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8/6/2019 Report for HRM
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ACKNOWLEDGEMENT
All the praise is for Allah, the most merciful and beneficent, who blessed me with theknowledge, gave me the courage and allowed me to accomplish this task. I am especially
indebted to all my teachers for instilling in me enough knowledge to be able to carry
myself efficiently during my project.
Secondly, I am bound to thank all the staff of Unilever Rahim yar khan Branch. In
particular I am grateful to Mr. Faisal (HR Manager), Mr. Abdul Rehman Faisal,Mr.Younus (Senior HR Executive), Ms. Shaista Amin their inspiring guidance,
remarkable suggestions, constant encouragement, keen interest, constructive criticism
and friendly discussion helped me to learn and enabled me to complete this reportefficiently.
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DEDICATION
I dedicate this report to my parents and friends in recognition of their worth and to myteachers who are the guiding force for me and it is their effort and hard work that showed
me the path of success and prosperity which would be there for me for the rest of my life.
My thanks to all those who have generously contributed their theoretical knowledge tothis report including my teachers. Without their understanding and support, completion of
this work would not have been possible. I hope people find this report useful and thesubject matter adds to their knowledge.
Keep your dreams alive. Understand to achieve anything requires faith and belief in
yourself, vision, hard work, determination, and dedication. Remember all things arepossible for those who believe.- (American Researcher)
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Table of Contents
Acknowledgement .. 2
Dedication 3
Executive Summary 5
Introduction of the company 6
Mission Statement 7
Gender Discrimination 8
Organizational Chart 9
Organizational Culture & Environment ... 11
Means of internal & external communication .. 15
Sales Growth Position .. 17
SWOT Analysis 19
Suggestions & Recommendations 21
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Executive Summary
Project report was my first step in practical life, through which I learnt a lot and it has
aided me in being well equipped with valuable experience that would help me once I
enter the professional life after the completion of my studies. It was a great experience forme and it helped me in realizing where my potential lies. What I learnt at Unilever was
how to get along with the people that I have to work with everyday, building
relationships with people, building confidence and improving my communication skills.This project has also prepared me for my future career in Human Resource so this project
has helped me a great deal. The experience has taught me responsibility, teamwork and
how to handle people in tough social situations. Even though the nature of work wasquite basic as an student nevertheless I got to see what practical life is. This project
overall has been a great experience. This report gives a profile of Unilever and an insight
into the Unilever HR Department where I was assigned to work. This report also reflects
my learning and experiences at Unilever along with my responsibilities and the tasks thatI performed. Last part of the report consists of some recommendations and suggestions
that I have given. My proposal would be of great use to Unilever and if followed
properly, it can increase the performance of employees and finally the performance of theorganization itself.
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Introduction of Unilever
History:
Unilever was created in 1930 by the merger of British soap maker Lever Brothers andDutch margarine producer Margarine Unie, a logical merger as palm oil was a major raw
material for both margarines and soaps and could be imported more efficiently in larger
quantities.
In the 1930s the business of Unilever grew and new ventures were launched in Latin
America. In 1972 Unilever purchased A&W Restaurants' Canadian division but sold itsshares through a management buyout to former A&W Food Services of Canada CEO
Jeffrey Mooney in July 1995.By 1980 soap and edible fats contributed just 40% ofprofits, compared with an original 90%. In 1984 the company bought the brand Brook
Bond.
In 1987 Unilever strengthened its position in the world skin care market by acquiring
Chesebrough-Ponds, the maker of Rag, Pond's, Aqua-Net, Cutex Nail Polish, Pepsodenttoothpaste, and Vaseline. In 1989 Unilever bought Calvin Klein Cosmetics, Faberg, and
Elizabeth Arden, but the latter was later sold (in 2000) to FFI Fragrances.
In 1996 Unilever purchased Helene Curtis Industries, giving the company "a powerfulnew presence in the United States shampoo and deodorant market". The purchasebrought Unilever the Suave and Finesse hair-care product brands and Degree deodorant
brand.
In 2000 the company absorbed the American business Best Foods, strengthening its
presence in North America and extending its portfolio of foods brands. In a single day inApril 2000, it bought, ironically, both Ben & Jerry's, known for its calorie-rich ice
creams, and Slim Fast.
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Mission Statement
''Unilevers mission is to add vitality to life.We meet everyday needs for nutrition,
hygiene, and personal care with brands thathelp people feel good, look good and get
more out of life''.
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Organizational Structure
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Organi
zational Culture & Environment:
Environment of Unilever:
I had a very good learning experience in Unilever which would be of enormous help tome in the future. The staff was very helpful and friendly, which made the working
environment adaptive and pleasant. The people there make Unilever a great company and
an exciting place to work with a shared desire to learn leading edge skills and stretchbeyond their limits. I took a deep interest in observing how employees in Unilever work
together to overcome challenging situations. The environment in organization is so
welcoming that it forces people to join hands together to work as a team. Unilever is all
about integrity, mutual respect, teamwork, creativity and empowerment. The HR team ofUnilever is a source of good inspiration. It is very dedicated, committed and hard
working. Just by observing the HR team gave me a sense of responsibility and it gave me
confidence that I am a part of this strong team.
Cultures Dominant Features:
Departments in Unilever:
During my visit at Unilever office I come to know that there are following departments
are currently working:
Human Resource Management Marketing Department
Commercial Department
Sales Department
Finance Department
Payroll Department
Information Technology Department
Engineering Department
Administration
Auditing Department
Customer Care
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Human Resource Management at Ufone:
On the entry level the HR Department is mostly taking MBA graduates. According to
Unilever their belief is that "Their people are their greatest asset. The HR team takesgreat pride in acknowledging the contribution of each employee. Unilever focuses a lot
on HR Development and for that the HR team ensures:
Staff of Unilever consists of world class Professionals and ensures that the
right systems are in place to encourage people to develop to their full potential
Collaborative and mutually supportive work environment is created thatencourages people to grow.
Team of professionals is built which delivers expertise by participating in
business decisions.
Performance Management and Reward Systems are developed whichunderlies the Business strategy of Unilever.
A clearly defined Recruitment & Selection policy is defined.
The need for Training & Development of employees is assessed.
Compensation & Benefit plan is developed which ensures that employees are
motivated.
Unilever is basically equal employment opportunity organization. Almost 70% of its
employees are male and 30% are female. The job description of each and everyemployee is predefined. Performance appraisal is done on annual basis. Average age
of Unilever employee is 32 years. This shows that they prefer young and energetic
people for their middle and lower level management. High profile well experienced
persons are considered for top-level management. Average Salary is 12000 for anemployee.
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Management:
In Unilever the hierarchy is very lean, in general the whole setup is centralized, all the
matters are to be reported to the head office and all the policies and targets areapproved at the higher level. But at the branch level the structure is decentralized.
Personnel:
There are about 1500 employees serving at Rahim Yar Khan Unilever Branch at
present. All of them are very devoted as they are given a wonderful learningenvironment to work, pay offered to them is also very attractive and ample chance of
progress motivates them to work more. The job analysis is done on targets assigned
and daily routines. The employees are indeed very satisfied and motivated.
Recruitment & Selection:
Recruitment is the process of gathering a pool of candidates for an organizational
vacancy. Selection is the process of short listing only the qualified candidates who are
fit for the job. In terms of recruitment and selection it is important to consider
carrying out a thorough job analysis to determine the level of skills/technical abilities,competencies, flexibility of the employee required etc. And HR at Unilever follows
these criteria. Unilever policy of recruitment is very simple, if at any time there is a
vacancy, due to retirement, resignation, if employees opted for the golden handshakeor the death of an employee, the management of the branch will inform the head
office about the vacancy. The head office will place an advertisement in all major
newspaper with the all necessary information required to be furnished by theapplicant.
Unilever has this policy of not mentioning the name of the company in a jobadvertisement. Usually hiring takes place through outsourcing with a help of a third
party. Final selection takes place after the candidate has been interviewed by the
Manager of the department who requires the new employee and then the HR
Manager. On the joining day, the employee has to submit the following documents tothe HR Department:
Joining Report
Copies of educational and professional degrees/certificates
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Reference Letter
Three copies of recent passport size photographs
Training & Development:
Training & Development involves improving the knowledge, skills and abilities ofthe individuals. A continuous training is conducted inside the organization to improve
the performance of the employee. There are two types of trainings conducted at
Unilever:
In-house Training
External Training
In-house training is customized training which is only for Unilever employees.
External training is carried out through trainers in training institutes. Employees atUnilever are usually trained through Rameez Allahwalla (in Karachi), Possibilities
and Intec (two well-known training institutes).
Before training Training Need Analysis (TNA) is conducted by the manager of the
department. And after the training feedback from the employee is taken.
Compensation & Benefits:
A very effective way to retain an employee is to give him compensation and benefits. AtUnilever following benefits are given:
Medical Facility to employee and his/her parents
Paid Vacations
Accommodation Facility to energetic employees.
Orientation:
A newly hired employee is oriented so that he can get an idea about the organizationalsetup so that he may feel at home. At Unilever orientation plan covers the following
points:
Visits to different department of the company
Companys Policies, Rules and Regulations
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Human Resource Information System (HRIS):
At Unilever profiles of all the employees containing data relating their payroll, leaves,benefits etc is saved in a database known as HRIS. Unilever uses a locally procured HRIS
which is to be upgraded using Enterprise Resource Planning (ERP).
Human Resource Planning:
Planning provides a guideline to accomplish an activity. At Unilever the HR team plans
everything so that the outcomes and results can be perceived before the plan is actuallyimplemented. This makes the planning more accurate and efficient; it also saves time and
money.
Means of Internal Communication:
Purchase Request (PR):
Whenever an employee requires something from the admin, his request was put forward
by filling a simple form which includes name of the entity, its quantity, signature of thedepartment etc. This is known as Purchase Request.
Travel Request (TR):
If an employee needs to travel on an official job, he has to give a Travel Request by
filling a form. The form includes purpose of travel, destination, time and distance.
Visiting Card Request (VCR):
In order to print visiting cards an employee needs to send a Visiting Card Request toadmin department after being authorized by the HR department.
Medical Reimbursement Form (MRF):
When an employee desires to get his medical benefit from the company, he needs to fill
in a Medical Reimbursement Form so that his request can be put forward.
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Joining Report (JR):
When a new employee joins the organization, he has to deliver a Joining Report to the
HR Department.
Means of External Communication:
Through Mail.
Through letters.
Through Post & other related services.
Through filling the survey forms from the public.
By conducting the workshop & Seminars for the promotion of Unilevercompany.
Through Societal marketing Practices.
Etc etc.
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BCG Matrix of Unilever:
STARS:
High growth rate & high market share
Lux
Sunsilk
Walls
Fair & lovely
Rafhan
Energile
CASH COWS:
Low growth rate & high market share
Surf excel
Ponds
Lipton
Close up
Blue band
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Lifebuoy soap
Rexona Knorr
DOGS:
Low growth rate & low market
share
Wheel
Supreme tea
Lifebuoy shampoo
QUESTION MARKS:
High growth rate & low marketHigh growth rate & low marketshareshare
Clear shampooClear shampoo
RinRin
ComfortComfort
Swot Analysis Of Unilever:
STRENGTHS:
Strong company image
Strong brand portfolio
Success of the slogan
Quantity & variety
Effective & attractive packaging
High quality man power
Solid base of the company
Innovative aspects
Corporate behavior
Health & personal care
products
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Help people getting more out of life1919
WEAKNESSES:
High prices of products
Substitutes products
Policy of spending for the
social responsibility
Lack of control in the market
Dual leadership
Decrease in revenues
Reduced spending for research & development
OPPORTUNITIES:
Changing life style of people
New markets
Increase the volume of production
Focus on R&D
Low income consumers
Help in improving people diet & daily lives
AXE IGLO
THREATS:
Competitors(P&G,)
Political effects
Legislative effect
Environmental effect
Economic crises Obstacle faced
Change in life style of people
Chance for price war
Increase in production & labour cost.
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Conclusion & Recommendations:
Conclusion:
In View of the following data Unilever is one of the manufacturing sector who need to
produce more output by implementing new technologies, new tariffs, new consumersatisfaction value added services. Further, it is still the largest manufacturer in the world
in terms of geographic reach & quality.
Recommendations:
They Should encourage new products.
Bring innovations in the existing products.
They should conduct more surveys in order to know about customer satisfaction
level.
Easy access for communication should be provided in the rural areas.
Suggested Strategies:
Market Development
Market Penetration
Product Development
Restructuring
Retrenchment
Liquidation
References:
Unilever Rahim Yar Khan Branch.
Unilever Annual Report
Unilever Website
Friends
Unilever Magazines & Journals.
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