Fast moving consumer goods , public sector
Harish manwani(CHAIRMAN), Nithin Paranjpe (CEO managing
Home and personal care, foods and water purifier
Rs 25,206 crs (Financial Year 2012-2013)
Over 65,000 direct and indirect employees
HUL was formed in 1933 as Lever Brothers India Limited and
came into being in 1956 as Hindustan Lever Limited through a
merger of Lever Brothers, Hindustan Vanaspati Mfg. Co. Ltd. and
United Traders Ltd.
Hindustan unilever limited is India’s largest fast moving
consumer goods company, touching the lives of two out of three
Indians with over 20 distinct categories in home & personal care
products and food & beverages.
HUL is also one of the country's largest exporters; it has been
recognised as a Golden Super Star Trading House by the
Government of India. It’s annual sales of €51 billion in 2012,
Unilever has about 52% shareholding in HUL.
It is headquartered in Mumbai, India and has an employee
strength of over 16,000 employees and contributes for indirect
employment of over 52,000 people.
The company was renamed in June 2007 to “Hindustan
In 2007, Hindustan Unilever was rated as the most respected
company in India for the past 25 years by Business world, one
of India’s leading business magazines.
Hindustan Unilever's distribution covers over 1 million retails
outlets across India directly and its products are available in
over 6.3 million outlets in India, i.e., nearly 80% of the retail
outlets in India. It has 39 factories in the country.
Jipm bestowed its jipm excellence awards on hindustan
lever limited(HLL) sumerpur, chindwara, yavatmal, and
At silvassa factories worn out machine parts are not tossed
out to the trash can as in other factory.
Changeover time has been reduced to 25 – 30 minutes,
which result in enhancement of the skills of workers.
Whenever the need arises for new machine, a team of
employees is sent to the manufacturer to suggest design
according to the requirement.
Outsourcing production to third parties.
Implementation of TPM at various factories of HLL, resulted
in returns that are 8 to 12 times investment in the past 3
Each worker of the factory belongs to at least one these
Intellectual pool has helped HLL to make intelligent
deviations from some of the norms setup by JIPM.
HLL has created seven to eight knowledge management
TOTAL PRODUCTIVE MAINTENANCE
1. Increase production while, at the same
time, increasing employee morale and job
2. Hold emergency & unscheduled maintenance to a
Why we need TPM ?
The major objectives of the TPM are listed as under
1. Avoid wastage in quickly changing environment.
2. Reduce Cost of Manufacturing.
3. Produce a low batch quantity at the earliest
4. Goods send to Customers must be “ non –
PILLARS OF TPM
Safety , Health &
SEIRI SEITON SEISO
TPM starts with 5S. Problems can not be clearly seen when the
workplace is unorganized.
developing Operators to be able to take care of small
Kaizen is for small improvements, but carried out on a
With planned maintenance, we evolve an effort from a
reactive to a proactive method and use trained maintenance
staff to help train the operators to better maintain their
It is aimed towards customer delight through highest quality
through defect free manufacturing.
Education is given to operators to upgrade their skill.
TPM must be flowed to improve productivity, efficiency in the
administrative function and identify eliminate losses.
1) Why has the TPM programme at HLL
overshadowed all other programmes such as
Ans. As the main aim of both programs is to improve
efficiency and productivity where as
TQM is quality oriented and TPM is equipment
a) save ideal time which increase productivity
b) Did not need to further improve in quality
c) Earning benefits by no. of products not by quality
d) For TQM, may increase cost and implementation
2)How do you think HLL would have overcome
barriers created by trade unions during the
introduction of TPM in the organization?
Total employee involvement.
Establish sense of ownership.
Most effective approach – obtaining views and
ideas at early phase of implementation.
Cultural transformation- implementing team
who is responsible for managing
change, motivation and effective
Training and education.
3) Deviating from the norms of JIPM may result in HLL
disqualified for the JIPM awards in the future. Give your
Ans. Motive of all JIPM type company is to give best suitable technique which
increase company productivity not to form strict norms.
As ultimate goal of HLL is to improve efficiency and effectiveness by
Improve equipment effectiveness
Achieve autonomous maintenance
Train all staff in relevant maintenance skills
Achieve early equipment management
In addition if HLL brings some other norms to improve efficiency and
effectiveness this will bring modification values in JIPM norms, So they must be