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HR Policy Of HUL

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HR policy of HUL is given in details and what expects of hr department of HUL say is given in the presenataion

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HR Policy Of HUL

  1. 1. Rahul Jain Jesson Jose Deepthi Gopinathan
  2. 2. OVERVIEW OF THE COMPANY  INCORPORATED: 1933  INDUSTRY: CONSUMER GOODS.  HEADQUARTERS: MUMBAI ,MAHARASHTRA.  KEY PEOPLE: HARISH MANWANI(CHARIMAN) NITIN PARANJE(MD & CEO)  TURNOVER: 25,206 CRS.  PEOPLE: 16000 EMPLOYEES INCLUDING 1500 MANAGERS.  PARENTAGE: PART OF 44.3 BILLION EUROS OF UNILEVER GROUP.  REACH: 6.4 MILLION RETAIL OUTLETS.  R&D CENTRES: MUMBAI & BANGALORE, INDIA.
  3. 3. HEADQUARTER Hindustan Unilever Ltd, Unilever House, B. D. Sawant Marg, Chakala, Andheri (E), Mumbai - 400 099. 3
  4. 4. INTRODUCTION  Hindustan Unilever Limited (HUL) is the largest FMCG company in India.  It is owned by the British-Dutch company “Unilever” and has about 52% majority stake in Hindustan Unilever Limited .  Its products include foods, beverages, cleaning agents and personal care products.  It is headquartered in Mumbai, Maharashtra, India.  Hindustan Unilever Limited has over 35 brands spanning 20 distinct categories.  As per Nielsen market research data, two out of three Indians use HUL products.
  5. 5. Our vision  To earn the love and respect of india ,by making a real difference to every india  The four pillars of our vision set out the long term direction for the company  We work to create a better future every day  We help people feel good, look good and get more out of life with brands and services that are good for them and good for others.  We will inspire people to take small everyday actions that can add up to a big difference for the world.  We will develop new ways of doing business with the aim of doubling the size of our company while reducing our environmental impact.
  6. 6. Mission or Goal  Unilever's mission is to add Vitality to life We meet everyday needs for nutrition, hygiene, and personal care with brands that help people feel good, look good and get more out of life.  The main aim of the company is to make a billion of Indians feel safe and secure
  7. 7. Board Of Directors Mr.Harish Manwani Non-Executive Chairman Mr. Nitin Paranjpe Managing Director and Chief Executive Officer Mr. Sridhar Ramamurthy Executive Director, Finance & IT and Chief Financial Officer Mr. Pradeep Banerjee Executive Director, Supply Chain ORGANISATION STRUCTURE
  8. 8. Mr. Aditya Narayan Independent Director Mr. S. Ramadorai Independent Director Mr. O. P. Bhatt Independent Director Dr. Sanjiv Misra Independent Director
  9. 9. 9
  10. 10. INTRODUCTION TO HR PRACTICE  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.  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. 10
  11. 11. HR PRACTICES OF HINDUSTAN UNILEVER  Effective and Efficient HR practices are very much important for every organization.  So, HUL has also its HR Practices, which helps it a lot to achieve the targets.  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. 11
  12. 12. Recruitment  Organizational activities that provide a pool of applicants for the purpose of filling job openings.  It is a process to discover the sources of manpower to meet the requirements of the staffing schedules and to employ the effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.  It is a process of searching for prospective employees .  Stimulating & Encouraging them to apply for jobs in the org.
  13. 13. PROCESS Of Recruitment  Finding out the requirement (hiring vs. exit), upcoming vacancies, kind of employees needed.  Developing suitable techniques to attract suitable candidates.  Stimulating as many candidates as possible. 13
  14. 14. Sources Of Recruitment  Present Employees  Educational and Professional Institutions  Public Employment Offices  Private employment Agencies  Employee Referrals  Help wanted Advertising  Walk-Ins
  15. 15. RECRUITMENT PROCESS FOR FRESHER  WRITTEN /APPTITUDE.  GROUP DISCUSSION.  PSYCHOMETRIC TEST(CONDITIONAL).  TECHNICAL INTERVIEWS(CONDITIONAL).  HR INTERVIEWS.
  16. 16. Medium for Recruitment Advertising  Television (e.g. News pop-ups, Commercial ads like Accenture & many more)  Radio (e.g. Radio Mirchi… )  Magazines (e.g. Business Today, Winning Edge, Human capital…)  Newspapers (e.g. Blind Box Ads, Business accents, Times classified etc..)  Internet (e.g. Web portal like Naukri.com, Monster.com…)  Direct Mail
  17. 17. Selection Process of HUL 1. Preliminary Interview 2. Employment Interview 3. Reference and Background Analysis 4. Job Offer 5. Employment Contract
  18. 18. Stages In Selection Process  Stage 1: Screening Of Application Forms.  Stage 2: Test Includes:  Intelligence  Aptitude  Technical  Psychometric  Ability  Interest.  Stage 3: Selection Interview.  Stage 4: Selection Decision
  19. 19. Performance Appraisal Methods For HUL Individual Evaluation Methods  Confidential report  Essay evaluation  Checklists  Graphic rating scale  Behaviorally anchored rating scale
  20. 20. Group Appraisal Method  Ranking  Paired comparison  Forced distribution  Performance tests Field review technique
  21. 21. Testimonies of HR team  Jonathan Donner(VP – Global Learning and Capability Development)  When business leaders ask for solutions to develop specific skills, NO 1st Gen./need environment changers.
  22. 22.  Kunal Sharma(HR Business Partner – Corporate functions)  Joined in 2007/many diff. roles, says employees at their early stage In career are given a flavour of freedom, people mgmt. and huge levels of responsibilities…
  23. 23.  Sangeetha Rajalakshmi(HR Director)  Good to work with/ where responsibility and accountability is done through influencing, understanding diff. parts of the organisation and bringing it together actually holds you responsible.
  24. 24.  Peter Newhouse(SVP Global Head of Reward)  Can do fantastic things in HR that shows Unilever is the leader in its field/ not a follower/ never lose your curiosity/ always be courageous/ confront things you don’t know/ learn as much as you can to do things better.
  25. 25.  John Nolan(SVP HR Global Markets)  Try to find opportunities to see Unilever from a diff. perspective/ had global roles/ had seen Unilever from perspective of market, category, functional,etc. in various roles like HR partner and expertise roles.
  26. 26.  Fiona Laird(SVP HR Category and R&D)  There is always some roles where you can go to the depth eg. If you’re a Business partner then look for project with expertise teams, If you’re an expertise then involve in given mkt. organisation.
  27. 27.  Tim Munden(VP HR UK & Ireland)  Leadership capabilities which earns our place/ need to have a broad perspective and take the thinking and execution, the extra mile.
  28. 28.  Ranjay Radhakrishnan(VP HR Talent, Markets)  Jobs which feel bigger than what you are, jobs where people find it difficult to crack, are the jobs which is truly meaningful for him in his life.
  29. 29.  Rachelle Harmesy(Global Talent Director)  Big project dealing with SVPs and many other. SVP asked her to stop with numbers and just say what you think. They had trust in her and they followed her opinion which is very important in HR  Nick Kitchen(VP HR Foodsolutions)  when took up leadership stage, he did marketing, bad sales and finance which kept him involved, and helped him to see a bigger picture which is the vital role where HR can play.
  30. 30.  Rupert Chatwin(VP HR Supply Chain Europe)  Accepted challenges without blueprint which helped him to learn.
  31. 31. Thank You

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