Unit 22 Managing Human Resource Assignment with Unilever (GC0908)

Introduction

Managing Human Resource (MHR) is the method that describes conducting people in the organization in several methods. MHR is grouped into three major parts: managing, profits of staff, and planning work. Managing Human Resource assists staff by making a helpful approach between staff and increasing expenditure and creating the utmost use of possessions etc (Meudell and Callen, 2014).

This report explains how MHR trains well to staff in Unilever and creates them ready for future aims as well as how can their skills use in Unilever to improve the organization. This report concentrates on four main tasks. The first task describes the Guest Model. It also explains the difference between MHR meaning, personnel administration, and IR exercises. In addition, it also reports on how staff can improve a planned method to MHR. The second task concentrates on the flexibility of the Guest Model which may be used in Unilever and how it may be improved by Unilever. It also explains both merits and demerits of working practices in terms of both employees and companies. In the third task, it explains the forms of discrimination in Unilever’s workplace and the practical implications of equal opportunities legislation practiced in Unilever. The fourth focuses on the comparison of several methods of performance management in Unilever.

Task 1

1.1  Explain Guest’s model of HRM in the business perspective of Unilever

Professor David Guest has developed an HRM model that is widely applied in business organizations to manage their human resources. The outcome of this model is outlined as strategic integration, commitment, quality, and flexibility (Guest, 2015).

Strategic integration: this model considers strategic integration focusing on strategic planning to implement coherent policies and manage HR practices effectively. In the case of Unilever, its strategic plans and integration considered effective. Thus, it has been able to deal with its employees effective to gain organizational goals (Unilever, 2015).

Commitment: in an organization employees should be committed towards the business mission and vision, and aims and objectives. Thus, Unilever has defined roles as well as responsibilities for both staff and managers effectively. So, they can keep the commitment and contribute the organizational success. In this case, employees are strictly advised to follow Unilever’s policies and to be committed to the responsibilities given (Unilevers, 2015).

Flexibility: Organizations are responsible to practice adaptable organizational structures and cultures. In addition, organizations need to practice multi-skilling functional flexibility. Unilever has a very flexible structure, which gives opportunities for people to come from culturally diverse backgrounds. The flexibilities provided by Unilever encourage employees to be devoted to business goals and objectives (Unilever, 2015)

Quality: Quality and skilled employees are essentials to make sure of quality goods and services. Unilever has more than 170,000 dedicated and devoted staff, who are qualified, skilled, and experienced. Thus, Unilever can ensure quality goods and services to its valuable customers (Unilever, 2015).

As Guest in Clark (2015) notes, the Guest Model is the accepted Human Resource Management model that is extensively applied in business companies in trade with their staff. This model mostly concentrates on six components that are: 1) HRM practices; 2) HRM strategy; 3) HRM outcomes; 4) Behavioral outcomes; 5) financial outcomes; 6) performance outcomes.

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Diagram: Guest Model                                   Source: Mullins (2014)

Application of Guest Model in Unilever

HRM strategy

Unilever is an international customer goods organization. Its main office is located in London, UK. Its major goods are cleaning agents, beverages, personal care products, foods, etc. It is the third biggest customer organization in the globe. Unilever is the biggest manufacturer organization also the oldest international organization. Its customer goods are accessible in around 190 countries. The amount of staff is 172,000 (Unilever Annual Report, 2015). Its motto is “the bright future”.

HRM practice

Unilever provides its products in around 190 countries. Unilever has over 400 brands. It only concentrates on 14 brands. These are Dove, Flora, Knorr, Lux, Rexona, Heartbrand ice creams, etc. Unilever is arranged into four main sections. These are Refreshment, home care, foods and personal care (Unilever Annual Report, 2015)……………..

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