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Managing Global Talent - Term Paper Example

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This paper focuses on the identification and evaluation of the talent management policies applied by Unilever, a firm with a significant presence in the global market. And also explains how the firm’s managers in order to improve the performance of the firm’s employees…
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Managing Global Talent
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Download file to see previous pages Unilever is a firm well established in the global market. Currently – in accordance with the firm’s website – about 174,000 people work in the firm’s brands worldwide. The firm’s operations are expanded to 100 countries (see also the corporate website). The firm was established in 1890 and started as a business of selling of hygiene products. Through the years, the range of the firm’s products was increased. Actually, in the decade of 2000s, the firm has achieved significant profits through its activation in the food market, the advertising, the personal care, and the hygiene products/ services. Brands like Surf, Dove, Lipton, Knorr and Hellmann’s belong to the particular firm.
Unilever is a firm operating in about 100 countries worldwide. Its HR managers have to deal with different organizational needs and priorities. The firm’s HR policies are available on the corporate website. Two major criteria seem to influence the professional potentials of candidates: a) their professional experience and b) their skills. In order to apply for a position, candidates have to choose between the two options – graduates and professionals. At a next level, a choice has to be made regarding the department in which the candidate would wish to work – he can choose using the personal evaluation toolkit – an interactive test that can help him to identify his professional strengths/ weaknesses and apply to the most appropriate position. After entering the firm, individuals (employees) can enjoy the benefits and rewards that the firm offers to its employees – equality and fairness are strongly promoted in the firm while the particular emphasis is given on the communication between employees and leaders. In accordance with the issues developed above, the restructuring of HR policies in Unilever – even partially – is required in order for the productivity of the firm’s employees to be increased. At a first level, existing strategic options – theoretical models but also resources – available to the firm’s HR managers should be identified. ...Download file to see next pagesRead More
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