Training & Development

Final Project Report

Group Members

SADAF WAHEED (9966)

Misbha (8901)
PAKISTAN AIRFORCE KARACHI INSTITUTE OF ECONOMICS AND TECHNOLOGY

TRANING AND DEVELOPMENT

PROJECT REPORT

MULTINATIONAL COMPANY UNILEVER

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 ACKNOWLEDGEMENT

All the praises for Allah, the most merciful and beneficent, who blessed us with the
knowledge, gave us the courage and allowed us to accomplish this task we are especially
indebted to SIR NADEEM for instilling in us enough knowledge and making us know the
actual human resource management by assigning this presentation. After frequent searches
on internet, collecting information from unilever stalls at different malls and lots of phone calls
and blog discussions with Sir Abdul Ghani HR manager at unilever Pakistan Ltd Karachi.

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Contents
INTRODUCTION...................................................................................................5

TRAINING..........................................................................................................5

DEVELOPMENT................................................................................................5

COMPANY UNILEVER.........................................................................................7

WHO WE ARE.................................................................................................7

MAKING SUSTAINABLE LIVING COMMONPLACE................................7

Our USLP has three big goals:.....................................................................8

LOGO................................................................................................................8

OUR VISION....................................................................................................8

MISSION...........................................................................................................8

PURPOSE, VALUES & PRINCIPLES.........................................................8

POSITIVE IMPACT.........................................................................................9

HUMAN RESOURCE MANAGEMENT...............................................................10

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INTRODUCTION

TRAINING

Training is concerned with imparting developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employee for doing a particular job. Training is
the process of learning a sequence of programmed behavior.

In earlier practice, training program focused more on preparation for improved performance in
particular job. Most of the trainees used to be from operative levels like mechanics, machines
operators and other kinds of skilled workers. When the problems of supervision increased,
the step was taken to train supervisors for better supervision.

DEVELOPMENT
Management development is all those activities and program when recognized and controlled
have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.
Thus, management development is a combination of various training program, though some
kind of training is necessary, it is the overall development of the competency of managerial
personal in the light of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of existing managers and to
provide for a planned growth of managers to meet future organizational requirements is
management development.
Management development is based on following on assumptions.

• Management development is a continuous process. It is not one shot programed but

continues throughout the career of a manager.
• Management development is any kind of learning, is based on the assumption that
there, always existing a gap between an individual’s performance and his potential for
the performance.
• Management development seldom takes place in completely peaceful and relaxed
atmosphere.
• Management development requires clear setting of goals.

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Training needs in company:

Training need identification is a tool utilized to identify what educational courses or activities
should be provided to employees to improve their work productivity. Here the focus should
be placed on needs as opposed to desires of the employees for a constructive outcome. In
order to emphasize the importance of training need identification we can focus on the
following areas: -
• To pinpoint if training will make a difference in productivity and the bottom line.
• To decide what specific training each employee needs and what will improve his
or her job performance.
• To differentiate between the need for training and organizational issues and
bring about a match between individual aspirations and organizational goals.
Identification of training needs (ITN), if done properly, provides the basis on which all other
training activities can be considered. Also requiring careful thought and analysis, it is a
process that needs to be carried out with sensitivity as people's learning is important to
them, and the reputation of the organization is also at stake.
Identification of training needs is important from both the organizational point of view as
well as from an individual's point of view. From an organization’s point of view it is important
because an organization has objectives that it wants to achieve for the benefit of all
stakeholders or members, including owners, employees, customers, suppliers, and
neighbors. These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximizing opportunities for development. Therefore
people must know what they need to learn in order to achieve organizational goals.
Similarly if seen from an individual's point of view, people have aspirations, they want to
develop and in order to learn and use new abilities, and people need appropriate
opportunities, resources, and conditions. Therefore, to meet people's aspirations, the
organization must provide effective and attractive learning resources and conditions. And it
is also important to see that there is a suitable match between achieving organizational
goals and providing attractive learning opportunities.
COMPANY UNILEVER

WHO WE ARE

Every day, 2.5 billion people use Unilever products to feel good, look good and get
more out of life. With more than 400 brands bought in 190 countries, we have a
unique opportunity to work with consumers to make sustainable living
commonplace.
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. The town of Rahim Yar Khan was the site chosen for setting up a
vegetable oil factory in 1958 and that is where the first UPL manufacturing facility
developed.

MAKING SUSTAINABLE LIVING COMMONPLACE

Today, Unilever Pakistan is a force to reckon with. Its contribution to Pakistan's economic
development cannot be overestimated. Now operating four factories at different locations
around the country, the company contributes a significant proportion of the country's taxes.
It employs a large number of local managers and workers. It provides a pool of well-trained
and highly motivated manpower to other segments and has introduced new and innovative
technologies into the country.
The UPL Head Office was shifted to Karachi from the Rahim Yar Khan site in the mid 60's.
By this time the once dusty and sleepy village was the hub of activities for UPL. A
residential estate situated near the factory is the home of UPL employees at Rahim Yar
Khan. .Through this timeline you'll see how our brand portfolio has evolved. At the beginning
of the 21st century, our Path to Growth strategy focused us on global high-potential brands
and our Vitality mission has taken us into a new phase of development. More than ever, our
Brands are helping people 'feel good, look good and get more out of life' – a sentiment
close to Lord Leverhulme's heart over a hundred years ago. Building on this heritage, our
priorities now are inspiring people to take small everyday actions that can add up to a big
difference for the world – from laundry brands that help minimize wasted water and
packaging to nutritious, easily prepared and affordable meals and snacks.
Great products from our range of more than 400 brands give us a unique place in the lives
of people all over the world. When consumers reach for nutritionally balanced foods or
indulgent ice creams, affordable soaps that combat disease, luxurious shampoos or
everyday household care products, there’s a good chance the brand they pick is one of
ours. Seven out of every ten households around the world contain at least one Unilever
product, and our range of world-leading, household-name brands includes Lipton, Knorr,
Dove, Axe, Hellmann’s and Omo. Trusted local brands designed to meet the specific needs
of consumers in their home market include Pure it and Suave. Whatever the brand,
wherever it is bought, we’re working to ensure that it plays a part in helping fulfill our
purpose as a business – making sustainable living commonplace.
A SUSTAINABLE BUSINESS PLAN
We want our business to grow but we recognize that growth at the expense of people or
the environment is both unacceptable and commercially unsustainable. Sustainable growth
is the only acceptable model for our business. Our Unilever Sustainable Living Plan
(USLP) is central to our business model. It sets out how we’ll decouple our growth from our
environmental impact, while at the same time increasing our positive social impact.

Our USLP has three big goals:

•Help more than a billion people to improve their health and wellbeing. 
•Halve the environmental footprint of our products. 
•Source 100% of our agricultural raw materials sustainably and enhance the livelihoods
of people across our value chain.

Product/Service Offerings:
Unilever is known for providing consumer goods that focus on home and personal care and
food. It has several brands ranging the aforementioned categories. The brands include:
•Axe
•Brooke Bond Taaza
•Clear
•Close Up
•Dove
•Fair & Lovely
•Knorr
•Lifebuoy
•Lux
•Ponds
•Rexona
•Rin
•Sunsilk
•Surf-excel
•Vaseline
•Wheel
LOGO
The current Unilever corporate logo was introduced in 2004 and was designed by the
brand consultancy WolffOlin’s. It is compose dof24iconswoven together to create U shape,
with each icon representing one of the company's sub-brand sorts corporate Values. The
brand identity was developed around the idea of "adding vitality to life.

OUR VISION
Our vision is to grow our business, while decoupling our environmental footprint from our
growth and increasing our positive social impact

MISSION
We are a successful, growing, sustainable business. We will lead for responsible growth,
inspiring people to take small everyday actions that will add up to a big difference. We will
develop new ways of doing business that will allow us to double the size of our company,
while reducing our environmental footprint and increasing our positive social impact.

PURPOSE, VALUES & PRINCIPLES

“Our Corporate Purpose states that to succeed requires "the highest standards of corporate
behavior towards everyone we work with, the communities we touch, and the environment
on which we have an impact."
Always working with integrity
Conducting our operations with integrity and with respect for the many people,
organizations and environments our business touches has always been at the heart of our
corporate responsibility.

POSITIVE IMPACT
We aim to make a positive impact in many ways: through our brands, our commercial
operations and relationships, through voluntary contributions, and through the various other
ways in which we engage with society.
Setting out our aspirations
Our Corporate Purpose sets out our aspirations in running our business. It's underpinned
by our Code of Business Principles which describes the operational standards that
everyone at Unilever follows, wherever they are in the world. The Code also supports our
approach to governance and corporate responsibility.
Working with others
We want to work with suppliers who have values similar to our own and work to the same
standards we do. Our Supplier Code, aligned to our own Code of Business Principles,
comprises eleven principles covering business integrity and responsibilities relating to
employees, consumers and the environment.
Our business model
Unilever believes profitable growth should also be responsible growth. That approach lies
at the heart of our business model, driven by sustainable living and the USLP. It guides our
approach to how we do business and how we meet the growing consumer demand for
brands that act responsibly in a world of finite resources. Our business model begins with
consumer insight that informs brand innovation, often with partners in our supply chain, to
create products we take to market supported by marketing and advertising across a range
of distribution channels.
Organizational Chart
Objective of the Study: Primary Objective: The primary objective of this report is to

analyze, assess and break down the training program of Unilever Bangladesh HR.

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 the irrange of skills and goal stobest 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. Unilever focuses a lot on
HR Development and for that the HR team ensures:
Staff of Unilever consists of world class Professionals and ensures that the right systems
are in place to encourage people to develop to their full potential
Collaborative and mutually supportive work environment is created that encourages people
to grow.
Team of professionals is built which delivers expertise by participating in business
decisions.
Performance Management and Reward Systems are developed which underlies the
Business strategy of Unilever.
Unilever was one of the earliest companies to transition from HR generalists to an
operating framework of HR Business Partners, HR experts and HR Services.  So you'll
benefit from the experience of our HR teams and externally recognized training and tools.
A clearly defined Recruitment & Selection policy is defined.

•The need for Training & Development of employees.

•Compensation &Benefit plan is developed which ensures that employees are
motivated.
•Unilever is basically equal employment opportunity organization. Almost 70% of its
employees are male and 30% are female. The job description of each and every
employee is predefined.
 •Performance appraisals done on annual basis.
•Average age of Unilever employee is 32years. This shows that they prefer young and
energetic people for their middle and lower level management. High profile well
experienced persons are considered for top-level management.
•Average Salary is 12000 for an employee.

How do they conduct TNA evaluate the effectiveness of training programs

Training & Development:

Training & Development involves improving the knowledge, skills and abilities of the
individuals.Acontinuoustrainingisconductedinsidetheorganizationtoimprovethe
performanceoftheemployee.TherearetwotypesoftrainingsconductedatUnilever:
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 Allah walla ( 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.

Training programs in Company

UNILEVER'S GRADUATE SCHEME

Unilever’s Future Leaders Programme develops tomorrow’s leaders, today. 

This Graduate Programme is designed to prepare Unilever’s Future Leaders (UFL) by
giving them challenging jobs that prepare them for business leadership roles. The
Programme encompasses rotations within and across functions in an accelerated learning
environment. This includes international stints, extended leadership contact, formal training
and professional development.During your programme, your line manager will formally
appraise your performance at regular intervals and provide feedback and coaching to build
on your key strengths and development areas. You will receive a buddy and functional
contacts who will be you support throughout the whole programme.
Key facts on the Unilever Future Leaders Programme
Location: Over 50 countries
Eligibility: Minimum required qualification – Bachelor’s degree
Degree required: We will consider all degrees
Benefits: Localized salary and benefits package

UNILEVER FUTURE LEADERS LEAGUE

Unilever Future Leaders’ League is a dynamic competition that brings together some of the
brightest students from all over the world who want to experience what tomorrow’s
leadership is all about. Joining UFLL means enrolling in a once in a lifetime challenge
where you will be working with real brands and real business cases. It is a thrilling hands-
on experience that will allow you to understand a leading business from the inside, to be
developed by the top leaders that build and manage our globally well-known brands and to
boost the skills you need to ignite the leader in you. At Unilever we are looking for students
who will partner with us to create a better business and a better world, and who are looking
to become the leaders of tomorrow, today. If you are one of these people, Unilever Future
Leaders’ League is your place!
For the chance to participate in UFLL 2019, check out your local Unilever Careers page
and social media channels to find out how to apply to the local rounds.
Data Collection Method
Data being collected through questionnaire survey, close ended questions remotely due to
covid19 , during telephonic discussion all the related thing of traning and development
being discussed deeply.
Analysis (Gap Analysis – Comparison with what was learnt)

LIMITATIONS:
In view of the limited time available for the study, only the Training and Development
process could be studied.
The sample size is too small to reflect the opinion of the whole organization.
The answers given by the respondents have to be believed and have to be taken for
granted as truly reflecting their perception

Corporate Training Program

What is the Corporate Training Program?

The Corporate Training Program by CFA Society Pakistan is first of its kind among all
144 societies of the CFA Institute. This program enables employers to recruit, select and train
from CFA Candidates all over Pakistan. The training program typically lasts for 12 months to
24 months depending on the requirements of the company.

CFA Society Pakistan partners with employers in spreading the message of the program to all
candidates through direct email and social media including Facebook and LinkedIn pages.

Which companies are involved? 

Unilever Pakistan was the first company to sign up and remained a huge success inviting
more than 400 applications from CFA candidates. Following companies have also partened
with us through the same program to attract the best talent with potential to become future
leaders.

 Engro Fertilizers
 Engro Foods (Friesland Campina)
 Unilever Pakistan Limited
 Al-Meezan Investments Management Limited
 MCB-Arif Habib Savings and Investments
 UBL Fund Managers Limited
 NBP Fund Management Limited
 Alfalah GHP Investment Management Limited

More companies will soon be launching the program in their organization.  

What's in it for employers?

The CFA Program provides the strongest foundation in finance, economics and advanced
investment analysis along with an exceptional focus on Ethics and Professional Standards.
CFA candidates include students at any of the three levels of exams while they become CFA
Charterholder after clearing all 3 exams and have to acquire 4-year experience in relevant
functions.

CFA candidates have the potential to add value to an organization as clearing even CFA
Level 1 requires sound understanding of Finance concepts along with an exceptional focus on
Ethics and Professional Standards as core study module. 

We recommend viewing the CFA Program Curriculum and CFA exam pass rates which

gives a good idea of how rigorous the exams are.

Through this program companies can prepare skilled trainees to take up permanent roles in
Finance, Investments, Research, Business Development and several other departments in
future. 

What's in it for candidates?

The program provides an opportunity to CFA Candidates to get trained in a practical work
setting and also increases chances of the candidates to be retained as permanent employees in
the same organization or being receuited as permanent employees in some other organization
 in future, thereby improving the employability of CFA Candidates and Charterholders in
Pakistan. All trainee positions under this program are paid positions. 

CFA Society Pakistan will also offer limited number of scholarships to candidates for the
remaining levels of the CFA exam while they are employed as trainees through the Corporate
Training Program. 

Basic Eligibility Criteria

The eligibility criteria may vary from company to company, however, a Bachelor's degree
from a recognized institute and having passed Level I of the CFA Exam is the basic
requirement. 

How to apply? 

Each company that CFA Society Pakistan collaborates with has their own recruitment process
for the program. All new vacancies related to this program are posted on the Jobline page and
social media pages of CFA Society Pakistan. 

QUESTIONNAIRE

How Would You Ensure That The Training Is Effective For An Employee Within The
Company?
Answer :
The training is effective in all means if it:

Imparts new skills.

Inculcates new ideas, knowledge and concepts.
Is practical oriented.
Not an information dump.
Aligns the training needs to fulfill the organizational short and long term goals.
Conducts the post evaluation to ensure the satisfaction levels to refine the future
training needs.

What Are The Different Methods You Could Use In Training Employees?
Answer :
There are different training methods like on-the-job techniques, off-the-job
techniques, role playing, simulation, internship, apprentice ship, lectures, case
analysis, laboratory training methods etc.

What Are The Key Issues That Should Be Addressed In The Design, Conduct, And
Evaluation Of Training Programs?
Answer :
The following are the key issues to be addressed for a successful training program:

Place (indoor/outdoor)
Audio visual aids
Relevant training materials
Facilities
Time schedule
Non – visual aids
Trainer.

What Is The Role Of A Trainer In A Company?

Answer :
The role of a trainer is to develop a competency and skill sets in an individual to
perform his/her effectively and efficiently in the work place. The trainer should
communicate to the trainees about what is expected out of training in a simple and
professional way.

The trainer plays a pivotal role from start to end of the training that includes the
following:
Training plan
Timing of different training sessions
Choosing the relevant training methods
Preparing the training materials and aids
Conducting training sessions and
Evaluating the post training session.
What Qualities Does A Company Expect In A Trainer?
Answer :
The qualities of a good trainer are as follows:

Methodical and well-planned

Highly knowledgeable and competent enough
Possess relevant industry experience
Good in communication/presentation and
Be practical enough to make the overall training session fruitful to the trainees.

As A Trainer, What Are The Steps You Would Undertake To Make The Long Training
Session Not Boring To The Employees?
Answer :
The following are the steps to be undertaken to make the long training session not
boring to the trainees/employees:

Give appropriate breaks to refresh

Use both audio-visual aids as and when necessary
Keep avoiding mono dialogue session; make the session highly interactive
Include management games like ice breakers etc. to energize the whole team
Introduce different learning principles like showing live industry examples and case
study analysis.

How Would You End Your Training Session?

Answer :
The well experienced trainer would end the training session with the summary of the
whole session/story/real life business example/ feedback mechanism to evaluate
the usefulness of both the training session and trainer as well.
 What Specific Skills Do You Bring To The Trainer Position?
Answer :
Refer to the essential skills and behaviors that every successful trainer needs. These
include technical skills such as knowledge of adult learning principles, business core
competencies such as knowledge and understanding of basic business principles
and organizational behavior and personal competencies such as planning and
organizing skills, information gathering and analysis, communication and
presentation skills, coaching skills, adaptability, creativity and resilience. Support
your answer with work related examples

Tell Me About A Recent Training Program That You Ran. How Did You Make Sure
That The Skills Were Successfully Transferred To The Work Situation?
Answer :
Learning transfer is an ongoing process. Ways of assessing the degree of transfer
include observation, talking to supervisors, customers, colleagues and getting
feedback from the employee. Focus on key requirements for training transfer
starting with a training program that is properly linked to real work life experience
to manager and supervisor support and reinforcement back on the job.

Recommendations:
Unilever Pakistan should develop effective supply chain management to make their product
in the hand rural customer as well. Unilever should also motivate and develop their
employees. Unilever also develop open mindedness as well as high level of other cultures
and life styles in the employees. Human resource managers and professionals should be
able to inculcate the willingness to accept change and ability to manage it. Unilever also
should create an environment of innovation.
Conclusion:
Unilever, being one of the most influential companies in the world is committed to provide p
roducts that will help people in their daily life and also support the global economic growth.
Unilever has almost tired 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 unilever and these
companies performance positively.

Bibliography / References
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Principles and procedures in evaluating performance: John C. Flanagan: volume 28.
Asrar-ul-Haq, M. and Kuchinke, K.P. (2016) ‘Impact of leadership styles on employees’
attitude towards their leader and performance: Empirical evidence from Pakistani banks’.
Future Business Journal, 2(1)
Training & Development : A Better way: Robert Hayden: Volume 52.
Altmann, R. (2015) A new vision for older workers, retain, retrain and recruit. Department
for Work and Pensions, London
Bashir, S. and Khattak, H. R. (2008) ‘Impact of selected HR practices on perceived
employee performance, a study of public sector employees in Pakistan’. European Journal
of Social Sciences, 5 (4)
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Armstrong, M. (2012) Armstrong Handbook of Human Resource Management Practice.
12th ed. London: Kogan Page
Kothari, C. R., Methods and Techniques, New Delhi, New Age International Publications

REFERENCE
Profile
Assistant Factory HR Manager at Unilever
Name: Abdul Ghani
Experience

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