Part 2 

No, I do not agree with the statement. Because CEO is a very high-level job post and for this
type of posts the correct recruitment outsourcer will be the headhunters. And the recruitment
process outsourcers are usually for regular hiring of employees and when a company fully
depends on outsourcers for this activity; they are utilized. 
To make the CEO understand the company culture, we will have to run a dedicated orientation
program for him/her. This program will be different from the normal employee onboarding ones.
In this program, we can tag him with someone from board of directors or a high position
employee who is working in the company for a long time and knows the culture. Basically, we
can arrange a presentation on this, rather than giving him/her a handbook. Because a c level
executive might not have time for going through that. Such as, for the CEO of Unilever, we can
give him a presentation that the company’s culture is culture of welcoming and appreciating
talents. Moreover, the company is concerned about the people and planet and so has different
product lines so that they can cover all the people under some kind of product.   
Moreover, to develop leadership skills the company can arrange an executive coaching. These
coaches usually take a very high payment as they are training high level of people. However, in
the company an executive coach might be appointed who will help the CEO to realize his self-
esteems and how he can use that to improve the company. On the other hand, if the CEO does
not have any skill, he can be guided for that one. Such as, if the CEO is autocratic and believes
his autocracy bought his success, he needs to be trained that in Unilever Laissez Faire is
practiced in some cases and the CEO can actually try to be a bit democratic in order to be
compatible with the company. He needs to be realized that he has some potentialities and
matches with the company goal and so he is hired and needs just a bit of improvement. The
coach need to make sure that he does not feel offended. 
Part 3 
For a management trainee, the compensation plan can hold fringe benefits and incentives but not
perquisites. Because perquisites are premium level of benefit which is given to the executive
level in order to keep them attracted in the company. As they are quite talented, some other
company might try to offer them job with great offers. Perquisites help to keep them extremely
satisfied so that they do not become overwhelmed by new offers by others. 
Management trainee is an entry level program designed for the fresh graduates. The management
trainee program of Unilever is “Unilever Future Leaders Programme”. However, the specific
benefits that we can offer under fringe benefits and incentives are discussed: 
Fringe benefits: this is an indirect financial benefit given by the company. As there can be
found a large number of management trainees, the company needs to be a bit tricky while
providing this. Otherwise, it will create a lot of costs for them. Such as, canteen facility and
medical care which will be selective can be provided. In medical care, the company can provide
a medical center facility in the company where they can do their normal checkups and first aids.
But the company may not provide fund for a costly severe disease or operation. However, there
can be a rule that after passing the probation period which is about 5 years for the company; they
will be provided more fringe benefits such as provident fund and insurance. 
Incentives: this is a direct financial benefit and can be provided for individuals and groups as
well. However, the incentives can be given if a certain trainee can present a very creative idea for
any particular project or can actually perform better than the company wanted. For example, if a
trainee can generate two different meaningful project ideas whereas the company wanted one,
he/she can be provided incentive. Or a group which has done extremely well in organizing an
event can be given the incentives. It is given to motivate the employees to work even better.