HINDUSTAN UNILEVER LIMITED [ HUL]

PRE AND POST COVID

• Effective and Efficient HR practice are very much important
for every organization.
• So, HUL has also its HR Practice, which helps it a lot to achieve
the target.
• Human Resource management initiatives in organization
endeavour to change, redefine, revisit, renew, reinvent,
revitalize and restructure the organization architecture.
• This is effectively done with the help of alignment &
integration of HR policies and strategies with business goals
and objectives.

Pre Covid-Situation in HUL

1. RECRUITMENT AND SELECTIONS
It is a process to discover the sources of manpower to meet the
requirements of the staffing schedules and to employee.
The effective measures for attracting that manpower in adequate
number to facilitate effective section of an efficient workforces.
2. PROCESS OF RECRUITMENT
Finding out the requirement in the upcoming vacancies.
Choosing the right candidate for the right job.
Developing suitable techniques to attract suitable candidate.
3. SOURCING OF RECRUITMENT
4. COMPENSATION
HUL compensation packages on par or higher than the industry
standard based on the technical skills and experiences of the
candidates.
Employee Benefits were standardized across employees.
5. EMPLOYEE ENGAGEMENT

POST COVID SITUATION IN HUL

1. STOP OF RECRUITMENT AND SELECTION.
As per CMD Sanjiv Mehta there is no job cuts or Salary cut but
can’t say about future.
So hence HUL have stop recruiting and selection and keep on
hold or postponed which is on present. Once market will
function regularly, they will start recruitment.
2. NO PERFORMANCE APPRAISAL.
Due to lockdown many companies included HUL has
postponed employees Performance Appraisal.
HUL give Increase in Pay and Bonus to Employees. Hence, they
don’t have any plans for future and handling this crisis. HUL
has postponed Employees Performance appraisal.
3. INCREASE IN TRAINING AND SESSIONS.
HUL has increase training of employees. This training and
session related Covid 19 situation, Health care, Digital training
and Work from home base.
HUL has keeps various new session to keep engagement of
employee in work and update themselves to this situation
which has heavy chances to long term.
4. LIMITED COMPENSATION.
HUL has given limited compensation to employees. Basically,
those who have work from home has not given
compensation.
Only those who are in necessary field work only
compensation is given. HUL only gives medical compensation
to employees.
The tuition assistant program was stop and twice a year
benefit converts into one a benefit.
5. DECREASE IN EMPLOYEE ENGAGEMENT.
HUL has before pandemic has day to day employee
engagement. But Due to Lockdown majority of employees
work from home. And only few employee’s engagement
program and which was digital.
 HUL CREATE SUPPORTS GROUPS, LEARDERSHIP COACHING
FOR LEADERS AMIDS THE RISING SECOUND COVID WAVE

ARTICLE BY SACHIN DAVE, ET BUREAU

SYNOPSIS

Mr. Sachin Dave has taken interview of Anuradha Razdan,

Executive director, HR, HUL is discussing about how leader
facing issue in lockdown. And HR role for helping them in this
situation.

Hindustan Unilever has introduced human Resource

interventions for the top leaders of the company to help them
deal with stress and avoid burnout as the aggressive second
wave of Covid-19 puts additional pressure on leadership on
both businesses.
ISSUES FACE BY HUL LEADERS DURING LOCKDOWN
STRESS AND BURNOUT
In Lockdown stress and burnout has been increase due
to various issue.
Work from home has been big challenges to leaders
hence unavailability of various resource as compare to
Office.
1. ADDITIONAL CARE FOR EMPLOYEE OR TEAM MATES
Leader has to take care of their team members and
employees.
Majority of employee going through various issues such
as Covid crisis, Family Crisis and Work Crisis.
2. KEEP OPERATION SMOOTH
Leaders have to make sure operation should run
smoothly.
 It been challenging job during lockdown.
With limited resources and limited people.
Leader have to make sure they complete.
3. ABSENCE OF EMPLOYEES DUE COVID 19
Majority of people diagnose with Covid 19.
Even in HUL many employees absent during pandemic
which effect operation and No substitute for work. Also,
they have taken health update of them.
Majority post were not working, Which effect efficiency
of team.
4. PERSONAL ISSUES
Due to lockdown various restriction are on citizen.
Which leads to poor communication, absence of social
life and family issue.
Even many leaders themselves diagnose with Covid 19
and also their family member.

HR INITIATIVE ON THIS ISSUE

1. CREATE A SUPPORT GROUP OF 3 TO 4 LEADERS
HR has created group of leaders which discuss
problem with each other and try to solve problem
among themselves by brain storming.
And also motivate each other, Find solution for them
and also exchange resources.
Which will also guide others leaders to solve issue
2. INTERNAL HR TOOLS FOR HOLISTIC WELLBEING
HR and Leaders are created holistic wellbeing tool
which will help employees and leader which is
internal process which deal with health and
emergency and dealing with stress and emotional
turmoil.
3.UPGRADED HEALTH CARE SYSTEM
 HR has upgrade health care and make it more
efficiency.
Employees should get immediate help during health
crisis, It will not give burden to Leaders.
Which will make them focus on work, And get rid of
unnecessary work and stress.
4.DEDICATED TEAMS FOR EMPLOYEE’S HEALTH
As per Anuradh Razdam for 12000 shop floor
employees.
Which family taken care by executives. Which also
constantly keep in touch with employee’s family.
5. INCREASE IN COUNSELLORS TEAM
Increase of more 100 counsellors which is double in
number compare to last year which will create a team
of 500 employees and listen without being
judgmental.
Which will help Leaders to come out with better
solutions and stress.
CONCLUSION
1. LEADERS – EMPLOYEES RELATIONS
Leaders are totally depending upon employees and Teams.
If stress is on team or employee also
leaders will be on stress.

2. LEADERS STRUGGLES
Its myth that during lockdown Leaders or top management
won’t face any issue. Only employees
and Workers facing issue. In this article we can clearly see
the burden and stress on Leaders. Even
Leaders are facing issues. Leaders are human too. Even
they need support from various department
to run the team.
3. HR ROLES
 Even Leaders depend upon HR system even they hold
important position in company. Its HR
department duties to maintain good work culture for not
only for employees also for leaders.

4. DIFFERENT INITIATIVE FROM HUL HR MANAGEMENT

As per Anuradha Razdan HR department of HUL has come
with different solutions and Idea which
helps their employees to came out stress and work more
efficiency the more focus is on leaders
which will guide the team on better way. If leaders are
weak the whole organization will collapse.
6.