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Human resource policy of hul

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Human resource policy of hul

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Human resource policy of hul

  1. 1. HR practices at Presented by :- Krishan Kumar Yadav 1
  2. 2. 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. 2
  3. 3. HEADQUATERS  Hindustan Unilever's corporate headquarter are located at Andheri (E), Mumbai. The campus is spread over 12.5 acres of land and houses over 1,600 employees. Some of the facilities available for the employees include a convenience store, a food court, an occupational health centre, a gym, a sports & recreation centre and a day care centre.  The campus received a certification from LEED (Leadership in Energy and Environmental Design) Gold in 'New Construction' category, by Indian Green Building Council (IGBC), Hyderabad, under license from the United States Green Building Council (USGBC)  The company's previous headquarter was located at Backbay Reclamation, Mumbai at the Lever House, where it was housed for over 46 years. 3
  4. 4. HEADQUARTER Hindustan UnileverLTd, Unilever House, B. D. Sawant Marg, Chakala, Andheri (E), Mumbai - 400 099. 4
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  6. 6. 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. 6
  7. 7. OBJECTIVE OF HR PRECTICE  The main objective of HR Practices is to differentiate the organization from its competitors by effective and efficient HR Practices. By following this, the organization does its whole work process. 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. 7
  8. 8. 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. 8
  9. 9. The HR Practices of HUL are as follow:-  Recruitment and Selection  Performance Management  Training & Carrier Development  Compensation  Employee Engagement 9
  10. 10. RECRUITMENT AND SELECTION RECRUITMENT  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. Edwin B. Flippo has defined it as “The process of searching for prospective employees and stimulating them to apply for jobs in the organization. “ 10
  11. 11. 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. 11
  12. 12. SOURCES OF RECRUITMENT INTERNAL SOURCES EXTERNAL SOURCES Present employees Campus Recruitment Retired employees Private employment consultant Dependent of present Data Banks Employee Referrals Casual Applicants 12
  13. 13. SELECTION  selection is 'buying' an employee (the price being the wage or salary multiplied by probable years of service) hence bad buys can be very expensive. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection.  It is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best result. 13
  14. 14. The Recruitment and selection process of HUL  The recruitment process of HUL Ltd starts from the requirement of different departments as per to the org chart. Then they tell to the HR Department. HR Department takes the candidates from Data bank of company, Poornata etc, then does the short-listing, then does the scheduling for the interview. After this the selection and negotiation process occurs. Then offer letter is been given to the selected candidate. The employee then joins in the organization. Then the company arranges the Induction Program for the employee. After this the recruitment process ends with this. 14
  15. 15. 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. It provides with input for annual increments, training and development.  Performance Management System is essential to the success of any organization because it influences the effort expended by employees, which in turn, drives bottom-line business results. Furthermore, the Performance Management System helps an organization identify, recruit, motivate, and retain key employees. 15
  16. 16. Method employed 360 degree performance appraisal  Mechanisms like 360 degree feedback provide feedback from superiors, peer groups and subordinates to provide holistic and objective evaluation of the employees. Assessment on their potential is communicated transparently to all employees individually and career paths are shared with them. 16
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  18. 18. TRAINING AND DEVELOPMENT  The training and development program is charted out to cover the number of trainees, existing staff. The programs also cover the identification of resource personnel for conducting development program, frequency of training and development programs and budget allocation. Training and development programs can also be designed depending upon job requirement and analysis. Selection of trainees is also facilitated by job analysis.  The company has a strong focus on manpower training according to their requirements. The internal training department aims at improving the skill sets relevant to the work profile of employees. This includes improving communication, Different skills, E-mail programming, Operation systems. 18
  19. 19. Meaning of training & development according to HUL  The need for Training and Development is determined by the employee’s performance deficiency, computed as follows. Training & Development Need = Standard Performance – Actual Performance.  Training: Training refers to the process of imparting specific skills. An employee undergoing training is presumed to have had some formal education. No training program is complete without an element of education. Hence we can say that Training is offered to operatives.  Development: Development means those learning opportunities designed to help employees to grow. Development is not primarily skills oriented. Instead it provides the general knowledge and attitudes, which will be helpful to employers in higher positions. Efforts towards development often depend on personal drive and ambition. Development activities such as those supplied by management development programs are generally voluntary in nature. Development provides knowledge about business environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of a company. 19
  20. 20. COMPENSATION  Hindustan Unilever offers compensation packages on par or higher than the industry standards based on the technical skills and experience of the candidates. Employee benefits were standardized across employees.  The benefit schemes were re-evaluated twice a year. The benefit programs included:  Medical benefits that were aimed keeping the employees healthy and motivated, so as to reach expected productivity levels.  Tuition assistance programs which included financial assistance to meet tuition expenses for all employees. This gave them the opportunity to continue their formal education while working. 20
  21. 21.  A range of professional counseling and support services for employees and eligible family members.  Facilitation for employees to relocate if transferred to help them settle easily in the new location.  Assistance programs in case of emergency for employees and their eligible dependents travelling on company work to locations worldwide.  Company stock offers to the employees to enable them to share the benefits of the company’s performance. 21
  22. 22. EMPLOYEE ENGAGEMENT  Employee engagement is the measure of how involved and committed the workers are towards their organization and values. A well engaged employee is well aware of the day to day happenings of the organization and work with his or her fellow to improve the performance of the individual and work s towards the betterment of the organization. It is an optimistic attitude that the employees hold towards their organization.  Employee engagement is how the employee feels about his workplace and whether he or she is satisfied with the work or not. It is also concerned with the emotions of an individual employee, the unique emotional balance of employees and their experience. The employers and their talent of creating conditions that give rise to employee engagement. Communication among employees at all levels in the organization. 22
  23. 23. Winning with People  HUL was ranked the No.1 Employer of Choice for students in the annual Nielsen B-School Survey. In the survey, HUL retained the ‘Dream Employer’ status for the 3rd year running and continues to be the top company considered for application by B-School students.  HUL received the ‘Dream employer of the year’ Awards presented by UTV Bloomberg.  HUL was recognised as the Best Employer Brand in Asia at the Asia’s Best Employer Brand Awards 2011.  HUL has been recognized with the ‘Leadership in HR Excellence’ award by the Confederation of Indian Industy (CII). The award was presented by Dr Ashwani Kumar, Minister of State and Planning, Science & Technology and Earth Sciences at the 2nd CII National HR Conclave 2011 held on 18 October 2011 at New Delhi.  HUL recognized for HR ExcellenceHUL has achieved the highest level of recognition among 39 participating companies such as BPCL, NTPC, EID Parry, Essar, Bosh, Tata Power, Tata Hotels among others. 23
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