Trainning Method of Unilever

7/27/2019 Trainning Method of Unilever

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A report on

s

Training practice


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Prepared for

Md. Sazzad Hossain

Senior Lecturer

Dept of Business Administration

East West University

Prepared by

Group 5

Noushin Tabassum ???

Shakera Hannan Chowdhury 2010-1-10-246

Sabila Muntaha 2010-1-10-245

kashfia farhin 2010-2-10-177

Md. Mahfuzur Rahman 2009-2-10-076

Md. Zahidul Islam 2009-2-10-229


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Unilever

Training is learning.. As multinational company Unilever Bangladesh is one of the biggest name of all times. They

believe their growth in developing individuals. Not only their particular need of performance torun the company in fullest but also to grow an individual as a planned perosnel.

They highly focuses on training to facilitate their day to day work and also to sustain a personelfor long time. They believe in retention through development personally and professionaly.

It is meant to learning for them as always, from every training that is what we found by talkingwith them. Even of their trainees (alifa tasnim, mto, finance dept) shared us some views of her about their training

## She is a recent joined MTO of finace dept completed graduation from IBA. Got differenttrainings in 6 moths including the 4o days induction training.

Recently going through a SAP( integrated process software) training for the overall functionrecording of the company. It is conduted from Turkey through Video connferencing process.

Apart form this on going, she got training on customer development training, product costingtraining etc which were off the job mostly.

She said that they maintain a development plan which is yearly planned. They give continousrefreshment trainings of earlier taken trainings as if it is tough to remember all the things that is

provided on training if he or she does not apply it regularly. Apart from taking feedback theywant to know about the need from themselves to solve it through training. They have got a HR Business Partner tagged with each functional level who identifies their problems, need, demandsand then nominate them by screening.

Any type of problem they face they tagg that person with relevant people to solve it. FGD isdone on demand situation. They have got learning weeks to analysis need interactively.

So, this are the processes, methods, styles , perspectives etc. to turn a trining into learing whichretain in development. A trainee gives this view on their trianing who finds their training goodenough to learn.


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Training need analysis: s

Uniliver Bangladesh is a renowned organization of Bangladesh. Uniliver Bangladesh does needassessment to find out resource competency gap. This need assessment is known as Knowledgeneed assessment (KNA). When they find gap between business target and actual job, then they

provide Training.

Generally functional line manager monitor the operations closely, so they can easily find outthe gap and inform to the HR business partner about the training need.

With the help of Knowledge need assessment (KNA), the organization give training to:

Fulfill the gap. Improve the condition.

Fixed training programs: s

Generally Uniliver Bangladesh arranges on average 12-15 training programs per year whichincludes regular improvement training session as well as certain need fullfilling trainnings.

Besides that Uniliver arranges 3 types of training programs. They are:

1) Functional training program :Functional training program is usually on the job training. This type of training is

given in basic and advanced level. For example, new equipment has brought to thesupply chain department, and then employees are given Functional training on how tooperate the functions.

2) General training program: General training program is arranged to give training on general organizational issueswhich can develop job performance and behavior. For example , training on-

Business function negotiations, Communication skill development, Team work, Soft skill development etc.


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3) Leadership training program:

Uniliver Bangladesh emphasizes more on leadership training program. They give differenttraining to grow next leadership among employees.

Induction Training:

Besides that, Uniliver Bangladesh provides Induction training for new joiners for better business understandings. The time period is 1-3 months.

Methods of training: sb

Normally 3 types of processes usually they apply for training. are used. They are:

A) E learning process:

Basically E learning is an online training process.50%-60% training conducts under this

process. It can be both on the job and off the job training. For example, Audio library,

Video library.

B) ILT :

ILT means interactive learning technique. 20% training conducts under this process. . Itcan be both on the job and off the job training. For example , Video conference, focusgroup discussion.

C) Outside the country:

10%-20% training conducts outside the country where regional operations of Uniliver take place. It is off the job training.

Pre training: sb

Firstly Uniliver Bangladesh inform to line manager about training, such as what is going to betrained, what qualifications are needed, what would be the target objectives etc. Then Linemanager short listed candidates on the basis of :


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Question answer session Sharing ideas Briefing.

Training Hour: sb

In case of on the job, Training does not always occur in office hour. It depends on the needs.Uniliver Bangladesh maintains a flexible time schedule for training. For example :

On the job : 30 minutes to 3 days. Off the job : 2/3days or weakly or monthly basis.

On an average, in one year Uniliver allocates 1-1.5 months for training purposes.

Related Payment: z

In Uniliver Bangladesh, training is known as Learning & development session. As they prioritizetraining up to that level, so they allocate a huge budget for training purposes. This is not relatedto salary. They arrange separate budget for that. For example,

On the job : On an average Uniliver costs overall 2 lakh on per individual trainee. Off the job : It is more than 1-2 lakh as residential purposes are included, on average.

Types of Trainers: z

Basically Uniliver Bangladesh focuses on professional trainers who has best market competency.They also heir other trainers but they are very rare in numbers. Trainers they provide such as:

Internal trainers Local trainers Inetrnational trainers


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Resource implications: z

As Uniliver Bangladesh allocate huge budget for training, they collect resources from outside.They select cost effective materials depend on their trainers choice.

In case of training arrangement they align training objectives and business prospective to setdifferent alternative training packages settled by the trainers. Then HR team selects one and passit to the development level.

Uniliver Bangladesh prefers to give training into different environment. For example: On 15July, 2013 they arranged a training session in Radison Hotel.

Barriers: s

Uniliver Bangladesh sometimes faces different barriers in case of giving training. For example,

Resource barrier: Lacking of facilitators. Lacking of local resources. Lacking of good trainer. High cost.

Trainees barrier:

Prospective vary from person to person. Different likelihood of trainees. For example , some like participative and somelike video based learning. But most of them like real life experience training.

Benefits of training: s

In long terms, the trainees get knowledge to develop their job performance and carrier as well.Sometimes get additional payment for training.

In short terms, Uniliver arranges exclusive training to attract trainees. For example , ArrangingPizza Session, which is a treat for them as well its a training process.


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Training evaluation and review: sb

For evaluating training Uniliver, goes through certain steps:

After training, trainees are given a descriptive form. Collect feedback. In long term, line manager closely monitor the progress for certain period of time. Give feedback again and take other steps.

Tag performance appraisal and training program: sb

In every year target is set on the basis training objective. This is known as Individualdevelopment plan. Previously it was known as personal development plan. This plan is dividedin to 2 types. They are:

Job performance: Job is rating into 5 scales. Individual Carrier Development: Development focuses on training.

These plans are done to see the employee can further proceed or not in long run.

Company policy regarding training: sb

Company policy of Uniliver Bangladesh is called Code of Business principal .

In every year Code of Business principal refreshes. In every year learning plan developed.

In every year leadership training conducts. To change some ethics and company values to improve job performances and

development.


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Examples:

Some examples of training provided by Uniliver Bangladesh are:

Peer to peer training. Refreshment training. Follow-up training. Pizza session.


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Hierarchy of analysing and conducting training: z

Uniliver

Bangladesh

ProductionLine Manager

Supply ChainLine Manager

Marketing LineManager

Financial LineManager

Learning Manager

LeadershipDevelopment Manager

Human resourceBusiness partner


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Explanations: z

HR department is a function of UNILEVER like other funtions which includedrecruitment and learning team to conduct training.

Every functional line manager of each department relate to Human resource business partner.

Then Human resource business partner deals with leadership development manager(LDManager).

LD manager makes a learning plan. Plan is passed to learning manager.

Then training process starts to conduct.

Contact Information:We have collected that information from some HR employees of Uniliver Bangladesh. We

personally went their and collected information for this assignment. For more clearance, Cards of those employees are attached here dirctly.

Atha die card

lahabo

Atha die card

lahabo

Documents

Trainning Method of Unilever