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Akanksha Singh(5)Akash Garg(6)Ankur Goel(13)Ankush Verma(14)Nikita Chotrani(36)A Study of HR PracticesInHindustan Unilever Limited

Company ProfileLargest FMCG company in India based in MumbaiOwned by Anglo-Dutch company Unilever which has 67% controlling share in HUL.Touches every 2 out of 3 Indians , covers 2 million retail outlets across india.16500 employeesHUL was established in 1933 as Lever Brothers and, in 1956, became known as Hindustan Lever Limited, as a result of a merger betweenLever Brothers, Hindustan Vanaspati Mfg. Co. Ltd. and United Traders LtdHUL was one of the eight Indian companies to be featured on the Forbes list of World's Most Reputed companies in 2007In July 2012 Hindustan Unilever Limited won the Golden Peacock Occupational Health and Safety Award for 2012 in the FMCG category for its safety and health initiatives and continuous improvement on key metricsHindustan Unilever ranked No. 2 in Fortune India's 2013 50Most Admired Companies list

BrandsHome & personal care brands - Lakme, Axe, Pepsodent, Surf Excel, Wheel, Lux, Dove, Fair & LovelyFoods & Beverages brands - Kissan, Knnor Soups, Annapurna, Kwality Walls, Brooke Bond and Lipton.HR PracticesVery important for success of any companyHelp in increasing the productivity and qualityTransparent HR practices ensure continuous business growth in every organizationThe importance of personnel management is being increasingly realized in industrial and non- industrial organizations

HULs HR PracticesThe HR Practices of HUL are as follow:Recruitment and SelectionPerformance ManagementTraining & Career DevelopmentCompensationEmployee Engagement

Departments for Career OpportunitiesCareer in Brands & Development

Career in Supply Chain

Career in Human Resources

Career in Finance

Career in Information Technology

Career in Customer Development

RecruitmentThe process of searching for prospective employees and stimulating them to apply for jobs External SourcesCampus Recruitment Private employment consultantData Banks Casual Applicants RecruitmentInternal SourcesTrade Unions Walk-ins Head Hunting Mergers & Acquisitions E-RecruitmentPresent employeesRetired employeesDependent of present Employee Referrals

Process of Recruitment and Selection

Performance ManagementMethod of formally and objectively evaluating employees performance with respect to their objectivesProvides them with structured and in-depth analysis of strengths and areas of improvementThe performance management of HUL includes the following basic processes1. Annual goal setting2. Mid-year review3. Annual performance review

Purpose of Performance ManagementFor Administration-Document HR decisions with regards to performance & its related issuesDetermine promotion of employeesDetermine transfer & change in job assignmentsDetermine retention or terminationDecide need for trainingFor Development-Provide performance feedback to all concernedIdentify individual skills, core competencies, strength & weaknessesAssist employees in setting goalsImprove communicationTRAINING AND DEVELOPMENT

TRAININGTraining refers to the process of teaching new employees the basic skills they need, to perform their jobsSkill oriented process and a learning process

DEVELOPMENTDevelopment refers to the learning opportunities designed to help employees to growKnowledge oriented process

Nature of Training and DevelopmentAt HUL, Training & Development Need = Standard Performance Actual Performance

16Training InputsSkillsEducationDevelopmentEthicsAttitudinal ChangesProblem Solving SkillsDecision Making

Skills : Imparting skills basic skills and interpersonal skillsEducation : The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgement.development : les skill oriented but stressed on knowledge. Knowledge about business environment, management principles and techniques, human relations, specific industry analysisAttitudes: represent feeling and beliefs of individuals towards others. Attitude affects motivation, satisfaction and job commitmentto define structure problems, collect and analysis information, generate alternative solution and make an optimal decision among alternatives17Training inputs at HULHelping employees satisfy personal goals through higher level of skills and competenciesFacilitating higher contribution at there present jobs and preparing them for the next level of responsibilitiesDeveloping individuals and teams to meet the total needs of the organization

Career Development

HUL provides both :Vertical GrowthLateral Growth

Various business divisions are significantly present in indiaResearch & DevelopmentTesting,ConsultingSales & MarketingSupport

lateral growth is an alternative career growth whichprovides the kind of exposure andexperience that willbecritical for success later on. There are two types of career growth vertical and lateral. Vertical growth means setting of goals, achieving them and getting promotions, in short, moving up the ladder in the same field with increasing responsibilities. However, there is another kind of growth which involves broadening of skills and experiences which helps in the long run of any professional career. This can be achieved through an international assignment, handling a projectfor a different department or even by taking a course that helps youin brushing upor polishing your skills.Lateral moves increase your marketable skills and widen your network of personal contacts. So, while vertical growth is aboutexpansion in responsibilities and position, lateral growth is about expansion in experience.19CompensationHUL offers compensation packages on par or higher than the industry standards based on the technical skills and experience of the candidatesEmployee benefits were standardized across employees

Other BenefitsMedical benefits that were aimed keeping the employees healthy and motivatedTuition assistance programs which gave them the opportunity to continue their formal education while workingFacilitation for employees to relocate if transferredCompany stock offers to the employees to share the benefits of companys performanceEMPLOYEE ENGAGEMENTMeasure of how involved and committed the workers are towards their organization and valuesEmployees who are engaged perform to their full potential, they are motivated and can also improve their skills as they progressIt is done through continuously being in touch with the employees and taking corrective actions if engagement is reducedThank You