National University of Modern

Languages

Presented to:
Mam Erum Batool

Presented by:
Abdullah Awan
Talha Turab Rana
Ali Sharooze Khan
Adnan Zafar

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Table of Contents
Introduction To Unilever
Human Resource Planning
Recruitment & Selection
Training and Development
Job analysis
Job description
Job specification

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Table of Contents
Performance appraisal
Rating scale

M.B.O (Management by objective)

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Unilever Pakistan Limited needs no
introduction
By far the largest consumer products company
in Pakistan, UPL is a part of the consumer
products giant Unilever.
UPL was established some fifty years ago in the
then newly created Pakistan.

 Logo

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The current Unilever corporate logo was introduced in 2004 and

was designed by the brand consultancy Wolff Olins.
Operations
Unilever is multinational with operating companies and factories
on every continent except Antarctica and research laboratories
in: Colworth and Port Sunlight, England; Vlaardingen, the
Netherlands; Connecticut and New Jersey, United States;
Bangalore, India; and Shanghai, China. It has subsidiaries in
almost 100 countries. Notable Unilever subsidiaries include
Hindustan Unilever, in which Unilever holds a 67% controlling
share.

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Human Resource Management
Unilever has the impact it does because of its people. HR is
considered a core rather than a support function, playing an
important role in shaping business strategy. Within HR you
will help to create an environment where all of the people In
our huge and varied culture can bring their range of skills and
goals to best use: for us and for them.
On the entry level the HR Department is mostly taking MBA
graduates. According to Unilever their belief is that "Their
people are their greatest asset. The HR team takes great pride
in acknowledging the contribution of each employee.

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The Major H.R Activities Are

Human Resource Planning

Recruitment & Selection
Orientation
Job Analysis
Training & Development
Performance appraisal
Compensation & Benefits

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Human Resource Planning
At Unilever the HR team plans everything so that the
outcomes and results can be perceived before the plan is
actually implemented. This makes the planning more
accurate and efficient; it also saves time and money. We
need HR people who are insightful and inspired to
develop colleagues and the capabilities required for our
winning business.

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Personnel:
All of the employees serving at Unilever are very
devoted as they are given wonderful learning
environment to work, pay offered to them is also very
attractive and ample chance of progress motivates them
to work more.

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Recruitment & Selection:
Recruitment is the process of gathering a pool of
candidates for an organizational vacancy.
Selection is the process of short listing only the
qualified candidates who are fit for the job. In terms of
recruitment and selection it is important to consider
carrying out a thorough job analysis to determine the
level of skills/technical abilities, competencies,
flexibility of the employee required etc.

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Recruitment refers to the overall process of attracting,
selecting and appointing suitable candidates to a one or
more jobs within an organization, either permanent or
temporary.
The term may sometimes be defined as incorporating
activities which take place ahead of attracting people,
such as defining the job requirements and person
specification

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Final selection:

Reception of application
Evaluating reference and biographical data
Employment test:
Analytical ability
Computation ability
Verbal skill
Written skill.
General knowledge.

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It takes place after the candidate has been interviewed by
the Manager of the department who requires the new
employee and then the Manager. On the joining day, the
employee has to submit the following documents to the
HR Department:
Joining Report
Copies of educational and professional
degrees/certificates
Reference Letter
Three copies of recent passport size photographs

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Training & Development:
Training & Development involves improving the knowledge, skills and abilities of
the individuals. A continuous training is conducted inside the organization to
improve the performance of the employee. There are two types of trainings
conducted at Unilever:
In-house Training
External Training

In-house training is customized training which is only for Unilever

employees
External training is carried out through trainers in training institutes.
Employees at Unilever are usually trained through Rameez
Allahwalla (in Karachi), Possibilities and Intec (two well-known
training institutes).Before training Training Need Analysis (TNA)
is conducted by the manager of the department. And after the training
feedback from the employee is taken.

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Orientation:
A newly hired employee is oriented so that he
canget an idea about the organizational setup
so thathe may feel at home.At Unilever
orientation plan covers the following points:
Visits to different department of
thecompany
Companys Policies, Rules and Regulations

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Job Analysis:
The procedure for determining the duties and skill
requirements of a job and the kind of person who
should be hired for it.
Job description: (a list of what the job entails)
A list of a jobs duties, responsibilities, reporting
relationships, working conditions, and supervisory
responsibilitiesone product of a job analysis.
Job specification: (what kind of people to hire for
the job)
A list of a jobs human requirements, that is, the
requisite education, skills, personality, and so on
another product of a job analysis.

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Performance appraisal:
A performance appraisal compares each
employees actual performance with his or her
performance standards. Managers use job
analysis to determine the jobs specific
activities and performance standards.

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Rating scale: Traits are rated on scales include employee
attribute such as cooperation, communicative ability or
initiative etc that has several points ranging from poor to
excellent Each behavior can rate at one of 7 scales as
follows (you can set scales depend on your requirements)
Extremely poor (1 points)
Poor (2 points)
Below average (3 points)
Average (4 points)
Above average (5 points)
Good (6 points)
Extremely good (7 points)

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M.B.O (Management by objective):
That is, they seek to measure employee performance
by examining the extent to which predetermined
work objectives have been met. Once an objective is
agreed, the employee is usually expected to selfaudit; that is, to identify the skills needed to achieve
the objective. MBO is a method of performance
appraisal in which managers or employers set a list
of objectives and make assessments on their
performance on a regular basis, and finally make
rewards based on the results achieved.

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Classification of Objectives
Corporate objectives
Functional objectives
Individual objectives
Conditions of Management by Objectives
An objective must be satisfied SMART conditions:
Specific,
Measurable,
Achievable,
Relevant, and
Time-Specific.

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Advantages of MBO
It is based on the assumption that the
individual (employee) knows more than
anyone else about her/his own capabilities,
needs, strengths, weaknesses and goals.
A further advantage of MBO is that the
emphasis is on the future rather than on the
past. Appraisal thus becomes a means to a
constructive end.

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Human Resources Strategies:
Managing employee recruitment and
placement to put the right person forthe
right job.
Replacement Planning. Employee rotation in
the department.
Employee training. Remuneration survey for
salary adjustments of employees.

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Conclusion
For a company that will turn one hundred in a
decade, Unilever has almost tried all of the
strategies there can be. Unilever company has
expanded internationally, helped countries
economies grow, be environmentally conscious and
create joint ventures with other companies in which
enhanced Unilevers and these companies
performance positively.