HR Strategy: Talent Acquisition &

Retention At HUL
 Business Leadership Trainee Program
• Business Leadership Training program grooms young
managers and makes them business leaders

• Each year the most promising students are chosen from the
best B-schools and engineering colleges to join the program

• During this 15-18 month structured program, each trainee

goes through cross-functional stints, a rural stint and an
international stint (in another Unilever business)
 Business Leadership Trainee Program
• To facilitate learning, a senior manager is appointed as a
mentor, a young manager is designated for informal connect
and support, and a tutor is assigned to every trainee

• The trainees get to learn something new everyday in a fast-

paced challenging environment

• HUL believes that people with different views, ideas,

experiences and backgrounds bring dynamism to the business
and, most importantly, an empathy with consumers
 Attracting Experienced Professionals
• HUL attracts not only young graduates but also experienced
professionals. The reasons why experienced employees want
to work at HUL are:

I. Strong Brand Name & Reputation

II. Variety of Roles, Disciplines & Functions

III. Freedom of Innovation

 Rewards & Benefits
• HUL’s reward philosophy is to provide market competitive
salary and benefits with a strong linkage between performance
and pay

• The overall reward package includes:

I. - Fixed Salary that is competitive with the peer companies

II. - Variable Salary that is linked to company and individual

performance
 Rewards & Benefits
III. Equity compensation (at eligible levels) that is linked to long
term (3 year) company performance and the employee’s
potential

IV. - Benefits and Perquisites

V. - Retirement benefits that are market competitive

• All performance based reward (cash and equity, where

applicable) is annual, in April
 Performance Management
• Performance and Development Planning (PDP) helps an
employee make the most of his working life at Unilever

• The process supports an employee in identifying and delivering

against challenging goals that have an impact on the organisation

• It helps one plan how to develop skills and leadership behaviours

for the current position and for the years ahead

• It also gives one an opportunity to clarify expectations and

discuss future opportunities
 Performance Management
• PDP provides a continual process that allows for a thorough
evaluation of one’s 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 the employee and his manager

• It's about listening, sharing, accepting feedback, and taking

responsibility by an employee, for the next step in his career
 Training & Development
• Employees learn much of what they need to know by working
with knowledgeable colleagues and receiving regular coaching
and feedback (On-the-Job Training)

• Specific programmes ensure that employees build expertise in

their chosen career.

• The courses often use e-learning that enables an employee to

learn at his own pace and take control of his development
 Training & Development
• In some areas an employee can study for professional
qualifications and, as one progresses, he develops his
leadership capabilities

• 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 where the employees also find the very latest
news, articles and thinking
 Career Progression
• Careful ‘planning’ ensures that employees build a strong
foundation in professional skills, gain experience across
different operating environments and processes, and develop
capability in their chosen area of expertise

• HUL allows employees to build a ‘Breadth’ of experience,

which is about increasing one’s knowledge and understanding
of the business as a whole, so that one can assess complex
issues from different angles
 Career Progression
• HUL allows employees to build a ‘Depth’ of experience which
is about developing professional skills through performing and
practising your role

• International experience is essential in many roles within a

global organisation – and assignments offer valuable
development opportunities

• Employees at HUL also gain exposure through regional/global

roles and project teams