Unilever Indonesia aims to achieve success through organizational learning and culture. [BACKGROUND] discusses Unilever's internal and external challenges and theories of organizational learning and culture. [IMPLEMENTATION] outlines past projects for learning activities, simplification, awards and libraries, and suggests improvements. [NEW IDEAS] proposes an employee article sharing program and business challenge. [CONCLUSION] emphasizes continuously improving organizational learning and culture to benefit stakeholders.

1. ULIP Final Presentation
Peter Samuel Oloi
HR Learning Intern
A lover of science & knowledge
Organizational Learning Culture in Unilever Indonesia:
A business, economics, and psychology approach.

2. Today’s Presentation Menu:
• Background:
- External
- Internal
- Theory & Research
• Implementation
- Projects
- Analysis & Improvement Suggestion
• New Ideas
• Conclusion

3. BACKGROUND: External
• Business rivalry is always exist.
• Globalization, technology development, and consumer
behavior are dynamic.
• Good Corporate Governance and shares are things
should be concerned.

4. BACKGROUND: Internal
• Unilever Indonesia is driving to achieve success in order
to actualize its vision.
• Unilever Indonesia is facing challenges based on
external background.
• Two sides of Unilever Indonesia:
- As a business entity
- As an emitter

5. BACKGROUND: Theory & Research
• What are organizational learning and organizational
learning culture?
• Why should both be considered?
• How to execute them all?

6. Literature Study: Cook & Yanow (1993), Egan, Yang, & Bartlett (2004),
Skerlavaj, Stemberger, Skrinjar, & Dimovski (2006), Bates & Khasawneh
(2005), dan Fiol & Lyles (1985).
Organizational Learning Organizational Learning
Culture
Motivation to Transfer
Learning
Definition An availability of organization
to have and to motivate
employees in learning.
A set of principals, values, and
beliefs which is shared,
accepted, and internalized
about learning in organization
to the employees.
A willingness of
employee as a learning
participant to transfer his/
her learning experience
into his/ her job.
Outcome Change in employees’
knowledge, understanding,
and behavior.
Learning is contained on
organization’s mission,
regularly learning activities,
flexibility, support from others
are provided, etc.
Change in employees’
knowledge,
understanding, and
behavior.
Purpose Improving effectiveness. Creating a management of
business which is impactful to
organization.
Bridging of learning and
behavior changing.
Benefit Knowledge, expertise, better
strategy, etc.
Transfer knowledge, job
satisfaction, productivity, etc.
Effective behavior.
Action Knowledge management Sustainable learning,
reinforcement, etc.
Support, follow-up,
mandatory, expectation,
reward, etc.

7. IMPLEMENTATION: Projects
• Learning Activities
• Simplification
• Learning Award
• Library Online
• Video Café
• E-Learning Competition

8. IMPLEMENTATION:
Analysis & Improvement Suggestion
Projects Analysis Improvement Suggestion
Learning Activities We don’t know trainees’ motivation
or expectation. Sometimes the
trainings were not “sold-out”.
Recording motivation. Attract
them to learn.
Simplification Too much paper are useless. Recreate notes with amazing
design and impactful words.
Learning Award Employees don’t really understand.
Data are not complete.
Socialization. Duration are
written on the evaluation or
presence sheet.
Library Online Books were not founded. Library
online was not well updated. We
don’t know what and how their
learning experience.
Regularly check and remind.
Share to us.
Video Café Preparation were not too smooth. It
was sustainable.
Make the preparation smoother.
Share to us.
E-Learning Competition We don’t know their response to this
project. We don’t know what and
how their learning experience.
Listen their feedback. Regularly
follow-up. Share your
experience.

9. NEW IDEAS
• 1 Article 1 Week
- Employee write article and share it to the employees.
- Sources from: their own experience, learning activities,
library online, video café, e-learning competitions,
outside articles, etc.
• Unilever Business Challenge
- Business challenge in common (case, solving problem or
making improvement, and presentation).
- Participants are employees from different function.
- Benefit is to participants and company itself.

10. CONCLUSION
• Unilever Indonesia should strive to success and give
benefit to all stakeholders.
• Organizational learning and organizational learning
culture are really important to achieve above dream.
• We have been doing well in creating organizational
learning and develop organizational learning culture.
Let’s improve it!

11. THANK YOU!
I’m welcome to your feedback. 