Unilever Hr Case

So there Is a lot of trouble when the company ask people to come In. In HER consideration, attracting and recruiting must be the most Important link. 2. Learning and development In the case,from “New horizons” to “caravan culture” to “change agent”,the shift leader find out the negative impact of their plan and try to make some different. We can see, when we have a plan, It’s Just a plan, put theory into practice, I have to learn tongue teen process Ana teen people teen plan. , Management of performance On the one hand, there are different work shifts, in different working time, the employee may have different motivation,on the other hand,when we have to control the cost of labor without reduce the work hour, how to make our employee still work hard. What we need is find out how to manage the performance. 4, Reward and recognition In the case,the company change the working pattern, make its employee felt they were losing money. In any situation, we need to make our employee have the sense of belonging and the sense of achievement.

So, reward and recognition are the key HER strategy consideration. 5, Staff engagement In the case,there are full-time worker and part-time worker, different crew and different retaliation’s. Perfect engage each part is what we have to do. Questions: The implications for employees were: I-Employee physiologist Working permanent will disturb the employees biological clock so that affect their health and reduce product quality and output. 2-Employee life style: The banked hours restricted the individual freedom of employees, particularly in how they organized their private lives.

So at last ,the life’s of the employees are influenced by the change of working time. 3-Employee motivation The new contracts had broken the relationship between hours worked in any week and reward. The pay packet did not immediately reflect effort and hours worked so many employees felt they were losing money. So the change had a negative impact on employee motivation. 4-Employee behavior and need: When managers asked them to work in the holiday period, they felt they were working for nothing and it involved significant disruptions to their social plans.

They didn’t have the sense of accomplishment . 5-Employee culture: As managers’ working days would rarely see the night shift , the notion of first-and- second class citizens ran against a total quality culture. It would create two cultures. But it was not good for the company, because it’s better to create a unified culture. 6- The degree of adaptation in changing: Before Part-time working had suited the needs of many employees in the local labor market.

And the contract changed with unemployment and a high number of single- parent families becoming prevalent features. Question 5: When planning working-time system the labor market and social factors that we need to De considered are: -Employee control AT working: phonological strata (physiological condition of worker; enough of strength and permanent), degree of adaptation in changing (could employees adapted perfectly to the change? ) and motivation (how would the change affect on employee motivation? Labor market demand: in some specific market, there are more skilled part-time workers available than full-time workers so in changing working-time we should take in considerer what are the labor market needs?