Report Format

Report should contain the following

Cover page

Company Profile

Functions of HRM

Staffing

HRD

Compensation

Industrial Relation

Health and Safety

INTRODUCTION

Hindustan Unilever Limited (HUL) is India's largest Fast Moving Consumer Goods Company with

a heritage of over 75 years in India and touches the lives of two out of three Indians. HUL works

to create a better future every day and helps people feel good, look good and get more out of life

with brands and services that are good for them and good for others.

With over 35 brands spanning 20 distinct categories such as soaps, detergents, shampoos, skin

care, toothpastes, deodorants, cosmetics, tea, coffee, packaged foods, ice cream, and water

purifiers, the Company is a part of the everyday life of millions of consumers across India. Its

portfolio includes leading household brands such as Lux, Lifebuoy, Surf Excel, Rin, Wheel, Fair

& Lovely, Pond‟s, Vaseline, Lakme, Dove, Clinic Plus, Sunsilk, Pepsodent, Closeup, Axe, Brooke

Bond, Bru, Knorr, Kissan, Kwality Wall‟s and Pure-it.

The Company has over 16,000 employees and has an annual turnover of around Rs.19, 401 crores

(financial year 2010 - 2011). HUL is a subsidiary of Unilever, one of the world‟s leading suppliers

of fast moving consumer goods with strong local roots in more than 100 countries across the globe

with annual sales of about €44 billion in 2011. Unilever has about 52% shareholding in HUL.

COMPANY PROFILE
VISION

Unilever products touch the lives of over 2 billion people every day ± whether that's through
feeling great because they've got shiny hair and a brilliant smile, keeping their homes fresh and
clean, or by enjoying a great cup of tea, satisfying meal or healthy snack.
The four pillars of our vision set out the long term direction for the company ± where we want to
go and how we are going to get there:
 We work to create a better future every day
 We help people feel good, look good and get more out of life with brands and services that
are good for them and good for others.
 We will inspire people to take small everyday actions that can add up to a big difference
for the world.
 We will develop new ways of doing business that will allow us to double the size of our
company while reducing our environmental impact.
 We've always believed in the power of our brands to improve the quality of people’s lives
and in doing the right thing. As our business grows, so do our responsibilities.
 We recognize that global challenges such as climate change concern us all.
 Considering the wider impact of our actions is embedded in our values and is a fundamental
part of who we are.

PRODUCT LINE
A) HOME AND PERSONAL CARE:
1) Personal wash
 Lux Breeze
 Lifebuoy
 Dove
 Liril
 Pears
 Hamam
 Rexona
2) Laundry
  Surf Excel
 Rin
 Wheel
3) Skin Care
 Fair and lovely
 Pond’s
 Aviance
4) Hair care
 Sunsilk naturals
 Clinic plus
5) Oral care
 Pepsodent
 Close up
6) Deodorants
 Axe
 Rexona

7)Colour Cosmetics
 Lakme
8)Ayurvedic Personal and health care:
 Ayush

B) FOODS
1) Tea
 Brooke Bond
 Lipton
2) Coffee
 Brooke Bond Bru
3) Foods
 Knorr
 Annapurna
4) Ice cream
 Kissan Kwality walls

C) WATER PURIFIER
 Pureit
ORGANIZATION STRUCTURE
ACHEIVEMENTS

 In 2012, HUL was recognized as one of the world's most innovative companies by
Forbes. Witha ranking of number 6, it was the highest ranked FMCG company.
 Hindustan Unilever Limited won 13 awards at the Emvies 2012 Media Awards organized
by the Advertising Club Bombay in September 2012.
 HUL was one of the eight Indian companies to be featured on the Forbes list of World’s
Most Reputed companies in 2007.
 In July, 2012 Hindustan Unilever Limited won the Golden Peacock Occupational Health
and Safety Award for 2012 in the FMCG category for its safety and health initiatives and
continuous improvement on key metrics.
 Five of HUL's leading brands – Lux, Dove, Pears, Clinic Plus and Sunsilk – won the
Reader's Digest Trusted Brand 2008 Awards.
 Four HUL brands featured in the top 10 list of the Economic Times Brand Equity's Most
Trusted Brands 2008 survey.
 HUL was awarded the Bombay Chamber Civic Award 2007 in the category of
Sustainable Environmental Initiatives.
 HUL was selected as the top Indian company in the FMCG sector for the Dun &
Bradstreet - American Express Corporate Awards 2007.

STAFFING/ JOB ANALYSIS

RECRUITMENT AND SELECTION PROCESS
TRAINING AND DEVELOPMENT

PERFORMANCE MANAGEMENT

 A structured method of formally and objectively evaluating employees’ performance with

respect to their objectives.
 Addresses the issue of an employee’s development by providing them with structured and
in-depth analysis of strengths and areas of improvement.
 Provides with input for annual increments, training and development.
 Employee Performance management at HUL includes planning work and setting
expectations, developing the capacity to perform, continuously monitoring performance
and evaluating it.

PERFORMANCE APPRAISAL
Methods followed are:

360 Degree Performance Appraisal:

 provide feedback from superiors, peer groups and subordinates to provide holistic and
objective evaluation of the employees.
 assessment is communicated transparently to all employees individually
  career paths are shared with them
Management by Objectives (MBO):
 The MBO focuses attention on participative goals that are tangible, verifiable &
measurable.
 The superior & subordinates jointly determine goals to be considered during appraisal
period & what level of performance is necessary for subordinates to satisfactorily achieve
specific goals.
 During performance appraisal period the superior & subordinates update & alter goals as
necessary due to changes in business environment.
 If not achieved identify reasons for deviation.

COMPENSATION

 Hindustan Unilever offers compensation packages on par or higher than the industry standards
based on the technical skills and experience of the candidates.
 Employee benefits were standardized across employees.
 The benefit schemes were re-evaluated twice a year.
 The benefit programs included:
 Medical benefits that were aimed keeping the employees healthy and motivated, so as to
reach expected productivity levels.
 Tuition assistance programs which included financial assistance to meet tuition expenses
for all employees. This gave them the opportunity to continue their formal education
while working.
 A range of professional counseling and support services for employees and eligible
family members.
 Facilitation for employees to relocate if transferred to help them settle easily in the new
location.
 Assistance programs in case of emergency for employees and their eligible dependents
travelling on company work to locations worldwide.
 Company stock offers to the employees to enable them to share the benefits of the
company’s performance.

NON MONETARY BENEFITS

HEALTH AND SAFETY MEASURES
Hindustan Unilever Ltd (HUL) recognizes people as its most important asset and is committed to
a safe and healthy work environment impacting those working on, visiting or living near our
operations. Management at all levels will be responsible and will be held accountable for the
occupational safety and health performance of the Company. At the same time it is the duty of
every employee to work in a safe manner so as not to endanger himself / herself or his/her
colleagues at work and during travel. This is a condition of employment.

HUL is committed to make, handle, use, transport, sell or dispose off products, in a safe and
environmentally sound manner. HUL aims to prevent occupational injuries and ill health through
the following actions:

 Integrate safety into all business processes. Proactively evaluate risk of occupational
injury / illness and implement actions to mitigate the risk.
 Design, adapt, operate and maintain technology, plants and other facilities within the
designated safety criteria throughout their working life.
 Develop, introduce and maintain safety and health management systems across the
Company to meet concern standards as well as statutory requirements for safety and
health. Verify compliance with these standards through regular auditing.
 Set continual improvement objectives and targets and review these periodically to ensure
that these are being met at the individual unit and corporate levels.
 Inculcate safety as a personal value through behavioral intervention at all levels,
recognition of positive behavior and continuous correction of unsafe behavior.
 Involve all employees in the implementation of this Policy and provide appropriate
training.
 Provide for appropriate dissemination of information on safety and health at work and
travel through suitable communication networks both within HUL and among
stakeholders.
 Implement Mandatory Minimum Standards at Third Party co-packers and dedicated
warehouses.

INDUSTRIAL RELATIONS
CONCLUSION