A Review of HRM Decision Making In Organizations Assignment Sample
Introduction
“Human Resource (HR)” plays a vital role in organizations regarding workforce management. Organizational productivity is directly dependent upon workforce and major get involved in maintaining employee lifecycle. Business processes get improved from the decisions that are constructed by HR regarding hiring of employees. Analysis of skills that are required for backend job roles have become main responsibility of HR. Allocation of relevant tasks to capable employee has increases productivity and that has helped in strengthening organisational reputation. Employee benefits that are offered to employees are planned by HR through analysing performances, which helps in achieving business goals. Retention of skilled workers has reduces costs that are invested in hiring process. New candidates required more time to accustomed to organisational culture does a teacher focuses on satisfying existing employees. Offering suitable workforces for employees has increased their job satisfaction level, which makes them written in that company. This essay has focused on HR practices that are conducted in Unilever, Which is British multinational consumer goods company
Evaluate the approaches to HRM strategy
HR gets involved in formulation of company policies, which is a clear connection with organizational goal. Daily tasks that are performed by employees have a direct connection with business goals. HR approaches are constructed by aligning with business objectives. HR is considered a strategic partner who plays a different role according to business conditions. Decisions are constructed about hiring new candidates directly depending on competencies and experiences of candidates. As reported by Sousa et al. (2019), people management has become main task through focusing on decision making actions. Success criteria of a business strategy are hiring of right people who have an efficient of understanding change business situations so that quick responses could be delivered. HR get involved in delivering advice to organisations about best practices that can be executed for promotion of employee relations. Structuring an Appraisal system for employees is another way of maintaining a motivational working culture within an organisation, which fulfils requirements of consumers. HR is also involved in an administrative role in application of company policy that maintains discipline in workplace and reduces internal conflict among team members.
Performance-based approach
Output that is delivered by employees is interpreted by HR for analysing ability of workers to make a success of business goal. As explained by Basaglia et al. (2018), a requirement of motivation for enhancing performance levels is also identified by HR through this approach. In this particular context, performance is depending on different factors that can include “availability of resources”, “proper guidance”, and “right qualification and experiences”. HR gets involved in constructing strategies so that employees get motivated for delivering their efforts. Designing procurement has helped organisation in retaining talented people in company by satisfying them. Presence of advanced technology has reduced workload of workers, which motivates them in terms of maintaining their work-life balance. Quality of services that are offered by employees increases and that makes enhancement of organisational effectiveness.
Commitment-based approach
Organisations become capable of retaining their talented employees through developing emotional bonds with them. HR participates in understanding psychological and internal feelings of employees so that proper flexibilities could be offered to them for making them satisfied. Commitment level to their performances is enhanced from motivation, which is offered by management. Employee shows their high contribution to their job position and it enhances production volume. Customer satisfaction increases from enhancing quality of productivity, which shows a high profit and that makes progress of business. As commented by Baldoni et al. (2019), social needs are required to be fulfilled so that employees do not feel isolated. Effectiveness of an organisation increases and that creates a positive impact on reputation. For instance, organisational strategy that is constructed for delivering compensation to employees according to their efforts has motivated them for developing constructive behaviour. High commitment management approach provides support to organisations in structuring proper job design. Engagement of employees increases from proper allocation of tasks to them.
Resource-based approach
Expected outcomes can be achieved by employees through receiving equal access to resources. Profit-making opportunities can be achieved by proper application of resources that help in fulfilling goals. Cho and Linderman (2020), performing capacity of employees increases from following plans regarding excess resources. Competitive advantages of an organisation are increased by better utilisation of competencies for handling business tasks. Problem-solving ability makes an establishment of professionalism in terms of handling Complex situation through delivering quick responses. Manpower is considered the other resource that helps in achieving goals through applying their expertise. Market competition can be overcome through establishment of innovative ideas, which make differentiate products from substitute items. Consumer gets a scope to recognise a company for its unique ideas.
Involvement based approach
Psychological satisfaction of employees by treating them equally has increased their physical engagement in business operation. Workplace discrimination is a major challenge that can be overcome through communicating with them which helps in establishment of employee-employer relationships. Prosperi et al. (2020) described that competitive advantages can be increased by an organisation through focusing on employee empowerment the scope of introducing innovative ideas. Workplace diversity has delivered an opportunity to introduce unique ideas in terms of collaboration from different backgrounds people. Mutual understanding between employees can be possible through delivering them training about cultural values and beliefs that have increased confidence in communication. Operation within team members is increased from an enhancement of team spirit and that becomes possible from open discussion about business objectives which makes them involved in execution of the responsibilities.
Strategic match approach
External business environment create stimulation to the internal business process. Organisation experiences but and due to changing of business environment for automation of consuming behaviour of customer. Globalisation has increased market competition between local and multinational companies and that has increased workload of employees. Designing of corporate strategy by aligning with external business environment has offered an opportunity to perform tasks accordingly. Unnecessary tasks can be avoided and a teacher gets involved in delivering about strategic action that is taken to deliver a response of rivalry situations.
Analysis of strategy linking with organisational strategy
Unilever has involved approximately 148,000 employees that fulfil requirements of consumers in terms of offering “nutrition”, and “hygiene” along with those “personal care” products. Performance-based approach is adopted by this organisation in terms of reskilling employees. Technological support is provided by this company through installation of Artificial Intelligence and robots that have supported logistic activities in terms of reducing their physical effort (UNILEVER, 2021). Manufacturing action can be conducted in a quicker way by using advanced technology. This company get involved in delivering training to employees about installation technology so that they could access it for better productivity. During pandemic period, Unilever has adopted a commitment-based approach in terms of including flexibilities in employment. Work-life balance is maintained by incorporating flexibility within working hours and locations. Lockdown has restricted travel of people and in that situation; Unilever has offered work from home opportunities to their employees. People need to adopt this new working pattern for following guidelines that are established by government. Public health crises can be overcome through implementation of this approach. Apart from these, commitment level of employees is also increased from sustainable practices that are conducted for reducing negative environmental impact.
In 2020, HR of Unilever has focused on executing a recovery plan from lockdown sessions and that makes establishing of hybrid working environment. As discussed by Haynes (2021), safety protocols are required to be maintained for employees who are attending physical workplace. Linking with a similar context, involvement based approach is used by incorporating a safety protocol that makes employees feel comfortable participating in workplace. For instance, an employee who is involved in supply chain management is required to involve in continuation of productivity. Interaction with employees about their issues and delivering solutions make them feel prioritised, which involves them in business activities. Employee wellbeing is another crucial aspect during pandemic situations that create a negative impact on physical health. Global health crisis is handled by this company through focusing on strategic-based approaches in terms of delivering empowerment to employees. Positive working environment is maintained by focusing on emotional wellbeing, which has purposefully engaged employees to deliver their efforts. Brand value increases from social responsibilities that are conducted by this company in terms of delivery in response to mental health issues.
HRM practitioners respond to national and global factors
STEEPLE Analysis of Unilever
Social Factors
Social elements in human resource management activities include elements such as work ethic, work attitude as well as cultural elements assisting in maintaining uniformity in organisation management activities. As mentioned by Unilelever, this organisation has focused on integration of integrity, honesty as well as basic human right management activities for maintaining work ethic (UNILEVER, 2022). This has helped this business to maintain a competitive position in maintaining a globalised business environment of employee management activities through effective HRM. Cultural consideration in development of international human resource management activities would be identified as associated factors influencing development of effective leadership and employee management practices. This have included maintenance of language, work attributes, along with holiday dates was identified as influencing factors assisting in maintaining competitive factors in human resource management activities
Technological Factors
Increasing importance of technology in business operational improvement has significantly increased its relevance in integrating in human resource management activities. COVID-19 disruptions in forcing HR managers to integrate online mediums in human resource management activities have increased importance of technological incorporation in improving management effectiveness. Maintenance of employees including “work from home” activities have helped in following COVID-19 guidelines of health and safety measurement along with attending to organisational goals and objectives. Unilever has launched an Artificial Intelligence powered talent marketplace (UNILEVER, 2022). These online talent management activities along with flexible workplace experiences have helped this organisation to increase operational effectiveness of Unilever. Further, it would be beneficial for maintaining an online talent management activities assisting in overall employee capabilities in attending to changing business requirements in global market.
Economic Factors
Economic factors in human resource management activities have considered factors of financial management among suppliers, competitors and customers in maintaining operational activities in a globalised business environment. As per the views of Obrenovic et al. (2020), sudden economic recession activities lead to laying down employees due to lack of budgetary support. In addition, lack of organisational capability to recruit new talents has decreased organisational capability to maintain effective work flow according to environmental needs. In COVID-19 pandemic situation, Unilever has decided to cut down over 1,500 management jobs on a global scale (THE GUARDIAN, 2022). It has negatively impacted maintaining overall managerial capabilities in handling over a wide range of management activities assisting millions of employees worldwide. Further, this has created issues for this organisation to maintain effective manufacturing as well as distribution activities for management of overall operational effectiveness of human resource in a disrupted business environment.
Environmental Factors
Environmental factors including negative impact of COVID-19 along with challenges associated with increasing environmental pollution have increased organisational focus on maintaining negative impacts of earthly elements. UK, specifically, has been suffering from waste management as well as landfill issues contributing to development of governmental regulations of “Environmental Protection Act 1990 (c. 34)”. This legislation has developed systematic approaches in decreasing pollutants, energy usage including waste management activities for decreasing pollution issues. HRM managers in Unilever have focused on maintaining sustainability approaches as its long term business development strategy. It was identified that Unilever has achieved a zero waste landfill milestone in its factories while reducing over 32% waste generation per consumer number (UNILEVER, 2022). In addition, this organisation has efficiently reduced 65% of greenhouse gas emission from manufacturing units along with usage of 100% electricity generated from renewable energy sources. It would clearly evaluate that Unilever has successfully maintained environmental efficiencies in organisational operational management activities. Besides, this has efficiently anchored both human rights and financial management activities for maintaining overall social, environmental and economic bottom line practices.
Political Factors
International business operations of Unilever have increased issues of maintaining geopolitical challenges faced in changing business environments around the world. As mentioned by Velenturf et al, (2018), political stability in UK has fundamentally helped this organisation to efficiently manage stable business growth opportunities. Additionally, strict regulations in taking care of human resource management activities have significantly helped in maintaining effective approaches in standard employee management activities. However, challenges due to BREXIT and COVID-19 issues have significantly disrupted challenges in management of operational activities throughout European region. Changes in trade policy, labour law along with maintaining trade restrictions have decreasing managerial abilities in operational and finance associated in business (Obrenovic et al. 2020). Other than this, changing trading scenarios between UK and other countries such as India, China, and USA would have a negative impact on management of effective business operations.
Legal Factors
UK has focused on development of standard employee protection activities including minimum wage and health, safety management activities for maintaining effective operational processes. “Code on Wages, Industrial Relations Code, Social Security Code and the Occupational Safety, Health and Working Conditions Code” would be identified as some of the major legal factors maintaining employee’s rights in UK. “National Minimum Wage” UK has decided £9.50 for national citizens above age of 23 with a 48 hour working hour on a weekly basis (ACAS, 2022). Along with this, “Health and Safety at Work etc Act 1974 (c. 3)”, “Employment Rights Act 1996 (c.44)” for development of a legally viable workplace at national level of Unilever. This organisation is also required to follow employee management as well as human rights management activities would be required to maintain standards developed by International Labour Organisation in international human resource management.
Ethical Factors
Human resource managers at Unilever would be required to maintain transparency and accountability in management of effective employee management activities. This would essentially include incorporation of “Equality Act 2010 (c. 6)” for maintaining standard ethical standards in employee management activities. In addition, “Age Discrimination Act 2004”, “Disability Discrimination Act 1992”, “Racial Discrimination Act 1975”, “Sex Discrimination Act 1984” would be required for developing effective understanding of high standard of human resources. Providing quality goods and services along with maintaining health and educational opportunities for employees would be identified as other factors helping in management of ethical standards in workplace management in Unilever.
Conclusion
HR gets involved in structuring a framework for employee engagement that helps in better management of human asset. Workplace discrimination increases mental stress of employees and that can be overcome through delivering equal accessibility to utilising resources. Self-confidence of employees is increased by offering them a scope of performing their best. Appreciation for their performances motivates them and company become capable of developing healthy bonds with them. Job satisfaction of workers increases from fulfilling their requirements and it is possible by execution of effective communication with them. Unilever has maintained transparency with their employees which raise their satisfaction. Emotional well-being is promoted by offering them health security during pandemic situation, which can be considered as a strategic approach adopted by HR of this company.
References
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