ASSIGNMENT

ON
HINDUSTAN UNILEVER LIMITED

Submitted to:

Submitted by:

Dr. Azizinder kaur Sekhon

Diksha Rani
MBA 1st section C
Roll no. 130423410

SCHOOL OF MANAGEMENT STUDIES

PUNJABI UNIVERSITY, PATIALA
Table of contents:1

TOPIC

PAGE NO.

INTRODUCTION

4-6

HINDUSTAN UNILEVER LTD.

MANPOWER PLANNING

6-8

RECRUITMENT

9-12

SELECTION

12-15

INDUCTION

15-16

TRAINING PROGRAM

17-19

BIBLIOGRAPHY

20

HINDUSTAN UNILEVER LIMITED

Hindustan Unilever Ltd

Type

Public company

Traded as

BSE: 500696
BSE SENSEX Constituent

Industry

Consumer goods

Founded

1932

Headquarters Mumbai, Maharashtra, India

Key people

Harish Manwani (Chairman),Sanjiv

Mehta (CEO and MD)

Products

Foods,
beverages, cleaning
agents and personal care products

Revenue

22116 crore (US$3.6 billion)

(20112012)[1]

Net income

2691 crore (US$440 million)

(20112012)

Employees

16,500 (2011)

Parent

Unilever Plc (67%)

Website

www.hul.co.in

INTRODUCTION

Hindustan Unilever Limited (HUL) is an Indian consumer goods company based in Mumbai,
Maharashtra. It is owned by Anglo-Dutch company unilever which owns a 67% controlling share
in HUL. HUL's products include foods, beverages, cleaning agents and personal care products.
HUL was established in 1933 as Lever Brothers India Limited and, in 1956, became known as
Hindustan Lever Limited, as a result of a merger between Lever Brothers, Hindustan Vanaspati
Mfg. Co. Ltd. and United Traders Ltd. It is headquartered in Mumbai, India and employs over
16,500 workers, whilst also indirectly helping to facilitate the employment of over 65,000
people. The company was renamed in June 2007 as Hindustan Unilever Limited.
Lever Brothers first commenced operations in India in the summer of 1888, when crates full of
Sunlight soap bars, embossed with the words "Made in England by Lever Brothers" were
shipped to the Kolkata harbour and it began an era of marketing branded Fast Moving Consumer
Goods (FMCG).
Hindustan Unilever's distribution covers over 2 million retail outlets across India directly and its
products are available in over 6.4 million outlets in the country. As per Nielsen market research
data, two out of three Indians use HUL products.

Brands
HUL is the market leader in Indian consumer products with presence in over 20 consumer
categories such as soaps, tea, detergents and shampoos amongst others with over 700 million
Indian consumers using its products. Eighteen of HUL's brands featured in the ACNielsen Brand
Equity list of 100 Most Trusted Brands Annual Survey (2012), carried out by Brand Equity, a
supplement of The Economic Times.
The "most trusted brands" from HUL in the top 100 list (their rankings in brackets) are: Clinic
Plus (4), Lifebuoy (10), Fair & Lovely (11), Rin (12), Surf Excel (13), Lux (14), Pepsodent (17),
Closeup (19), Ponds (20), Sunsilk (26), Dove (37), Vim (43), Pears (79), Lakme (81), Vaseline
(86), Wheel (87), Hamam (95) and Rexona (96).
The latest launches for Hindustan Unilever include: Surf Excel Easywash; Lakm eyeconic
range; Vim Anti Germ bar;Pureit Marvella UV with Advance Alert System; TRESemm: For
Salon style hair at home everyday; Clinic Plus: Milk Protein Formula A++; Comfort 1 Rinse;

Bru Exotica Guatemala; Close up: Deep Action; Dove Hair Fall Rescue Treatment; Taaza: Taazgi
bhari chaai, dimaag khul jaaye.
Food brands:

Annapurna salt and atta

Bru coffee

Brooke Bond (3 Roses, Taj Mahal, Taaza, Red Label) tea

Kissan squashes, ketchups, juices and jams

Lipton tea

Knorr soups & meal makers and soupy noodles

Kwality Wall's frozen dessert

Modern Bread, ready to eat chapattis and other bakery items

Magnum (ice cream)

Homecare Brands

Active Wheel detergent

Cif Cream Cleaner

Comfort fabric softeners

Domestos disinfectant/toilet cleaner

Rin detergents and bleach

Sunlight detergent and colour care

5

Surf Excel detergent and gentle wash

Vim dishwash

Magic Water Saver

Personal Care Brands:

Aviance Beauty Solutions

Axe deodorant and after shaving lotion and soap

LEVER Ayush Therapy ayurvedic health care and personal care products

Breeze beauty soap

Clear anti-dandruff hair products

Clinic Plus shampoo and oil

Close Up toothpaste

Dove skin cleansing & hair care range: bar, lotions, creams and anti-perspirant
deodorants

Denim shaving products

Fair & Lovely skin-lightening products

Hamam

Lakm beauty products and salons

Lifebuoy soaps and handwash range

Liril 2000 soap

Lux soap, body wash and deodorant

Pears soap

Pepsodent toothpaste

Pond's talcs and creams

Rexona soap

Sunsilk shampoo

Sure anti-perspirant

Vaseline petroleum jelly, skin care lotions

TRESemm

TIGI

MANPOWER PLANNING OR

HUMAN RESOURCE PLANNING

Human resources planning is a process that identifies current and future human resources
needs for an organization to achieve its goals. Human resources planning should serve as a link
between human resources management and the overall strategic plan of an organization. Aging
worker populations in most western countries and growing demands for qualified workers in
developing economies have underscored the importance of effective Human Resources Planning.

STEPS IN MANPOWER PLANNING

STEP 1. Determine your Business Goals

First you need to have a clear understanding of where your organization is headed.

Review the governments key priorities or emerging directions that could have an impact on

your

organizations mandate

Review your organizations business priorities, budget allocations and performance

indicators

STEP 2. Scan the environment

External Factors

Labour market trends

Internal Factors

skills)

Current and projected economic conditions

Changes in legislation

Cultural and social values

Changes in policy platform, guidelines,

program delivery, organizational structure

Technological advancements

Workforce composition (profile, trends,

Government-wide

initiatives,

such

as

diversity
and employment equity; official languages;
training, learning and development; values and
ethics; workplace well-being
STEP 3. Conduct gap analysis

Based on Step 1 and Step 2, determine your organizations current and future
human resources needs.
Identify possible skills shortages in specific occupational groups or potential need for new

skills

Identify possible need for succession planning and management

Ensure that you have met your obligations related to diversity and employment equity;
official languages; training, learning and development; and values and ethics

STEP 4. Set HR priorities to help achieve business goals

8

Based on steps 1 to 3, determine the major human resources priorities and the strategies you will use
to achieve the desired outcomes.
Include human resources priorities and key planning issues in your organizations Report on

Plans

and Priorities

Factor in budgetary considerations into your human resources plan

Communicate your human resources plan to all employees and stakeholders and engage
managers
in its implementation

STEP 5. Measure, monitor and report on progress

The human resources plan is an evergreen document. Key to successful implementation is constantly
measuring, monitoring and reporting on progress, and responding to changing circumstances.
Ensure human resources performance measures are aligned with indicators in the Management
Accountability Framework and the People Component of the same Framework

Establish a process that allows for regular review, adjustments and communication of changes

Recruitment and selection process

Recruitment and selection is one of the most important aspects in the Human resource
management context. In the modern economy, human resource is considered to be the most
valuable asset for any organization. Acquisition of exceptional talent pool proves the
sustainability of every business. Looking at these aspects it can be easily assumed that the
processes involved in the recruitment and selection have to undergo tremendous change to ensure
quality of talent acquisition.
However the processes involved in the recruitment and selection is misunderstood by the people
who find it difficult to derive the technical difference between Recruitment and Selection.
Recruitment is the process of attracting individuals or groups on a timely basis, in a sufficient
number, with appropriate qualifications to apply for a job in an organization.
Whereas
Selection is a set of processes to scrutinize the recruitment process and filter the most appropriate
profile for the vacancy.
Organizational image Vs Recruitment and selection:
Organizations image plays a vital role in the recruitment and selection process. There is a
greater involvement in decision making for recruitment and selection process as the recruitment
and selection procedures are directly associated with the brand image and brand equity of an
organization. A good image of an organization reflects the organizational culture and work
processes with attracts the candidates to join.
An insight of recruitment and selection at Google:

10

Google being a monopoly in the web based search engine market follows a very rigorous and
quality assured process for its internal vacancies. Unlike other IT companies, Google tries to
fulfill its resource requirements by developing the skills of its existing employees. As soon as
there is a vacancy, Googles HR department tries to find out the suitable existing employees who
can be replaced in the vacant position. If any additional training or functional knowledge
development is required then Google ensures that the resources undergo proper training and
development program before joining in that position.
If the HR department fails to identify such profiles existing within the office then they go for
talent acquisition from the market. Before commencing the recruitment and selection process the
HR managers ensure that proper documentations are in place describing the roles and
responsibilities for the vacant positions and other requirements as well. For this the HR managers
conduct several meetings with the Line managers or head engineers to know the technical knowhow expected from the candidates. This leads to generation of a developed competence analysis
report. The reports cover different aspects like reports to, tenure, compensation package, scope
of responsibilities and duties, authority, priorities, budget, staff team, location, conditions,
knowledge,

skills,

experience,

values,

performance

standards,

problems/objectives,

results/priorities, ideal candidate profile

Then the rest of the process is commenced in three procedural steps.
Suitable profile search.
Challenging interviews and selection process.
On boarding of the candidate.
Suitable profile search:
Once the competitive analysis report is prepared, HR managers hire a third party or agency to
provide suitable candidate profiles for the vacant position. The responsibility of the HR manager
lies in providing the requirements expected out of the recruitment and selection process.
Challenging interviews and selection process:
Google is known for its rigorous selection process. Normally the recruitment process at Google
involves 4 to 12 rounds of interviews and apart from initial 2 rounds of HR interviews, rest all
11

are highly technology oriented. In most of the interviews candidates are asked to demonstrate
their technological skills and other proficiencies. In typical Google interviews candidates are
asked to write everything that they have learned in their academics regarding the technologies
they have and the interview questionnaires revolve around those aspects only. In some cases
candidates are even asked to write complex programs. Observing the candidates approach
towards a solution, the interviewer gauges the employability of the candidate.
On boarding of the candidate:
Normally the people who know Googles operations deeply are allowed to take care of on
boarding process. Google follows its best practices to give the candidate an amazing experience.
The new employees are clustered into several groups so that they would sooner understand
Googles work culture and group coordination.
Apart from all these typical recruitment and selection process Google also recruits through its
innovative recruitment process. Google code jam competition and offering any amount the
candidates ask for finding out the loopholes in Googles products, to name a few.

Recruitment and selection at HUL:

HUL is an Indian FMCG major and hence constantly follows the predefined best practices for its
recruitment and selection process. The HR managers at HUL do the personnel planning or the
vacancy planning through the below resources.

The internet

Online based job portals

English and Hindi news papers

On campus recruitment
After completing the personnel planning the HR managers at HUL try to find out which channel
of recruitment to be followed.
Channels of recruitment - Normally we know about two types of recruitment channel.
Those are:
External recruitment channel
12

 1.Walk- ins and write- ins

2. Employee referrals
3. Advertising
4. Private placement agencies & Professional search firms
5. Educational institutions & Professional associates
Internal recruitment channel
Current employees are a major source of recruits for all but entry- level positions of
Unilever ltd. Whether for promotions or for lateral job transfers, internal candidates
already know the already informal organization and have detail information about its
formal policies. In fact for unilever this short of recruitment is occurred only with especial
purpose experienced employee recruitment. It is frequently occurred in the Brand
Management department. For senior posts in Brand Management, employees recruitment
takes channel through the internal human resource inventory.

SELECTION PROCESS IN UNILEVER

Selection is the process of select the best candidates for the job by using various tools and
techniques.
In our country, recruitment and selection process work simultaneously. Those are joined
terms employment function of the organization and this employment function is stated
here for Unilever's practices.

13

1. Reception of application
After accomplishing the recruitment process, Unilever go to the selection process where
they start the process with the reception of application form filled up through internet
online form. After scrutinizing the data, they select applications for written test.
2. Evaluating reference and biographical data
At the second stage of evaluating the data, they verify the validity authenticity of the
information presented on the form as well as reference of the employee through
references.

14

3 . Employment test
This written test measures the candidates
1. Analytical ability
2. Computation ability
3. Verbal skill
4. Written skill
5. General knowledge
More above 65% marks ensures applicants pass.
4. Assessing candidate through interview
Mainly three steps are followed in the selection procedure.
First phase:
The candidates are invited for a viva with sales and training manager. A human resource
manager also exists there. In this viva the candidates situation handle ability is measured.
Second phase:
It is the viva with the general sales and operation manager (GOSM), and trade marketing
manager. At this stage individual skill is measured. The question tries to measure out the
fitness of the candidate for the post.
Third phase:
In this stage the applicant face the HRD customer development team (CDT) this phase
measure the applicability of the applicants potential for the jobs. In these stage why the
applicant prefers the Unilever and why it would like to join the expected team. The
questions try to measure the passion and the thrill in the employees or Unilever.
15

5. Cognitive ability test

There is no recognized cognitive ability test for Unilever selection process. However, the
written test through its analytical questions the dose the cognitive test on applicants
mentality.
6. Physical ability test
The physical test is administered by Apollo Hospital to measure the HIV, Hepatitis B, C or
such many diseases in its applicants health and fitness for job effort.
7. Work samples
For some technical jobs Unilever follows the work sample test on particular employee like
the one of Finance and IT.
8. Hiring decision
Finally the every step success ensures an applicant join in the Unilever family.

16

INDUCTION
Induction is also called orientation which is designed to provide a new employee with the
information he or she needs to function effectively and comfortably in the organisation.

INDUCTION PROGRAMME
The HRD department structures an appropriate induction programmes to orient the new
employees to various business and services at Hindustan Unilever Limited. A two-day induction
program is offered to all new employees. The induction program helps the employees to integrate
in the new environment and provide an opportunity to the new entrant to engrain the original
values and ethics as well as the style of functioning. This program is all about:

Developing a shared understanding of Hindustan Unilever Limited s vision and mission.

Understanding their organisational and business model

familiarization with leaders at HUL

Networking and integrating with HULs employees.

This program provides information on:

The history of Hindustan Unilever Limited

Introduce technologies and key concepts of the business

This program share the companys strategic objectives, organisation structure and
processes and system.

Presentations are made from representatives from various business units and functions.

17

TRANING AND DEVELOPMENT IN HUL

WORKING AT HUL
Our ambition to double the size of our business and reduce our environmental footprint is only
possible with the right people to help us achieve it. We need people with a winning mindset, a
passion

for

consumers

and

an

appetite

to

drive

personal

performance.

A career at HUL will see you join one of India's most attractive employers. We have gained a
reputation as one of the India's most admired employers by providing an environment where
individuals

can

achieve

their

goals,

both

professionally

and

personally.

At HUL we offer you more ways to take advantage of development opportunities, more room to
succeed and grow, attractive reward and benefits packages and numerous directions in which to
pursue a career, made by you.

OVERVIEW OF SALES TRAINEE PROGRAMME AND FIRST 9 MONTHS

The Proposition:
In the HUL CD (Customer Development) Sales trainee program, we develop future sales leaders
through an intense learning program giving you exposure of various aspects of Sales.
The CD Sales trainee will get a real taste of Unilever by a structured six month training program
followed by a three month on the job experience across myriad roles & locations in Sales.
The nine months training will comprise of defined stints in different roles in CD and grooming
by tutors and coaches. Post that; you will get a chance to lead a territory.

18

Description of the program:

Graduates who have an inclination and a desire to build a Career in Sales with one of the most
reputed FMCG companies in India. We provide you with the tools to succeed in your future sales
career with our company.
Our Sales Trainees are developed from the ground up, beginning with basic fundamentals of
selling, all the way through detailed, hands-on exposure to the actual sales role. You get a holistic
exposure to our Urban and Rural sales systems followed by actual selling experience in the field.
Upon completion of this 9 month training program, you are a ready to be lead your career as a
Territory Sales Officer role at HUL and would get an opportunity to manage a large geographical
area.
Career
The CD Sales Trainee program invests in your capability building and all round rigorous
exposure, ensuring you hit the ground running. It grooms you for a long term career in HUL. A
superlative performance will get rewarded by a fast tracked career growth and will get exposure
to various sales roles in CD in HUL.

ROLE & RESPONSIBILITIES POST TRAINING PERIOD

As a Territory Sales Officer you will be required to drive sales and distribution for the allocated
territory and the customers.
Key

Achieve sales targets through personal selling and driving the

Responsibilities Distributor system.

:

Analyze how to improve the competitive position in the market through

improved customer service.

Negotiate

with

his

Distributors

to

obtain

more

business.

Monitor closely the competitor activities and provide feedback to the

company on appropriate action that needs to be taken to counter such

19

activities.
Monitor systematically the performance of the Distributor and take
corrective action to deliver the numbers.
Organize promotion activities in consultation with the superiors within
budget

Skill

limits

for

brand

Managing primary and secondary sales

Managing Distributor infrastructure

Acquisition of new customer

Managing commercial control

Launch of new products

Tracking & Managing productivity of outsourced salesman

activities.

sets Communication Skills

required:

Negotiation skills
Analytical skills

Locations:

Pan India

Education

B.A, B.Sc, and B.Com from Top Graduate institutes. Only Fresh pass

background:

outs of 2013 with minimum 60% score should apply.

Evaluation

The candidate will need to undergo 4 Stages of evaluation

process:
1. 3Online Questions
2. Written Test

20

3. Group Discussion
4. Personal Interview

BIBLIOGRAPHY
http://en.wikipedia.org/wiki/Hindustan_Unilever
http://hrmrecr.blogspot.in/2011/01/recruitment-and-selection-process.html
www.hul.co.in

21