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Presented to
Mrs. Shumaila
By
F08md
M.Zubair 002
Ali Waheed 009
Ali Hamza 047
Anam Tariff 030
Sabiha Naeem 048
Project Management
Institute of business and information technology
Walls guaranteed Halal - Statement14/09/2007: Karachi: Walls guaranteed Halal
All Walls’ ice creams produced by Unilever Pakistan are guaranteed “Halal”Unilever is the biggest branded ice cream manufacturer around the world, selling millions of ice creams every day in more than 40 countries. Ice creams produced by Unilever vary from country to country, since recipes are tailored to domestic demand, based on taste, legal and religious requirements. We therefore do not necessarily use the same ingredients everywhere.
Unilever Pakistan guarantees that all Wall’s ice creams produced and marketed by it in Pakistan are in total conformance with the requirements of Halal products and are perfectly safe for consumption by Muslims. All elements in the products, including raw materials, trace ingredients, packaging and production processes used in our factory strictly conform to local legislation, religious and cultural requirements. We are very conscious about the need in particular to ensure strict compliance with Halal guidelines. A “Halal” mark is printed on all wrappers in confirmation of this.
Unilever has been operating in Pakistan for 60 years. Over this period, our brands in Home Care, Personal Care, Foods, Beverages and Ice Cream have become market leaders. Millions of people use them daily because they conform to the highest standards and provide value for money. As a multinational multi local company, we are committed to adding vitality to consumers and the community in a responsible and locally appropriate manner.
Pakistan:
Unilever Pakistan Limited
Avari Plaza
Fatimah Jinnah Road
Executive summary
In this short report we completed the management project on the company unilever and preferably mention its one SBU that is wall’s. the main features of our projects are ;
0 INTRODUCTION 0 WALL’S0 Key facts about Wall’s:
0 VISSION
0 PHILOPHOPHY OF THE COMPANY
0 CULTURE
0 PURPOSE AND PRINCIPLES
0 OUR PRIORITIES
0 ORGANIZATIONAL STRUCTURE
Key elements of structure:
Work specialization
Departmentalization
Chain of command
Span of control
Centralization and decentralization
Formalization
Social responsibility
Unilever is the world’s largest manufacturer of ice cream; in fact Unilever holds
almost 18% of the global market share, vs. 14% for Nestle, the closest
competitor
Wall’s is ranked as # 24 in Newsweek’s list of Asia’s top brands
Globally Unilever is moving towards making ice creams even healthier treats,
by reducing fat content, introducing lower calorie ice creams and beefing up
other treats with calcium and other nutrients. Wall’s is the largest player in the
Pakistan ice cream market and holds the lion’s share of the market.
‘Unilever's mission is to add vitality to life. We meet everyday needs with
brands that help people feel good, look good and get more out of life”
Their culture is; We are honest, transparent and ethical in our dealings at all
times. We deliver what we promise. We believe in trust, truth and outstanding
teamwork. We value a creative and fun environment. We care about and
actively contribute to the community in which we live.
We are honest, transparent and ethical in our dealings at all times. Our
corporate purpose states that to succeed requires "the highest standards of
corporate behavior towards everyone we work with, the communities Unilever
touch, and the environment on which Unilever have an impact.
Unilever is also committed to continuously improving the way Unilever
manage our environmental impacts and are working towards our longer-term
goal of developing a sustainable business
The formal pattern of how people and jobs are grouped in an organization.
The structure embedded in Walls is organic structure. The structure is flat because
of large span of control. Employees have significant authority to participate in
decision making and little formalization.
The basis by which jobs are grouped together is called departmentalization.
Departmentalization can be done on following basic. Functional
departmentalization Geographic departmentalization Product departmentalization
Process departmentalization Customer departmentalization.
There is a unity of command that means each employee within the company is
responsible to report only one individual above him in hierarchy.
The company pursues the Activist Approach (Dark Green). The company has
various projects in the way of social responsibility. Following are some of the
undertaken projects by the company
Wall’s- Unilever
Company board of directors
Board of directorsMr. Ehsan A. MalikChairman and CEOMr. Peter HarveyDirector and CFOMr. M. Qayser AlamDirectorMr. Syed Baber AliDirectorMr. Omar H.KARIMDirectorMr. Zaffar A. KhanDirectorMr. Zarrar HaiderDirectorMr. Noeman ShiraziDirectorMr. Amar NaseerDirector and Company SecretaryAUDIT COMMITTEEMr. Zaffar A. KhanChairman Mr. Omar H. KarimMemberMr. M. Qayser AlamMemberMr. Qanit KhalilHead of Internal Audit and Secretary
AUDITORSA.F. Ferguson & Co.Chartered AccountantsState Life Building No. 1-CI.I Chundrigar RoadKarachi.
REGISTERED OFFICE
Avari PlazaFatima Jinnah RoadKarachi-75530Telephones: + 92-21-5660062-9
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Wall’s- Unilever
Facsimile: + 92-21-5681705
SHARE REGISTERATION OFFICEC/o Ferguson Associates (Pvt.) Ltd.State Life Building No.1-AI.I. Chundrigar RoadKarachi.
WEBSITE ADDRESSwww.unileverpakistan.com.pk
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Wall’s- Unilever
INTRODUCTION
Unilever is the biggest ice cream manufacturer around the world, selling
millions of ice creams daily in more than 40 countries, since recipes are
tailored to domestic demand, based on taste, legal and religious
requirements. The company therefore does not use the same ingredients
everywhere.
Ice creams produced by company vary from country to country. Though
Unilever has been selling ice cream globally for years, the Heartbrand was
launched globally in 1999. The Heartbrand logo is common worldwide and
has come to be synonymous with quality treats.
In Pakistan the Heart brand is called Wall’s and it is one of the most active
players in the market and is striving to offer lighter, healthier products as
well as providing old favorites, hence catering to a variety of diverse tastes.
Company has been claiming it for years. And now scientists have caught up
and confirmed it – ice cream really does make you happy.
Unilever is the world’s largest manufacturer of ice cream; in fact
Unilever holds almost 18% of the global market share, vs. 14% for
Nestle, the closest competitor
Wall’s is ranked as # 24 in Newsweek’s list of Asia’s top brands
Globally Unilever is moving towards making ice creams even
healthier treats, by reducing fat content, introducing lower calorie ice
creams and beefing up other treats with calcium and other nutrients
Ice cream has been scientifically proven to bring a smile to your face!
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Wall’s- Unilever
The Wall’s factory is located on Multan Road near MANGA MANDI in
Lahore and is fully equipped with a state of the art innovation pilot plant.
This makes Pakistan one of the few countries in the region to have their own
innovation pilot plant – making it possible for Wall’s to launch exciting new
products every year.
Key facts about Wall’s :
Wall’s is the largest player in the Pakistan ice cream market and holds
the lion’s share of the market
All Walls’ products are hall and are made with halal ingredients in a
halal compliant manner.
So we selected Wall’s as the company for our Project. For this purpose, we
personally visited the company branch in Lahore and meet Mr. Muhammad
Farukh and gather the following information.
Company’s Vision
‘Unilever's mission is to add vitality to life. We meet everyday needs with
brands that help people feel good, look good and get more out of life”
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Wall’s- Unilever
PHILOPHOPHY OF THE COMPANY
Care Your Customer
Make World Better
Quality Does Matter
Culture
Core values of culture:
Impeccable integrity
o We are honest, transparent and ethical in our dealings at all
times.
Demonstrating a passion for winning
o We deliver what we promise.
Wowing our consumers & customers
o We win the hearts and minds of our consumers and customers.
Bringing out the best in all of us
o We are empowered leaders who are inspired by new challenges
and have a bias for action.
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Wall’s- Unilever
Living an enterprise culture
We believe in trust, truth and outstanding teamwork.
We value a creative and fun environment.
Making a better world
We care about and actively contribute to the community in
which we live
PURPOSE AND PRINCIPLES
Our corporate purpose states that to succeed requires "the highest standards
of corporate behavior towards everyone we work with, the communities
Unilever touch, and the environment on which Unilever have an impact."
Always working with integrity
Conducting our operations with integrity and with respect for the many
people, organizations and environments our business touches has always
been at the heart of our corporate responsibility.
Positive impact
Unilever aim to make a positive impact in many ways: through our brands,
our commercial operations and relationships, through voluntary
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Wall’s- Unilever
contributions, and through the various other ways in which Unilever engage
with society.
Continuous commitment
Unilever is also committed to continuously improving the way Unilever
manage our environmental impacts and are working towards our longer-term
goal of developing a sustainable business.
Setting out our aspirations
Our corporate purpose sets out our aspirations in running our business.
It's underpinned by our code of business Principles which describes the
operational standards that everyone at Unilever follows, wherever they
are in the world. The code also supports our approach to governance and
corporate responsibility.
Working with others
Unilever want to work with suppliers who have values similar to our
own and work to the same standards Unilever do. Our Business
partner code, aligned to our own Code of business principles,
comprises ten principles covering business integrity and
responsibilities relating to employees, consumers and the
environment
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Wall’s- Unilever
OUR PRIORITIES
Health and Nutrition
Quality
Growth Insight
Environment Care
ORGANIZATIONAL STRUCTURE
What is Organizational Structure?
The formal pattern of how people and jobs are grouped in an
organization.
The structure embedded in Walls is organic structure. The structure
is flat because of large span of control. Employees have significant
authority to participate in decision making and little formalization.
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Wall’s- Unilever
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CHAIRMANVice President
Wall’s- Unilever
Key elements of structure:
Work specialization
Departmentalization
Chain of command
Span of control
Centralization and decentralization
Formalization
Work Specialization:
All the workers in the company are highly specialized. Tasks are
divided into separate jobs. But to reduce with employee boredom and
absentees tasks and to increase motivation managers have design the job in
following manners
Job enlargement
It means the horizontal expansion of job to increase the job
scope.
Job enrichment
It means the vertical expansion of job by adding planning and
evaluating responsibilities.
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Wall’s- Unilever
DEPARTMENTALIZATION
The basis by which jobs are grouped together is called departmentalization.
Departmentalization can be done on following basic
o Functional departmentalization
o Geographic departmentalization
o Product departmentalization
o Process departmentalization
o Customer departmentalization
Walls Company has functional departmentalization because jobs are
grouped according to the functions performed
Chain of command:
There is a unity of command that means each employee within the
company is responsible to report only one individual above him in
hierarchy. Also all the managers and head of departments have been
given authority, responsibility and are accountable for the desired
outcome from their departments to achieve the ultimate goal of the
company defined by high level management.
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Wall’s- Unilever
Span of control:
Span of control is large because of many employees are reporting to
one manager because they have been given significant authority of
make decisions.
Flat organizational structure:
The company has flat organizational structure because of less
hierarchal levels and large span of control.
Decentralization:
In walls there is decentralization because lower level employees also
participate in decision making. Rather they are encouraged to
participate in all types of decision making.
Formalization:
There is a little formalization in the company. No written documentation is
made to direct and control employees within the company but there are rules
and procedures governing the duties and responsibilities of each employee at
each hierarchal level.
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Wall’s- Unilever
DEPARTMENTS
PRODUCTION DEPARTMENT
Production department is responsible for
Purchasing raw material Handling inventory Production of ice cream
Finance and accounting department:
Fiancé and accounting departments are responsible for generating finance and to coordinate company affairs with creditors, debtors and other stake holders. Accounting department is responsible for accounting affairs and keeping the records of finance utilized in the company. It is also responsible for costing, budgeting and auditing.
MARKETING DEPARTMENT
Wall’s has a separate department for the promotion of its products. It combines the 4 P’s in a systematic way.
PRODUCT :
The wall’s has a variety of ice cream products ranging From affordable treats to premium indulgence, to hanging out with friends and sharing precious family moments; Wall’s adds to the simple pleasures in daily life.
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Wall’s- Unilever
PLACE :
Wall’s ensures that customers should have convenience to buy the products. For this purpose, the company focuses more where the demand for wall’s ice cream is high like in big cities like Lahore, Faisalabad, Karachi, Multan and Islamabad.
PRICE:
Wall’s is very much careful about its cost. Maximum effort is made to keep the prices of the products on a low level in order to ensure that it is beneficial for the company to maintain reasonable profit and also from the customer point of view the low Prices
PROMOTION:
Wall’s is very active in the promotion of its products. It advertises its products to make an effective communication with its customers. Company uses VERTICAL INTEGRATION approach to sell its products. Company distributes freezers, fridges and also cycles are used to provide the customer products at their door steps.
COLD CHAIN DEPARTMENT
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Wall’s- Unilever
Wall’s has a separate department for the maintenance of the freezers and refrigerators. It is also responsible for the maintenance of vehicles that supply Ice creams in the market. Audit is conducted on monthly basis to check the condition of the trucks.
HR DEPARTMET
Human resource management
Importance of HRM
All the managers are engage in some human resources management
activities even if there is separate HRM department.
HR can be a significant source of competitive advantage.
Achieving the competitive success through people requires a
fundamental change in how managers think about their employees and
how they view the work relationship.
HR practices could increase the market values by as much as
30percent and gives the high performance work practices.
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Wall’s- Unilever
HR department is responsible for
Recruiting Training and development Performance appraisal Compensations and benefits Health and safety Conflicts management Downsizing
0 Recruitment:
“Locating, identifying and attracting capable applicants.” Sources:
Potential candidates can be found by using several sources.
1) Internet/ Company Web siteThe process of recruitment is to be done by as follow:
0 Internal edge
Employee referrals
0 Out source
0 external short listed candidates0 College recruiting0 Company web site0 Selection:
“Screening job applicants to ensure that the most appropriate candidates are hired.”
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Wall’s- Unilever
In case of walls:
The process of selection is based on management training program a. Interviewsb.
7 interviews are to be taken for hiring an employee
c. Education
Education is MBA
d. Experience
Minimum experience is at least 1 year
0 Orientation:
“Introducing a new employee to his or her job and the organization.”
Types of orientation:
There are two types of orientation.1. Work unit orientation2. Organization orientation
Orientation period is one month to tell about company know how. It is normally called as the prohibition period It may be takes 3 months to train an employee If employee does not take any advantage than the prohibition
period is extended up to 3-6 month.
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Wall’s- Unilever
Training
“The process of improving the skills and capabilities of employee.”
Types of T raining
There are two types of training
On the job training Off the job training
In case of walls
Employee are trained by general type of training because organization
Arranges Monthly Orientation Provides hand books Giving reading material which may be articles Provide internationally training courses. Employee are trained by on job training method The duration of training is 3 months but training period can be extended
up to 6 months. Daily issues based training is given
Formation of training calendar
According to training calendar duties are assigned to different managers like
Sales based duties are assigned to sales manager Finance based duties are assigned to finance manager etc.
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Wall’s- Unilever
The trainers program
A training program is set for the junior and senior employee which is basically train the Territory manager (TM) under the supervision of Area Manager (AM) and special training program is formed which known as train the trainers, in this program special trainers are come from foreign to train the Area Manager. It is a two days training session and held in PC (Pearl Continental).
0 Performance Appraisal
Wall’s Do Performance Appraisal of Employees through different Methods. Employees are informed about their performance after a specified interval of time. Wall’s evaluates employees after 3 and 6 Months in a year. In such Appraisals Employees are informed.
What is their Performance in the period for which evaluation is done
What is expecting from them about their performance Where they should be in the Future How to improve their Performance of Job
Company Does Performance Appraisals by
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Wall’s- Unilever
Company evaluates employee’s performance with the help of
Employees Strength Employee’s Weakness Past Performance Efforts to correct problems
Walls use Graphic Rating Scale Method of Performance Appraisal. Different rates are given to employees on the basis of their Knowledge of job, overall behavior in company, cooperation,
Walls have a culture in which there is coordination and everyone is linked with one another. So this method is Very efficient in Wall’s. It also helps in the Promotion of Employees in the Company. 360- Degree Feedback is also used by the company i.e Feedback about a particular Employee is taken from supervisors, co-workers and employees.
Sign ing of Appraisal Document by Both ( Employee and Manager):
Both Employee and Manager must have to sign the Appraisal Document to pass it on to the upper Management.
Improvement and solution of Problems :
Walls create an Environment in which after evaluation process, discussion is held with employees for improvement in their Job Performance and to solve the problems faced by employees.
For instance Wall’s conduct different
Training programs
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Wall’s- Unilever
Financial Support to enhance confidence in the company and interest in Job
Social Help
0 Health & Safety
Wall’s is very much concerned to increase awareness about the Health and Safety of Both Employees and society
Wall’s adopts different techniques for Health and Safety
0 On Road Safety:
Wall’s ensure that its employees follows all the traffic Rules and Regulations While on Road. The Distribution Department of the company tries its best to avoid any carelessness during the distribution of Products (Ice-cream, raw materials).In case of happening of any accident it is reported up to the Regional Manager.
Further Periodically Audit of Distribution Vehicles and other cars used by the employees is done and report of such audit is also send to the upper level of management.
Special Dress while Working in Factory:
Company specifies that Workers in Factory should wear a special dress in order to keep maximum Safety.
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Wall’s- Unilever
Training To handle Machines :
Company ensures precautionary measures for Factory workers to handle Production Machinery. The company makes them highly trained under skilled supervisors to avoid any damage.
Special Leaves :
If any employee has Genuine reason due to which he/she can’t continue work, company give the employee special leave after taking necessary examination of the matter. It helps the employee to overcome the problem. So that the employee take keen interest in performing his/her Job, when the problem has been solved.
Foreign Treatment:
Company Arrange foreign treatment of the employees if it is required because of any special disease. Company also makes arrangements to purchase foreign Equipment to provide Medical Facilities
Compensation and Allowances:
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Wall’s- Unilever
Company gives different Incentives to its employees
Medial Allowances Bonuses House Rent Allowance Purchase Discount Conveyance Allowance
Downsizing:
“The planned elimination of jobs in an organization.”
In Wall’s downsizing is not the solution of any Economic Crisis. If it happened than company use the following methods.
Quit hiring Adjust resources Adjust to employees to other departments Finally downsizing is implemented but wall’s helps is finding the jobs
to employees who have been downsized
SOCIAL RESPONSIBILITY ;
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Wall’s- Unilever
The company pursues the Activist Approach (Dark Green). The company
has various projects in the way of social responsibility. Following are some
of the undertaken projects by the company.
Cutting impact on climate change
Unilever Ice Cream is using hydrocarbon refrigerated freezer cabinets to cut
out HFC refrigerants and reduce the impact on climate change.The company
has replaced the AMONIA gas of its freezers that is not environment
friendly with gas that is fairly environment friendly all over the
world to lessen the chances of Global Warming and to protect the OZONE
layer.
Nutrition Enhancement Program
2005 saw us reducing fat across major Heart brand ice creams in Europe,
including Carte d'Or, Solero and kids' ranges. We're now looking at other
brands, including those in Asia. Find out more about our Nutrition
Enhancement Programmed.
The UNILEVER has started a project on Hunger to solve the problem
of hunger all over the world. Each employee of the company
contributes voluntarily Rs. 350 to the project from its monthly salary
in order to save mankind.
The company provides opportunity to 10 rural girls of free education
in LUMS every year. All the expenses are born by the company to
fulfill the dreams of rural people and also to support the education in
the country.
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Wall’s- Unilever
UNILEVER has employed more than 100 hand pumps to cover the
shortage of water in those areas.
In 2005, when earthquake hit Pakistan. Unilever was the biggest
contributor to help out the victims.
Bibliography
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Wall’s- Unilever
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