HR Practices at HUL

TO HR PRACTICE HR PRECTICE The success of any business depends

as much on appropriate, effective, well-communicated, HR and
business practices as it depends on meeting the requirements of
mandated laws and regulations

Abstract
EXECUTIVE SUMMERY The importance of personnel management is being increasingly
realized in industrial and nonindustrial organization both in India and abroad. The
realization has come about because of increasing complexity of the task of managers and
administrators. In most organizations the problems of getting the competent and relevant
people, retaining them, keeping up their motivation and morale, and helping them to both
continuously grow and contribute their best to the organizations, are now viewed as the
most critical problems. So with this reference the project titled Study of Study of HR
practices & process of Performance Appraisal has been conducted, based on the primary
research in HUL’s sales and production Division has been prepared to get a better insight
into the management practices adopted by HUL with reference to HR Policies prepared by
the HR department in organization. It emphasizes on the importance of a clear cut
organization structure and culture to avoid any confusion in order to achieve maximum
result with minimum resources. The project is aimed to cover maximum knowledge of the
HR practices followed in the organization and how the performance is evaluated of
employees, what primary factors are considered, how data is maintained and finally the
evaluation done. Here the HR practices of the company have been explained to understand
how the company follows these practices and the performance appraisal process adopted.
The practical knowledge has been gained mainly by observing all the activities taking place
in the H.R. department. This is a brief study done to have understanding of the subject H.R.,
how it is practically implemented, why it is necessary, its implications & the benefits. With
reference to the HR Practices brief knowledge has been gained how the Recruitment cycle
functions, Selection done, Training Calendar prepared, what does compensation & cost to
company means and the steps of performance appraisal. 3

Study subjects
1200 managers
HUL's brands are spread across 20 distinct consumer categories, touching lives of every 2
out of 3 Indian. It has employee strength over 15000 & 1200 managers. It has created
widespread network through its 2000 suppliers & associates

Highlights
 TO HR PRACTICE HR PRECTICE The success of any business depends as much on
appropriate, effective, well-communicated, HR and business practices as it depends on
meeting the requirements of mandated laws and regulations
 HR practices helps in increasing the productivity and quality, and to gain the
competitive advantage of a workforce strategically aligned with the organization’s goals
and objectives
 OF HR PRECTICE The main objective of HR Practices is to differentiate the organization
from its competitors by effective and efficient HR Practices
 As all the employees Perks chart has been mentioned according to their designation in
the HR practices, it helps the employees to know what their perks charts are
 HR Department takes the candidates from Data bank of company, Poornata etc, does the
short-listing, does the scheduling for the interview

Scholarcy Summary

INTRODUCTION
TO HR PRACTICE HR PRECTICE The success of any business depends as much on
appropriate, effective, well-communicated, HR and business practices as it depends on
meeting the requirements of mandated laws and regulations.

HR practices helps in increasing the productivity and quality, and to gain the competitive
advantage of a workforce strategically aligned with the organization’s goals and objectives.

The objective of HR Practices is to increase productivity and quality, and to gain the
competitive advantage of a workforce strategically aligned with the organization’s goals and
objectives.

Human Resource Management initiatives in any Organization endeavor to change, redefine,

revisit, renew, reinvent, revitalize & restructure the Organization architecture

This is effectively done with the help of alignment & integration of HR policies & strategies
with business goal & objectives.

Flippo has defined it as “The process of searching for prospective employees and
stimulating them to apply for jobs in the organization.
Recruitment of staff should be preceded by
An analysis of the job to be done written into a job description so that the selectors know
what physical and mental characteristics applicants must possess, what qualities and
attitudes are desirable and what characteristics are a decided disadvantage.

HR Department takes the candidates from Data bank of company, Poornata etc, does the
short-listing, does the scheduling for the interview

After this the selection and negotiation process occurs.

PERFORMANCE MANAGEMENT It is a structured method of formally and objectively

evaluating employees’ performance with respect to their objectives

It addresses the issue of an employee’s development by providing them with structured and
in-depth analysis of strengths and areas of improvement.

An effective Performance Management System should achieve the following: Review the
employment cycle of every employee,; Beginning with the recruiting process,; Employee
development,; Ending with effective exit interviews; Employee’s knowledge, skills, and
abilities with the organization's human capital needs and business objectives;.

Training and development programs can be designed depending upon job requirement and
analysis.

Training
Training refers to the process of imparting specific skills. An employee undergoing training
is presumed to have had some formal education.

Talent management is a professional term that gained popularity in the late 1990s

It refers to the process of developing and fostering new workers through on boarding,
developing and keeping current workers and attracting highly skilled workers to work for
your company.

Companies that are engaged in talent management are strategic and deliberate in how they
source, attract, select, train, develop, promote, and move employees through the
organization.

This term incorporates how companies drive performance at the individual level.

They should make sure that these right people are satisfied with their work.