Unilever is a British Multinational Company with its headquarters in London. The Company is among the oldest consumer goods multinational companies whose products are present in over 190 countries. The Company has 400 brands and 155,000 employees in over 100 countries. Due to the vast number of employees, the Company requires the need of Human Resource practices to enable the proper organization of the task force. The Human resource department is essential as it creates a strong relationship between employees and creates an efficient working environment.
Unilever identifies human resource management as a key ingredient for their success. The company uses human resource as a strategic management approach that enable people to work effectively in achieving the objectives of the Company. As a multinational company, Unilever utilizes the use of human resource as a policy for competitive advantage. For example, the Anglo-Dutch Unilever has a high priority for HR members that are highly involved in the executive committee boards (Sharma et al., 2011). They are involved in developing in-house talents that enable them to become leaders in all markets. Due to this strategy, 95% of Unilever's managers are homegrown. The Company has increased the number of HR managers abroad.
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In Multinational Companies, the human resource approach is different since it deals with foreign procedures, employees from different backgrounds, and policies in other countries. Thus, the Unilever Company utilizes a Human Resource System designed to adapt to local systems but maintain standard systems ( Boselie & Paauwe, 2005) . The Company, however, ensures that through the HR department, employees secure skills that can be utilized in the future through developmental programs. The Company also attains collective agility where its overall productivity increases. Human Resource Management, as utilized in Unilever, proves that a huge system with thousands of workers can be managed into perfection through Innovative HR systems. In addition to Unilever's success, other companies should study the HR management models of multination companies to ensure effective use of HR strategies.
References
Boselie, P., & Paauwe, J. (2005). Human resource function competencies in European companies. Personnel review .
Sharma, S., Sharma, J., & Devi, A. (2011). Corporate social responsibility: the key role of human resources management. Human Resource Management: Issues, Challenges and Opportunities , 9 .
