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HRM Decision Making - Unilever

University: Regent University

  • Unit No: 3
  • Level: Undergraduate/College
  • Pages: 12
  • Words: 3000
  • Paper Type: Assignment
  • Course Code:

    L/508/4737

  • Country: UK
  • Downloads: 0
Question :

Human Resource Manager working with Unilever Plc is given an opportunity to carry out a research with the use of supportive materials such as articles, journals and books.

  • Provide an explanation of purpose and scope of Human Resource Management in Unilever.
  • Determine effectiveness of key elements of HRM which are used in Unilever Plc.
  • Determining the influence of internal and external factor which impact/influence HRM decision making.
  • Application of Human Resource Practices in a work related context.
Answer :
Organization Selected : Unilever

INTRODUCTION

Human resources management is a practice of deploying, managing, recruiting, organising, hiring all company staff members. HR manager has played vital role with in an organisation which help to enhance employees performance in long run. In this assignment choose Unilever in order to identify human resources impact on enterprise performance at market place. It is a British firm which are run their business activities at international level approx 190 nations. It is a one of the largest consumers goods company (Abdullah and Zulkifli, 2015). They have 400 own brands like knorr, lipton, lux, rama, hellmann's, sunsilk, surf and rexona or many more. It was established in the year 1930 and around 16900 employees are working here in the year 2017. This report covers purpose as well as scope of HRM and its effectiveness. It also includes internal and external factor that affect human resource management decision making process.

TASK 1

P1 Purpose and scope of HRM

Within an organisation, human resources management has play critical role like controlling, managing, organising the manpower at work place. Each company hire HR manager to handle all staff members in an effective manner. They are conducting training program to enhance employees capabilities and skills. Through this, firm are capable to produce higher quality goods and services resulted achieve goals, objectives in limited period of time. The main function of HRM are detail below:

Recruitment and selection: It is a primary function of human resources manager that they are hiring candidates according to their needs and wants. There are two method of recruitment internal as well as external sources, firm select best method according to their requirement thus help to hire talented staff members resulted achieve aim in given time frame (Albrecht and et. al., 2015). There are several selection method like interview, group discussion, focus interrogation etc. It help to select best candidates and those are able to increase productivity in long run.

Training and development: It is the HR manager responsibilities to analysis employees performance and match it with desire work. By this process they are identify gap between actual and desire performance accordingly human resources assistant organising training program. Thus help to enhance staff members skills, knowledge, capabilities, abilities, productivity and many more. So that, they are capable to produce higher quality product and services resulted gain market position in long period of time.

Employees relation: Within a work place /there are several issues arise that create negative impact on labour performance so that it is a HR management responsibilities to develop healthy working environment at work place through this they are able to build positive relationship among employees resulted reduce conflicts and enhance workers satisfaction in long run.

Motivation: Through motivation strategies, HR executive motivate workers resulted increase performance, self confidence, moral, loyalty toward firm, productivity, satisfaction and many others (Baum, Schäfer and Kabst, 2016).

Compensation and benefits: According to staff members performance, HR assistant of Unilever has provide compensation as well as benefits to all employees. It is a kind of motivation method in which organisation has motivate their workers by offering them monitory benefits.

HRM Purpose: The main purpose of human resource management are explain as follows:

By hiring HR management, Unilever are able to build healthy relationship among all employees and make them dedicated as well as connected with their role at work place.

Using staffing process in order to get professional skilled and highly passionate about their work among all labours resulted achieve high quality performance and produce product to achieve set target.

They are identify performance level of employees and accordingly provide them appraisals through this HR executive able to retain individual at work place in long period of time (Baum, 2015).

By HRM practices, organisation are able to established healthy and safe working environment with in firm.

P2 Explain strength and weaknesses of different recruitment as well as selection process

There are various kind recruitment as well as selection method used HR management to hire best applicants for an organisation. Each one method have their own strength and weaknesses so that they are select approaches accordingly. There are two kind of hiring sources are explain in detail:

Internal sources of recruitment: In this method, HR manager has to recruit candidates from within work place through promotion, demotion, transfers, references and many others method. By this activities, firm are able to achieve higher employees satisfaction and produce high quality product resulted gain market position.

External sources of recruitment: In this method, HR executive has to hire applicants from out side enterprise. Some important external sources are placement agencies, campus recruitment, job fair etc. By this, organisation are capable to get talented candidates and spread new blood at work place resulted gain innovative working thought (Bratton and Gold, 2017).

Here are explain external and internal sources of employees with is weakness as well as strength in detail:

Recruitment method

Strength

Weaknesses

Internal

It save time, money and many other resources of the company.

Through this, Unilever are able to motivate their staff members.

Reduce conflicts among staff members.

Build healthy relationship at working place resulted get higher productivity.

It enhance performance of workers in long run.

It can not promote new employment in the nation as well as at work place.

Reduce innovating thing resulted old method decrease quality of product (Brewster and Hegewisch, 2017).

Demotivated employees those are not promoted.

External

Spread new blood at work place thus help to implementing innovating things.

Get new talent according to market demand.

Increase competition with in company resulted enhance each one staff members performance (Cascio, W., 2018).

For external source, organisation has wants lot of money and other resources.

Some time candidates provide wrong information to interviewer and can not able to performance task effectively which create negative impact on organisation presentation.

Selection method: There are several type of selection method are available at market place which are used by Unilever in order to select best candidates for their organisation. Each one method has their own strength and weaknesses, some are explain as follows:

Selection method

Strength

Weaknesses

Interview

It help to identify candidates real personality apart from their CV.

Interviewer select applicants according to job role characteristics.

It takes a lot of time and resources.

Sometime interviewee can provide wrong information related to their experience and personality traits.

Aptitude test

It help to identify analytical skills capabilities for candidates.

Some time, aptitude test question can not related to work role (Chelladurai and Kerwin, 2017).

Group discussion

Group discussion help to identify individual personality with out asking any question.

Applicants mislead interview group penal resulted they select wrong candidate.

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