ASSIGNMENT ON HINDUSTAN UNILEVER LIMITED Submitted to: Submitted by:Dr. Azizinder kaur Sekhon Diksha Rani MBA 1st section C Roll no. 130423410 SCHOOL OF MANAGEMENT STUDIES PUNJABI UNIVERSITY, PATIALATable of contents:- TOPICPAGE NO.
INTRODUCTIONHINDUSTAN UNILEVER LTD.MANPOWER PLANNINGRECRUITMENTSELECTIONINDUCTION TRAINING PROGRAMBIBLIOGRAPHY
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HINDUSTAN UNILEVER LIMITEDHindustan Unilever Ltd
TypePublic company
Traded asBSE:500696BSE SENSEX Constituent
IndustryConsumer goods
Founded1932
HeadquartersMumbai, Maharashtra, India
Key peopleHarish Manwani(Chairman),Sanjiv Mehta(CEO and MD)
ProductsFoods, beverages,cleaning agentsandpersonal care products
Revenue22116crore(US$3.6billion) (20112012)[1]
Net income2691crore(US$440million) (20112012)
Employees16,500 (2011)
ParentUnileverPlc (67%)
Websitewww.hul.co.in
INTRODUCTIONHindustan Unilever Limited(HUL) is an Indianconsumer goodscompany based inMumbai, Maharashtra. It is owned by Anglo-Dutch companyunileverwhich owns a 67% controlling share in HUL. HUL's products include foods, beverages,cleaning agentsandpersonal care products.HUL was established in 1933 as Lever Brothers India Limited and, in 1956, became known as Hindustan Lever Limited, as a result of a merger betweenLever Brothers, Hindustan Vanaspati Mfg. Co. Ltd. and United Traders Ltd. It is headquartered inMumbai, India and employs over 16,500 workers,whilst also indirectly helping to facilitate the employment of over 65,000 people.The company was renamed in June 2007as Hindustan Unilever Limited. Lever Brothers first commenced operations in India in the summer of 1888, when crates full of Sunlight soap bars, embossed with the words "Made in England by Lever Brothers" were shipped to the Kolkata harbour and it began an era of marketing branded Fast Moving Consumer Goods (FMCG). Hindustan Unilever's distribution covers over 2 million retail outlets across India directly and its products are available in over 6.4 million outlets in the country. As per Nielsen market research data, two out of three Indians use HUL products. BrandsHUL is the market leader in Indian consumer products with presence in over 20 consumer categories such as soaps, tea, detergents and shampoos amongst others with over 700 million Indian consumers using its products. Eighteen of HUL's brands featured in theACNielsenBrand Equity list of 100 Most Trusted Brands Annual Survey (2012), carried out by Brand Equity, a supplement ofThe Economic Times. The "most trusted brands" from HUL in the top 100 list (their rankings in brackets) are: Clinic Plus (4), Lifebuoy (10), Fair & Lovely (11), Rin (12), Surf Excel (13), Lux (14), Pepsodent (17), Closeup (19), Ponds (20), Sunsilk (26), Dove (37), Vim (43), Pears (79), Lakme (81), Vaseline (86), Wheel (87), Hamam (95) and Rexona (96). The latest launches for Hindustan Unilever include: Surf Excel Easywash; Lakm eyeconic range; Vim Anti Germ bar;Pureit Marvella UV with Advance Alert System; TRESemm: For Salon style hair at home everyday; Clinic Plus: Milk Protein Formula A++; Comfort 1 Rinse; Bru Exotica Guatemala; Close up: Deep Action; Dove Hair Fall Rescue Treatment; Taaza: Taazgi bhari chaai, dimaag khul jaaye. Food brands: Annapurna salt and atta Bru coffee Brooke Bond(3 Roses, Taj Mahal, Taaza, Red Label) tea Kissan squashes, ketchups, juices and jams Liptontea Knorrsoups & meal makers and soupy noodles Kwality Wall'sfrozen dessert Modern Bread, ready to eat chapattis and other bakery items Magnum (ice cream) Homecare Brands ActiveWheeldetergent CifCream Cleaner Comfortfabric softeners Domestosdisinfectant/toilet cleaner Rindetergents and bleach Sunlight detergent and colour care Surf Exceldetergent and gentle wash Vimdishwash Magic Water Saver Personal Care Brands: Aviance Beauty Solutions Axedeodorant and after shaving lotion and soap LEVER Ayush Therapyayurvedichealth care and personal care products Breeze beauty soap Clear anti-dandruff hair products Clinic Plus shampoo and oil Close Uptoothpaste Doveskin cleansing & hair care range: bar, lotions, creams and anti-perspirant deodorants Denim shaving products Fair & Lovely skin-lightening products Hamam Lakmbeauty products and salons Lifebuoysoaps and handwash range Liril2000 soap Luxsoap, body wash and deodorant Pearssoap Pepsodenttoothpaste Pond'stalcs and creams Rexonasoap Sunsilkshampoo Sure anti-perspirant Vaselinepetroleum jelly, skin care lotions TRESemm TIGIMANPOWER PLANNING ORHUMAN RESOURCE PLANNINGHuman resources planningis a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning. STEPS IN MANPOWER PLANNINGSTEP 1. Determine your Business GoalsFirst you need to have a clear understanding of where your organization is headed. Review the governments key priorities or emerging directions that could have an impact on your organizations mandate Review your organizations business priorities, budget allocations and performance indicators
STEP 2. Scan the environment
External Factors Labour market trends Current and projected economic conditions Changes in legislation Technological advancements Cultural and social values
Internal Factors Workforce composition (profile, trends, skills) Changes in policy platform, guidelines, program delivery, organizational structure Government-wide initiatives, such as diversity and employment equity; official languages; training, learning and development; values and ethics; workplace well-being
STEP 3. Conduct gap analysisBased on Step1 and Step 2, determine your organizations current and future human resources needs. Identify possible skills shortages in specific occupational groups or potential need for new skills Identify possible need for succession planning and management Ensure that you have met your obligations related to diversity and employment equity; official languages; training, learning and development; and values and ethics
STEP 4. Set HR priorities to help achieve business goals
Based on steps 1 to 3, determine the major human resources priorities and the strategies you will useto achieve the desired outcomes. Include human resources priorities and key planning issues in your organizations Report on Plans and Priorities Factor in budgetary considerations into your human resources plan Communicate your human resources plan to all employees and stakeholders and engage managers in its implementation
STEP 5. Measure, monitor and report on progressThe human resources plan is an evergreen document. Key to successful implementation is constantly measuring, monitoring and reporting on progress, and responding to changing circumstances. Ensure human resources performance measures are aligned with indicators in the Management Accountability Framework and the People Component of the same Framework Establish a process that allows for regular review, adjustments and communication of changes
Recruitment and selection process
Recruitment and selection is one of the most important aspects in the Human resource management context. In the modern economy, human resource is considered to be the most valuable asset for any organization. Acquisition of exceptional talent pool proves the sustainability of every business. Looking at these aspects it can be easily assumed that the processes involved in the recruitment and selection have to undergo tremendous change to ensure quality of talent acquisition.However the processes involved in the recruitment and selection is misunderstood by the people who find it difficult to derive the technical difference between Recruitment and Selection.Recruitment is the process of attracting individuals or groups on a timely basis, in a sufficient number, with appropriate qualifications to apply for a job in an organization.WhereasSelection is a set of processes to scrutinize the recruitment process and filter the most appropriate profile for the vacancy.Organizational image Vs Recruitment and selection:Organizations image plays a vital role in the recruitment and selection process. There is a greater involvement in decision making for recruitment and selection process as the recruitment and selection procedures are directly associated with the brand image and brand equity of an organization. A good image of an organization reflects the organizational culture and work processes with attracts the candidates to join.An insight of recruitment and selection at Google:Google being a monopoly in the web based search engine market follows a very rigorous and quality assured process for its internal vacancies. Unlike other IT companies, Google tries to fulfill its resource requirements by developing the skills of its existing employees. As soon as there is a vacancy, Googles HR department tries to find out the suitable existing employees who can be replaced in the vacant position. If any additional training or functional knowledge development is required then Google ensures that the resources undergo proper training and development program before joining in that position.If the HR department fails to identify such profiles existing within the office then they go for talent acquisition from the market. Before commencing the recruitment and selection process the HR managers ensure that proper documentations are in place describing the roles and responsibilities for the vacant positions and other requirements as well. For this the HR managers conduct several meetings with the Line managers or head engineers to know the technical know-how expected from the candidates. This leads to generation of a developed competence analysis report. The reports cover different aspects like reports to, tenure, compensation package, scope of responsibilities and duties, authority, priorities, budget, staff team, location, conditions, knowledge, skills, experience, values, performance standards, problems/objectives, results/priorities, ideal candidate profileThen the rest of the process is commenced in three procedural steps.Suitable profile search.Challenging interviews and selection process.On boarding of the candidate.Suitable profile search:Once the competitive analysis report is prepared, HR managers hire a third party or agency to provide suitable candidate profiles for the vacant position. The responsibility of the HR manager lies in providing the requirements expected out of the recruitment and selection process.Challenging interviews and selection process:Google is known for its rigorous selection process. Normally the recruitment process at Google involves 4 to 12 rounds of interviews and apart from initial 2 rounds of HR interviews, rest all are highly technology oriented. In most of the interviews candidates are asked to demonstrate their technological skills and other proficiencies. In typical Google interviews candidates are asked to write everything that they have learned in their academics regarding the technologies they have and the interview questionnaires revolve around those aspects only. In some cases candidates are even asked to write complex programs. Observing the candidates approach towards a solution, the interviewer gauges the employability of the candidate.On boarding of the candidate:Normally the people who know Googles operations deeply are allowed to take care of on boarding process. Google follows its best practices to give the candidate an amazing experience. The new employees are clustered into several groups so that they would sooner understand Googles work culture and group coordination.Apart from all these typical recruitment and selection process Google also recruits through its innovative recruitment process. Google code jam competition and offering any amount the candidates ask for finding out the loopholes in Googles products, to name a few.Recruitment and selection at HUL:HUL is an Indian FMCG major and hence constantly follows the predefined best practices for its recruitment and selection process. The HR managers at HUL do the personnel planning or the vacancy planning through the below resources.The internetOnline based job portalsEnglish and Hindi news papersOn campus recruitmentAfter completing the personnel planning the HR managers at HUL try to find out which channel of recruitment to be followed.Channels of recruitment- Normally we know about two types of recruitment channel.Those are:External recruitment channel 1.Walk- ins and write- ins 2. Employee referrals 3. Advertising 4. Private placement agencies & Professional search firms 5. Educational institutions & Professional associates
Internal recruitment channelCurrent employees are a major source of recruits for all but entry- level positions of Unilever ltd. Whether for promotions or for lateral job transfers, internal candidates already know the already informal organization and have detail information about its formal policies. In fact for unilever this short of recruitment is occurred only with especial purpose experienced employee recruitment. It is frequently occurred in the Brand Management department. For senior posts in Brand Management, employees recruitment takes channel through the internal human resource inventory.
SELECTION PROCESS IN UNILEVER
Selection is the process of select the best candidates for the job by using various tools and techniques.
In our country, recruitment and selection process work simultaneously. Those are joined terms employment function of the organization and this employment function is stated here for Unilever's practices.
1. Reception of application
After accomplishing the recruitment process, Unilever go to the selection process where they start the process with the reception of application form filled up through internet online form. After scrutinizing the data, they select applications for written test.
2. Evaluating reference and biographical data
At the second stage of evaluating the data, they verify the validity authenticity of the information presented on the form as well as reference of the employee through references.
3. Employment test
This written test measures the candidates1. Analytical ability2. Computation ability3. Verbal skill4. Written skill5. General knowledge
More above 65% marks ensures applicants pass.
4. Assessing candidate through interviewMainly three steps are followed in the selection procedure.
First phase:
The candidates are invited for a viva with sales and training manager. A human resource manager also exists there. In this viva the candidates situation handle ability is measured.
Second phase:
It is the viva with the general sales and operation manager (GOSM), and trade marketing manager. At this stage individual skill is measured. The question tries to measure out the fitness of the candidate for the post.
Third phase:
In this stage the applicant face the HRD customer development team (CDT) this phase measure the applicability of the applicants potential for the jobs. In these stage why the applicant prefers the Unilever and why it would like to join the expected team. The questions try to measure the passion and the thrill in the employees or Unilever.5. Cognitive ability test
There is no recognized cognitive ability test for Unilever selection process. However, the written test through its analytical questions the dose the cognitive test on applicants mentality.
6. Physical ability test
The physical test is administered by Apollo Hospital to measure the HIV, Hepatitis B, C or such many diseases in its applicants health and fitness for job effort.
7. Work samplesFor some technical jobs Unilever follows the work sample test on particular employee like the one of Finance and IT.
8. Hiring decisionFinally the every step success ensures an applicant join in the Unilever family.
INDUCTIONInduction is also called orientation which is designed to provide a new employee with the information he or she needs to function effectively and comfortably in the organisation.INDUCTION PROGRAMME The HRD department structures an appropriate induction programmes to orient the new employees to various business and services at Hindustan Unilever Limited. A two-day induction program is offered to all new employees. The induction program helps the employees to integrate in the new environment and provide an opportunity to the new entrant to engrain the original values and ethics as well as the style of functioning. This program is all about: Developing a shared understanding of Hindustan Unilever Limited s vision and mission. Understanding their organisational and business model familiarization with leaders at HUL Networking and integrating with HULs employees.
This program provides information on: The history of Hindustan Unilever Limited Introduce technologies and key concepts of the business This program share the companys strategic objectives, organisation structure and processes and system. Presentations are made from representatives from various business units and functions.
TRANING AND DEVELOPMENT IN HULWORKING AT HULOur ambition to double the size of our business and reduce our environmental footprint is only possible with the right people to help us achieve it. We need people with a winning mindset, a passion for consumers and an appetite to drive personal performance.
A career at HUL will see you join one of India's most attractive employers. We have gained a reputation as one of the India's most admired employers by providing an environment where individuals can achieve their goals, both professionally and personally.
At HUL we offer you more ways to take advantage of development opportunities, more room to succeed and grow, attractive reward and benefits packages and numerous directions in which to pursue a career, made by you.OVERVIEW OF SALES TRAINEE PROGRAMME AND FIRST 9 MONTHSThe Proposition:In the HUL CD (Customer Development) Sales trainee program, we develop future sales leaders through an intense learning program giving you exposure of various aspects of Sales.
The CD Sales trainee will get a real taste of Unilever by a structured six month training program followed by a three month on the job experience across myriad roles & locations in Sales.
The nine months training will comprise of defined stints in different roles in CD and grooming by tutors and coaches. Post that; you will get a chance to lead a territory.
Description of the program:Graduates who have an inclination and a desire to build a Career in Sales with one of the most reputed FMCG companies in India. We provide you with the tools to succeed in your future sales career with our company.Our Sales Trainees are developed from the ground up, beginning with basic fundamentals of selling, all the way through detailed, hands-on exposure to the actual sales role. You get a holistic exposure to our Urban and Rural sales systems followed by actual selling experience in the field. Upon completion of this 9 month training program, you are a ready to be lead your career as a Territory Sales Officer role at HUL and would get an opportunity to manage a large geographical area.CareerThe CD Sales Trainee program invests in your capability building and all round rigorous exposure, ensuring you hit the ground running. It grooms you for a long term career in HUL. A superlative performance will get rewarded by a fast tracked career growth and will get exposure to various sales roles in CD in HUL.ROLE & RESPONSIBILITIES POST TRAINING PERIODAs a Territory Sales Officer you will be required to drive sales and distribution for the allocated territory and the customers.Key Responsibilities: Achieve sales targets through personal selling and driving the Distributor system. Analyze how to improve the competitive position in the market through improved customer service. Negotiate with his Distributors to obtain more business. Monitor closely the competitor activities and provide feedback to the company on appropriate action that needs to be taken to counter such activities. Monitor systematically the performance of the Distributor and take corrective action to deliver the numbers. Organize promotion activities in consultation with the superiors within budget limits for brand activities. Managing primary and secondary sales Managing Distributor infrastructure Acquisition of new customer Managing commercial control Launch of new products Tracking & Managing productivity of outsourced salesman
Skill sets required: Communication Skills Negotiation skills Analytical skills
Locations:Pan India
Education background:B.A, B.Sc, and B.Com from Top Graduate institutes. Only Fresh pass outs of 2013 with minimum 60% score should apply.
Evaluation process:The candidate will need to undergo 4 Stages of evaluation
1. 3Online Questions2. Written Test3. Group Discussion4. Personal Interview
BIBLIOGRAPHYhttp://en.wikipedia.org/wiki/Hindustan_Unileverhttp://hrmrecr.blogspot.in/2011/01/recruitment-and-selection-process.htmlwww.hul.co.in
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