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HINDUSTAN UNILVER 

 

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OBJECTIVE OF HINDUSTAN UNILVER LIMITED

 To analyze the awareness level of employees regarding recruitment and selection

 process of the company.Suggest ways to make it more effective.

To find out the employees views towards the present recruitment policies of the

company.To analyze various factors affecting recruitment and selection process. To

analyze the ways to motivate sales force.

RECRUITMENT STRATEGY & SELECTION PROCESS AT

HINDUSTAN UNILVER LIMITED

Definition of recruitment

Recruiting is the process of finding & attracting capable applicants for employment. The  process begins when new recruits are sought & ends when their applications are

submitted. The result is a pool of applicants from which new employees are selected.

According to Robins, “The ideal recruitment effort will attract a large no of qualifiedapplicants who will take the job if it is offered. A good recruiting program should attract

the qualified & not attract the unqualified. This dual objective will minimize the cost of 

 processing unqualified candidates”.

So recruiting is a process of discovering potential candidates for the actual or anticipated

organizational vacancies. Or from another perspective, it is a linking activity-bringingtogether those with jobs to fill and those seeking jobs.

Factors Influencing Recruiting Effort

Although every organization engages in recruiting activity some do so to a much larger 

extent than others.

a. Size:

Large organization with huge manpower will recruit much more than smaller organization.

b. Employment condition:

In the community where the organization is located will influence how much recruitingtakes place.

c. The effectiveness of past recruiting effort:

It shows itself in the organization’s historical ability to locate and keep people who

 perform well. If it is effective number of recruitment process will be few.

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d. Working condition, salary & benefit package:

These influence need for turnover, therefore the future recruiting of the organizations.

e. Growth of the organization:

Organizations that are not growing, or those that are actually decline, may find little need

to recruit. On the other hand, organizations that are growing rapidly will have more needof recruiting.

First, Unilever is such a big organization that requires huge man power every year for its

always boosting operations in various level and arena. However for common businessoperations they need three type of manpower 

1. Fresh graduates as knowledge worker,

2. Specialist experienced people for special purpose

3. People for Skilled and labor based events

The recruitment process at Unilever can be classified into following stages – 

1. Personnel planning and vacancy announcement

2. Nature of Application form3. Recruiters qualification

4. Channels of recruitment

5. Recruitment- Constraints and challenges

1. Personnel planning and vacancy announcement - Human Resource department

headed by The HRM, receives data about need of personnel, the vacancy information is

then analyzed by HRM in collaboration with the finance department with financialfeasibility of the recruitment. After judging the feasibility the approved number of 

vacancies is informed to the job market through strong mass media. As means of media

they use

• The internet,

• Online based job portals

• English and Hindi news paper 

• On campus recruitment

2. Channels of recruitment - Normally we know about two types of recruitment channel

those area. External recruitment channel

• 1.Walks- ins and write- ins

• 2. Employee referrals

• 3. Advertising

• 4. Private placement agencies & Professional search firms

• 5. Educational institutions & Professional associates

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 b. Internal recruitment channel

Current employees are a major source of recruits for all but entry- level positions of unilever 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 withespecial purpose experienced employee recruitment. It is frequently occurred in the

Brand Management department. For senior posts in Brand Management, employee’s

recruitment takes channel through the internal human resource inventory.

3. Nature of Application form

After getting information, huge applicants apply for Unilever’s entry level posts. The

 posts are designed with different title for different branch of operation like earlier stated 6

departments for operation -

Brands & Development, Supply Chain management, Human Resources, Finance,Information Technology, Customer Management.

The application forms are produced over internet on online as well printed copies to

campus of different institute. For all the levels the form are alike. Interested candidate for different branch will mention the interested field. In the online there are 2 different forms

one for entry levels another for experienced people.

SELECTION PROCESS IN UNILEVER 

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

techniques.

In our country, recruitment and selection process work simultaneously. Those are joined termas employment function of the organization and this employment function is stated here for 

Unilever’s practices.

1. Reception of application

After accomplishing the recruitment process, Unilever go to the selection process where theystart the process with the reception of application form filled up through internet online form.

After scrutinizing the data, they select applications for written test.

2. Evaluating reference and biographical data

At the second stage of evaluating the data, they verifies the validity authenticity of theinformation presented on the form as well as reference of the employee through references.

3. Employment test

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This written test measures the candidates1. Analytical ability

2. Computation ability3. Verbal skill

4. Written skill

5. General knowledge

More above 65% marks ensures applicants pass.

4. Assessing candidate through interview

Mainly three steps are followed in the selection procedure. In the first stage the candidatesare invited for a viva with sales and training manager. A human resource manager also exists

there. In this viva the candidate’s situation handle ability is measured.

Second phase:

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

fitness of the candidate for the post.

Third phase:In this stage the applicant face the HRD customer development team (CDT) this phasemeasure 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. The questionstry to measure the passion and the thrill in the employees or Unilever.

5. Cognitive ability test

There is no recognized cognitive ability test for Unilever selection process. However, the

written test through its analytical questions the dose the cognitive test on applicant’smentality.

6. Physical ability test

The physical test is administered by Apollo Hospital to measure the HIV, Hepatitis

B, C or such many diseases in its applicant’s health and fitness for job effort.

7. Work samples

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

8. Hiring decision

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

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Training and Development Process

Learning is an integral part of life at Unilever & there are many ways in which you can develop your skills, both

 professional & personal.

On the job

You'll learn much of what you need to know by working with knowledgeable colleaguesand receiving regular coaching and feedback. Wherever you join, in whatever capacity,

you'll have a wide variety of experiences developing skills relevant to your job and

giving you an overview of how our company works.

Professional skills

Specific programmes ensure you build expertise in your chosen career. The courses oftenuse e-learning that enables you learn at your own pace and take control of your development. In some areas you can study for professional qualifications and, as you

 progress, you'll develop your leadership capabilities.

Continual update

Each function has its own Academy – a team that continually updates its professional

learning curriculum. E-learning modules are then made available on a dedicated intranet

 portal. Here you'll also find the very latest news, articles and thinking. Essentially,everything you need to keep in touch with the business.

Personal development

Passion, energy and creative thinking are traits that you'll already have when you join.But equally important is the ability to understand who you are as an individual and what

you want to achieve from your career. We offer a whole range of personal development

opportunities which can be tailored to your specific goals.

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Sales Force Recruitment

Flaviu MEGHISAN  

Additional contact information

 Annals of University of Craiova - Economic Sciences Series, 2008, vol.3, issue 36, pages 1396-1401

Abstract: The sales plan is put into practice through the tasksassociated with sales plan implementation. Whereas sales plan

formulation focuses on "doing the right things," implementation

emphasizes "doing things right." The three major tasks involved inimplementing a sales plan are (1) salesforce recruitment and selection,

(2) salesforce training, and (3) salesforce motivation andcompensation.

Keywords: sales force; sales plan ; recruitment (search for similar

items in EconPapers)JEL-codes: J00 J21 (search for similar items in EconPapers)

Date: 2008

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