Hul Supply Chain Responsiilites

8/3/2019 Hul Supply Chain Responsiilites

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Supply Chain Manager at HLL

Presented by

Piush Kumar S8013Sandeep Singh S8025


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INTRODUCTION Hindustan Unilever Limited (HUL) is India's largest

Fast Moving Consumer Goods Company with aheritage of over 75 years in India and touches thelives of two out of three Indians.

With over 35 brands spanning 20 distinct categoriessuch as soaps, detergents, shampoos, skin care,

toothpastes, deodorants, cosmetics, tea, coffee,packaged foods, ice cream, and water purifiers, theCompany is a part of the everyday life of millions ofconsumers across India. Its portfolio includes leadinghousehold brands such as Lux, Lifebuoy, Surf Excel,Rin, Wheel, Fair & Lovely, Ponds, Vaseline, Lakm,Dove, Clinic Plus, Sunsilk, Pepsodent, Closeup, Axe,Brooke Bond, Bru, Knorr, Kissan, Kwality Walls andPureit.


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Product Category/ Brands

Foods

Home Care

Personal Care

Water

Nutrition

Health , Hygiene & Beauty


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Procurement Hierarchy

V.P. Supply Chain

GM Procurement GM Purchase GM Supply Chain

Senior Manager

Procurement

Senior Manager

Purchase

Senior Manage S.C

Executive Executive Executive


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Supply Chain Manager Job Description

Assist in the development of a company wide Category

Purchase Strategy for commodities.

Managing strategic relationships with key suppliers andindustry bodies.

Developing and maintaining documentation in support ofkey Supplier and Development initiatives.

Management of key project governance documentation for

key Supplier and Development initiatives.

Provide support to the project board and checkpoints forProjects.

Represent the company in internal and external forums.


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Supply Chain Manager Job Description

Supporting preparation of briefings and paperson procurement issues for the ProcurementManagement Group, Director, Board Directors andCEO.

Management of key risks on behalf of theProcurement Division.


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Supply Chain Manager Job Specification

1. Leads the management of projects, defining project plans,

managing reporting mechanisms and identifying and managingrisks.

2. Defines clear project or programme outcomes as part ofbusiness case development, and reviews progress against

them regularly.

Analysis and Use of Evidence1.Uses a wide range of evidence from diverse sources to identify

problems,understand them, and develop effective solutions.

2.Understands the strengths and weaknesses of different kinds ofevidence and data, and reflects this in decision-making.


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Communicating and Marketing

1. Defines key messages and communications and marketing strategies,which reflect different audiences.

2. Persuasively presents sensitive and complex issues at the highest levels.

Leadership

1. Communicates the strategic vision clearly, adopts a corporate approachand inspires the team to achieve its goals.

2. Authorizes and encourages the team to invest time to come up withimproved ways of doing things.


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HUL Recruitment Strategy

1.Personnel planning and vacancy announcement

2. Nature of Application form

3. Recruiters qualification

4. Channels of recruitment

5. Recruitment- Constraints and challenges


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Human Resource department headed by TheHRM, receives data about need of personnel, thevacancy information is then analyzed by HRM incollaboration with the finance department with

financial feasibility of the recruitment. After judgingthe feasibility the approved number of vacancies isinformed to the job market through strong massmedia. As means of media they use. The internet,

Online based job portals English and Hindi news paper On campus recruitment


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Channels of recruitment

Normally we know about two types of recruitmentchannel those areExternal recruitment channel

1.Walks- ins and write- ins2. Employee referrals

3. Advertising

4. Private placement agencies & Professionalsearch firms

5. Educational institutions & Professionalassociates


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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 alreadyinformal organization and have detail information

about its formal policies. In fact for unilever thisshort of recruitment is occurred only with especialpurpose experienced employee recruitment. It isfrequently occurred in the Brand Management

department. For senior posts in BrandManagement, employees recruitment takes

channel through the internal human resourceinventory.


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Nature of Application form

After getting information, huge applicants apply for

Unilevers entry level posts. The posts are designedwith different title for different branch of operation likeearlier stated 6 departments for operation -Brands & Development, Supply Chainmanagement, Human Resources, Finance,

Information Technology, Customer Management.

The application forms are produced over internet ononline as well printed copies to campus of differentinstitute. For all the levels the form are alike.Interested candidate for different branch will mentionthe interested field. In the online there are 2 differentforms one for entry levels another for experiencedpeople.


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RECRUITMENT STRATEGY

Add will be placed on naukri.com, monster.comand business magazines .

Design of ADD.Job Reference: 3275 - 011111

Job Type: Permanent Date Added: 22/11/2011

Employer: Hindustan Liver Limited

Selection Location : Gurgaon

Salary:Rs70 Rs75 K + Corporate Benefits Package


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Selection Strategy

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

1. Reception of application

After accomplishing the recruitment process, Unilever go tothe selection process where they start the process with the

reception of application form filled up through internet onlineform. After scrutinizing the data, they select applications forwritten test.

2. Evaluating reference and biographical data

At the second stage of evaluating the data, they verifies thevalidity authenticity of the information presented on the formas well as reference of the employee through references


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Selection Strategy

3. 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


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Selection Strategy

4. Assessing candidate through interview

Candidates are invited for a viva.

Candidates situation handle ability is measured.

Individual skill is measured. The question tries

to measure out the fitness of the candidate forthe post.

In these stage why the applicant prefers the

Unilever and why it would like to join theexpected team. The questions try to measurethe passion and the thrill in the employees orUnilever.


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Selection Strategy

5.Hiring decisionFinally the every step success ensures an applicant

join in the Unilever family


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Thank You

Hul Supply Chain Responsiilites

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