SHR080-6 Talent Resourcing and Development
SHR080-6 Talent Resourcing and Development
Recruitment, Selection and Induction of Unilever
Highlight best practices or initiatives
Unilever, the global company producing variegated consumer goods, has implemented a wide range of best practices and initiatives to procure the right and deserving talents in the areas of selection, recruitment, and induction. Firstly, career development, performance management, and succession planning are all part of their extensive talent management system. The company makes investments in the professional growth of its staff members and offers chances for career advancement. Secondly, leading talent is drawn to Unilever because of its outstanding employer brand. Many applicants find their emphasis on sustainability, social responsibility, and ethical practices quite attractive (Lawrence et al., 2018). Thirdly, inclusion and diversity in the workforce are priorities for Unilever. By 2025, the corporation wants to have 50 percent women in positions of leadership. Furthermore, they place a strong emphasis on hiring people with diverse backgrounds, especially those who differ in ethnicity, racial origin, ability, gender, and age. Fourthly, the business has several initiatives in place to engage and retain employees (Protopapa and Plangger, 2023). The company provides a number of benefits and incentives, such as flexible work schedules, wellness initiatives, employee discounts, and regular employee feedback. Fifthly, Unilever has a strict hiring procedure that includes assessment centers, video interviews, and online tests. They evaluate skills and capacities of individuals using a competency-based technique. They offer a thorough onboarding program that gives new recruits the assistance and training they need to be successful in their positions. The program combines on-the-job training with online learning and classroom instruction.
Critically evaluate the above chosen topic area in the organization using at least two relevant theories or models
A critical evaluation using the two most significant theories that are relevant to the recruitment, selection, and induction at Unilever is discussed below.
Social Identity Theory
According to this theoretical framework, people identify with a group and work to preserve a good social identity. This idea is consistent with the dedication to diversity and inclusion possessed by Unilever since it emphasizes the value of giving each employee a strong sense of social identity (Tabasum et al., 2021). The company fosters a good social identity for its workers by concentrating on selecting a broad pool of talent and setting a goal of having 50 percent of women in senior roles by 2025. Top talent may then be attracted, held on to, and engaged as a result of this.
Expectancy Theory
According to this theoretical framework, people are driven by the hope that the efforts they put in will result in positive consequences. The emphasis on talent management at Unilever supports this model since it gives staff members chances for motivation and professional advancement (Thompson, 2019). Employees receive frequent feedback from the company, which also invests in their professional growth. Employee motivation and work satisfaction are raised as a result of this strategy, which enables them to perceive how their efforts relate to the intended results.
References
Tabasum, S., Siddiqui, I.H., Kotwal, N., Khurshid,5 A. and Alwi, S.K.K., 2021. CHALLENGES AND INCLUSION OF TRANSGENDER COMMUNITY AT WORKPLACE. International Journal of Management (IJM), 12(3).
Thompson, B.E., 2019. IMPACT OF MOTIVATIONAL STRATEGIES ON ORGANISATIONAL PRODUCTIVITY IN UNILEVER NIGERIA PLC.
