Report for HRM

8/6/2019 Report for HRM

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ACKNOWLEDGEMENT

All the praise is for Allah, the most merciful and beneficent, who blessed me with theknowledge, gave me the courage and allowed me to accomplish this task. I am especially

indebted to all my teachers for instilling in me enough knowledge to be able to carry

myself efficiently during my project.

Secondly, I am bound to thank all the staff of Unilever Rahim yar khan Branch. In

particular I am grateful to Mr. Faisal (HR Manager), Mr. Abdul Rehman Faisal,Mr.Younus (Senior HR Executive), Ms. Shaista Amin their inspiring guidance,

remarkable suggestions, constant encouragement, keen interest, constructive criticism

and friendly discussion helped me to learn and enabled me to complete this reportefficiently.

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DEDICATION

I dedicate this report to my parents and friends in recognition of their worth and to myteachers who are the guiding force for me and it is their effort and hard work that showed

me the path of success and prosperity which would be there for me for the rest of my life.

My thanks to all those who have generously contributed their theoretical knowledge tothis report including my teachers. Without their understanding and support, completion of

this work would not have been possible. I hope people find this report useful and thesubject matter adds to their knowledge.

Keep your dreams alive. Understand to achieve anything requires faith and belief in

yourself, vision, hard work, determination, and dedication. Remember all things arepossible for those who believe.- (American Researcher)

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Table of Contents

Acknowledgement .. 2

Dedication 3

Executive Summary 5

Introduction of the company 6

Mission Statement 7

Gender Discrimination 8

Organizational Chart 9

Organizational Culture & Environment ... 11

Means of internal & external communication .. 15

Sales Growth Position .. 17

SWOT Analysis 19

Suggestions & Recommendations 21

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Executive Summary

Project report was my first step in practical life, through which I learnt a lot and it has

aided me in being well equipped with valuable experience that would help me once I

enter the professional life after the completion of my studies. It was a great experience forme and it helped me in realizing where my potential lies. What I learnt at Unilever was

how to get along with the people that I have to work with everyday, building

relationships with people, building confidence and improving my communication skills.This project has also prepared me for my future career in Human Resource so this project

has helped me a great deal. The experience has taught me responsibility, teamwork and

how to handle people in tough social situations. Even though the nature of work wasquite basic as an student nevertheless I got to see what practical life is. This project

overall has been a great experience. This report gives a profile of Unilever and an insight

into the Unilever HR Department where I was assigned to work. This report also reflects

my learning and experiences at Unilever along with my responsibilities and the tasks thatI performed. Last part of the report consists of some recommendations and suggestions

that I have given. My proposal would be of great use to Unilever and if followed

properly, it can increase the performance of employees and finally the performance of theorganization itself.

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Introduction of Unilever

History:

Unilever was created in 1930 by the merger of British soap maker Lever Brothers andDutch margarine producer Margarine Unie, a logical merger as palm oil was a major raw

material for both margarines and soaps and could be imported more efficiently in larger

quantities.

In the 1930s the business of Unilever grew and new ventures were launched in Latin

America. In 1972 Unilever purchased A&W Restaurants' Canadian division but sold itsshares through a management buyout to former A&W Food Services of Canada CEO

Jeffrey Mooney in July 1995.By 1980 soap and edible fats contributed just 40% ofprofits, compared with an original 90%. In 1984 the company bought the brand Brook

Bond.

In 1987 Unilever strengthened its position in the world skin care market by acquiring

Chesebrough-Ponds, the maker of Rag, Pond's, Aqua-Net, Cutex Nail Polish, Pepsodenttoothpaste, and Vaseline. In 1989 Unilever bought Calvin Klein Cosmetics, Faberg, and

Elizabeth Arden, but the latter was later sold (in 2000) to FFI Fragrances.

In 1996 Unilever purchased Helene Curtis Industries, giving the company "a powerfulnew presence in the United States shampoo and deodorant market". The purchasebrought Unilever the Suave and Finesse hair-care product brands and Degree deodorant

brand.

In 2000 the company absorbed the American business Best Foods, strengthening its

presence in North America and extending its portfolio of foods brands. In a single day inApril 2000, it bought, ironically, both Ben & Jerry's, known for its calorie-rich ice

creams, and Slim Fast.

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Mission Statement

''Unilevers mission is to add vitality to life.We meet everyday needs for nutrition,

hygiene, and personal care with brands thathelp people feel good, look good and get

more out of life''.


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Organizational Structure

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Organi

zational Culture & Environment:

Environment of Unilever:

I had a very good learning experience in Unilever which would be of enormous help tome in the future. The staff was very helpful and friendly, which made the working

environment adaptive and pleasant. The people there make Unilever a great company and

an exciting place to work with a shared desire to learn leading edge skills and stretchbeyond their limits. I took a deep interest in observing how employees in Unilever work

together to overcome challenging situations. The environment in organization is so

welcoming that it forces people to join hands together to work as a team. Unilever is all

about integrity, mutual respect, teamwork, creativity and empowerment. The HR team ofUnilever is a source of good inspiration. It is very dedicated, committed and hard

working. Just by observing the HR team gave me a sense of responsibility and it gave me

confidence that I am a part of this strong team.

Cultures Dominant Features:

Departments in Unilever:

During my visit at Unilever office I come to know that there are following departments

are currently working:

Human Resource Management Marketing Department

Commercial Department

Sales Department

Finance Department

Payroll Department

Information Technology Department

Engineering Department

Administration

Auditing Department

Customer Care

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Human Resource Management at Ufone:

On the entry level the HR Department is mostly taking MBA graduates. According to

Unilever their belief is that "Their people are their greatest asset. The HR team takesgreat pride in acknowledging the contribution of each employee. Unilever focuses a lot

on HR Development and for that the HR team ensures:

Staff of Unilever consists of world class Professionals and ensures that the

right systems are in place to encourage people to develop to their full potential

Collaborative and mutually supportive work environment is created thatencourages people to grow.

Team of professionals is built which delivers expertise by participating in

business decisions.

Performance Management and Reward Systems are developed whichunderlies the Business strategy of Unilever.

A clearly defined Recruitment & Selection policy is defined.

The need for Training & Development of employees is assessed.

Compensation & Benefit plan is developed which ensures that employees are

motivated.

Unilever is basically equal employment opportunity organization. Almost 70% of its

employees are male and 30% are female. The job description of each and everyemployee is predefined. Performance appraisal is done on annual basis. Average age

of Unilever employee is 32 years. This shows that they prefer young and energetic

people for their middle and lower level management. High profile well experienced

persons are considered for top-level management. Average Salary is 12000 for anemployee.

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Management:

In Unilever the hierarchy is very lean, in general the whole setup is centralized, all the

matters are to be reported to the head office and all the policies and targets areapproved at the higher level. But at the branch level the structure is decentralized.

Personnel:

There are about 1500 employees serving at Rahim Yar Khan Unilever Branch at

present. All of them are very devoted as they are given a wonderful learningenvironment to work, pay offered to them is also very attractive and ample chance of

progress motivates them to work more. The job analysis is done on targets assigned

and daily routines. The employees are indeed very satisfied and motivated.

Recruitment & Selection:

Recruitment is the process of gathering a pool of candidates for an organizational

vacancy. Selection is the process of short listing only the qualified candidates who are

fit for the job. In terms of recruitment and selection it is important to consider

carrying out a thorough job analysis to determine the level of skills/technical abilities,competencies, flexibility of the employee required etc. And HR at Unilever follows

these criteria. Unilever policy of recruitment is very simple, if at any time there is a

vacancy, due to retirement, resignation, if employees opted for the golden handshakeor the death of an employee, the management of the branch will inform the head

office about the vacancy. The head office will place an advertisement in all major

newspaper with the all necessary information required to be furnished by theapplicant.

Unilever has this policy of not mentioning the name of the company in a jobadvertisement. Usually hiring takes place through outsourcing with a help of a third

party. Final selection takes place after the candidate has been interviewed by the

Manager of the department who requires the new employee and then the HR

Manager. On the joining day, the employee has to submit the following documents tothe HR Department:

Joining Report

Copies of educational and professional degrees/certificates

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Reference Letter

Three copies of recent passport size photographs

Training & Development:

Training & Development involves improving the knowledge, skills and abilities ofthe individuals. A continuous training is conducted inside the organization to improve

the performance of the employee. There are two types of trainings conducted at

Unilever:

In-house Training

External Training

In-house training is customized training which is only for Unilever employees.

External training is carried out through trainers in training institutes. Employees atUnilever are usually trained through Rameez Allahwalla (in Karachi), Possibilities

and Intec (two well-known training institutes).

Before training Training Need Analysis (TNA) is conducted by the manager of the

department. And after the training feedback from the employee is taken.

Compensation & Benefits:

A very effective way to retain an employee is to give him compensation and benefits. AtUnilever following benefits are given:

Medical Facility to employee and his/her parents

Paid Vacations

Accommodation Facility to energetic employees.

Orientation:

A newly hired employee is oriented so that he can get an idea about the organizationalsetup so that he may feel at home. At Unilever orientation plan covers the following

points:

Visits to different department of the company

Companys Policies, Rules and Regulations

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Human Resource Information System (HRIS):

At Unilever profiles of all the employees containing data relating their payroll, leaves,benefits etc is saved in a database known as HRIS. Unilever uses a locally procured HRIS

which is to be upgraded using Enterprise Resource Planning (ERP).

Human Resource Planning:

Planning provides a guideline to accomplish an activity. At Unilever the HR team plans

everything so that the outcomes and results can be perceived before the plan is actuallyimplemented. This makes the planning more accurate and efficient; it also saves time and

money.

Means of Internal Communication:

Purchase Request (PR):

Whenever an employee requires something from the admin, his request was put forward

by filling a simple form which includes name of the entity, its quantity, signature of thedepartment etc. This is known as Purchase Request.

Travel Request (TR):

If an employee needs to travel on an official job, he has to give a Travel Request by

filling a form. The form includes purpose of travel, destination, time and distance.

Visiting Card Request (VCR):

In order to print visiting cards an employee needs to send a Visiting Card Request toadmin department after being authorized by the HR department.

Medical Reimbursement Form (MRF):

When an employee desires to get his medical benefit from the company, he needs to fill

in a Medical Reimbursement Form so that his request can be put forward.

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Joining Report (JR):

When a new employee joins the organization, he has to deliver a Joining Report to the

HR Department.

Means of External Communication:

Through Mail.

Through letters.

Through Post & other related services.

Through filling the survey forms from the public.

By conducting the workshop & Seminars for the promotion of Unilevercompany.

Through Societal marketing Practices.

Etc etc.

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BCG Matrix of Unilever:

STARS:

High growth rate & high market share

Lux

Sunsilk

Walls

Fair & lovely

Rafhan

Energile

CASH COWS:

Low growth rate & high market share

Surf excel

Ponds

Lipton

Close up

Blue band


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Lifebuoy soap

Rexona Knorr

DOGS:

Low growth rate & low market

share

Wheel

Supreme tea

Lifebuoy shampoo

QUESTION MARKS:

High growth rate & low marketHigh growth rate & low marketshareshare

Clear shampooClear shampoo

RinRin

ComfortComfort

Swot Analysis Of Unilever:

STRENGTHS:

Strong company image

Strong brand portfolio

Success of the slogan

Quantity & variety

Effective & attractive packaging

High quality man power

Solid base of the company

Innovative aspects

Corporate behavior

Health & personal care

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WEAKNESSES:

High prices of products

Substitutes products

Policy of spending for the

social responsibility

Lack of control in the market

Dual leadership

Decrease in revenues

Reduced spending for research & development

OPPORTUNITIES:

Changing life style of people

New markets

Increase the volume of production

Focus on R&D

Low income consumers

Help in improving people diet & daily lives

AXE IGLO

THREATS:

Competitors(P&G,)

Political effects

Legislative effect

Environmental effect

Economic crises Obstacle faced

Change in life style of people

Chance for price war

Increase in production & labour cost.


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Conclusion & Recommendations:

Conclusion:

In View of the following data Unilever is one of the manufacturing sector who need to

produce more output by implementing new technologies, new tariffs, new consumersatisfaction value added services. Further, it is still the largest manufacturer in the world

in terms of geographic reach & quality.

Recommendations:

They Should encourage new products.

Bring innovations in the existing products.

They should conduct more surveys in order to know about customer satisfaction

level.

Easy access for communication should be provided in the rural areas.

Suggested Strategies:

Market Development

Market Penetration

Product Development

Restructuring

Retrenchment

Liquidation

References:

Unilever Rahim Yar Khan Branch.

Unilever Annual Report

Unilever Website

Friends

Unilever Magazines & Journals.


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Documents

Report for HRM