Unilever Organisation Structure: A UK Multi-national Company
Unilever UK limited is a multi-national company that started in 1929, which produces food, beverages, cleaning products, and personal care products. It has its headquarters in London and Rotterdam, Netherlands (Unilever UK & Ireland, 2019). It has branches in 190 countries with over 400 brands. Their products include Omo, Lux, Rexona, and axe, to name a few. In addition to their numerous diversifications, both geographically and product-wise, they manage over 174,000 employees in the world. This needs a well- structured human resource system. They attribute most of their success over the years to their personnel. This is an overview of the Human Resource management system (Unilever “raises the bar” in terms of leadership performance, 2006).
Human Resource Management refers to the strategic method of managing the human capital in an organisation. The goal is to make the most out of them so as to gain the most out of their performance in the company. The process begins with advertising, recruiting, selecting, training, compensating, directing and maintaining employees. The human resource department is in charge of providing the necessary knowledge and tools to make the above operations happen.
This is the process of detailing the expected capability and performance of a company for a specific period of time. This is done to make sure the resources stay in line with the plan at hand.
The HR department is responsible for staffing. This means aligning jobs with people who have the capacity and ability to fulfil them. The process starts with advertising the available vacancy and then goes through multiple interviews before the final selection of the suitable candidate. This process may take months in some cases.
Once the staff is hired, it is the responsibility of the HR team to ensure growth within the workers. This is important in ensuring everyone knows how to accomplish given tasks in the most effective way possible. In many cases that may go through a number of different stages before the actual development is completed.
The HR department is responsible for making sure the company does not use practices other than the setting governmental laws in its lines of operation while fulfilling all requirements. This also includes regulations within the organisation. Conflict resolution and disciplinary action are also done in this department.
This is checking how the output compares to the desired outcomes in the plan. Performance management allows the organisation to appreciate workers on merit as opposed to rank. It is a way to check on areas that need improvement and those to maintain.
The HR department keeps workers focused on something, and creates a company culture around it. The rewards may not be in a form of money in a certain cases.
Workforce planning is the process that is used to ensure that the organisation’s needs and those of the workforce are aligned with the overall legislative, regulatory, production, and organisational objectives. In Unilever, the workforce plans are long term, medium term, and short term. The long-term plans are focused on financial and investment planning. The medium-term plans are concentrated on analysing the requirements of the workload and headcounts. The short-term plans, on the other hand, are updated on a weekly or daily basis to ensure that material control is done along with scheduling.
The benefit of workforce planning in Unilever is that it takes account of various scenarios and timelines. On the other hand, it can lead to significant losses if there are disruptions in the company's operations.
Recruitment is the process used to gather a large number of people for a vacancy in an organisation while the selection is the process of shortlisting only the candidates who are qualified and legible for the job. HR at Unilever follows a thorough process to determine the skills, abilities, and flexibility of the required employees. The recruitment policy at Unilever is simple and straightforward and involves the branch management informing the head office in case there is a vacancy. The head office is responsible for placing an advertisement in major newspapers containing all the information that is relevant to the job. The policy also ensures that the company's name is not mentioned in the ad because hiring is done through a third party.
The selection follows standard processes whereby after the application
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