Website Benefits

There are many benefits to a company website. Most fall into 1 of 3 categories. Are you
most interested in: Advertising, Company Image, Functionality, or all of these ?

Company Image

 Website can greatly improve the professional image of any business.

Q: Would you like to list your website address on your business cards, brochures, and
other advertisements?
 A quality website denotes a quality business. Companies that invest in a quality
website demonstrate their commitment to quality service and quality products.
Q: Do you sense this when you look at other company websites?
 Websites allow smaller businesses to compete with larger companies.
Q: What do your competitors' websites look like?
 Websites allow you to showcase your work, provide references, samples, or a portfolio.

Functionality

Websites provide open communication. You can receive orders, price quotes, and requests
for information. You can provide information like your services, products, hours, rates, and
so forth. With online forms and email available 24 hours a day, your customers have no
excuses for not being able to contact you.
Q: Do you think that better communication could expand your business?
Websites allow you to get instant feedback from prospects, current customers, or previous
customers.
Q: Could your business be improved if you knew what your customers were thinking?
Websites allow you to streamline your business by publishing your business hours, holidays,
specials, sales, contact information, and more.
Q: Would your phone time be reduced if your customers knew they could get this info
online?

Advertising Benefits

Websites offer tremendous cost savings.

Q: Have you ever advertised in the Yellow Pages, Newspapers, or Magazines?
Websites offer broad exposure.
Q: Is you business limited to a local community, or could you expand to neighboring
counties or states?
Websites provide full time customer service 24 hours a day, 7 days a week, 365 days a year-
From anywhere in the world.
Q: Do your customers ever have trouble reaching you?
Websites improve sales with more effective communication that is faster and more detailed.
Q: Would your customers be happier if they had more information to work with?
Websites can "Pre-Sell" Customers, giving them all the information and time they need to
make decisions. When they respond online or call on the phone, they're already sold on your
 business.
Q: Would you rather spend time trying to make a sale, or actually doing something?
Websites help you keep customers coming back by allowing them to easily visit your site,
see what you are doing, watch for specials, features, sales, or whatever.
Q: Do you think your customer loyalty could be improved?
Importance of HR section in company website

 "The HR section on a corporate website must reflect primarily the work culture, people friendly
practices..tht makes any organisation a great organisation to work with, a career progression
Model / Chart (If at all the company use any Model / Chart and if not, then probably....you can
reflect the basis on which the careerpath is chalked out for the building blocks of the
organisation)....all these things should be meticulously presented in order to keep certain things
discreet as well as at the same time building the brand of the company.....the company which
invest in people from time to time goes a long way in attracting talent....therefore i believe these
are few things that must be reflected in the HR section of a company website from HR point of
view

Let us examine this from a two fold perspective.

1) Internal communciation via the Intranet and
2) External communication via the Internet

Essentially, the core objective of both will be to provide information, however the information to
be provided would differ.

1) Internal communication via the intranet:

Here the objective should be to provide useful information/content to existing employees and to
retain the existing employees by recognising the top performers.
The content could include:
a) Information of the company policy with periodical updates
b) Information about compensation, reimbursement, leave and its current status - employees can
log in via a password and their employee code number and check up the status of these items
c) Information about jobs available internally - employees can either apply and move laterally or
can refer others (and earn some referral fee)
d) News and events - new accounts won, picnics held, family news items such as marriage, birth
of children, accomplishments of employee's kids, interviews with key high flying employees etc
- in other words soft content
e) Messages from the heads of various service lines, chairman, ceo, coo etc

2) External communication via the Intranet:

Here the objective would be to get the message of the company across - what it values the most,
how does it build an employee's career - the end objective is to attract the right employees
The content could include:
1) Message from the chairman/HR director on the company's values
2) Interviews from various employees describing their job and how they have progressed in the
company
3) Jobs available including online application forms
4) Description of how career building is taken seriously

An HR section on a corporate website has to be entry point into the HR portal for the company
employees. Besides this the corporate website can also have a Careers section which integrates
with the HR Portal.
The HR Portal is the place where the employee interfaces with the company for routine day to
day chores. It can be roughly thought of in two parts.

First the content part where communications from the company to the employee and vice versa
are handled. These would include CEO messages, notices and circulars, news and events,
Birthdays and Anniversaries, auctions and garage sales, chat rooms, opinion polls and so on. In
addition specific employee driven content could also be accessed for ready reference.

The second is the transactions part which is a regular HR system dealing with the employee lafe
cycle management and takes care of leaves, travel, reimbursements, stationery and consumables,
assets and so on.

Very simply, strategic HR objectives should answer the following:

1. What are some of the interesting things we've done last year?
2. What is the kind of work environment we have created?
3. What's our work culture and values?
4. How and why we value human capital?
5. How are we different? What are we like?
6. Why join us? Deciding if you have a fit with the organization.
7. How to apply?

By doing the above, HR would facilitate decision-making. That could work as a good checkpoint
for the content/pages created.

It's also the responsibilty of HR to simplify the content, especially the last two points. It can be
very discerning for candidates to come across a complex application system.
* Providing an accessible, speedy, cost-effective, bi-lingual and responsive service for
departmental management, individual members of staff, and other clients of Human Resources.
This service will include the provision of strategic vision, specialist advice and practical support.

* Providing individual members of staff with information relating to staff development and
training opportunities, pay and other benefits, pension scheme entitlements, retirement options,
flexible working arrangements and Family Friendly policies.

* Developing an integrated set of HR policy statements, codes of practice and guidelines to

ensure that common standards prevail throughout the University, and through liaison with the
OHSU, ensure that due and proper consideration of health and safety issues is reflected in its
policies; providing high quality management information, recommendations and advice to senior
colleagues on HR issues, employment law, statutory compliance, national and local collective
agreements, and professional good practice.

Whatever format your portal takes, there needs to be both a "push" and a "pull" aspect to it. On
one hand, the organization will need to push out information, policy, motivational messages,
whatever. On the other hand, people will need to be able to access "knowledge on demand" to
get their (or their clients/customers) questions answered, get the information/direction needed to
do their jobs, or make the organization aware that there is a gap in knowledge, skill, application,
etc. and that it needs to be addressed.

Some organization's create standing employee focus groups, "values sensing sessions," or other
sharing forums to enable employees to share their ideas, needs, and constructive criticisms on
HR portals, formats, content, etc.

Being proactive will enable your HR function to move in the minds of your people from a
compliance/"cop" mentality to one of service and support. This will help enable your HR
function to be seen as an enabler of performance, a team player, and a value-adding entity.

New Events in an Organisation, as any competitions across levels or any fun cell activities or any
recent out door activities.

New Openings
Current Openings and where the HR Team is hiring, which region , Walkins location, if any.

New Achievements.
Any achievement related to a new technology, which is been initiated or any new big
(prestigeous) project, or any related information.

and i think We should not forget to add acheivements as it represents an Organisation's standing
in the Industry and also helps in Branding.

I hope that this small piece of Information can help you someway or the other.

The only real reasons people will go to your corporate website are as:

1 Customers
2 Competitors
3 (Potential) Investors
4 (Potential) Employees

(or any combination)

It's your shop window for the first three, so logically should also be a shop-window for
recruiting?

In many cases it's the single most effective tool in attracting and recruiting staff directly
(avoiding agency fees) and certainly the best way to set out your stall as an employer.

If you don;t egt a senior HR stakeholder involved in the project now, then they will be (rightly!)
forever banging on your door to change things!

Summary

So now, when you hand someone your business card or brochure, they will also see your website
address. When they later have a need for your product or service they can see your business on
the Internet and find the information they need to make a buying decision. If you've moved to a
new location, have a new phone number or new business hours, or if anything else about your
business has changed, they can still reach you through your website address
Powered by people
Our people give company its energy, culture and ideas. They aren't just a part of the business;
they make this organization what it is.

 Best decision of my life

 Company with a heart
 Define your tomorrow, today
 Freedom to grow & develop

Careers

 Why join us
 Experienced professionals
o Rewards & benefits
o Training and development
o Teamwork and leadership
o Career progression
o Performance management
Human resource-Our People

A subsidiary of Company, a global MNC, Company has always operated its business rooted in
Indian values. The interest of India and its people have remained at the core of Company. This
belief is also reflected in our vision statement “to earn the love and respect of India by making a
real difference to every Indian.”. It drives the entire Company family towards achieving new
heights of business success while benefiting India through our strategy of ‘doing well by doing
good.’

Building responsible leaders

Our people processes are defined with a singular purpose - to keep people ahead of their talent
thresholds by embedding world class leadership capabilities. At the same time their health &
well being is cared for. We also ensure that successes are built on an unshakeable value system.

Our goal

Our goal is to build capability of our people so as to enable them to grow markets with
innovative solutions and make a difference to India and create a competitive, profitable and
sustainable business.

Our approach

Our biggest asset is our people and they are the central pillar that supports our growth agenda.
We nurture, care and drive our people to fulfill their optimal potential. We enable them to
develop new skills to stay on top of the success curve. The key action areas are:

 Build capabilities of our people

 Ensure employee health and safety

Experienced professionals

Company is a business where talented individuals can go as far and as fast

as their ambition and ability take them.

Offering you more

We have gained our reputation as one of the world's most admired employers by providing
an environment where individuals can achieve their goals, both professionally and
personally. We are aware that to attract and retain the best people, we must offer them more.
More ways to take advantage of the opportunities, more room to succeed and grow, and more
directions in which to pursue their careers.

Variety

We have a vast range of roles, disciplines, functions and international locations to satisfy the
most imaginative and determined minds. And as our business evolves, new possibilities arise.
Here you can become a business leader, work on brands you're passionate about and build
specialist knowledge and expertise.

Freedom to act

Our success depends on innovation, so we do everything we can to ensure that enterprising

people have the freedom to act. We give them all the support and encouragement they need.
At the same time, we empower them to make tough decisions, implement new ideas and use
their initiative.
 You decide

We believe that individuals should drive their own careers and that life at work should be a
continuous learning journey. Seizing the opportunity to make a difference is more important
than simply progressing up the ladder. People with this attitude and approach will find
Unilever challenging, inspiring and highly rewarding.

Rewards & benefits

Competitive Reward; Reward for Performance

Company ’s reward philosophy is to provide market competitive salary and benefits with a
strong linkage between performance and pay. Accordingly, our overall reward package includes

- Fixed Salary that is competitive with our peer companies

- Variable Salary that is linked to company and individual performance

- Equity compensation (at eligible levels) that is linked to long term (3 year) company
performance and your potential.

- Benefits and Perquisites aimed at providing you choices.

- Retirement benefits that are market competitive.

As a business, we aim to grow and create shareholder value. If you help us achieve those goals,
we'll reward you well. And since you help create your own objectives, you can see precisely how
your actions affect what you receive. All performance based reward (cash and equity, where
applicable) is annual, in April. This reward recognizes both our collective success and your
individual contribution to it.
Training and development

Learning is an integral part of life at Company & there are many ways in
which you can develop your skills, both professional & personal.

On the job
You'll learn much of what you need to know by working with knowledgeable colleagues and
receiving regular coaching and feedback. Wherever you join, in whatever capacity, you'll have a
wide variety of experiences developing skills relevant to your job and giving you an overview of
how our company works.

Professional skills

Specific programmers ensure you build expertise in your chosen career. The courses often use e-
learning that enables you learn at your own pace and take control of your development. In some
areas you can study for professional qualifications and, as you progress, you'll develop your
leadership capabilities.

Continual update

Each function has its own Academy – a team that continually updates its professional learning
curriculum. E-learning modules are then made available on a dedicated intranet portal. Here
you'll also find the very latest news, articles and thinking. Essentially, everything you need to
keep in touch with the business.

Personal development
Passion, energy and creative thinking are traits that you'll already have when you join. But
equally important is the ability to understand who you are as an individual and what you want to
achieve from your career. We offer a whole range of personal development opportunities which
can be tailored to your specific goals.

Career progression

Progression is based purely on merit & potential. With advice and guidance
from your manager & HR, you will take control of your own career
development.

Planning
Careful planning ensures you build a strong foundation in professional skills, gain experience
across different operating environments and processes, and develop capability in your chosen
area of expertise. Performing well will lead to opportunities to take on new and more challenging
roles. That in turn will allow you to deepen and broaden your skills and experience.

Depth & breadth

Depth of experience is about developing professional skills through performing and practising
your role. We'll encourage you to build this depth of skill early in your career to provide a solid
basis for further progression.

Breadth of experience is about increasing your knowledge and understanding of the business as a
whole, so you can assess complex issues from different angles. Naturally, this becomes more
important as seniority increases.

Wider experience

International experience is essential in many roles within a global organisation – and

assignments offer valuable development opportunities. You can also gain exposure through
regional/global roles and project teams.
In higher-level positions that have a wider geographic remit, cross-border, category and customer
experience may be vital to help leverage our global scale.

Performance management

Your progress is important. That's why we invest a lot of time & effort in
supporting you to perform well and in building your capabilities.

Past, present & future

Performance and Development Planning (PDP) helps you make the most of your working life at
Unilever.

The process supports you in identifying and delivering against challenging goals that impact the
organisation. It helps you plan how you'll develop skills and leadership behaviours for your
current position and for the years ahead. It also gives you the opportunity to clarify expectations
and discuss future opportunities.

Ongoing commitment

PDP provides a continual process that allows for a thorough evaluation of your performance. It's
an approach designed to encourage clarity and transparency throughout the year.

The key thing to remember is that this is an ongoing dialogue between you and your manager.
It's about listening, sharing and accepting feedback, and taking responsibility for the next step in
your career.