Introduction

In this assignment, I will discuss and compare University of KwaZulu Natal (UKZN)’s Human Resource (HR) practices to that of Unilever and Johnson & Johnson (J&J). I will critically analyze the case study provided (Johnson & Johnson vs. Unilever) in comparison to university’s current HR practices. The focus will be on recruitment and selection processes, talent management and diversity management. In the case study between Unilever and Johnson & Johnson, the focus is on recruitment selection of managerial staff and also on development of managerial staff, for UKZN I will focus on general recruitment.

RECRUITMENT AND SELECTION

Recruitment and selection can be described as a process of identifying and hiring the best candidate who is right suited for the job and its requirements, the organizational environment and its culture. According to Robbins, et al. (2009, p. 450) the most important and critical decision HR personnel has to make is to effectively select the right people by figuring out the right match between individual’s ability, experience, attitude, skills and knowledge and job requirements. This is not always easy and in most cases not achievable as lot of factors like organization’s adherence to recruitment and selection policies, processes used, Government regulations e.g. Employment Equity Act, budget for recruitment and lastly the urgency to fill the position shift the focus of hiring the “best” suited candidates.

Recruitment and Selection: Johnson & Johnson & Unilever

Both Unilever and J&J specify a certain amount of desired skills that potential new recruits should possesses. They are ranging from effective communication for global and international competitiveness, language skills and intercultural sensitivity. J&J also ensures that there is a match and fit between individual’s values and company’s beliefs as laid down in the