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PT Unilever Indonesia Tbk.

Dwitya Aribawa Muhammad Affar Latipah

Established in Indonesia on the 5th December 1933, the Company has grown to be one of the leading suppliers of fast moving consumer products across Foods and Ice Cream, Home and Personal Care product categories in Indonesia.

Vision: The basis for Unilevers Suara Konsumen is the vision of Unilever Indonesia to become the first choice for consumers,

customers and the public.


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Mission: Add Vitality to life Give us our strong relationship with consumers and are the foundation for our future growth. We will bring our wealth of knowledge and international expertise to the service of local consumers, a truly multi-local multinational. Total commitment to exceptional standards of performance and productivity, to working together effectively, and to a willingness to embrace new ideas and learn continuously. Highest standards of corporate behavior Creating long-term value for our shareholders, our people, and our business partners.

Policies and strategies applied by PT. Unilever Indonesia, Tbk. always strives consumer-

based, tastes attention, desires, needs, expectations, feedback, and consumer advice. Consumer data is obtained either

directly to customer service (customer service: the customer's voice), market survey and business intelligence approach.

President Director

Internal Audit

Line Department

Director of Home and Personal care

Chef Financial Officer

Directors Foods

Director of Ice Cream& Marketing Services

President Director

Internal Audit

Functional Department

Director of Supply Chain

Director of Customer Development Director of Human Resources & corporate Relations

Corporate Relations

Human Resources

1. Corporate General Affairs 2. HR Business Partners 3. Industrial Relation 4. Medical Service 5. Remuneration 6. Service Delivery Centre 7. Expertise Team - Talents - Learning

The management of human resources is viewed as a system in which participants seeks to attain both individuals of group goals. Human Resource Management involves all management decisions and practices that directly affect or influence the people, or human resources, who work for the Organization.

The policies and practices involved in carrying out the people or human resource aspects of a management position, including

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HR Planning. Procurement Training and Development.

Performance appraisal. Compensating or rewarding.

Theory
HR planning is process of internal and external adjustment of labor supply with vacancies in a given period, planning allows managers to anticipate and be ready to face the changing conditions in general and human resources, especially in times where necessary to reduce staff, activities that can be done can be: (1) a limited acceptance employee (2) reduce the number of hours worked, (3) early retirement, (4) dismissal.

Implementation
Unilever focus on talent development program relies on succession planning. Succession planning is to meet long term needs. "So, the directors and HR people in companies should be able to see the business needs within the next 5-10 years. For the existing stock of talent in the talent pool that must always be seen, whether sufficient to carry out the vision and mission of the company or not.

Theory
Step of Recruiting and selecting process: -Decide what positions youll have to fill through personnel planning and forecasting. -Build a pool of candidates for these jobs by recruiting internal or external candidates. -Have candidates complete application forms and perhaps undergo an initial screening interview. -Use selection techniques like tests, background investigations, and physical exams to identify viable candidates. -Decide who to make an offer to, by having the supervisor and others on the team interview the candidates

Implementation
Provide new employee by human resources department, the candidates came from inside or outside company. -Application form, All applications should be made this in the apply job vacancy by online or offline. -Telephone interview, aptitude test screened by recruitment specialists or senior managers from Unilever Indonesia and the general knowledge test, IQ and EQ test -Assessment Center The day consists of a variety of exercise, some of these exercises are designed around a business case study -Offer The applicant will be offered a position

in one of business units or functions.

The new work in any of our operations during your first two to three years.

Theory Orienting is the procedure for providing new employees with basic knowledge background information and environment about the firm. Orientation content -Information on employee benefits -Personnel policies -The daily routine -Company organization and operations -Safety measures and regulation

Implementation Orientation Program conducted in Unilever Indonesia imposed on Management Trainee (MT) who had joined the company. The orientation lasted a year. In this program, the MT must be: -Familiar with the company as a whole. -One year of the orientation of just for introductions for new employee generally about the company (such as; policy, daily activity, regulation, information about benefit and salary) -Unilever Indonesia calls this orientation process as a learning period.

Theory
>The strategic context of training Performance management: the process employers use to make sure employees are working toward organizational goals. -Web-based training -Distance learning-based training -Cross-cultural diversity training -Training Objectives for Employees >The training and Development process: -Needs analysis, Identify job performance skills needed. -Instructional design, Produce the training program content. -Validation, Presenting the training to a small representative audience. -Implement the program, Actually training the targeted employee group. -Evaluation, Assesses the programs successes or failures.

Implementation
- On-the-job The new employees have a real job from day one -making decisions, solving problems and working as part of a team.

Performance development plan Company overview

- Professional Training Theres a skills programs for each function, often with e-learning packages.

Professional skills Professional qualifications CPMA for Finance, CHRP) for Human Resources, APICS and Safety for Supply Chain. Business skills development enabling skills that support your development as a manager.
- Personal Development

Passion, energy and creative thinking

Develop self-awareness & leadership capabilities And thats one of the most powerful things employees will gain from Unilever Future Leader Program offered a rare chance to work.

Human resources management activity that occurred in Unilever Indonesia is in conformity existing with the theory there are even some over-implementation than the standard of other company such as the future leader programs, this system only implemented in Unilever Indonesia and not impossible to be a reference to other companies.

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HR planning plan the program to recruit, training, give compensating and retirement of employee. Aimed to meet long term needs. Recruiting and selecting new employee by human resources department, the candidates came from inside or outside company form submit by online or direct to company. Aimed to recruit new future leader of Unilever. Orienting the early program to the new employee, this program make employee easy to adaptable with the company environment. Training and development the employee by Unilever Training Centre with several programs make the employee more fluently to finish their jobs.

In this case we are difficult to find the weakness of Unilever Indonesia but we still give propose or recommendation to make the company better and better over time. Recommendation for Unilever Indonesia - Gives an additional training for employees, such as: Training for those managers who had experience to maintain coordination between departments, but also to improve the quality of its management as management science and trends are constantly changing and growing. Special training for employees to enhance creativity in order to make product innovations. - Enhance the role of each department in the process of decision making in the short term to anticipate the changes that occur. - Review the employee development programs that have been implemented to be more effective in its implementation and setting quality standards for employee performance.