NAME: SHAYAN FATHER NAME : JUNAID CLASS: BS COMMERCE 4 (EVENING) ROLL NO:

10042004 INSTRUCTOR: MR. HASIL MURAD

ASSIGNMENT OF HRM
COMPANY INTRODUCTION:
Unilver introduce itself by following words
“We are Unilever.
We are 148,000 people across the world, we are over 400 brand names in 190 countries,
we are a global company with a global purpose.”

VISION:
Unilever’s corporate vision is “to make sustainable living commonplace. We
believe this is the best long-term way for our business to grow.” This vision
statement puts emphasis on sustainability, especially among consumers. The
following components are notable in Unilever’s vision statement:
1) Commonplace sustainable living
2) Best long-term way
3) Business growth

MISSION:
Unilever’s corporate mission is “to add vitality to life. We meet everyday needs
for nutrition, hygiene and personal care with brands that help people feel good,
look good and get more out of life.” This mission statement underscores how the
company satisfies customers in various aspects of their lives. The following are the
significant components in Unilever’s mission statement:
1) Adding vitality to life
2) Meeting everyday needs for nutrition, hygiene, and personal care
3) Helping people feel good, look good, and get more out of life

HUMAN RESOURECE MANAGEMENT:

Unilever has the impact it does because of its people. HR is considered a core
rather thana 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. 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.

A clearly defined Recruitment & Selection policy is defined.

The need for Training & Development of employees is assessed.

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

appraisal is done on annual basis. Average age of Unilever employee is 32 years. 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.

The Major H.R Activities Are:

1) Human Resource Planning

2) Recruitment & Selection

3)Orientation

4)Job Analysis

5)Training & Development

6)Performance appraisal

7)Compensation & Benefits

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. Wherever you're
based in the business, you will gain experience of driving culture change, managing
employee relations, developing talented individuals and leaders, turning around the
performance of teams and much more. It’s all about shaping our organization from within.

MANAGEMENT:

In Unilever the hierarchy is very lean, in general the whole setup is centralized, all the matters
are to be reported to the head office and all the policies and targets are approved at the
higher level. But at the branch level the structure is decentralized.

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. The job analysis is done on targets assigned and
daily routines. The employees are indeed very satisfied and motivated.

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. And HR at Unilever follows these criteria. Unilever policy of
recruitment is very simple, if at any time there is a vacancy, due to retirement, resignation, if
employees opted for the golden handshake or the death of an employee, the management of
the branch will inform the head office about the vacancy. The head office will place an
advertisement in all major newspaper with the all necessary information required to be
furnished by the applicant. Unilever has this policy of not mentioning the name of the
company in a job advertisement. Usually hiring takes place through outsourcing with a help
of a third party.

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, as well as
after the individual has joined the organization, such as induction and onboarding.
Recruitment can also refer to processes involved in choosing individuals for unpaid
positions, such as voluntary roles or training programs.

Depending on the size and practices of the organization, recruitment may be undertaken in-
house by managers, human resource generalists and/or recruitment specialists.
Alternatively, parts of the process may be undertaken by public-sector employment agencies,
commercial recruitment agencies, or specialist search consultancies.
The use of internet-based services and computer technologies to support all aspects of
recruitment activity and processes has become widespread and has revolutionized
recruitment activities ranging from recruitment agencies sourcing candidates through online
job boards and social media, or human resource professionals using assessment or job
simulation programs as part of the selection process.

FINAL SELECTION:

Reception of application

Evaluating reference and biographical data

Employment test:

Analytical ability

Computation ability

Verbal skill

Written skill.

General knowledge.

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.

1) Joining Report

2) Copies of educational and professional degrees/ certificates

3) Reference Letter

4) Three copies of recent passport size photographs

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:
1) In-house Training
2) External Training

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

External training is carried out through trainers in training institutes.

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 job's duties, responsibilities, reporting relationships, working conditions, and

supervisory responsibilities—one product of a job analysis.

Job specification:
(What kind of people to hire for the job)

A list of a job's “human requirements,” that is, the requisite education, skills, personality, and so
on another product of a job analysis.

JOB ANALYSIS:
1: AM safety:
JDs:
1. Job tittle: AM and safety
2. Job location: karachi
3. Job summary: one should provide safety management, advice, monitoring, and
reporting in the workplace, and engage staff in programs that ensure safe practice in
the workplace.
 4. Reporting line: Report to floor manager
5. Working conditions: working on marble and slippery indoor location and good
ventilation and hydration facilities.
JSs:
1) Qualification: certification in health and safety.
2) Expertise: Ability to provide detailed reports and develop safety procedures.
3) Skills: Excellent communication and interpersonal skills
4) Experience: one year experience or practical involvement in same industry.
5) Responsibilities:
• Create and implement workplace health and safety plans and procedures
• Evaluate health and safety practice and procedures for risk assessment and following
legal guidelines
• Conduct accident prevention training and health and safety training
• Inspect equipment for unsafe workplace conditions
• Monitor employee conformity to safety laws and policies
• Investigate accidents and incidents to find cause and take prevention measures for
further incidents
• Handle worker's compensation claims in the event of a workplace accident
• Suggest solutions, improvements and prevention steps for safety issues

6) Behavior: accountability taker, accept challenges, team worker, problem solver,

confident , dependable.
7) Emotions: one should know how to be calm, comfortable, energetic, enthusiastic, excited,
happy, joyful, peaceful, relaxed, and satisfied according to the situation
8) Training: 2 day workshop about working environment and briefing about
responsibilities.
2: central manger:
JDs:
1) Job tittle: Central manger
2) Job location: Karachi
3) Job summary: Center manager have to serve in a leadership role overseeing the daily
operations of a facility or business location. He is accountable for enforcing health and
safety guidelines and ensure the staff and facility are in compliance with all applicable
local codes and federal or industry regulations.
4) Reporting line: factory manager
JSs:

1) qualification: Bachelor's or Graduate's Degree in business, business administration,

computer science, or information systems or equivalent experience.

2) Expertise: Must be familiar with budget planning and writing protocols.

3) Skills: Possesses leadership skills and dedication to continuous improvement.
 4) Experience: One year experience in following field.
5) responsibilities: He will lead role in recruiting, hiring, training, and supervising
personnel. His position also includes budget management and other financial duties.
Their responsibilities may also involve meeting sales, revenue, or enrollment quotas.

6) Behavior: accountability taker, accept challenges, team worker, problem solver,

confident , dependable.
7) Emotions: one should know how to be calm, comfortable, energetic, enthusiastic,
excited, happy, joyful, peaceful, relaxed, and satisfied according to the situation
8) Training: 2 day workshop about working environment and briefing about
responsibilities.
3:Regional manager:
JDs:
1) Job tittle: Regional manager
2) Job location: multiple location
3) Job summary: He have totravel between factory stores to oversee daily operations,
administer necessary training and handle any problems that may occur. He must be
exemplary representatives of a company’s policies and mission, while also being the
Spokesperson for the general employees. Liaising between the corporate world and
lower-level employees he ensure all communications and operations between stores
run smoothly.
4) Reporting line: country manager
JSs:
1) Qualification: a bachelor’s degree in one of the following subjects is needed for
this position: sales and marketing management, business management or retail
marketing.
2) expertise:
3) skills:
• Strong interpersonal and negotiating skills
• Excellent customer service
• The ability to work well under pressure
• Flexibility and openness to change
• Ability to generate profits in multiple sales locations
• Business management skills
• The ability to take the initiative
• The ability to create and run strong training programs.
4) experience: 3 year experience on this position or junior position
5) responsibilities:
Achieving business goals and revenue targets. Overseeing daily operations,
managing budgets, and setting performance objectives. Recruiting, training, and
supporting general managers as well as conducting regular performance appraisals.
Developing and implementing business, marketing, and advertising plans.
 6) Behavior: accountability taker, accept challenges, team worker, problem solver,
confident, dependable.
7) Emotions: one should know how to be calm, comfortable, energetic, enthusiastic,
excited, happy, joyful, peaceful, relaxed, and satisfied according to the situation
1) Training: 2 day workshop about working environment and briefing about
responsibilities.
4: Credit controller:
JDs:
1) Job tittle : Credit controller
2) Job location: outdoor and office work
3) Job summary: He is responsible for managing a book of debtor accounts to ensure
timely payment of outstanding invoices. He have to conduct credit checks on new
customers, resolve problems in relation to invoice payments, and reconcile complex
month-end accounts.
4) Reporting line: They must report to management on outstanding issues, whilst
highlighting potential debtor problems.
JSs:
1) Qualification: minimum Bachelor’s degree requirement in a finance or business related
field of study.
2) skills:
• Strong analytical skills and attention to detail
• Good business acumen for problem solving
• Competency with large ERP systems
• Confidence to deal with a range of stakeholders
• Excellent time management skills and ability to prioritise a demanding workload
3) Experience: five years’ experience working within an accounts receivable and/or
credit control environment
4) Responsibilities:
• Creating procedures and policies that ensure timely payments while maintaining a high
level of customer retention
• Reconciling complex accounts that have been escalated from the AR team
• Monitoring debtor balances to ensure a reduction in debtors DSO
• Ensuring credit and collection policies and procedures are followed within your team
• Liaising with customers, as well as internal personnel including the sales team

5) Behavior: accountability taker, accept challenges, team worker, problem solver,

confident , dependable.
6) Emotions: one should know how to be calm, comfortable, energetic, enthusiastic, excited,
happy, joyful, peaceful, relaxed, and satisfied according to the situation
7) Training: 2 day workshop about working environment and briefing about
responsibilities.