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

1. Rahul Jain
Jesson Jose
Deepthi Gopinathan

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. HEADQUARTER
Hindustan Unilever Ltd,
Unilever House,
B. D. Sawant Marg,
Chakala, Andheri (E),
Mumbai - 400 099.
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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. 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. 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. 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. Mr. Aditya Narayan
Independent Director
Mr. S. Ramadorai
Independent Director
Mr. O. P. Bhatt
Independent Director
Dr. Sanjiv Misra
Independent Director

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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.
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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. 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. 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.
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14. Sources Of Recruitment
 Present Employees
 Educational and Professional Institutions
 Public Employment Offices
 Private employment Agencies
 Employee Referrals
 Help wanted Advertising
 Walk-Ins

15. RECRUITMENT PROCESS FOR FRESHER
 WRITTEN /APPTITUDE.
 GROUP DISCUSSION.
 PSYCHOMETRIC TEST(CONDITIONAL).
 TECHNICAL INTERVIEWS(CONDITIONAL).
 HR INTERVIEWS.

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. Selection Process of HUL
1. Preliminary Interview
2. Employment Interview
3. Reference and Background Analysis
4. Job Offer
5. Employment Contract

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. Performance Appraisal Methods For HUL
Individual Evaluation Methods
 Confidential report
 Essay evaluation
 Checklists
 Graphic rating scale
 Behaviorally anchored rating scale

20. Group Appraisal Method
 Ranking
 Paired comparison
 Forced distribution
 Performance tests Field review technique

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.  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.  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.  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.  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.  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.  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.  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.  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.  Rupert Chatwin(VP HR Supply Chain
Europe)
 Accepted challenges without
blueprint which helped him to
learn.

31. Thank You