Submitted to : Maam Asmaara

Human Resource Managment

Assignment # 1
Hrm Functions Of Unilever

Submitted by:
M. Qamar Adeel FA09-MBA-105

Comsats Institute Of Information Technolo ! Islama"ad

ACK O!"#$%#M# &

All the #raise is for Allah$ the most merciful and "eneficent$ %ho "lessed me %ith the &no%led e$ a'e me the coura e and allo%ed me to accom#lish this tas&. I am es#eciall! inde"ted to m! teachers for instillin in me enou h &no%led e to "e a"le to carr! m!self efficientl! durin m! studies.

$#$'CA&'O
I dedicate this re#ort to m! #arents and friends es#eciall! Shamra teac(er in reco nition of their %orth and to m! teachers %ho are the uidin force for me and it is their effort and hard %or& that sho%ed me the #ath of success and #ros#erit! %hich %ould "e there for me for the rest of m! life.

()ee# !our dreams ali'e. *nderstand to

achie'e an!thin re+uires faith and "elief in !ourself$ 'ision$ hard %or&$ determination$ and dedication. ,emem"er all thin s are #ossi"le for those %ho "elie'e.--

Organi)ational C(art of Unilever

Human Resource Management at Unilever:

On the entr! le'el the ., /e#artment is mostl! ta&in MBA raduates. Accordin to *nile'er their "elief is that 0Their #eo#le are their reatest asset-. The ., team ta&es reat #ride in ac&no%led in the contri"ution of each em#lo!ee. *nile'er focuses a lot on ., /e'elo#ment and for that the ., team ensures1 2taff of *nile'er consists of %orld class 3rofessionals and ensures that the ri ht s!stems are in #lace to encoura e #eo#le to de'elo# to their full #otential Colla"orati'e and mutuall! su##orti'e %or& en'ironment is created that encoura es #eo#le to ro%. Team of #rofessionals is "uilt %hich deli'ers e4#ertise "! #artici#atin in "usiness decisions. 3erformance Mana ement and ,e%ard 2!stems are de'elo#ed %hich underlies the Business strate ! of *nile'er. A clearl! defined ,ecruitment 5 2election #olic! is defined. The need for Trainin 5 /e'elo#ment of em#lo!ees is assessed. Com#ensation 5 Benefit #lan is de'elo#ed %hich ensures that em#lo!ees are moti'ated.

*nile'er is "asicall! e+ual em#lo!ment o##ortunit! or ani6ation. Almost 708 of its em#lo!ees are male and 908 are female. The :o" descri#tion of each and e'er! em#lo!ee is #redefined. 3erformance a##raisal is done on annual "asis. A'era e a e of *nile'er em#lo!ee is 9; !ears. This sho%s that the! #refer !oun and ener etic #eo#le for their middle and lo%er le'el mana ement. .i h #rofile %ell e4#erienced #ersons are considered for to#le'el mana ement. A'era e 2alar! is 1;000 for an em#lo!ee.

Management:
In *nile'er the hierarch! is 'er! lean$ in eneral the %hole setu# is centrali6ed$ all the matters are to "e re#orted to the head office and all the #olicies and tar ets are a##ro'ed at the hi her le'el. But at the "ranch le'el the structure is decentrali6ed.

*ersonnel:
All of the em#lo!ees ser'in at *nile'er are 'er! de'oted as the! are i'en a %onderful learnin en'ironment to %or&$ #a! offered to them is also 'er! attracti'e and am#le chance of #ro ress moti'ates them to %or& more. The

:o" anal!sis is done on tar ets assi ned and dail! routines. The em#lo!ees are indeed 'er! satisfied and moti'ated.

Recruitment + Selection:
,ecruitment is the #rocess of atherin a #ool of candidates for an or ani6ational 'acanc!. 2election is the #rocess of short listin onl! the +ualified candidates %ho are fit for the :o". In terms of recruitment and selection it is im#ortant to consider carr!in out a thorou h :o" anal!sis to determine the le'el of s&ills<technical a"ilities$ com#etencies$ fle4i"ilit! of the em#lo!ee re+uired etc. And ., at *nile'er follo%s these criteria. *nile'er #olic! of recruitment is 'er! sim#le$ if at an! time there is a 'acanc!$ due to retirement$ resi nation$ if em#lo!ees o#ted for the olden handsha&e or the death of an em#lo!ee$ the mana ement of the "ranch %ill inform the head office a"out the 'acanc!. The head office %ill #lace an ad'ertisement in all ma:or ne%s#a#er %ith the all necessar! information re+uired to "e furnished "! the a##licant. *nile'er has this #olic! of not mentionin the name of the com#an! in a :o" ad'ertisement. *suall! hirin ta&es #lace throu h outsourcin %ith a hel# of a third #art!. Final selection ta&es #lace after the candidate has "een inter'ie%ed "! the Mana er of the de#artment %ho re+uires the ne% em#lo!ee and then the ., Mana er. On the :oinin da!$ the em#lo!ee has to su"mit the follo%in documents to the ., /e#artment1 =oinin ,e#ort Co#ies of educational and #rofessional de rees<certificates ,eference >etter Three co#ies of recent #ass#ort si6e #hoto ra#hs

&raining + $evelo,ment:
Trainin 5 /e'elo#ment in'ol'es im#ro'in the &no%led e$ s&ills and a"ilities of the indi'iduals. A continuous trainin is conducted inside the or ani6ation to im#ro'e the #erformance of the em#lo!ee. There are t%o t!#es of trainin s conducted at *nile'er1 In-house Trainin ?4ternal Trainin

In-house trainin is customi6ed trainin %hich is onl! for *nile'er em#lo!ees.

?4ternal trainin is carried out throu h trainers in trainin institutes. ?m#lo!ees at *nile'er are usuall! trained throu h ,amee6 Allah%alla @in )arachiA$ 3ossi"ilities and Intec @t%o %ell-&no%n trainin institutesA. Before trainin (Trainin Beed Anal!sis- @TBAA is conducted "! the mana er of the de#artment. And after the trainin feed"ac& from the em#lo!ee is ta&en.

Com,ensation + -enefits:
A 'er! effecti'e %a! to retain an em#lo!ee is to i'e him com#ensation and "enefits. At *nile'er follo%in "enefits are i'en1 Medical Facilit! to em#lo!ee and his<her #arents 3aid Cacations Accommodation Facilit! to ener etic em#lo!ees.

Orientation:
A ne%l! hired em#lo!ee is oriented so that he can et an idea a"out the or ani6ational setu# so that he ma! feel at home. At *nile'er orientation #lan co'ers the follo%in #oints1 Cisits to different de#artment of the com#an! Com#an!Ds 3olicies$ ,ules and ,e ulations

Human Resource 'nformation System .HR'S/:

At *nile'er #rofiles of all the em#lo!ees containin data relatin their #a!roll$ lea'es$ "enefits etc is sa'ed in a data"ase &no%n as .,I2. *nile'er uses a locall! #rocured .,I2 %hich is to "e u# raded usin ?nter#rise ,esource 3lannin @?,3A.

Human Resource *lanning:

3lannin #ro'ides a uideline to accom#lish an acti'it!. At *nile'er the ., team #lans e'er!thin so that the outcomes and results can "e #ercei'ed "efore the #lan is actuall! im#lemented. This ma&es the #lannin more accurate and efficientE it also sa'es time and mone!.

Means of 'nternal Communication:

*urc(ase Re0uest .*R/:

Fhene'er an em#lo!ee re+uires somethin from the admin$ his re+uest %as #ut for%ard "! fillin a sim#le form %hich includes name of the entit!$ its +uantit!$ si nature of the de#artment etc. This is &no%n as 3urchase ,e+uest. &ravel Re0uest .&R/: If an em#lo!ee needs to tra'el on an official :o"$ he has to i'e a Tra'el ,e+uest "! fillin a form. The form includes #ur#ose of tra'el$ destination$ time and distance. 1isiting Card Re0uest .1CR/: In order to #rint 'isitin cards an em#lo!ee needs to send a Cisitin Card ,e+uest to admin de#artment after "ein authori6ed "! the ., de#artment. Medical Reimbursement Form .MRF/: Fhen an em#lo!ee desires to et his medical "enefit from the com#an!$ he needs to fill in a Medical ,eim"ursement Form so that his re+uest can "e #ut for%ard. 2oining Re,ort .2R/: Fhen a ne% em#lo!ee :oins the or ani6ation$ he has to deli'er a =oinin ,e#ort to the ., /e#artment.

Means of #3ternal Communication:

Throu h Mail. Throu h letters. Throu h 3ost 5 other related ser'ices. Throu h fillin the sur'e! forms from the #u"lic. B! conductin the %or&sho# 5 2eminars for the #romotion of *nile'er com#an!. Throu h 2ocietal mar&etin 3ractices.G etc etc.