COMPANY PROFILE

HUL is an Indian subsidiary of Unilever, which is a British-Dutch

multinational company.
Hindustan Unilever is the largest fast-moving consumer good (FMGC)
company, HUL is the leader in home & personal care product and
food & beverages.
With 35 brands and 20 distinct HUL is With 35 and 20 distinct HUL is
leading in India market and holding 38.9‰ in Indian economic.
Some of the famous brands of HUL are Dove, Lux, Lifebuoy, Pears,
Hamam, Lyril, Rexona, Surf Excel, Wheel, Comfort, Clinic Plus,
Sunsilk, Fair & Lovely, Pond’s, Lakmè, Vaseline, Bru, Taj Mahal,
Lipton, Brooke Bond, Cornetto, Kisan, Annapurna, Magnum, Close
up, Pepsodent, and many more, And those band are used by 2 billion
people every day.
HUL has about 18,000 employees and has revenue of INR 38,785
Core (us 5.4 billion) (2019-20).

HR PRACTICES OF HINDUSTAN UNIler

Efficient and productive HR activities are truly important for each
organization. It also has its HR activities, which aid a lot in achieving
the goals.
Human Resources Management Programs at every company aim to
update, redefine, review, renovate, redesign, revitalize and
restructure the organization's architecture. These are easily tackled
through the alignment and introduction of HR policies & methods
with corporate goals & targets.

The HR Practices of HUL are as follow:

 Recruitment and Selection

 Performance Management
 Training & Carrier Development
 Compensation
 Employee engagement

RECRUITMENT AND SELECTION

RECRUITMENT
It is a way of discovering the sources of manpower to fulfill the
staffing schedule requirements and using the appropriate measures
to attract the manpower in adequate numbers to facilitate effective
selection of an efficient workforce.

PROCESS:-
• Identifying criteria (hiring vs. exit), upcoming vacancies, types of
workers required.
• Create suitable strategies to attract the appropriate applicants.
• To attract as many as possible candidates.

SOURCES OF RECRUITMENT:-
 Internal sources
 External sources
INTERNAL SOURCES :-
Present employees
Retired employees
Dependent of present
Employee Referrals
Walk-ins Head Hunting
Mergers & Acquisitions
Online sources( )
External sources :-
Campus recruitment
Private employment consultant
Casual Applicants Trade Unions
It helps turn company plan into needs of people. In order to
meet the changing needs of the organization a combination
of internal recruitment, campus recruitment and executive
search is leveraged.
In today's fast-changing business climate, companies need to
quickly respond to people 's requirements. It is therefore
necessary to get a well-defined recruitment policy in place
that can be efficiently applied in order to achieve the best fits
for the vacancies.

The Recruitment and selection process of HUL:-

HUL Ltd's recruitment process begins with the necessity of
the various departments as per the org map. So they notify
the department of human resources. HR Department takes
the applications from the Company's Data Base, Application
from etc., then does the shortlisting, then does the interview
schedule. After this the process of finding and bargaining
occurs. Then letter of offer shall be given to the candidate
selected. Then the employee joins in the organisation. The
company then arranges the employee's Induction Program.
After this the process of recruiting ends with this.
 PERFORMANCE MANAGEMENT

It is a systematic method of systematically and critically

evaluating the success of employees towards their objectives.
It provides input for yearly increases, training , and
development.
The goal should be not only to get the best people for an
organisation, but also to keep them and get the best out of
them. Employee performance management involves
preparing research and setting goals, improving performance
capability, continuous monitoring and assessment of results.
Simply put, a performance management program is
important to any organization's success as it affects
employee engagement , which in turn improves business
results at the bottom line. In addition , the Performance
Management Program helps identify, hire, inspire and
maintain key workers within an company.

An effective Performance Management System should

achieve the following:-

• Review the employment cycle of every employee,

• Beginning with the recruiting process,
• Employee development,
• Ending with effective exit interviews.
• Employee’s knowledge, skills, and abilities with the
organization's human capital needs and business objectives.
• Provide managers and employees with the tools
necessary to focus on short-term and long-term goals that
contribute to both career and organizational success.

HUL 's performance measurement primarily includes the

following core processes :-
1. Yearly goal setting

2. Half-year analysis

3. Annual analysis of its results

TRAINING AND DEVELOPMENT

The training and development program is charted to cover
the number of existing staff trainees. The plans also include
the selection of qualified staff to carry out development
programmes, the duration of training and development
activities and the distribution of budgets. Training and
development courses, depending on the work requirements
and study, may also be planned.
Training and development plans, based on work description
and research, may also be planned. Work research also
enables the selection of trainees.
The organization has a strong emphasis on preparing
personnel according to their needs. The internal training
department aims to improve the skill sets relevant to the
employee's work profile. That includes better
communication, , Different skills, E-mail programming,
Operation systems.
The training purpose determines what aim to reach by the
end of the training programme.

Meaning of training & development according to HUL: -

Training: Training refers to the process of giving specific

knowledge and skills. An employee who is in training is
presumed to have received some formal education. Without
an element of education there is no complete training
programme. Then we may assume that Operators are given
training.

Development: Development means opportunities for

learning designed to help employees grow. Technology isn't
candidate's performance towards skills. Rather it offers the
general information and behaviors that would be beneficial
to higher-position employers. Development gives awareness
of the market climate, management concepts and strategies,
human relationships, relevant industry research and the like
to make a organization better management of a company.
The training inputs are:-
 Working experience
 Education-Education
 Evolution
 ethics
 Problem Solving skill sets
 Decision to
 Changes in behaviors

Hindustan Unilever has provided its workers with both

vertical and lateral growth opportunities in all business units
located in India. India was one of a few countries with a
major presence in all the different business divisions –
Research, Production , Testing, Consultancy, Sales &
Marketing and Support. Employees may switch according to
their areas of interest between the business units. In addition
, employees were provided with exposure to different
business units through the mentoring of senior Unilever
employees.
 COMPENSATION

Hindustan Unilever provides incentive packages on a similar

or higher basis than industry norms based on the
professional expertise and experience of the applicants.
Employee benefits were uniform across workers.

The benefit schemes were re-evaluated twice a year. The

benefit programs included:
 Medical benefits aimed at keeping workers safe and
motivated.
 A variety of qualified therapy and support programs for
employees and qualifying family members.
 Encouragement for workers to relocate if they are
relocated and help them settle in a new location easily.
 Emergency assistance programs for employees and
their eligible dependents traveling on business to
locations worldwide.
 Business stock gives workers the ability to share the
rewards of the company's success.
 EMPLOYEE ENGAGEMENT

Employee engagement is a measure of how workers

are engaged and committed to their company and
values. Employee engagement is how the employee
thinks towards his or her job and whether or not he or
she is happy with the jobs.
References
Hindustan Unilever (HUL) - IBEF.
https://www.ibef.org/industry/fmcg/showcase/hindustan-
unilever-hul