firm. Under this, quoted firm uses performance
management cycle in which is based upon four stages. Such that in Planning stage, company
decide goal and objectives by using SMART criteria and then create an employee development
plan that helps to manage the work (Reina and Scarozza, 2020). Next stage is monitoring in
which management meet with employees to determine their progress through meetings. In this
third stage i.e. review in which management make sure that employee meet the set target or not.
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Last stage is rewarding in which management tries to motivate employees by offering different
financial and non- financial awards. Further to consult and manage performance, some strategies
are as mention below:
Develop communication channel: It is analyzed that employees do not meet the
expectation of employers if goals are not outlined properly and that is why, there must be proper
flow of communication which is followed by Unilever. Such that company follows hierarchy
organizational structure in which it makes sure that progress and performance of every employee
is reviewed by supervisor and this in turn lead a business to attain define goal (Taylor and
Woodhams, eds., 2016). Also, email is forwarded to communicate important things to their
employees and takes follow-ups if they face any problem.
Utilize performance management software: Unilever also develop different software to
track the performance. This in turn assist to manage he employee performance and determine the
weaknesses which further improved by providing effective training session to their employees.
Such that 360-degreesoftware is also implemented that assist to ensure about performance of a
worker. Through this software, employees are easily managing the work and identify the top
talent of firm as well.
Regular meetings: In order to engage employees, cited firm conduct regular meetings
which in turn assist to determine the views of employee while making any decision. In this,
manager praise top talent and determine the areas of improvement within team. Hence, through
this way, company examines the perception and behavior towards company’s new strategy. It is
also analyzed that old employees are easily present their views as compared to new one because
they require enough time in order to understand the policies and better option.
Health and safety leader is also involved in employee engagement such that they present
they keep encouraging employees to attain the set target. Also, during training session, they
provide a way to protect themselves from any injury in order to promote the positive working
environment (Lepir, Šćepović and Radonjić, 2017). Hence, it is examined that H&S leader
promote employees up to some extent as they only involve in health and safety measures. On the
other side, there do not involved in recruitment and selection process but indirectly they consult
with HR team of Unilever in order to comply with health and safety policies. Therefore, it is
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reflected that to manage employee’s performance it is necessary to provide training session and
conduct one to one session that helps to improve the overall performance of a company.
3. Organization currently rewards their employees
Unilever offer different reward system to their users such that uFlexReward is a company
based on Unilever’s global digital reward system (Mendy and Rahman, 2019). Through this
system company offer personalizing reward to their individual life need. This system provides
reward at global level and that is why, it is essential for the business to improve the overall
performance of employees. Apart from this, with the help of such reward system, employee’s
efficiency is improved and this in turn attains the set objectives of Unilever. Also during this
pandemic time, it is not easy for the company to examine the performance of employees and that
is why there is a need to implement the reward system at digital platform that in turn leads to
improve the results.
In addition to this, some employee recognition programs are also offered by quoted firm
in order to recognize different employees who contributed their best to attain the set target.
Hence, employee recognition is as simple as verbal praise, so it is depending upon the
performance of an employee and this in turn improve the results. So, it is stated with the
employee of employee recognition, employees become more productive and lies happily in the
positive working environment. It is because of getting appreciation from employees and peers,
such that during this pandemic time employee tries to meet the need and demand of customer.
For the same, company offer reward which in turn encourage them to meet the define aim and
minimize the issues.
Monetary reward system is another reward used by Unilever which help to encourage
workers to engage within a business. Such that this type of reward is offer in the form of annual
and semi-annual bonus within mid-year. Through this reward system, efficiency of employees
increases and as a result, company provides incentives which in turn improve the productivity
and also motivated them to raise the brand image at international level (Pérez-Conesa, Romeo
and Yepes-Baldó, 2020). At the time of pandemic, company offer work from home facilities to
their employees and offer online delivery. Hence during this time, employees to sincerely
completed the define task are appreciated more which help to raise the productivity level.
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Therefore, it is examined that with the help of effective reward system, company always tries to
improve the performance and efficiency level that cause direct impact upon business.
From last many years, company also uses non-monetary reward system that assist to
encourage them to share their part in order to improve the results (Yusoff and et.al., 2020). Such
that Unilever offers flexible working environment to their employees during pandemic in order
to stay ahead in the competition. Through these rewards employees sustain a good relationship
with company and satisfy own need as well. On the other side, quoted organization also offer
corporate discount to the workers which in turn improve the efficiency. Such that it provides
certificates of top performer during every month that satisfy the employee’s psychological desire
which in turn improve the results.
4. Total reward package (TRP)
TRP is the strategy that brings together all the investment which an organization makes in
its workforce i.e. pay, pension learning and development session etc. Apart from this it also
includes flexible working environment and different career opportunities that assist to boostthe
performance and raise performance. So it is analyzed that there are five pillars included under
total reward package i.e. compensation, benefits, flexibility, performance recognition and career
development. Hence, it is stated that with the help of TRP candidate understand the importance
of job and compare ways through which performance of employees are increases. So TRP is
actually developed to prevent the decline of employee performance and improve the working
environment of a company as well.
Such that benefits include extra programs and advantages provided by the company in
order to supplement cash remuneration i.e. protection benefits, health benefit etc. This is clearly
stated that these extra rewards keep encourage employees to increase their efficiency in order to
attain the define goal of a business. On the other side, Unilever also offer compensation facilities
to their employee that assists to maintain the positive relationship with company for long term
(Liang and Tseng, 2020). Hence, it is clearly examined that with the help of effective reward
package, it keeps encourage employees to provide best variety of products without
compromising the quality. In addition to this, it is analyzed that with the help of effective TRP,
company easily improve the performance level and meet the define aim as well.
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Apart from this, company also provide different training session that offer employees to
gain new skills and develop their career as well. As company uses non-monetary benefits which
include flexibility and promotion that also assist to motivate them to improve their performance.
Therefore, it is stated that with the help of effective TRP system company is able to present the
entire picture in better manner. Hence, it is examined that total reward package system is quite
feasible for Unilever because it assists to improve the overall performance of the company and
this in turn sustain the brand image of a firm as well. Also, there are many traditional reward
systems which company face and that is why there is a need to improve the same which in turn
understand the need of employee and offer them best variety of product as well.
Through this it can be stated that adoption of TRP will definitely improve the
performance and efficiency level of employees but there many challenges which Unilever may
face after adoption. So, it is analyzed that some time to meet the urgent deadline, company has to
adopt this package which in turn improve the performance and also take a business at further
level of success. Hence, adopting TRP is a good decision that prevent business from decline of
productivity among employees and this in turn sustain a brand image at further level of success
along with improving employee performance.
5. Recommended the organization to maintain its current approach for reward
It is recommended to the Unilever to uses its current approach of reward instead of
implement total reward approach. It is so because offering monetary and non- monetary benefit
to their employees is more beneficial strategy which provokes employees to meet the define aim.
If company uses TRP method then most of the employees start taking leverage for the same
which somehow affect the overall business performance in negative manner. Therefore, it is
suggested to use current approach such that employee recognition, monetary and non-monetary
benefit that helps to meet the define aim. On the other side, if company uses this method, then
company uses benchmarking tool in which they have to meet the define deadline and then
company offer reward. So it sometimes may affect the results in opposite manner and generate
negative outcome as well (Yabanci, 2020).
In addition to this, it is also examined that if Unilever implement TRP system within its
workplace then it requires high cost and there is no guarantee to generate the best outcome. Even
in this pandemic time, company also face huge loss within its financial performance and that is
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why, it is not possible to invest high amount without any surety of results. On the other side, by
comparing the same with current approaches uses by the company, it is analyzed that it is more
reliable and cost effective method where company do not invest huge amount. For example,
through employee recognition as a reward System Company appreciate their employees which in
turn does not need huge amount and this is somehow better and valid solution to motivate their
employees (Nockur and Pfattheicher, 2020).
It is also realized through secondary study that most company implement total reward
system within its workplace then senior authority focus in benchmarking and only have little
concern related to affordability of pay programs. That is why, it is suggested to the company to
use the method which is beneficial and affordable i.e. non-monetary reward. As per the change in
market, it is analyzed that company also implemented new reward system which somehow affect
the results in opposite manner. Also, to stay ahead in the competition, company uses range of
methods to meet the set target, but completely relied upon TRP may cause negative impact upon
working environment. Such that it somehow leads to creates bias which is not possible in the
case of current approach.
That is why, it is highly recommended to Unilever to use current approach because it
focus upon employee performance as well as organization need. Whereas, Total reward packages
does not concern about employee perception and need, it is actually implemented in order to
meet the demand and target of a business. So, Unilever should maintain current approach of
reward instead of TRP as it creates positive impact upon the financial performance in this global;
pandemic time.
6. Ways to improve TRP along with any legislative or regulatory issue that influence the
recommendation offered
From the above discussion it is clear that the use of current reward system that is Total
Reward Package is much better than any other different types of approaches. Thus for Unilever it
is essential for the company to manage this type of system in the company so that it can be used
by the company in order to manage the performance of the company. Thus, for this it is essential
for the company in order to manage the performance of the company by providing them time to
time motivation to the employees in order to work in more effective and efficient manner.
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Hence, for managing the performance of the company the most important thing for the company
Unilever is to manage and monitor the working and performance of the company to a great
extent. The major reason for this is that when the company will monitor the performance of the
company then this will motivate the employees to work in more effective manner. This is
majorly because of the reason that when the employees will be given the monetary benefits then
this will create an inner feeling among the employees that they will get higher payments is they
will work under good and effective manner (Zarrabian, and et.al., 2020).
In addition to this when the company will make the use of TRP then this will motivate the
employees who are not working in good and effective manner. The major reason for this is that
when the company Unilever will employ the TRP system then this will also create an
environment in which the employees will be given more of the financial benefits and further this
will create a type of informal competition among the employees. The major reason for this is that
they will try to compete with one another in order to get more of the financial rewards and
monetary benefits.
In against of this in implementing this method Unilever might face some of the regulatory issue
as it is not possible for the company in order to manage and provide financial rewards in large
numbers. Thus, managing this package of TRP it will be tough for the company and along with
this it will also be very costly for the company to implement this type of program at a larger
scale. Thus, for this the company needs to work in with limited package so that they can manage
all its performance and the cost as well. In addition to this another major type of regulatory issue
in successfully implementing this system is that it is not necessary that all the employees within
Unilever are motivated with the financial incentives only. Thus, for this the major thing is that
Unilever must also work in order to provide for non- financial rewards and incentives as well.
These are like providing promotion, appreciation within company and among the employees.
Thus, if these issues will be managed by the company Unilever then this will create a good
working environment for the company and the employees as well.
CONCLUSION
By summing up above report it has been concluded that Unilever identified the learning
need of employees by using RAM approach in which it examined the strength and weakness of
workers. Further, there are three ways through training is delivered such that coaching and
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mentoring, e-learning and soft skill training. Hence, it is further concluded that with the help of
regular meeting, develop communication channel, company is able to engage employees, where
health and safety leader also support them to meet the define aim. Also, there are three main
types of rewards which Unilever offered i.e. monetary and non-monetary reward system,
employee recognition that helps to improve the performance of employees (Improving employee
health and well- being, 2020). Moreover, study also concluded that TRP assist to prevent the
decline of productivity among employees but there is a need to maintain the current reward
approaches because it is more feasible and generate best outcome as compared to other method.
Lastly, study also concluded that there is some legislative and regulatory issues face by the
company while improving the TRP system because it affects the results in negative manner.
Recommendations
In order to improve the performance of employees, it is suggested to Unilever to provide
effective training session to their employees who in turn improve the results and attract
range of new employees.
Hire experts who analyze the key improvement areas that may cause negative impact
upon the business performance. It is so because it assists to match task to capabilities of
an employee and this is somehow generating the best outcome too.
Moreover, it is also suggested to the company to develop 360-degree performance
analysis cycle that leads to examine the top talent and weak employees. After that, start
developing best training session at weekly basis to improve personal and professional
skill. This in turn improves the results in positive manner and sustain brand image as
well.
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REFERENCES
Books and Journals
Bauer, T., and et.al., 2018. Human resource management: People, data, and analytics. Sage
Publications.
Lepir, L., Šćepović, D. and Radonjić, A.R., 2017, May. Challenges of human resource
management in the institutions for care of elderly people. In IOP Conference Series:
Materials Science and Engineering (Vol. 200, No. 1, p. 012030). IOP Publishing.
Liang, X.Q. and Tseng, C.J., 2020, November. The Sustainable Development of Green Human
Resource Management in Jiangxi of China. In IOP Conference Series: Earth and
Environmental Science (Vol. 576, No. 1, p. 012025). IOP Publishing.
Mendy, J. and Rahman, M., 2019. Application of human resource management's universal
model: An examination of people versus institutions as barriers of internationalization for
SMEs in a small developing country. Thunderbird International Business Review, 61(2),
pp.363-374.
Nockur, L. and Pfattheicher, S., 2020. The Beautiful Complexity of Human Prosociality: On the
Interplay of Honesty-Humility, Intuition, and a Reward System. Social Psychological and
Personality Science, p.1948550620961262.
Pérez-Conesa, F.J., Romeo, M. and Yepes-Baldó, M., 2020. Labour inclusion of people with
disabilities in Spain: the effect of policies and human resource management systems. The
International Journal of Human Resource Management, 31(6), pp.785-804.
Rawashdeh, A., 2018. The impact of green human resource management on organizational
environmental performance in Jordanian health service organizations. Management Science
Letters, 8(10), pp.1049-1058.
Reina, R. and Scarozza, D., 2020. Human Resource Management in the Public Administration.
In Organizational Development in Public Administration (pp. 61-101). Palgrave Macmillan,
Cham.
Taylor, S. and Woodhams, C. eds., 2016. Human resource management: People and
organisations. Kogan Page Publishers.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Yabanci, O., 2020. From human resource management to intelligent human resource
management: a conceptual perspective. Human-Intelligent Systems Integration, pp.1-9.
Yusoff, Y.M., and et.al., 2020. Linking green human resource management practices to
environmental performance in hotel industry. Global Business Review, 21(3), pp.663-680.
Zarrabian, S., and et.al., 2020. The potential role of the orexin reward system in future treatments
for opioid drug abuse. Brain research, 1731, p.146028.
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