1

ACKNOWLEDGEMENT
All the praise is for Allah, the most merciful and beneficent, who blessed me with the knowledge, gave me the courage and allowed me to accomplish this task. I am especially indebted to all my teachers for instilling in me enough knowledge to be able to carry myself efficiently during my project. Secondly, I am bound to thank all the staff of Unilever Rahim yar khan Branch. In particular I am grateful to Mr. Faisal (HR Manager), Mr. Abdul Rehman Faisal, Mr.Younus (Senior HR Executive), Ms. Shaista Amin their inspiring guidance, remarkable suggestions, constant encouragement, keen interest, constructive criticism and friendly discussion helped me to learn and enabled me to complete this report efficiently.

DEDICATION

I dedicate this report to my parents and friends in recognition of their worth and to my teachers who are the guiding force for me and it is their effort and hard work that showed me the path of success and prosperity which would be there for me for the rest of my life. My thanks to all those who have generously contributed their theoretical knowledge to this report including my teachers. Without their understanding and support, completion of this work would not have been possible. I hope people find this report useful and the subject matter adds to their knowledge. Keep your dreams alive. Understand to achieve anything requires faith and belief in yourself, vision, hard work, determination, and dedication. Remember all things are possible for those who believe.- (American Researcher)

Table of Contents

Acknowledgement .. Dedication Executive Summary Introduction of the company Mission Statement Gender Discrimination Organizational Chart Organizational Culture & Environment ...

2 3 5 6 7 8 9 11

Means of internal & external communication .. 15 Sales Growth Position .. 17

SWOT Analysis 19 Suggestions & Recommendations 21

Executive Summary

Project report was my first step in practical life, through which I learnt a lot and it has aided me in being well equipped with valuable experience that would help me once I enter the professional life after the completion of my studies. It was a great experience for me and it helped me in realizing where my potential lies. What I learnt at Unilever was how to get along with the people that I have to work with everyday, building relationships with people, building confidence and improving my communication skills. This project has also prepared me for my future career in Human Resource so this project has helped me a great deal. The experience has taught me responsibility, teamwork and how to handle people in tough social situations. Even though the nature of work was quite basic as an student nevertheless I got to see what practical life is. This project overall has been a great experience. This report gives a profile of Unilever and an insight into the Unilever HR Department where I was assigned to work. This report also reflects my learning and experiences at Unilever along with my responsibilities and the tasks that I performed. Last part of the report consists of some recommendations and suggestions that I have given. My proposal would be of great use to Unilever and if followed properly, it can increase the performance of employees and finally the performance of the organization itself.

Introduction of Unilever
History:
Unilever was created in 1930 by the merger of British soap maker Lever Brothers and Dutch margarine producer Margarine Unie, a logical merger as palm oil was a major raw material for both margarines and soaps and could be imported more efficiently in larger quantities. In the 1930s the business of Unilever grew and new ventures were launched in Latin America. In 1972 Unilever purchased A&W Restaurants' Canadian division but sold its shares through a management buyout to former A&W Food Services of Canada CEO Jeffrey Mooney in July 1995.By 1980 soap and edible fats contributed just 40% of profits, compared with an original 90%. In 1984 the company bought the brand Brook Bond. In 1987 Unilever strengthened its position in the world skin care market by acquiring Chesebrough-Ponds, the maker of Rag, Pond's, Aqua-Net, Cutex Nail Polish, Pepsodent toothpaste, and Vaseline. In 1989 Unilever bought Calvin Klein Cosmetics, Faberg, and Elizabeth Arden, but the latter was later sold (in 2000) to FFI Fragrances. In 1996 Unilever purchased Helene Curtis Industries, giving the company "a powerful new presence in the United States shampoo and deodorant market". The purchase brought Unilever the Suave and Finesse hair-care product brands and Degree deodorant brand. In 2000 the company absorbed the American business Best Foods, strengthening its presence in North America and extending its portfolio of foods brands. In a single day in April 2000, it bought, ironically, both Ben & Jerry's, known for its calorie-rich ice creams, and Slim Fast.

Mission Statement
''Unilevers mission is to add vitality to life. We meet everyday needs for nutrition, hygiene, and personal care with brands that help people feel good, look good and get more out of life''.

Organizational Structure

10

Organi zational Culture & Environment:

Environment of Unilever: I had a very good learning experience in Unilever which would be of enormous help to me in the future. The staff was very helpful and friendly, which made the working environment adaptive and pleasant. The people there make Unilever a great company and an exciting place to work with a shared desire to learn leading edge skills and stretch beyond their limits. I took a deep interest in observing how employees in Unilever work together to overcome challenging situations. The environment in organization is so welcoming that it forces people to join hands together to work as a team. Unilever is all about integrity, mutual respect, teamwork, creativity and empowerment. The HR team of Unilever is a source of good inspiration. It is very dedicated, committed and hard working. Just by observing the HR team gave me a sense of responsibility and it gave me confidence that I am a part of this strong team. Cultures Dominant Features: Departments in Unilever: During my visit at Unilever office I come to know that there are following departments are currently working: Human Resource Management Marketing Department Commercial Department Sales Department Finance Department Payroll Department Information Technology Department Engineering Department Administration Auditing Department Customer Care

11

Human Resource Management at Ufone: 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.

Unilever is basically equal employment opportunity organization. Almost 70% of its employees are male and 30% are female. The job description of each and every employee is predefined. Performance appraisal is done on annual basis. Average age of Unilever employee is 32 years. This shows that they prefer young and energetic people for their middle and lower level management. High profile well experienced persons are considered for top-level management. Average Salary is 12000 for an employee.

12

Management: In Unilever the hierarchy is very lean, in general the whole setup is centralized, all the matters are to be reported to the head office and all the policies and targets are approved at the higher level. But at the branch level the structure is decentralized. Personnel: There are about 1500 employees serving at Rahim Yar Khan Unilever Branch at present. All of them are very devoted as they are given a wonderful learning environment to work, pay offered to them is also very attractive and ample chance of progress motivates them to work more. The job analysis is done on targets assigned and daily routines. The employees are indeed very satisfied and motivated. Recruitment & Selection: Recruitment is the process of gathering a pool of candidates for an organizational vacancy. Selection is the process of short listing only the qualified candidates who are fit for the job. In terms of recruitment and selection it is important to consider carrying out a thorough job analysis to determine the level of skills/technical abilities, competencies, flexibility of the employee required etc. And HR at Unilever follows these criteria. Unilever policy of recruitment is very simple, if at any time there is a vacancy, due to retirement, resignation, if employees opted for the golden handshake or the death of an employee, the management of the branch will inform the head office about the vacancy. The head office will place an advertisement in all major newspaper with the all necessary information required to be furnished by the applicant. Unilever has this policy of not mentioning the name of the company in a job advertisement. Usually hiring takes place through outsourcing with a help of a third party. Final selection takes place after the candidate has been interviewed by the Manager of the department who requires the new employee and then the HR Manager. On the joining day, the employee has to submit the following documents to the HR Department: Joining Report Copies of educational and professional degrees/certificates

13

Reference Letter Three copies of recent passport size photographs

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. There are two types of trainings conducted at Unilever: In-house Training External Training

In-house training is customized training which is only for Unilever employees. External training is carried out through trainers in training institutes. Employees at Unilever are usually trained through Rameez Allahwalla (in Karachi), Possibilities and Intec (two well-known training institutes). Before training Training Need Analysis (TNA) is conducted by the manager of the department. And after the training feedback from the employee is taken. Compensation & Benefits: A very effective way to retain an employee is to give him compensation and benefits. At Unilever following benefits are given: Medical Facility to employee and his/her parents Paid Vacations Accommodation Facility to energetic employees.

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 Companys Policies, Rules and Regulations 14

Human Resource Information System (HRIS): At Unilever profiles of all the employees containing data relating their payroll, leaves, benefits etc is saved in a database known as HRIS. Unilever uses a locally procured HRIS which is to be upgraded using Enterprise Resource Planning (ERP). Human Resource Planning: Planning provides a guideline to accomplish an activity. At Unilever the HR team plans everything so that the outcomes and results can be perceived before the plan is actually implemented. This makes the planning more accurate and efficient; it also saves time and money. Means of Internal Communication: Purchase Request (PR): Whenever an employee requires something from the admin, his request was put forward by filling a simple form which includes name of the entity, its quantity, signature of the department etc. This is known as Purchase Request. Travel Request (TR): If an employee needs to travel on an official job, he has to give a Travel Request by filling a form. The form includes purpose of travel, destination, time and distance. Visiting Card Request (VCR): In order to print visiting cards an employee needs to send a Visiting Card Request to admin department after being authorized by the HR department. Medical Reimbursement Form (MRF): When an employee desires to get his medical benefit from the company, he needs to fill in a Medical Reimbursement Form so that his request can be put forward.

15

Joining Report (JR): When a new employee joins the organization, he has to deliver a Joining Report to the HR Department.

Means of External Communication:

Through Mail. Through letters. Through Post & other related services. Through filling the survey forms from the public. By conducting the workshop & Seminars for the promotion of Unilever company. Through Societal marketing Practices. Etc etc.

16

17

 BCG Matrix of Unilever:

STARS:
High growth rate & high market share Lux Sunsilk Walls Fair & lovely Rafhan Energile

CASH COWS:
Low growth rate & high market share Surf excel Ponds Lipton Close up Blue band

18 Lifebuoy soap

Rexona Knorr

DOGS:
Low growth rate & low market share Wheel Supreme tea Lifebuoy shampoo

QUESTION MARKS:
High growth rate & low market share Clear shampoo Rin Comfort

Swot Analysis Of Unilever:

STRENGTHS: Strong company image Strong brand portfolio Success of the slogan Quantity & variety Effective & attractive packaging High quality man power Solid base of the company Innovative aspects Corporate behavior Health & personal care products

Help people getting more out of life 19

WEAKNESSES: High prices of products Substitutes products Policy of spending for the social responsibility Lack of control in the market Dual leadership Decrease in revenues Reduced spending for research & development

OPPORTUNITIES: Changing life style of people New markets Increase the volume of production Focus on R&D Low income consumers Help in improving people diet & daily lives AXE IGLO

THREATS: Competitors(P&G,) Political effects Legislative effect Environmental effect Economic crises Obstacle faced Change in life style of people Chance for price war Increase in production & labour cost.

20 Conclusion & Recommendations:

Conclusion: In View of the following data Unilever is one of the manufacturing sector who need to produce more output by implementing new technologies, new tariffs, new consumer satisfaction value added services. Further, it is still the largest manufacturer in the world in terms of geographic reach & quality. Recommendations: They Should encourage new products. Bring innovations in the existing products. They should conduct more surveys in order to know about customer satisfaction level. Easy access for communication should be provided in the rural areas.

Suggested Strategies: Market Development Market Penetration Product Development Restructuring Retrenchment Liquidation

References: Unilever Rahim Yar Khan Branch. Unilever Annual Report Unilever Website Friends Unilever Magazines & Journals.

21