Human Resource management tutorial work PDF

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1. Introduction and Human Resources Setup1 On the 2nd of September 1929, the Dutch margarine company, ‘Margarine Unie,’ joined forces with British soap maker, ‘Lever Brothers,’ to create the business we know today as Unilever. Unilever’s brand portfolio encompasses of 400 brands operating in 14 cate...

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1. Introduction and Human Resources Setup 1.0Introduction On the 2nd of September 1929, the Dutch margarine company, ‘Margarine Unie,’ joined forces with British soap maker, ‘Lever Brothers,’ to create the business we know today as Unilever. Unilever’s brand portfolio encompasses of 400 brands operating in 14 categories of home, food and personal care products.The products sold by this remarkable company are consumed by 2 billion consumers every day, in over 190 countries. Along with their mission to add vitality to life, they meet every day needs for nutrition, personal care and hygiene with the assistance of brands that help people look good, feel good and get more out of life. (Unilever, 2015)

“Unilever Sri Lanka was incorporated in 1938 with brands like Sunlight, Lux and Pear rose.” (Unilever, 2015)USL is a subordinate company of Unilever PLC. Fast Moving Consumer Goods are manufactured and then marketed by the company. USL’s brand portfolio stretches over 30 brands across 11 categories; all of which suit Sri Lankan consumers across the income pyramid.95% of products sold in the domestic market by USL, are manufactured at factories in Agarapathana and Horana in Sri Lanka.(Unilever Sri LankaSustainable Development Overview, 2011)

The success of this esteemed organization’s Human Resources was visible at many occasions.Unilever Sri Lanka emerged as one of ten gold award winners at the HRM awards organized by the Association of Human Resource Professionals, in collaboration with AonHewitt. This award demonstrated commitment and dedication towards USL’s employees. Moreover, for best practices in the Reward and Recognition category, USL received the award. In 2010, the organization was also a Gold Award winner at the HRM Awards. (Unilever, 2012)

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1.1 Brand Portfolio of Unilever Sri Lanka:

Source: Author’s work based on Unilever Sri Lanka- Sustainable Development Overview, 2011

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1.3Human Resource Function “The human resource function at Unilever Sri Lanka is an integrated module developed on a purpose built framework promoting long term sustainability both for the organization and its human capital.It is structured with the objective of nurturing a culture that builds on ingrained capabilities and fosters imminent leadership qualities in synergy with business strategies in support of achieving organizational vision. The HR function broadly comprises USL’s HR Business Partners who act as liaisons, ensuring the HR function evolves in sync with changing business needs.”(Unilever Sri Lanka- Sustainable Development Overview, 2011) The functional Resources Committee at Unilever Sri Lanka, identifies areas in which employees need to develop upon,and assists employees tomanage their career routes. This will help the organization to promote employee sustainability; the key function of the committee.(Unilever Sri Lanka Sustainable Development Overview, 2011)

1.4 Culture and Structure and Unilever USL’s growth objectives, requires the organization to have a culture and a structure that will help them triumph in a dynamic environment. Hencein short it can be said that the human resource objective is to “find and develop the world’s best talent and leaders.” To help achieve this, USL supports individuals to achieve both personal and professional goals by providing a performance based culture. Building a performance based culture which will help employees at the organization to adopt a mentality that will help them reach their full potential, while remaining true to both themselves and the organizations values. (Sri Lanka Sustainable Development Overview, 2011)

In order to attract outstanding people, employees are offered diverse and challenging careers inclusive of international tasks with regional and global exposure. Along with the company promoting gender diversity, it also offers flexi-working opportunities in a safe working environment to help facilitate employees to attain a healthy work-life balance. (Unilever, 2015)

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1.3 Human Resources Structure at USL

(Source: Author’s work based on)

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2. Job profile 2.0 Job Analysis Process There are 6 steps involved when doing a job analysis. The job analysis process for the junior human resources executive will be is as follows: 1. Deciding on how the information will be used Information obtained by Unilever will be used to prepare a job description and a person specification, to help with the recruitment and selection process.

2.Review relevant background information such as organization charts, process charts and job description

 Organization charts will show wherethe junior human resources executive willbelongwithin  

the organization. A process chartwill show the work flow for the position. An existing job description will help Unilever prepare a revised version for the vacant position.

3.Select representative positions The Human Resources Manager at Unilever will provide information related to the junior executive, to all employees working above that role.

4.Analyze the job This should be done through collecting data on human traits, skills and aptitudes needed for the junior executive position, along with working conditions and job activities.Collecting all these details will help recruit the best candidate.

5.Verify job analysis information A professional job analyst maybe used to help confirm that the information gathered is factually correct.

6.Develop a job description and a job specification 5

The two tangible documents can be prepared with the material gathered.The job description will list out responsibilities, tasks and the purpose of the vacant position. Data collected will also help prepare a person specification which will describe the ideal person for the job. Preparing the above two documents will be key to having a successful recruitment process.(Dessler, 2013, p.107-110)

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2.1 Job Profile for the Junior Human Resources Executive Position

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3. Recruitment and selection process 3.0 Recruitment objective At Unilever the recruitment objective is to attract a large pool of potential applicants, who are skilled, talented and diverse individuals.This will help the company to meet staffing needs along with achieving the company’s goals. When recruiting for the junior executive position, the recruitment objective will ensure candidates selected will meet the recruitment objective criteria, thus possibly taking Unilever further up the ladder of success.()

3.1 Recruitment policy The first step to have a regimented hiring process is to create a suitable recruitmentpolicy. In today’s dynamic business environment, a distinct and concise recruitment policy will help Unilever to respond to human resources in time.(Hrclub.am, 2015) Unilever’s recruitment policy states that it is an “equal opportunity employer. It prohibits discrimination based on age, color, national origin, race, religion, sex, sexual orientation, disability, marital or parental status, gender identity, Veteran status or any other legally protected status in accordance with applicable federal, state and local laws.”()

3.3 Recruitment Sources Unilever can recruit through internal or external sources. Recruiting internally will involve employees within the organization applying for the vacant position. External recruitment on the other hand will involve the company hiring people from external sources. Online recruitment, an external source of recruitment can be used to help fill up the junior executive position.This will involve Unilever, posting up the vacant position on a website like “Linkedin” or through the “Unilever Careers Sri Lanka,” page on Facebook; a social networking site. Internal sources may include job posting, rehiring or succession planning. Unilever may choose internal sources of recruitment instead of external methods. This can be due to the company knowing its employees strengths and weaknesses, current employees commitment towards Unilever, or hiring within through promotion; in order to raise employee morale.(p.147) In my opinion, Unilever should recruit using online recruitment methods as they will have access to a wider pool of talent. Individuals outside the organization may have more experience with handling 9

the duties andresponsibility enlisted in the job profile created above.

3.2 Human Resources Legislation Unilever sets out its commitment to human and labour rights through the company’s Respect, Dignity and Fair Treatment Code Policy. It specifies employees and business partners must be treated with dignity, fairness and integrity. The Board of Unilever is accountable to monitor and report, and ensure obedience of the policy. The senior management is responsible to see that codes aren’t being breached on a day to day base. This process is audited by the Unilever Corporate Audit And external Audit. (Unilever,2015)

3.3 Selection Selection refers to the process of deciding between a group of one or more candidates who is most suitable for a particular role or organizational profile. It extends from the screening process up to deciding which candidates to make an offer for employment. (Grimshaw, 2015)

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3.3 Recruitment and Selection Procedure The process of recruiting and selecting a junior human resources executive, will consist of 9 steps.

(Source: Author’s work based on Nadeeshani, 2015 and Targetjobs, 2015)

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1. Annual Planning Workforce planning is a core process of human resource management that ensures that the right number of people with the right skills are at the right place at the right time to deliver long term organizational objectives.Hence, it can be said that annual planning or workforce planning will help employers at Unilever to respond better to staffing needs. Resulting in the organizationsability todecide on how much of human resources will be needed to recruit a junior human resources executive.(Cipd.co.uk, 2015)

2. Sourcing candidates Sourcing can be done internally or externally, as mentioned under recruitment sources previously.

3. An online application form. Applicants will be required to fill in a few personal details, education background, a breakdown of degree subjects (modules and grades), candidate’s past experience,work experience, motivation questions, three competency questions and equal opportunities and declaration.

4.Screen Applications Applications submitted will be scanned through to see which of the candidates have the skills, attitudes and qualifications listed on the job profile. All those applicants who meet the requirements will be short listed and moved forward to the next stage of the recruitment and selection process.

5.Online psychometric testing All those candidates who were short listed from the previous stage will do an online psychometric test.Thisinvolves both a numerical reasoning and a logical reasoning test, which has to be passed. (JobTestPrep- Psychometric Test Preparation, 2015)

6. Preliminary Interview For the post of management trainee, a telephone interview might have been conducted.However, in this case a telephone interview will be eliminated from the selection process. Applicants who successfully got through the online aptitude testwill be called in for an 12

interviewwith the functional heads. They will be tested on General and technical skills along with their leadership standards.

7. Assessment Center Candidates who make it through the preliminary interview will be called to the Assessment center, where the individual will have to do a case study, be part of a group discussion and do a presentation. 

The case study involves candidates been given a package of information relating to a business situation. Based on what they find, they will have to write a recommendation or a report, or possibly even answer questions about a specific situation. This process is used to test the candidates analytical skill and takes approximately 60 minutes.

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One of the two group exercises are linked to the case study given. The group is expected to discuss possible strategies or to identify and list issues, based on the information about a specific business situation given.

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Candidates will have to do an individual presentation for 10 minute, based on a new bundle of material or the case study provided. Candidates will be given a duration of 30 or 40 minutes to prepare. At the end of the presentation, the panel of assessors will be given 10 minutes to question the candidate.(TARGETjobs, 2015)

8.Final Interview Applicants selected from the assessment center will be interviewed for one last time with the board of directors and CEO. The interview panel will appraise and determine how candidates meet the selection criteria.

9. Select and Hire applicants After the assessment is over, Unilever will give a ‘yes’ or ‘no’ response generally within a day, along with add-on feedback to all.The Candidate who stands above all other applicants in terms ofdirectorship, professional and general skills will be given the post of junior human resources executive at the company. (TARGETjobs, 2015)(Nadeeshani, Personal Interview, 2015)

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4. Job Advertisement for the Junior Executive Post at Unilever

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5. Conclusion

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6. Self-Reflection Report 6.O Bloom’s Taxamony of Reflection

Source:Whitman School of Management, 2014

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6.1 Bloom’s Taxamony of Reflection Applied 1. Remembering (Knowledge) The author of this report was able write on the subject of human resources effectively as subject matter was understood well.Attending lectures helped to recall items of information relating to job description, job (person) specification, recruitment and selection easily. To help support the theoretical point of view in this portfolio report, academic websites and books were chosen carefully and then used.

2. Understanding (Comprehension) The ability of the author’s comprehension is shown by describing, explaining and elaborating on what happened within the organization selected. For the author of this report, information gathered was done with a great deal of effort as it was challenging to find information relating to the well-established company selected; possibly due to a few procedures within the organization being kept confidential.

3. Applying (Application) Application was done by applying the theoretical framework to the company selected wherever possible. The author came to recognize that theories read and remembered did not alwayssuitthe company which was selected. This is due tothe organization having their own way of doing things. For instance, despite the minor similarities, the theoretical way of recruitment and selection by Garry Dessler, is different to how Unilever recruits and selects candidates.

4. Analyzing (Analysis) The author started working on some parts of this portfolio report early. Other elements of the report were left until material was obtained and sorted out. Information had to be analyzed and broken down into several components before the author could structure the report in an effective manner.

5. Creating (Synthesis) Along with gaining a learning experience from writing this report; the author anticipates the lecturer’s feedback on overall performance. Reading should be done more often so that it will be resourceful in future, especially when writing not only reports but essays too. 17

6. Evaluating (Evaluation) Even though this report was successfully completed on time, the pressure involved in writing this report was vast. This is as a great deal of time was spent by the author researching and then filtering the information obtained for the company chosen. (Teaching.uncc.edu, 2015)

Reference List Unilever, (2015). 1920 - 1929 | About us | Unilever Global. [Online] Available at: 18

http://www.unilever.com/aboutus/ourhistory/1920s/ [Accessed 8April 2015]. Unilever, (2015). Understanding Our Economic Impacts |Sustainable Living | Unilever Global. [Online] Available at:http://www.unilever.com/sustainable-living-2014/enhancinglivelihoods/understanding-our-economic-impacts/ [Accessed 8 April 2015]. Unilever, (2015). Unilever Sri Lanka at a glance | Unilever. [Online] Available at: http://www.unilever.com.lk/aboutus/Unilever_SriLanka/[Accessed 10 April 2015]. Unilever, (2012). Unilever Sri Lanka wins Gold at HRM Awards 2012 | Media Centre |Sri Lanka. [Online] Available at: http://www.unilever.com.lk/mediacentre/pressreleases/2012/HRMAwards_2012.aspx[Accessed 6 April 2015]. Unilever Sri Lanka- Sustainable Development Overview 2011. [Online] Available at: http://www.unilever.com.lk/media-centre/pressreleases/2012/HRMAwards_2012.aspx[Accessed 19 April 2015]. Teaching.uncc.edu, (2015). Writing Objectives Using Bloom’s Taxonomy |The Center for Teaching and Learning | UNC Charlotte. [Online] Available at: http://teaching.uncc.edu/learningresources/articles-books/best-practice/goals-objectives/writing-objectives [Accessed 13 April 2015]. Whitman.syr.edu, (2015).Blooms Taxonomy. [Online] Available at: http://whitman.syr.edu/wsmhelp/faculty-resources/instructional-design-delivery/teachingpedagogy/blooms-taxonomy.aspx [Accessed 6 April 2015]. Targetjobs, (2015). Your online application to Unilever: the form, the next stages, and how long it all takes. [Online] Available at:https://targetjobs.co.uk/employer-hubs/unilever/322179-your-onlineapplication-to-unilever-the-form-the-next-stages-and-how-long-it-all-takes[Accessed 6 April 2015]. Targetjobs, (2015). Unilever’s selection day: an assessment center under any other name. [Online] Available at:https://targetjobs.co.uk/employer-hubs/unilever/322189-unilevers-selection-day-anassessment-centre-under-any-other-name[Accessed 17 April 2015]. JobTestPrep- Psychometric Test Preparation, (2015).General Page. [Online] Available at:https://www.jobtestprep.co.uk/unilever-aptitude[Accessed 13 April 2015]. Cipd.co.uk, (2015). Workforce planning- Factsheets - CIPD. [Online] Available at:http://www.cipd.co.uk/hr-resources/factsheets/workforce-planning.aspx[Accessed 8 April 2015]. Grimshaw, E. (2015). The Perfect Fit. Eastbourne: DragonRising Publishing, p.7. Unilever, (2015). Advancing Human Rights Across Our Operations| Sustainable Living| Unilever Global. [Online] Available at: http://www.unilever.com/sustainable-living-2014/enhancinglivelihoods/fairness-in-the-workplace/advancing-human-rights-across-our19

operations/index.aspx[Accessed 8 April 2015]. Hrclub.am, (2015). Recruitment policy| Armenia HR Club Association.[Online] Available at: http://hrclub.am/recruitment-policy-by-astghik-sargsyan[Accessed 1 April 2015]. Unilever, (2015). Human resources| Careers |Sri Lanka.[Online] Available at: http://www.unilever.com.lk/careers-jobs/professionals/human-resources/[Accessed 1 April 2015]. Nadeeshani, R., 2015 Human Resources of Unilever [Interview] 2015. Dessler, G. (2013)Human Resource Management. 13thEd. Pearson Education Inc..

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