Unilever : A Global Supplier Of Fast Moving Consumer Goods

Armstrong (2009) defines Human Resource Management (HRM) as a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations. Similarly, Legge (1989) defines Human resource management as a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.

According to Johnason, P. in 2009, human resource management (HRM, or simply HR) is a functional department in organizations designed to capitalize on employee performance in service of an employer's strategic objectives. HR is mainly related to the management of people within organizations, focusing on policies and systems. HR departments and units in organizations in general, undertake a number of activities such as employee recruitment, training and development, performance appraisal, and rewarding in term of benefits and salary increment. HR is also concerned with industrial relations, that is, the balancing of organizational practices arising from collective bargaining and from governmental laws.

Its origin goes back to the 19th century when a group of companies operating independently, produced soaps and margarine. In 1930, the companies merged to form Unilever that diversified into food products in 1940s. Through the next five decades, it emerged as a major fast-moving consumer goods (FMCG) multinational operating in several businesses. In 2004, the Unilever 2010 strategic plan was put into action with the mission to ‘bring vitality to life’ and ‘to meet everyday needs for nutrition, hygiene and personal care with brands that help people feel good, look good and get more out of life’. The corporate strategy is of focusing on core businesses of food, home care and personal care. Unilever operates in more than 100 countries, has a turnover of €39.6 billion and net profit of €3.685 billion in 2006 and derives 41 per cent of its income from the developing and emerging economies around the world. It has 179,000 employees and is a culturally-diverse organization with its top management coming from 24 nations. Internationalization is based on the principle of local roots with global scale aimed at becoming a ‘multi-local

Human resources management is a business department and function that has the strategic approach to the management of the company’s employees. Armstrong (2006, p.3) defines HRM as ‘a strategic and coherent approach to the management of an organisation’s most valuable assets – the people working there who individually and collectively contribute to the achievement of it objectives.’ The HR business function provides an organisation with administrative support regarding the laws and legislation of

Unilever believes in the sustainable growth and use of renewable sources of energy. It is also very watchful of employee health and has managed to bring down its accidental rate by a high margin. Unilever’s vision includes a better way for living for its consumers and better use of the products that they use. It maintains a high standard of its products by following stringent standards which helps in maintaining consumer satisfaction. Over the years, after working for different social projects like Water conservation and Food for all, it has grown its image as a socially aware and responsible

Unilever, one of the world’s leading suppliers of fast moving consumer goods across Foods and Home and Personal Care categories is an Anglo-Dutch Multinational consumer goods company which is co-headquartered in London, England and Rotterdam, the Netherlands. It is the world's third-largest consumer goods company measured by 2012 revenue and its major Competitors which stand ahead of it are Procter & Gamble and Nestle. Products of Unilever include beverages, Food, personal care products and cleaning agents. Some of the top and major Brands endorsed by Unilever are Axe / Lynx, Blue Band, Dove, Flora / Becel, Hellmann's and Best Foods, Knorr, Heartbrand, Lipton, Lux, Omo, Rexona, Surf and Sunsilk.Unilever is one of the oldest multinational companies and its products are available in around 190 countries. The Company operates worldwide employing around 174,000 people in 316 companies by

Wright and McMahan (1994) define strategic HRM as “the pattern of planned Human Resource deployments and activities intended to enable the organisation to achieve its goals.” A HR function should impact the success of an organisation; a policy must remain current and suitable to both the internal and external environment. Ulrich and Lake (1990) affirm, ‘HRM systems can be the source of organisational capabilities that allow organisations to learn and capitalise on new opportunities.’

HRM is a significant approach to employment management which aims to accomplish competitive advantage through the strategic categorization of a profoundly dedicated and competent workforce, utilizing a variety of social, structural, and staff methods. (Storey, 1995)

Human resources management covers all levels ( low ,middle and top) and categories( unskilled, skilled, technical, professional, clerical and managerial) of employees. It covers both organized and unorganized employees.

Unilever is the corporation that produces wide variety of products such as Axe deodorant, Vaseline, Surf detergent, and Lipton tea, among many other products used every day.

Ans: Human resource management (HRM) is a process of hiring and developing employees in an organization, such that they become and act like a strength to that particular organization. Human resource management is responsible for making the organization run smoothly and perfectly. The various operations and services that will be included in human resource management are recruitment, job analysis, administrative services, and employee relationship management. These services/operations provided by the human resource management are only to support the management and staff of the organization in their daily activities.

“The future depends on what we do in the present ~Mahatma Ghandi”, states Paul Polman, CEO of Unilever. In 2010 Unilever unveiled its very ambitious Unilever Sustainable Living Plan in an effort to “create a blueprint for sustainable growth” (Unilever.com). Looking forward to an achievable long range plan for growth, Unilever is approaching the plan with hopes of doubling sales through the increased efforts in sustainability. Paul Polman has been quoted stating in 2014, that in three years the company will experience a simultaneous increase in sustainability and profit growth. Profiting off of sustainability could be seen as a controversial issue. Unilever has been accused of profiting off of those less fortunate in an effort to improve the bottom line. Can Unilever’s approach to environmental improvements be seen as a strategic plan for increased sales, corporate social responsibility or both?

John Storey’s (2007) model is worth considering framework in HRM studies. Four key elements are summarized as foundational structure of HRM, that is beliefs and assumptions, strategic qualities, critical role of managers and key levers which activate HRM as an essentially tool and techniques for use by practitioners.

Unilever is a multinational company that has almost 400 brands and currently doing business in almost 190 countries and was founded in 1930. Its headquarters are in UK and Netherlands.

Unilever brands are trusted everywhere and, by listening to the people who buy them; they've grown into one of the world's most successful consumer goods companies. In fact, 150 million times a day, someone somewhere chooses a Unilever product. They create market and distribute the products that people choose to feed their families and keep themselves and their homes clean and fresh. People's lives are changing fast. As the way they’ll live and work evolves, Unilever needs and tastes change too. At Unilever they aim to help people in their daily lives. So they keep developing new products, improving tried and tested brands and promoting better, more efficient ways of working. They have a portfolio of brands that is popular across the globe - as they’ll as regional products and local varieties of famous-name goods. This diversity comes from two of Unilever key strengths: