3.

1: Human Resource Planning

On the entry level the HR Department is mostly taking MBA graduates. According to Unilever
their belief is that "Their people are their greatest asset”. The HR team takes great pride in
acknowledging the contribution of each employee. Unilever focuses a lot on HR Development and
for that the HR team ensures:

• Staff of Unilever consists of world class Professionals and ensures that the right systems are in
place to encourage people to develop to their full potential

• Collaborative and mutually supportive work environment is created that encourages people to
grow.

• Team of professionals is built which delivers expertise by participating in business decisions.

• Performance Management and Reward Systems are developed which underlies the Business
strategy of Unilever.

• A clearly defined Recruitment & Selection policy is defined.

• The need for Training & Development of employees is assessed.

• Compensation & Benefit plan is developed which ensures that employees are motivated.

Employee Requirement:

Unilever Operations in Bangladesh provide employment to over 10,000 people directly and
through its dedicated suppliers, distributors and service providers. 99.5% of UBL employees are
locals and we have equal number of Bangladeshis working abroad in other Unilever companies as
expatriates.

14
The Governments influence in the recruiting process should not be overlooked. An employer can
no longer seek out preferred individuals based on non-job-related factors such as physical
appearance, sex or religion background. Government may impose restrictions on these matters.

3.2.3 Recruiting Sources

Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of the
position to be filled. Certain recruiting sources are more effective than others for

Normally i know about two types of recruitment channel by which they recruit employee those are

1. External recruitment channel

2. Internal recruitment channel

External recruitment channel

When job openings cannot be filled internally, the HR department must look outside the
organization and basically for UBL, recruitment of fresh graduates is done through this means.
There are 8 ways for external recruitment in the UBL, which occurs in direct or indirectly for
various level of recruitment. Those are-

1. Employee referrals: For lower level workers, Unilever follow the employee referrals
procedures. This is the procedures when existing employees refer one new and the new is
considered to be further judgment.

2. Advertising: UBL next to employee referrals in fact for fresh graduates majorly follow the
advertisement procedure for recruiting purposes. They advertise in the reputed English and Bengali
National papers. They also use the internet for online application.

3. Educational institutions & Professional associates: More over the organization takes its
manpower from the universities and educational institutions across the country. The nationwide
universities and its important institutes provide the potential graduates as the employee of the
organization. From discussion with HRM it was known that their preferred institutions range from
IBA, BUET, DU, KU, Brac U, NSU, AIUB, JU, to Chittagong University and such.

20
4. International recruitment:

Sometimes, especially in importance of cases international recruitment occurs in ULB. However

such rare events happen if the candidate stays in abroad or are working in international company
on foreign land.

Internal recruitment channel

Current employees are a major source of recruits for all but entry- level positions of Unilever
Bangladesh ltd.. Whether for promotions or for lateral job transfers, internal candidates already
know the already informal organization and have detail information about its formal policies. In
fact for Unilever this short of recruitment is occurred only with especial purpose experienced
employee recruitment.

Unilever provides career opportunities for-

• Biz-learner: People for Skilled and labor based events

• Graduates: Fresh graduates as knowledge worker
• Professionals: Specialist experienced people for special purpose

99.5% of UBL employees are locals and they have equal number of Bangladeshis working abroad
in other Unilever companies as expatriates. Unilever wants to attract the best graduates to join in
their leadership actions.

The Unilever attracts candidates by providing several fascinating offers. They offer:

✓ Competitive Salary
✓ Pension
✓ Healthcare
✓ Performance Related Bonus
✓ Share Scheme
✓ 25 days Annual Leave
✓ Flexible Working
✓ Discount Staff Shop

21
 ✓ Staff Insurance department
✓ Free Gym access

3.3: Selection

22
Selection is the process of select the best candidates for the job by using various tools and
techniques.

According to R.M. Hodgetts. "Selection is the process in which an enterprise chooses the
applicants who best meet the criteria for the available position."

3.3.1: First Phase

Reception of application

After accomplishing the recruitment process, Unilever go to the selection process where they
start the process with the reception of application form filled up through internet online form.
After scrutinizing the data, they select applications for written test.

Employment test

This written test measures the candidates

1. Analytical ability

2. Computation ability

3. Verbal skill

4. Written skill

5. General knowledge

More above 65% marks ensures applicants pass.

23
Assessing candidate through interview

Mainly three steps are followed in the selection procedure. In the first stage the candidates are
invited for a viva with sales and training manager, Dhaka in his Gulsan office. A human resource
manager also exist there. In this viva the candidates situation handle ability is measured.

3.3.2: Second phase:

It is the viva with the general sales and operation manager ( GOSM), and trade marketing
manager .in this stage individual skill is measured. The question tries to measure out the fitness
of the candidate for the post.

3.3.3: Third phase:

In this stage the applicant face the HRD customer development team (CDT) this phase measure
the applicability of the applicants’ potential for the jobs. In these stage why the applicant prefers
the Unilever and why it would like to join the expected team.

Physical ability test

The physical test is administered by Apollo Hospital Dhaka to measure the HIV, Hepatitis B, C
or such many diseases in its applicant’s health and fitness for job effort.

Work samples

For some technical jobs Unilever follows the work sample test on particular employee like the
one of Finance and IT.

Hiring decision

Finally the every step success ensures an applicant join in the Unilever family.

24
3.4: Orientation

A newly hired employee is oriented so that he can get an idea about the organizational setup so
that he may feel at home. At Unilever orientation plan covers the following points:

• Visits to different department of the company: In Unilever, newly recruited employee

are introduced to their co-worker from different departments as well as to they are given a
short tour to their work-station.

• Company’s Policies, Rules and Regulations: A broad overview of company’s policies,

rules, regulations are given to them.

3:5: Placement

Placement is the act of putting someone in a particular place or position. In case of job sector,
placement refers putting right person to the right place according to their capability, interest &
requirement.

In Unilever, Employees are placed according to their requirement. They appoint right person to
the right job according to their ability, skills, interest & requirement.

25
3:6: Training & Development

Training & Development:

Training & Development involves improving the knowledge, skills and abilities of the individuals.
A continuous training is conducted inside the organization to improve the performance of
the employee.

• Understanding training needs for the employees and creating the skill requirements
• Designing the most effective training method for your organization
• Making sure the training is being delivered efficiency
• Evaluating the impact of the training

Training Cycle:

26
Training Needs Analysis is influenced by three factors:

a) Organizational Analysis- identifying the training needs of the employees in accordance with
the long-term goals of the organization.
b) Job Analysis- identifying training needs in accordance with job description and specification.
c) People Analysis- identifying the training needs in accordance with the traits of the employees.

Instructional Design-
a) Setting training goals
b) Determining training specifics
c) Identify trainees
d) Determining training materials
e) Choosing training modes and methods
f) Select trainees
g) Schedule training
h) Develop training projects

Validation-

a) Validating the training program before implementing it

b) Revising the training program before implementing it

Implementation-

a) Ensuring support from management to the training program

b) Appoint manager for the training program

c) Designing certain protocols for the program

d) Ensuring logistical support

27
Models of Training

1. On the job training- is a form of training that takes place when employees are actually working.
It is a self-explanatory process that takes place when employees are actually working, meaning
employees acquires skills while they are carrying out their jobs.
2. Off the job training- is basically when employees are trained somewhere away from the actual
workplace. Top executives are often sent abroad for off the job training. Off the job training is
more concentrated on learning.
3. Coaching and mentoring- Coaching is a private interaction between a trainer and trainee. It is
a way to correct the errors done by the employees, as it, gives employees room for improvement.
Mentoring is usually aimed at management level employees. It gives the trainees an opportunity
to work under a respective role model and allows the employee to have a reference point in terms
of completing job responsibilities. (Chand, n.d.)

28