Hr Practice of Unilever Bangladesh

CHAPTER 1 1 Introduction 1. 1 Background of the Study: Successful human resource department makes it possible for the organization to acquire the number and types of people necessary to ensure the continued operation of the organization by the set the right strategy with relate the HR management process. As a part of MBA program, our Human Resource Management course teacher Abu Saleh Md. Sohel-Uz-Zaman assigned us to prepare a report on “HR Practices in Bangladesh” as related topic on Human Resource Management course. We have selected our report topic as “HR practices of the Unilever Limited”.

After complete our MBA program we will be going to job market and competing with other universities’ graduates for getting a suitable job. For getting an expected job, we need to concern about job market condition from today. Going to prepare HR practice in Unilever Bangladesh as a Human Resource Management course, we acquire required knowledge about Unilever Bangladesh’s overall HR management process that help us to perceive a common picture of HR practice of all multinational company in Bangladesh. We can identify our lacks; prepare ourselves for future job market.

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So, we have the same opinion that this fruitful report not only assure reasonable grade mark in our curriculum result but also assure well done feedback for near future job market. 1. 2 Objective of the study: Knowledge and learning become perfect when it is associated with theoretical knowledge with practical application. Theoretical knowledge gets its perfection with practical application. We have prepared this report based on two purposes. That are- 1. 2. 1 Primary Objective The report aims to provide information on the procedures of setting business strategy and relevant HR practices followed by the UBL through HR department. • To acquire some practical knowledge. To relate the theoretical knowledge with practical knowledge. 1 1. 2. 2 Secondary Objective: • Unilever is one of the world greatest consumer goods company. The report is strongly informed with how this multi-local multi-national company deals with the HR practice. Set the strategy for HR is the important and essential part of the organization. This report will provide a little view on how Unilever Bangladesh Limited set their HR. Unilever wants to attract the best graduates to join in their leadership actions.

This report enlightens how they create opportunities offered by Unilever Bangladesh Limited for university students and how the students can access that opportunity. • • 1. 3 Limitation of the Study: • • • • • The major limitation factor for this report is the complexity of the topic. There were some limitations of access to information, which are strictly confidential for the company. The company did not have sufficient source of secondary data and the collection of data was not smooth. The employees of Unilever Bangladesh Limited were too busy of their work.

For this they did not give time to do our queries. It was exceedingly difficult to finish a report of such magnitude and importance within a span of 1. 5 months 1. 4 Methodology: For making any report most of the data should be taken that reflect actual situation. The data sources are: 1. 4. 1 Primary sources: We failed to take an appointment with the HR department. So we connect with our friends who are working with UBL. 1. 4. 2 Secondary sources: • • • • Unilever Bangladesh Ltd. official web-site Annual Reports Prospectus Text book named Human Resource Management 2 CHAPTER 2 HR PRACTICE IN BANGLADESH The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources. The new millennium has brought about new challenges for human resources departments and practitioners around the world.

These new challenges raise questions about the nature HR practices and the role of HR professionals, and imply new approaches for the HR function in product and service delivery. Organizations recognize the critical importance that human capital means for competitiveness, and ultimately survival in the modern era. In Bangladesh ‘the concept of HR’ is not very old. But within last 9 to 10 years it is widely practiced and now maximum large company keeps a department of Human Resource Management. As we move into the ‘new economy’, the focus on people and knowledge has steadily increased.

Today, companies face new challenges in dealing with issues such as the scarcity of talent, the value of ideas/knowledge and the changing preferences of the labor market. Consequently, successful HR strategies are needed more than ever. With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization.

In order to succeed, HR must be a business driven function with a thorough understanding of the organization’s big picture and be able to influence key decisions and policies. In general, the focus of today’s HR Manager is on strategic personnel retention and talents development. HR professionals will be coaches, counselors, mentors, and succession planners to help motivate organization’s members and their loyalty. The HR manager will also promote and fight for values, ethics, beliefs, and spirituality within their organizations. 3 CHAPTER 3 3 ORGANIZATIONAL BACKGROUND 3. 1 Company Profile:

Over the last four decades, Unilever Bangladesh has been constantly bringing new and world class products for the Bangladeshi people to remove the daily drudgery of life. Over 90% of the country’s households use one or more of Unilever products. Fast Moving Consumer Goods Company with local manufacturing facilities, reporting to regional business groups for innovation and business results. Unilever – 60. 75% shares, Government of Bangladesh – 39. 2. Their product category includes: Household Care, Fabric Cleaning, Skin Cleansing, Skin Care, Oral Care, Hair Care, Personal Grooming, Tea based Beverages.

Unilever brands are Wheel, Lux, Lifebuoy, Fair & Lovely, Pond’s, Close Up, Sunsilk, Taaza, Pepsodent, Clear, Vim, Surf Excel, Rexona, Axe, Dove, & Vaseline. They provide some manufacturing facilities. The company has a Soap Manufacturing factory and a Personal Products Factory located in Chittagong. Besides these, there is a tea packaging operation in Chittagong and three manufacturing units in Dhaka, which are owned and run by third parties exclusively dedicated to Unilever Bangladesh.

Unilever employ 234,000 people in around 100 countries worldwide. Unilever Operations in Bangladesh provide employment to over 10,000 people directly and through its dedicated suppliers, distributors and service providers. 99. 5% of UBL employees a/re locals and they have equal number of Bangladeshis working abroad in other Unilever companies as expatriates. 3. 2 Company background Unilever brands are trusted everywhere and, by listening to the people who buy them; they’ve grown into one of the world’s most successful consumer goods companies.

In fact, 150 million times a day, someone somewhere chooses a Unilever product. They create market and distribute the products that people choose to feed their families and keep themselves and their homes clean and fresh. People’s lives are changing fast. As the way they’ll live and work evolves, Unilever needs and tastes change too. At Unilever they aim to help people in their daily lives. So they keep developing new products, improving tried and tested brands and promoting better, more efficient ways of working.

They have a portfolio of brands that is popular across the globe – as they’ll as regional products and local varieties of famous-name goods. This diversity comes from two of Unilever key strengths: 4 • • Strong roots in local markets and first-hand knowledge of the local culture. World-class business expertise applied internationally to serve consumers everywhere. Focusing on performance and productivity, they encourage Unilever people to develop new ideas and put fresh approaches into practice. Hand in hand with this is a strong sense of responsibility to the communities they serve.

They don’t only measure success in financial terms; how they achieve results is important too. They work hard to conduct Unilever business with integrity – respecting Unilever employees, Unilever consumers and the environment around us. 3. 3 Unilever history Unilever’s corporate vision – helping people to look good, feel good and get more out of life – shows how clearly the business understands 21st century-consumers and their lives. But the spirit of this mission forms a thread that runs throughout Unilever history. 3. 3. Helping people get more out of life In the 1890s, William Hesketh Lever, founder of Lever Bros, wrote down his ideas for Sunlight Soap – his revolutionary new product that helped popularize cleanliness and hygiene in Victorian England. It was ‘to make cleanliness commonplace; to lessen work for women; to foster health and contribute to personal attractiveness, that life may be more enjoyable and rewarding for the people who use Unilever products’. This was long before the phrase ‘Corporate Mission’ had been invented, but these ideas have stayed at the heart of Unilever business.

In a history that now crosses three centuries, Unilever’s success has been influenced by the major events of the day – economic boom, depression, world wars, changing consumer lifestyles and advances in technology. And throughout they’ve created products that help people get more out of life – cutting the time spent on household chores, improving nutrition, enabling people to enjoy food and take care of their homes, their clothes and themselves. 3. 3. 2 Balancing profit with responsible corporate behavior In the late 19th century the businesses that would later become Unilever were among the most philanthropic of their time.

They set up projects to improve the lot 5 of their workers and created products with a positive social impact, making hygiene and personal care commonplace and improving nutrition through adding vitamins to foods that were already daily staples. Today, Unilever still believes that success means acting with ‘the highest standards of corporate behavior towards Unilever employees, consumers and the societies and world in which we live’. Over the years they’ve launched or participated in an evergrowing range of initiatives to source sustainable supplies of raw materials, protect environments, support local communities and much more.

Through this timeline you’ll see how Unilever brand portfolio has evolved. At the beginning of the 21st century, Unilever Path to Growth strategy focused us on global high-potential brands and Unilever Vitality mission has taken us into a new phase of development. More than ever, Unilever brands are helping people ‘feel good, look good and get more out of life’ – a sentiment close to Lord Leverhulme’s heart over a hundred years ago. 3. 4 Vision & Mission 3. 4. 1 Vision: Unilever will develop new ways of doing business with the aim of doubling the size of their company while reducing Unilever environmental impact.

The Unilever pillars of their vision set out the long-term direction for the company – where they want to go and how they are going to get there: • • • • They work to create a better future every day They help people feel good, look good and get more out of life with brands and services that are good for them and good for others. They will inspire people to take small everyday actions that can add up to a big difference for the world. They will develop new ways of doing business with the aim of doubling the size of their company while reducing Unilever environmental impact. . 4. 2 Mission: Unilever’s mission is to add vitality to life. They meet everyday needs for nutrition, hygiene, and personal care with brands that help people feel good, look good, and get more out of life. In the future, their brands will do even more to add vitality to life. Their vitality mission will focus their brands on meeting consumer needs arising from the biggest issues around the world today – ageing populations, urbanization, changing diets and lifestyles. They see growing consumer need for: • • A healthy lifestyle More variety, quality, taste and enjoyment 6 •

Time, as an increasingly precious commodity Helping people to feel good, look good and get more out of life will enable us to meet these needs and expand Unilever business. 3. 5 Products of Unilever: • Food brands: Unilever is one of the world’s leading food companies. Our passion for understanding what people want and need from their food – and what they love about it – makes our brands a popular choice. Becel, Flora, Bertolli, Blue Band, Rama ,Heartbrand, Hellmann’s, Amora, Knorr. Home care brands: In many parts of the world we lead the home care market, with brands such as Omo, Surf, Comfort and Cif.

It’s more than just hygiene – with homes and clothes that are clean and cared for, we help you get more out of life. Cif, Comfort, Radiant, Surf, Sunlight, Domestos, Omo, Comfort. Personal care brands: Our personal care brands, including Axe, Dove, Lux, Pond’s, Rexona and Sunsilk, are recognised and respected around the world. They help consumers to look good and feel good – and in turn get more out of life. Rexona, Vaseline,TIGI,Sunsilk,Signal,CloseUp,Lifebuoy,Pond’s,Lux,Axe. • • 3. 6 Unilever’s beliefs Unilever believe “Dirt is Good. ” Not surprisingly they are looking for people who aren’t afraid to get their hands dirty.

They believe in all these insights as well. They believe the people who work with us are confident of their capabilities, believe in nothing less than star performances and of course are not afraid to work hard at achieving goals. 3. 7 Unilever’s Values Their diversity as a business helps them understand their richly diverse consumers. But as a team, they have common values and a shared set of management capabilities. Here’s what they are: • Passion to win: Because you have the energy and drive to improve business results, you overcome obstacles and are prepared to take risks.

You look for new opportunities and are never satisfied with the status quo. Business focus: You never lose sight of the needs of consumers and customers. You understand how they are affected by trends and use this knowledge to create value. • 7 • Intellectual skills: You see the ‘big picture’ and can make an objective analysis of what needs to be done before taking action to get there. You’re creative; you explore new approaches and are alert to new trends and patterns. People skills: Your leadership style inspires others to raise their standards and achieve ambitious goals.

You’re adept at influencing and gaining support from colleagues. You’re keen to understand others and are an effective team player, with a commitment to team objectives rather than your own interests. Integrity: You have integrity. You’re prepared to stand up for your own convictions and values, and take difficult decisions that challenge the norm. You’re able to learn from your mistakes and successes. • • 3. 8 Working with Unilever At Unilever people with energy, creativity and commitment work together to fulfill ambitious goals. The passion of their people is their greatest strength.

At Unilever, they work together to the highest standards of professional excellence and integrity to make a difference to people’s everyday lives. • People first: As a business, they consistently rank among the world’s most admired employers and have a reputation for putting people first. That’s because they provide opportunities for all their people to pursue their careers goals, develop professionally and maintain a healthy balance between their professional and personal lives. They’re committed to their people because they recognize that their strength comes from their energy and passion.

And they believe that diversity makes us stronger, through individuals working together to deliver outstanding results. Multi-local multinational: Their business activities reach right around the world, with their local companies focusing on their local markets and communities. Their commitment to developing strong local businesses makes Unilever unique – and it’s why they call themselves the ‘multi-local multinational’. Their aim to be a trusted corporate citizen wherever we operate in the world, respected for the values and standards by which we behave. 3. 8. 1 Code of Business Principles Their Corporate Purpose says that for them to succeed requires: “the highest standards of corporate behavior towards everyone they work with, the communities their touch and the environment on which they have an impact”. Their Code of Business Principles sets the framework of standards within which they work. The 8 Code is supported by additional worldwide operational standards on issues such as employee and product safety. They regularly review the Code to ensure it meets the needs of today’s business environment.

Their latest revision was in 2001 and the updated Code was rolled out across our business in 2002. The Code is a short document, written in clear, simple language, stating overall principles. It is designed to be easy to read and understand for all their employees. This is because they believe the Code must have practical value in their day-to-day business. They expect every Unilever employee to follow its principles in spirit as well as to the letter. • Monitoring code: A code is of no practical use unless it is part of an active process of compliance, monitoring and reporting.

The Board of Unilever is responsible for this process, with day-to-day responsibility lying with our senior management around the world. The Code is translated into nearly 50 languages and is communicated to all employees. They have recently updated our internal management commentary document accompanying the Code in the light of updates to our approach to human rights. Standard of conduct: Unilever conduct its operations with honesty, integrity and openness, and with respect for the human rights and interests of their employees. They shall similarly respect the legitimate interests of those with whom they have relationships.

Obeying the law: Unilever companies and our employees are required to comply with the laws and regulations of the countries in which we operate. Employees: Unilever is committed to diversity in a working environment where there is mutual trust and respect and where everyone feels responsible for the performance and reputation of their company. Unilever will recruit, employ and promote employees on the sole basis of the qualifications and abilities needed for the work to be performed. They are committed to safe and healthy working conditions for all employees. They will not use any form of forced, compulsory or child labor.

They are committed to working with employees to develop and enhance each individual’s skills and capabilities. They respect the dignity of the individual and the right of employees to freedom of association. They will maintain good communications with employees through company based information and consultation procedures. The environment: Unilever is committed to making continuous improvements in the management of their environmental impact and to the longer-term goal of developing a sustainable business. Unilever will work in partnership with others to promote nvironmental care, increase understanding of environmental issues and disseminate good practice. 9 • • • • • Competition: Unilever believes in vigorous yet fair competition and supports the development of appropriate competition laws. Unilever companies and employees will conduct their operations in accordance with the principles of fair competition and all applicable regulations. Business integrity: Unilever does not give or receive, whether directly or indirectly, bribes or other improper advantages for business or financial gain. No employee may offer, give or receive any gift or payment, which is, or may be construed as being, a bribe.

Any demand for, or offer of, a bribe must be rejected immediately and reported to management. Unilever accounting records and supporting documents must accurately describe and reflect the nature of the underlying transactions. No undisclosed or unrecorded account, fund or asset will be established or maintained. Conflicts of interests: All Unilever employees are expected to avoid personal activities and financial interests, which could conflict with their responsibilities to the company. Unilever employees must not seek gain for themselves or others through misuse of their positions.

Compliance – monitoring – reporting: Compliance with these principles is an essential element in their business success. The Unilever Board is responsible for ensuring these principles are applied throughout Unilever. The Chief Executive Officer is responsible for implementing these principles and is supported in this by the Corporate Code Committee chaired by the Chief Legal Officer. Members of the Committee are the Group Secretary, the Chief Auditor, the SVP HR and the SVP Communications. The Global Code Officer is Secretary to the Committee. The Committee presents quarterly updates to the Corporate Responsibility and Reputation and the

Audit Committee, half-yearly reports to the Unilever Executive and an annual report to the Board. Day to day responsibility is delegated to all senior management of the regions, categories, functions, and operating companies. They are responsible for implementing these principles, if necessary through more detailed guidance tailored to local needs, and are supported in this by Regional Code Committees comprising the Regional General Counsel together with representatives from all relevant functions and categories. Assurance of compliance is given and monitored each year.

Compliance with the Code is subject to review by the Board supported by the Corporate Responsibility and Reputation Committee and for financial and accounting issues the Audit Committee. Any breaches of the Code must be reported in accordance with the procedures specified by the Chief Legal Officer. The Board of Unilever will not criticize management for any loss of business resulting from adherence to these principles and other mandatory policies and instructions. The Board of Unilever expects employees to bring to their attention, or to that of senior management, any breach or suspected breach of these principles. • • • 10 CHAPTER 4 HR PRACTICE IN UNILEVER BANGLADESH LTD. 4. 1 • Careers path Offering you more: They have gained their reputation as one of the world’s most admired employers by providing an environment where individuals can achieve their goals, both professionally and personally. They are aware that to attract and retain the best people, we must offer them more. More ways to take advantage of the opportunities, more room to succeed and grow, and more directions in which to pursue their careers. Variety: They have a vast range of roles, disciplines, functions and international locations to satisfy the most imaginative and determined minds.

And as their business evolves, new possibilities arise. Here individuals can become a business leader, work on brands they are passionate about and build specialist knowledge and expertise. Freedom to act: Their success depends on innovation, so they do everything they can, to ensure that enterprising people have the freedom to act. They give them all the support and encouragement individuals need. At the same time, they empower them to make tough decisions, implement new ideas and use their initiative. You decide: They believe that individuals should drive their own careers and that life at work should be a continuous learning journey.

Seizing the opportunity to make a difference is more important than simply progressing up the ladder. People with this attitude and approach will find Unilever challenging, inspiring and highly rewarding. • • • 4. 2 Career progression: Progression is based purely on merit & potential. With advice and guidance from manager & HR, individuals will be able to take control of their own career development. • Planning: Careful planning ensures them to build a strong foundation in professional skills, gain experience across different operating environments and processes, and develop capability in their chosen area of expertise.

Performing well will lead to opportunities to take on new and more 11 challenging roles. That in turn will allow them to deepen and broaden their skills and experience. • Depth & breadth: Depth of experience is about developing professional skills through performing and practicing individuals’ role. They will encourage us to build this depth of skill early in our career to provide a solid basis for further progression. Breadth of experience is about increasing individuals’ knowledge and understanding of the business as a whole, so we can assess complex issues from different angles.

Naturally, this becomes more important as seniority increases. Wider experience: International experience is essential in many roles within a global organization – and assignments offer valuable development opportunities. We can also gain exposure through regional/global roles and project teams. In higher-level positions that have a wider geographic remit, cross-border, category and customer experience may be vital to help leverage our global scale. • 4. 3 Training and development Learning is an integral part of life at Unilever & there are many ways in which individuals can develop their skills, both professional & personal. On the job: Individuals will learn much of what they need to know by working with knowledgeable colleagues and receiving regular coaching and feedback. Wherever individuals join, in whatever capacity, they’ll have a wide variety of experiences developing skills relevant to their job and giving them an overview of how Unilever works. Professional skills: Specific programs ensure individuals to build expertise in their chosen career. The courses often use e-learning that enables individuals learn at their own pace and take control of their development.

In some areas individuals can study for professional qualifications and, as they progress, they’ll develop their leadership capabilities. Continual update: Each function has its own Academy – a team that continually updates its professional learning curriculum. E-learning modules are then made available on a dedicated intranet portal. Here individuals will also find the very latest news, articles and thinking. Essentially, everything they need to keep in touch with the business. Personal development: Passion, energy and creative hinking are traits that individuals will already have when they join. But equally important is the ability to understand who they are as an individual and what they want to • • • 12 achieve from their career. Unilever offer a whole range of personal development opportunities which can be tailored to your specific goals. • Mentoring: There are many people on hand to help with individuals learning and development, in particular their mentor. They will encourage and support them, answer questions, help build individuals self-confidence and offer invaluable advice. 4. 4 Teamwork & leadership

Ambitious plans are turned into reality by groups of like-minded people – people who share a common objective, attitude, outlook & passion. • Teamwork is everyone’s focus: Teamwork is an essential part of life here at Unilever. Not least because they are a large business operating in a truly global environment. More often than not, we will have to work alongside colleagues from a number of different countries and disciplines. Each day, we have to build bridges across cultural and intellectual borders. Every individual is responsible for contributing to the team’s efforts.

Through working closely together they foster a true sense of collaboration. They stimulate ideas in each other and encourage more innovative thinking. They share information and challenge accepted wisdom to shape and evolve an exciting future for our business. Leadership is everyone’s responsibility: Leadership can take many different forms. It could be line managing teams in a department or during an assignment. It could mean using our expertise in a key subject area. It could involve thought leadership. Either way, it’s about getting things done – individually or through people – in a way that others will admire and follow.

At every level and in every kind of job, leaders are the ones who demonstrate that great results can be achieved by working in different ways to overcome natural boundaries. Often operating outside their comfort zones, these are the people who close the gap between knowing what needs to be done, and achieving it. • 4. 5 Work life balance Unilever recognize that people are more likely to be motivated in their career if they are also fulfilled individuals. • Your personal life: Juggling the demands of individuals’ life outside work and their career ambitions can be difficult.

As a way of helping balance the two, 13 Unilever gives employees the chance to work flexibly through schemes such as part-time hours, home working and job share, as well as career breaks and extended maternity leave. Usually the people who want more flexibility are parents, but not always. Whatever their reason, Unilever will do everything they can to find a solution that suits individuals at the same time as meeting the requirements of the company. • The way UBL work: There is other, less obvious areas where Unilever have changed the way they work to encourage a better quality of life.

Travelling to meetings costs money impacts the environment and takes people away from their homes. That’s why they have introduced effective ways for teams to communicate and share information remotely. These include virtual meetings, videophones and online collaboration environments. Unilever also have newgeneration video-conferencing that’s so real it’s like meeting face to face. Health & well-being: Unilever’s Personal Vitality campaign promotes programs and activities which are designed to help everyone in the company take care of themselves.

On the one hand they concentrate on body fitness through encouraging better nutrition, hygiene and personal care. This includes initiatives ranging from health assessments to opportunities for physical activity. On the other they focus on fitness of heart, mind and spirit by creating a vitalizing work experience and environment for our people. This helps them feel energized and able to perform to the very best of their ability. • 4. 6 Induction process Unilever’s induction program will help individuals quickly get to know the business & the way Unilever work, as well as individuals’ role & colleagues. Getting started: Shortly after joining, individuals will receive a presentation on the company’s history, brands and markets. This includes an overview of organizational structure and strategy, and also introduces them to Unilever’s culture and how they work. Building your network: Getting to know people and establishing close working relationships is important to help individuals settle in. During the first few months, they will meet colleagues from their immediate area and from different functions across the business. Your buddy: Your buddy is a peer working in the same location.

Their job is to help individuals, find their feet by showing their where everything is around the office and answering any questions they may have about working life. Personal development: Once individuals are familiar with the company and their role, the next step is to discuss and agree a personal development plan. • • • 14 This will identify their learning requirements as well as the support they’ll need to achieve your aims. • Your mentor: Your mentor is a senior manager from another part of the business who will be available to offer advice and guidance as individuals move through their career.

They’ll also help them deal with any challenges that may arise. Roles & goals: As part of individuals’ development plan, they’ll be given personal targets and team goals and a time-frame within which to achieve them. Over regular meetings with their manager, they’ll evaluate their progress and address any issues. • 4. 7 Performance management Individuals’ progress is important. That’s why Unilever invest a lot of time & effort in supporting them to perform well and in building their capabilities. • Past, present & future: Performance and Development Planning (PDP) helps individuals to make the most of their working life at Unilever.

The process supports them in identifying and delivering against challenging goals that impact the organization. It helps individuals’ plan how they’ll develop skills and leadership behaviors for their current position and for the years ahead. It also gives them the opportunity to clarify expectations and discuss future opportunities. Ongoing commitment: PDP provides a continual process that allows for a thorough evaluation of individuals’ performance. It’s an approach designed to encourage clarity and transparency throughout the year.

The key thing to remember is that this is an ongoing dialogue between them and their manager. It’s about listening, sharing and accepting feedback, and taking responsibility for the next step in their career. • 4. 8 Rewards and benefits A competitive salary is likely to be high on candidate list of requirements but Unilever believe there’s so much more to it than that. • The overall package: Unilever offers a market competitive rewards package that’s designed to make candidate feel an integral part of the team and directly involved in the company’s success.

In terms of benefits which contribute to candidate well-being now and in the future, candidate can select those that are most relevant to their lifestyle and create their own tailored package. Here’s a sample from which candidate will be able to choose depending on country: 15 Pension Private medical insurance Company car (at certain managerial levels) Life assurance Access to sport facilities • Pay for performance: As a business, Unilever aim to grow and create shareholder value. If candidate help us achieve those goals, they reward candidate well.

And since candidate help create their own objectives, candidate can see precisely how their actions affect the rewards they receive. There are two ways to increase candidate overall package. The first is an annual bonus based on personal and business performance. Recognizing the delivery of strong year-on-year profitable growth, it rewards both Unilever collective success and your individual contribution to it. And the amount can be significant. The second depends on candidate level and reflects sustained performance.

It comes in the form of shares which will give candidate a real stake in the future success of the business. In fact, UBL consider it critical that senior managers build a substantial holding in order to align candidate interests with those of UBL shareholders. 4. 9 Career opportunities: Major operational Department of Unilever Bangladesh Limited: There are many operational departments where many people can make their careers within and in this section candidate can find out more about them. 1. Career in Brands & Development 2. Careers in Supply Chain management 3.

Career in Human Resources 4. Career in Finance 5. Career in Information Technology 6. Careers in Customer Management 16 4. 9. 1 Career in Brands: Brand Building careers are for marketing professionals who would like to take innovative leads and gain their share of the consumers’ wallet in the local marketplace. • • • • • • • • Building the brand Understand consumer trends An exciting interaction with consumers A real interest in consumers as well as intuitive understanding of their behavior, and what works (and doesn’t! ) in specific markets.

Very strong interpersonal skills and the ability to lead cross functional team. Strong analytical ability. For those interested in Development, technical skills in areas of work (packaging development and process development). Creativity inspired by a passion for growth. For Brands and Development functions, one needs to have: 4. 9. 2 Career in Supply Chain As one of the world’s largest consumer goods companies, UBL supply chain management is one of the most advanced, efficient and challenging systems; from finding the raw materials to delivering our end product. The key strategic driver: Supply chain is a key strategic driver in a company like UBL which produces over one hundred Stock Keeping Units (SKUs) to meet the everyday needs of people everywhere. Proper planning, improvising Procurement Processes, First Time Right Manufacturing and timely Distribution are crucial strategies that significantly affect the profitability of the company Supply Chain is responsible for all the stages from sourcing raw materials to delivering the end product to the end consumer – a process often referred to as Planning, Procurement, Manufacturing and Distribution.

Efficiency & outstanding service: In supply chain, using advanced technology and systems, candidate will be responsible for ensuring that factories run efficiently and customers receive outstanding service. In other words, candidate would contribute significantly in optimizing the supply chain, expediting innovation and meeting efficiently customer needs. Candidate will be at the heart of the process of bringing new products to the market, dealing with buying, manufacturing, development and marketing/customer management organizations. • 17 •

New technologies: Astute sourcing of raw materials, packaging and nonproduction items greatly reduces our business costs. In this vital and challenging role candidate will be responsible for every interface between suppliers and the business. With other candidate in supply chain and development, they will play a major role in the innovation of new technologies, often in partnership with a supplier. They will also need to focus energy to develop intimate knowledge of supply markets on a global scale and drive through new ways of working between suppliers and the business.

Cost effective quality products: UBL factory is considered to be the best in the country, earning them the recognition of producing international quality brands at affordable prices. Employee challenge is twofold; making quality products from raw materials and packaging materials efficiently and costeffectively, and helping in increasing the factory’s flexibility so that we become more responsive to the ever-changing market scenario. On a day-to-day level candidate will be responsible for teams of people running production lines, and for quality, output and costs.

In engineering functions candidate will be responsible for maintaining our production facilities in the best possible condition. Constantly challenging & exciting: Distribution plays an essential role in delivering sales and promotions activities planned for our customers. In an effort to outpace the competitors at the market place, evolving relationships with retailers make Distribution constantly challenging and exciting. • • For Supply Chain candidates need the following skills: • • • A high level of numeric proficiency and strong analytical ability Strong Negotiation skills Relationship and alliance management skills

An entrepreneurial approach to the innovation and cost saving opportunities in supply markets The ability to work with other business cultures, and to organize effective links between them and UBL business 4. 9. 3 Career in Human Resources Unilever’s people are our most important asset. In Human Resources (HR), candidates will support and develop those people, enabling them to deliver outstanding business performance. • Strategic business partners: People involved in human resources are strategic business partners to all functions facilitating, guiding, and helping in 18 • implementing the people’s process for growth.

They play both a tactical and a strategic role within every aspect of business partners, talent management, recruiting, management development, training, remuneration, communications, employee relations, and welfare. They also act as architects, of the organizations and facilitate and expedite the development of individual potential. Fostering leadership & growth: In Human Resources, one is the anchor for building organizational capability, values and beliefs. Candidates will be responsible for fostering leadership and growth in the organization. To do this candidate need: • A real interest in how people drive the business. Strong interpersonal and leadership skills. • The strength and integrity to take tough decisions when necessary. • Strong understanding of the overall business. • An interest in coaching and developing people. 4. 9. 4 Career in Finance Finance in Unilever Bangladesh Ltd. is about being “Partners in Value Creation”: it’s about seizing opportunities to create value and working with our business teams to set and deliver aggressive targets. • Improving overall company performance: Over time candidates will acquire tremendous breadth and depth in finance skills and business experience.

Candidates will gain a thorough grounding in the company, becoming familiar with its processes, operations and risks and helping improve overall performance. From there the opportunities are diverse, ranging from positions in Controlling and Internal Audit to Treasury and Management or Financial Accounting. Overview of business processes: A finance manager in Unilever Bangladesh is uniquely positioned to take a broad overview of business processes, knitting together activities across brands and professions.

With a deep understanding of all the strategic drivers of growth and profitability, candidates will work on how UBL can change and develop their business to become world class in that entire UBL do. For Financial management you need: • 19 • • • Sound business awareness; the drive to ensure UBL get value for money, hit UBL financial targets and increase their profitability; a talent for seeing both detail and the bigger picture. A pro-active approach to improving the business and the communication skills to win support for candidate’s ideas.

The personal commitment to obtain a professional accounting qualification, if required, alongside candidates initial development programme. 4. 9. 5 Career in IT A career in IT at UBL gives candidates the opportunity to improve the way UBL do business. • Innovative technology: As well as looking at innovative ways of using and managing information, candidates will explore new ways of taking UBL to market, improve business processes and use technology to find new ways of working. If candidates are interested in working on a huge range of projects, a career in IT at UBL could be for them.

Candidates could be part of a team developing new ways for us to work with other organizations, exploring new marketplaces, enhancing UBL connectivity with our distributors across the country and creating electronic exchanges. Candidates could be on a project team in partnership with a major retailer, developing a web-enabled tool for promotions planning. Candidates could even be part of the teams managing our own technology infrastructure. Whatever their role is, UBL will ask more from them than just technical know-how. Candidates will need the communication skills to help their colleagues make the most of their team’s innovations.

And, of course, UBL will continue to train and develop their technical and business, and competency skill sets. For information technology candidates need • The tenacity to use technology to create business change. • Excellent communication, interpersonal and influencing skills. • A highly logical approach to problem solving. • The ability to understand technology and discuss IT with non-technical colleagues. 4. 9. 6 Career in Customer Development The Customer Development team is responsible for the overall sales and distribution of UBL brands across the country.

Candidates are the bridge between the Brands & Development team and the Consumers. 20 • Brands that meet people’s needs: The Customer Development team makes sure that UBL, as a company, meet the everyday needs of people everywhere through ensuring that their brands are always within the reach of Their customers and consumers. To do so, pioneering new channels of distribution, ensuring visibility of UBL brands through attractive merchandising and developing UBL distributors to enhance UBL penetration and coverage are crucial responsibilities entrusted upon UBL Customer Development team.

Relationship marketing: Increasing competition and the advent of modern trade has compelled customer management to shift from “Traditional Sales” to “Trade Marketing”. With more trade sophistication, the role of Customer Development is evolving into Relationship Marketing where Channel Development, Merchandising, and Distributor Development play a crucial part in keeping the company ahead of competition and in outpacing market change. • For customer development one needs: • Great passion to achieve targets. • Very strong people management skills, good analytical ability. Strong customer orientation and the ability to develop action plans that can meet both the needs of our customers and the business. • Real enthusiasm and the pace for competitiveness at retail. • Practical creativity that focuses on results. • Real drive to lead a team. 21 CHAPTER 5 5 Recruitment Process in Unilever Bangladesh Ltd. 5. 1 Recruiter’s Qualification Recruiting is the process of finding and attracting capable applicants for employment. The process begins when new recruits are required and ends when their applications are submitted.

The result is a pool of applicants from which new employees are selected. Manager becomes involves in this process. However in large organization, like the Unilever Bangladesh Ltd specialists are often used to fine and attract capable analyst they called recruiters. First, Unilever is such a big organization that requires huge man power every year for its always boosting operations in various level and arena. Unilever Bangladesh Ltd (UBL) provides equal employment opportunity for all Bangladeshi citizens. It is the policy of the company to attract retains and motive qualified and skilled employees within the company.

To do this, the company offers compensation package and provides equal opportunity for career development to all employees. It is believed that in order to achieve the company’s goal, there must be efficient and high caliber human resources. Therefore, the company pays maximum attention and efforts in requiting highly qualified and competent employees who are willing to face challenges in achieving company’s goal. The role of HR in respect to attracting, retaining and motivating qualified and skilled employees is enormous. The formulation and implementation of sound employment policy have great impact in the fulfillment of desired objectives.

One thing UBL always wants to make sure about the hiring employees is quality. So UBL has some employment policies and these employment policies are based on the following guiding principles: • Fairness: UBL tries to utilize available human resources at its best. The company does not discriminate against any job seeker and employee on the basis of race, 22 color, religion, sex, age, national origin or any other factor that does not pertain to the individual’s ability to do the job. Each employee is entitled to fair wages and job opportunities in return for their job, skills, commitment, loyalty, personal interest and best efforts.

The company applies each employment policy in a fair, uniform and consistent manner. • Right person at the right job at a right time: The Company tries hard to ensure best match of skills and thus recruit and competent persons at the right job at the right time. • • • Realistic planning: With rapid expansion of UBL operation in the manufacturing, appropriate HR planning is given due importance. Efficient and effective: At all stages of recruitment process, all out efforts are given to ensure that the steps are efficient and effective.

Standard method: The steps and procedures being following during the course of recruitment, selection and placement conform to standard of the company. 5. 2 Sources of Recruiting The environment in which an organization operates has a great influence on its recruitment process. The factors that regulate UBL recruiting sources are: • The supply of workforce in our economy has impact upon the recruitment sources of UBL • The effectiveness of the past recruiting sources determines the future recruiting source of UBL Normally UBL use two types of recruitment channel those are • External recruitment channel • Internal recruitment channel . 2. 1 External recruitment channel When job openings cannot be filled internally, the HR department must look outside the organization and basically for UBL, recruitment of fresh graduates is done through this means. There are 8 ways for external recruitment in the UBL, which occurs in direct or indirectly for various level of recruitment. That are- 23 Walks- INS and write- ins: Walks in are job seekers who arrive at the HR department in search of a job; write INS is those who send a written inquiry. Both groups normally are asked to complete an application blank to determine their interest and abilities.

Usable applications are kept in an active file until a suitable opening occurs at UBL. These occur mainly for skill based labor worker and for part-time project jobs or contract basis program implementing or running job. Employee referrals: For lower level workers, Unilever follow the employee referrals procedures. This is the procedures when existing employees refer one new and the new is considered to be further judgment. For carious daily operations like travelling the product, carry and collecting small market revenue. UBL needs trustworthy root level worker.

They follow the reference of other employee in the organization so that guarantee’ performs securely. Advertising: UBL next to employee referrals in fact for fresh graduates majorly follow the advertisement procedure for recruiting purposes. They advertise in the reputed English and Bengali National news papers. They also use the internet for online application. For the online recruitment the online recruitment the applicants get tracking ID. It is a unique number automatically generated by the online system at the time of filling the CV form.

Both the Tracking Number and Password will be needed if one wants to edit/update ones CV Online. To updating the CV is enough, entering the tracking number and password after clicking at the “Update CV” link at the Unilever Bangladesh Career Page. Private placement agencies & Professional search firms: Unilever use several privet placement and human resource management assisting firm for their recruitment those are: • • • • The Consumerk that works in the Dhaka [www. consumerk. com] The intellectual property right organization Bangladesh [www. prob. org] Jobscncl. com Dhaka [www. jobs. com] Educational institutions & Professional associates More over the organization takes its manpower from the universities and educational institutions across the country. The nationwide universities and its important institutes provide the potential graduates as the employee of the organization. Unilever does the same job with the business 24 schools of the country, other discipline fresh graduates and sespecial IT and engineering graduates passed from reputed engineering universities of the country.

International recruitment: Sometimes, especially in importance of cases international recruitment occurs in ULB. However such rare events happen if the candidate stays in abroad or are working in international company on foreign land. Another within the organization recruitment in most senior post occurs with international recruitment process. The process is done through E-recruitment. Such case occurs in the inter sub continental recruitment of Unilever world. 5. 2. 2 Internal recruitment channel Current employees are a major source of recruits for all but entry- level positions of Unilever Bangladesh 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, employee’s recruitment take channel through the internal human resource inventory Job posting programs happens in the way that the Regional Sales Manager RSM in Khulna is newly appointed on Dhaka as the sales chief. 5. Nature of Application form After getting information, huge applicants apply for Unilever’s entry level posts. The posts are designed with different title for different branch of operation like earlier stated departments for operation – Brands & Development, Supply Chain management, Human Resources, Finance, Information Technology, and Customer Management. The application forms are produced over internet on online as well printed copies to campus of different institute. For all the levels the form are alike. Interested candidate for different branch will mention the interested field in the online there are 2 different orms one for entry levels another for experienced people. A dummy of application form collected from the internet will be produced at the end of the report. They take some help from consumer mark human resource management and marketing assisting organization of Bangladesh for their customized needs of recruitment and selection. 25 5. 4 Recruitment constraints and challenges: Recruiters face such common constraints which are: • • Biasness: Most of the time, the organization’s employers try to appointment their relatives, familiar person. Recruiter habit: A recruiter’s past success can lead to certain habits.

Admittedly habits can eliminate time-consuming decisions that yield the same answers, but habit may also continue past mistakes or avoid more effective alternatives. Competition of talent: There is a lack of vast talent people in Bangladesh for the special task. The potential job applicants most of the time can’t meet up Unilever requirement. Few talent guys who has already appointed with other multinational company. And Unilever need to compete with other multinational organization to hire skilled manpower. Job requirement: People with greater experience usually require a higher level of job.

In our country, there are vast population but they are not so skilled in working with hard labor. They feel comfort flexible job like government job. So Unilever Bangladesh can’t fulfill their requirement in all time. • • 26 CHAPTER 6 6 Selection Process of UBL 6. 1 Selection Process: 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 term as employment function of the organization and this employment function is stated here for Unilever’s practices. . 2 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. 6. 3 Evaluating reference and biographical data At the second stage of evaluating the data, they verify the validity authenticity of theinformation presented on the form as well as reference of the employee throughr eferences. 6. 4 Employment test

This written test measures the candidates • • • • • Analytical ability Computation ability Verbal skill Written skill General knowledge more above 65% marks ensures applicants pass. 6. 5 Assessing candidate through interview Mainly three steps are followed in the selection procedure. In the first stage the candidates are invited for a viva with sales and training manager, Dhaka in his Gulsan office. A human resource manager also exists there. In this viva the candidate’s situation handle ability is measured. 27 In the Second phase: It is the viva with the general sales and operation manager (GOSM), and trade marketing manager . n this stage individual skill is measured. The question tries to measure out the fitness of the candidate for the post. In the 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 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. 6. 6 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 applicant’s mentality. 6. 7 Physical ability test The physical test is administered by Apollo Hospital Dhaka to measure the HIV, Hepatitis B, C or Such many diseases in its applicant’s health and fitness for job effort. 6. 8 Work samples For some technical jobs Unilever follows the work sample test on particular employee like the one of Finance and IT. 6. 9 Hiring decision Finally the every step success ensures an applicant join in the Unilever family. 28 CHAPTER 7 7 FINDINGS AND RECOMMENDATIONS 7. 1 Findings: The types of recruitment in Unilever Bangladesh Limited: Unilever follow three type of recruitment process, which are: Fresh graduates as knowledge worker, Specialist experienced people for special purpose People for Skilled and labor based events • The types of selection in Unilever Bangladesh Limited: Unilever follow some selection evaluation test to select the best candidate, which are: Employment test Assessing candidate through interview Cognitive ability test Physical ability test The frequency of recruitment by Unilever Bangladesh Limited: Unilever Bangladesh Limited accomplish their ecruitment process depends on created vacancy. However, we see common phenomena that Unilever Bangladesh Ltd recruitment and selection activities twice a year when students passes from various institutes based on their completion of 6 month semesters. Responses from the students (Institution) regarding MNC: In our survey, we point out that most of the business graduate students have a dream to join a prominent multinational company. It is mean from the selection ratio or applicant ratio’s fresh graduates hold the mentality to join prominent multinationals and Unilever is one of the best choices. • 29 7. 2 Recommendation: It was very difficult for us to point out UBL weak point in HR practice. They have lots of talented HR managers in there HR department who knows very well how to deal with people. This HR manager makes the Unilever one of the top organizations in the world. After going through the report we draw some suggestions. We believe this small suggestion will add little values to UBL. Suggestions are: • We want to suggest Unilever Bangladesh to arrange “on campus” recruitment which can add value in their HR practices. On campus” recruitment process motivates the student to enthusiastic, creative and rigorous. Students try to show extra ordinary performance and perform their innovative ideas. They come with new idea and work heart and soul to accomplish their task. “On campus” recruitment assures students to get a better job after completing graduate. As a result , it reduces their waste of time to search a better job and company get genius and meritorious people who are hungry for success and perform their innovative activities with full of enthusiasm.

Unilever entry-form is so complicated and some information which is asked for apply is not available all time. Our recommendation to minimize the entry-form and make it easy presentation for all potential applicants. Unilever can more focus on emergent strategy. In Bangladesh the political situation changes frequently. So that The HR manager should more skilled about recurrent change strategy with the changing situation. Though there is no HR department in Unilever Bangladesh in so many area regional offices.

They should allow HR department in every area in Bangladesh. Establishing & computerizing Human Resource Information System (HRIS) Applying motivational approach Planning a mentoring program Organizing Talents Strategically Leading the Talk Control & Measure result Gain Sharing Appropriate Training & development program. Proper rewarding system developed Good image development about organization to ensure compliance, fairness, justice and impartiality. 30 • • • • • • • • • • • • • CHAPTER 8 Conclusion Unilever believes that their teamwork is their greatest asset. Useful contributions made by each individual bring UBL that much closer to their goals. The Unilever family is made up of a group of passionate individuals, uniquely qualified from diverse disciplines but working towards their vision. Unilever ensures for their employee a friendly, professional and mutually supportive environment that encourages their people to develop their potentials to an optimal level.

It also ensures a true quality of professionalism that can be found in all world-class multinational companies. Team oriented professionals, who contribute to the greater whole of the organization through their participation in decision making situations. And also a system which recognizes and rewards groups as well as individuals for their efforts and contributions to the company. Throughout the report we highlighted HR policy of Unilever Bangladesh Ltd. 31

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