Hindustan Unilever Limited is India's largest FMCG company founded in 1933 with over 35 brands in 20 categories. It has about 18,000 employees and net sales of over 338 billion INR in 2016-2017. Best practices include career break policy, maternity and paternity support, and performance appraisal using 360 degree feedback. Areas for improvement include limited job advancement, hierarchical culture, and lower pay for researchers compared to other companies. Nestle is the world's largest food and beverage company present in 191 countries with over 2000 brands. Best practices include policies on employment, total rewards focusing on fixed pay, benefits and development, and talent management. Flexibility and reduced hierarchy also aim to improve communication

3. Hindustan Unilever Limited
Founded in October 1933, HUL is India's largest Fast Moving Consumer Goods
company with a heritage of over 80 years in India,
Headquartered in Mumbai, Maharashtra, it is a subsidiary of the British-Dutch
company “Unilever”.
With over 35 brands spanning 20 distinct categories such as soaps, detergents,
shampoos, skin care, toothpastes, deodorants, cosmetics, tea, coffee, packaged
foods, ice cream, and water purifiers, the company is a part of the everyday life of
millions of consumers across India.
Has about 18,000 employees and a net sales of INR 33895 crores (financial year
2016-17).

4. Best HR practices at HUL
Unilever has been around for more than 100 years, but it takes care of employer branding as much as
their products.
1. Career Break Policy: Any manager of HUL is allowed to avail this policy which will help them to
manage their work life balance.
2. MAPS (Maternity and Paternity Support): Maternity leave of 6 Months and Paternity leave of 2
weeks are allowed at HUL.
3. Agile working environment
4. Work place Facilities

5. 5. Lamplighter Employee Programme: This program helps employees to tackle health risks and
renders support to eliminate such risks.
6. Career by Choice programme: It is unique program which gives a direction for women to
come back to work after a long break. It helps to women employees to gradually transit to the
work life.
7. Performance Appraisal : 360 degree method which provides holistic and objective evaluation
of the employee.
8. Medical benefits
9. Professional counselling and Tuition assistance

7. Areas of Improvement in terms of HR
policies
Job advancement opportunities are slow and limited
Extremely hierarchical culture
Researchers are paid less as compared to other organizations
Long working hours

9. Nestle
NESTLÉ India is a subsidiary of NESTLÉ S.A. of Switzerland. With eight factories
and a large number of co-packers, Nestlé India is a vibrant Company that
provides consumers in India with products of global standards and is committed
to long-term sustainable growth and shareholder satisfaction.
The NESTLÉ Corporate Business Principles are at the basis of our Company’s
culture, developed over 150 years, which reflects the ideas of fairness, honesty
and long-term thinking.
Nestlé is the world’s largest food and beverage company.
They have more than 2000 brands ranging from global icons to local favourites,
and They are present in 191 countries around the world.

10. Best HR Practices
Employment and working conditions: Policy on Conditions of Work and Employment
It provides good working conditions, a safe and healthy work environment, and flexible
employment possibilities that support a better balance of private and professional life
consistent with our ambition as a leading Nutrition, Health and Wellness Company. HR
ensures that a respectful dialogue is present and the voice of the employees is heard.
Total Rewards: Nestlé Total Rewards Policy
Nestlé, focuses on Fixed Pay, Variable Pay, Benefits, Personal Growth and Development and
Work Life Environment as the key elements that define Total Rewards. Nestlé Total Rewards
programmes must be established within the social and legal framework of each country, and
with respect to applicable collective agreements.

11. Training and Learning:
The Company determines training and development priorities. The responsibility for turning
these into actions is shared between employees, line managers and the Human Resources.
Nestlé also offers a comprehensive range of training activities and methodologies to support
everyone’s learning and growth. Additionally, corporate leadership programmes help us
develop and retain the best-qualified management.
Talent, development and performance management: Expatriation Policy
Employees receive regular feedback on their performance and career aspirations through a
variety of tools and processes such as the Performance Evaluation process (PE), the Progress
and Development Guide (PDG) and 360° assessments. Each manager dedicates the necessary
time to the monitoring of objectives and regular coaching of employees through the year.

12. Employee relations: The Nestlé Employee Relations Policy
Nestlé not only upholds the freedom of association of its employees and the effective
recognition of the right to collective bargaining, but also ensures that direct and frequent
communication is established in the workplace.
A flexible and dynamic organization: Nestlé on the Move
Less hierarchical layers call for increased cooperation between colleagues. This is what will
make the organisation more flexible and more accountable

15. Dabur India Ltd.
Dabur India Ltd is one of India’s leading FMCG Companies with Revenues of over Rs
7,680 Crore (2016) & Market Capitalisation of over Rs 48,800 Crore (2016) .
Building on a legacy of quality and experience of over 133 years
Dabur India’s one of the Most Trusted Name and the World’s Largest Ayurvedic and
Natural Health Care Company.
Dabur's FMCG portfolio today includes five flagship brands with distinct brand
identities --
◦ Dabur as the master brand for natural healthcare products
◦ Vatika for premium personal care
◦ Hajmola for digestives
◦ Réal for fruit juices and beverages
◦ Fem for fairness bleaches and skin care products

16. Best HR Practices – Dabur India Ltd.
2nd best company to work for in FMCG sector in India (source : business world
Sep,2017 )
Work flexibility schedule
UTSAV
Rewards and Recognition
◦ RISING STAR (Best Newcomer)
◦ HONORS CLUB (Employee of the Year)
◦ TRAILBLAZER (Employee of the Half – Year)
◦ TRAILBLAZER – TEAM (Team Award)
Career Development Centre (CDC)
SOURCE - ANNUAL REPORT DABUR 2016-17

17. Best HR Practices – Dabur India Ltd.
Dabur has launched a web-enabled HR Information Management System, PULSE (Platform Used
for Learning, Sharing and Engaging).
Gamified e-learning (Learning and Development)
Young Managers Development Programme (YMDP)
Birthday/Anniversary day off, family get-togethers and on campus recreation opportunities.
‘Yoga @the Workstation’ classes for employees
Special training on proactive safety and security for women employee
SOURCE - ANNUAL REPORT DABUR 2016-17

19. Worst HR Practices – Dabur India Ltd.
Salary is not competitive
Limited training programs
Poor management especially HR department e.g. placing people into management roles based
on seniority.
No professional growth
Performance evaluation is irregular
Weak administration
Less emphasis on junior employees – Decision making power is centralized
Trying to do everything on their own – Minimal outsourcing

20. Procter & Gamble Co.

21. Procter & Gamble Co. (P&G) is an American multi-national consumer
goods corporation headquartered in downtown Cincinnati, Ohio, founded in
1837 by British American William Procter and Irish American James Gamble.
It primarily specializes in a wide range of cleaning agents and personal care and
hygienic products.
Its product portfolio also included foods, snacks and beverages.

22. Best practices of P and G
The Top Performers of the organization were entitled for the Annual CEO-Nominated stock
award program.
Now it has been replaced by guaranteed cash rewards. The individual performances will be the
criteria to achieve this reward and also irrespective of the current the stock price level.
Moreover the annual bonus will be based on the business goal achieved by an individual team
or department and not dependent on the global business team’s performance.
The best performers of P&G will be entitled to receive their performance incentive anytime
between 6 and 11 months. Earlier the practice of paying out the performance incentives were
only on an annual basis.

23. Not only this, P&G also consider mid-career increments too to attract the best talent from the
market
P&G to allow 6-month paid leave to employees adopting kids
Connect employees to P&G’s Purpose so they can touch and improve more lives and deliver
stronger, more effective business results.
Brings a sense of belonging to a global community of talented and motivated co-workers who
are among the world’s best at what they do.
Helps in experiencing true support for work/life effectiveness and your long-term well-being.

24. Bad Practices of P&G
Work life balance
Communication Channel
Long working hours
No variation in work
Top management communication
Talent Recogonization

25. References
http://businessworld.in/article/Top-FMCG-Companies-To-Work-For/22-09-2017-126824/
https://dabur.com/in/en-us/careers/great-place-to-work
https://www.hul.co.in/about/
https://spiritofhr.wordpress.com/2017/03/31/work-life-balance-initiatives-at-hindustan-
unilever-a-road-to-engagement/
https://www.peoplematters.in/article/employee-relations/bringing-best-
11611?utm_source=peoplematters&utm_medium=interstitial&utm_campaign=learnings-of-
the-day
https://www.glassdoor.co.in/Reviews/Unilever-Reviews-E3513.htm

26. References
https://www.slideshare.net/oakhOlly24/nestle-ppt-13909217
https://www.nestle.com/asset-library/documents/jobs/the_nestle_hr_policy_pdf_2012.pdf