• Hindustan Unilever Ltd.

was ranked number one in the Asia-Pacific

region and in India, being the “Dream company” to work for by
almost 64 percent of management students graduating in 2010.
Nielsen’s survey rated HUL as one of top 5 employers.

• HUL had a 1500 strong managerial workforce, largest in the FMCG

industry. It also had the largest market share in the FMCG industry,
had one of the largest and well-penetrated distribution networks in
India, covering 35 locations.

Situation • The company witnessed an intense competition and price wars,

Analysis resulting in lower revenue and growth; misinterpretation of
company’s core values led to the exit of star performers.

• However, Leena Nair managed to bring substantial reforms

which helped revive company’s standing in terms of employee
satisfaction in the industry.

• In light of the predicted talent crisis in India, HUL, with its strong
band of 1500 managers, is feared to be a poaching center for
talent by other rival industries.
 Current Desired
According to the reports published
Problem by BCG and McKinsey, there’s
expected to be a talent crunch in
The company aims to reduce
the risk of losing valuable
Statement Indian industry. This is likely to
result in decreased availability of
managers and retain its title
of being the CEO Factory of
skilled manpower in HUL, and India.
would result in employees being
more vulnerable to poaching.
 Meeting expectations of new recruits

Problem Solution

The new hires often compared the
opportunities in manufacturing industry
with service industry (especially IT and
ITeS), and felt there was a dearth of global
exposure and better lifestyle (which comes
with urbanization).
• Shorten the tenure to be served in
manufacturing units.
• Provide additional benefits/incentives to
the employees engaged in areas which
don’t offer proper health and education
facilities.
 Retaining talent

Problem Solution

HUL has spent considerable time and
resources in building its workforce, but now
faces the threat of losing them due to
anticipated poaching efforts which would
result in an increase in turnover.
• Introduce lucrative stock benefit options
for star performers to strengthen their
association with HUL.
• The company needs to develop a robust
succession plan to tackle the upcoming
talent crisis.
 Capture Young Talent

Problem Solution
Introduce a 6-month internship and
Due to the predicted talent-crunch and
training program for the selected
shrinking pool of skilled candidates in
candidates from top institutes of the
Indian industry, HUL can soon face the
country. Training them early would help
threat of demand-supply mismatch.
them to take up pivotal positions at a
faster rate.
Thank You!