Attraction and Performance of Unilever Essay Example | Topics and Well Written Essays - 1500 words

Attraction and Performance of Unilever - Essay Example The company at global level has 120 different HR systems and it is therefore imperative to evolve integrated TM policy to adjust fast and survive in this environment. What differentiates Unilever as a potential employer to attract talent How an employee can derive satisfaction with his needs addressed from his work with the company "Through HR processes, we answer these needs and deliver solutions, experiences and stretch assignments that keep people engaged in their jobs" (Le Camus 2008). A business strategy howsoever strong can translate into profitable business result only when the right talent is attracted, developed and assigned the job compatible with the talent. The Unilever TM policy identifies the talent needs for future business strategy and mobilizes the talent to develop in them the capability to achieve business results. Performance orientation is vital to success in business. It becomes easier as a practice when the business development objectives of an organisation converge with the personal development objectives of its employees. ... It is the task of the line managers to deliver performance management by managing the talents through providing guidance with a view to achieving personal development of the employee and business development of the organisation within the desired timeframe. However, for delivering employee brand experience, the line managers need to be thoroughly aware of the importance of people management. It is therefore necessary for an organisation like Unilever to ensure that the line managers perform their tasks of grooming in a way that there are always people who can take up the mantle of team leadership. An executive must not leave the company without growing a replacement ready to take up his or her role. This sows the seeds for the organizational success as there are always mentors by whom new talents are nurtured resulting in each employee getting enriched by the experience and becoming an ambassador for the organisation. To be able to manage business of a global scale, an organisation needs to create a talent pool from all over the world. The operational units of Unilever are spread across diverse cultures creating complex barriers that need to be overcome through HRM 3 strategies coordinated on a global scale. TM in the context of Unilever involves managing employees coming from different parts of the world to perform across a wide range of level from domestic to global. The company has to develop a framework for International HRM to effectively address this diversity in the employees' background in respect of culture, education, economic, political and legal systems and create an integrated TM process to grow in the global market. The theme of this process is