FHRM CASE STUDY PRESENTATION

HUL:
MEETING EMPLOYEE
EXPECTATIONS
Submitted by:
ARYA | H22070
AMITABH | H22064
ISHJYOT | H22080
ROHIT | H22103
TARANNUM | H22116
Timeline of Events
Started operations in India
in 1888
Market leader through 7
HUL was the leader for
business segments having
20+ years for top b-
35+ brands under its
schools. It slid down to
umbrella
rank 14 in 2007

FMCG Giant
Downturn

Employee Story Turnaround

Known as the "CEO Implemented changes on intro

Factory" with 440+ CEO organisation level through
across companies who these :
are ex-employees of HUL Competitive pay
Employee Centric Training and development
policies including health 360 degree feedback
benefits, BLT programs & Reduction in time to reach
renumerations Senior management
 SWOT Analysis

S W O T
Strengths Weaknesses Opportunities Threats

Provides both lower end Infosys is facing a high

Facing internal problem of
solutions and higher-end Infosys should keep on turnover rate because of
employee dissatisfaction
value solutions spanning capitalizing on the market the competition from other
majorly due to mis-
boom and keep expanding foreign companies who
more geographies than communication.
itself across geographies are attracting talents with
IBM and Accenture
higher pay
Created a brand of itself As it has grown in size, the
Infosys should capture
where they had become importance of values and
market for high-end The perception of Infosys
synonymous with any beliefs has not been
solutions and try to become is facing a threat as they
software work done transmitted properly down
a pioneer in that domain as are no longer the best
Infosys has been the best to the mid and low levels
well employer in industry, and
employer consistently of the hierarchy
attrition rate is on a high
 Key Concerns

Competing with fast growing service sector, total

0 EMPLOYEE
rate of employee turnover was 10% for managers
1 RETENTION
and 14% for officers.

0 INCULCATE VISION Review literature related

AND MISSION
2 to your topic.

0 SHIFTING Come up with an educated

DEMOGRAPHIC guess based on your
3 PROFILE research.

0 CONTINUE AS THE Read resources to support

4 CEO FACTORY your hypothesis.

 Recommendations

Recruitment for Senior

Compensation and Career Pathway and and
positions from other
Benefits upskill employees
sources

HUL considers compensation HUL should lay out a clear plan Introducing new leadership at
as a low priority for employees and make it open to senior levels so as to bring in
which may not be the case. employees diversity and external
so that they know what to experience
Being an Industry Leader in all expect during their timeline of and to compensate for officer
aspects HUL should also focus employment. attrition.
on compensation as salary
may not be a priority at a Promotions and appraisals Looking at the People
senior level but at an entry- should give them an idea of Organization fit when hiring
level, an employee does value their employment journey and externally, By effectively
compensation. leadership opportunity. evaluating on parameters like
the values HUL believes
 Recommendations

Team Building Exercises Implement AGILE Learn From Prior

outside office setup Practices Experience

Activities should be designed Divide projects into smaller HUL faced a similar situation in
to integrate the team and execution cycles, reduce 2007 when there was a drastic
prevent burn-out e.g. performance review intervals change due to a completely
organizing retreats and and enable employees to different industry.
conferences at different adapt quickly to the feedback.

locations i.e. travel The leadership at that time

This will ensure employee did some serious intra-
Organize team-bonding engagement with each and organizational introspection
activities that will boost every small part of the work HUL should look to
interpersonal relationships and and will provide opportunities leverage their ability to
help rejuvenate to the employees to perform at introspect and analyze the
multiple points and learn at a future challenges, if any
Provide for a wholesome more holistic level.
workday structure.
THANK YOU!