Unilever Human Resource Management Analysis.pptx

7/29/2019 Unilever Human Resource Management Analysis.pptx

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PT Unilever Indonesia Tbk.


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Dwitya Aribawa Muhammad Affar

Latipah


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Established in Indonesia on the 5th December1933, the Company has grown to be one ofthe leading suppliers of fast movingconsumer products across Foods and Ice

Cream, Home and Personal Care productcategories in Indonesia.


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Vision: The basis for UnileversSuara Konsumenis the vision of

Unilever Indonesia to become the first choice for consumers,customers and the public.

Mission:1) Add Vitality to life

2) Give us our strong relationship with consumers and are thefoundation for our future growth.3) We will bring our wealth of knowledge and international

expertise to the service of local consumers, a truly multi-localmultinational.

4) Total commitment to exceptional standards of performance and

productivity, to working together effectively, and to awillingness to embrace new ideas and learn continuously.5) Highest standards of corporate behavior6) Creating long-term value for our shareholders, our people, and

our business partners.


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Policies and strategies applied by PT. UnileverIndonesia, Tbk. always strives consumer-based, tastes attention, desires, needs,expectations, feedback, and consumer

advice. Consumer data is obtained eitherdirectly to customer service (customerservice: the customer's voice), market surveyand business intelligence approach.


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President Director

Internal Audit

Line Department

Chef Financial Officer

Director of Home and Personal care

Directors Foods

Director of Ice Cream& Marketing Services


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President Director

Internal Audit

Functional Department

Director of Customer

Development

Director of Supply Chain

Director of Human Resources &

corporate Relations

Corporate Relations

Human Resources

1. Corporate General Affairs2. HR Business Partners

3. Industrial Relation

4. Medical Service

5. Remuneration

6. Service Delivery Centre

7. Expertise Team

- Talents

- Learning


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The management of human resources isviewed as a system in which participantsseeks to attain both individuals of groupgoals.

Human Resource Managementinvolves allmanagement decisions and practices thatdirectly affect or influence the people, orhuman resources, who work for theOrganization.


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The policies and practices involved incarrying out the people or human resourceaspects of a management position, including

1. HR Planning.

2. Procurement

3. Training and Development.

4. Performance appraisal.5. Compensating or rewarding.


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Theory ImplementationHR planning is process of internaland external adjustment of laborsupply with vacancies in a givenperiod, planning allows managers

to anticipate and be ready to facethe changing conditions in generaland human resources, especially intimes where necessary to reducestaff, activities that can be done canbe: (1) a limited acceptance

employee (2) reduce the number ofhours worked, (3) early retirement,(4) dismissal.

Unilever focus on talentdevelopment program relies onsuccession planning. Successionplanning is to meet long term

needs. "So, the directors and HRpeople in companies should be ableto see the business needs within thenext 5-10 years. For the existingstock of talent in the talent poolthat must always be seen, whether

sufficient to carry out the vision andmission of the company or not.


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Theory ImplementationStep of Recruiting and selecting process:-Decide what positions youll have to fillthrough personnel planning andforecasting.-Build a pool of candidates for these

jobs by recruitinginternal or externalcandidates.-Have candidatescomplete applicationforms and perhaps undergo an initialscreening interview.-Use selection techniques liketests,background investigations, and physicalexams to identify viable candidates.-Decide who to make anoffer to, byhaving the supervisor and others on theteam interview the candidates

Provide new employee by humanresources department, the candidatescame from inside or outside company.-Application form, All applicationsshould be made this in the apply jobvacancy by online or offline.

-Telephone interview, aptitude testscreened by recruitment specialists orsenior managers from UnileverIndonesia and the general knowledgetest, IQ and EQ test-Assessment CenterThe day consists of a variety of exercise,some of these exercises are designedaround a business case study-OfferThe applicant will be offered a positionin one of business units or functions.The new work in any of our operations

during your first two to three years.


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Theory ImplementationOrienting is the procedure forproviding new employees with basicknowledge background informationand environment about the firm.Orientation content

-Information on employee benefits-Personnel policies-The daily routine-Company organization andoperations-Safety measures and regulation

Orientation Program conducted inUnilever Indonesia imposed onManagement Trainee (MT) who had

joined the company. The orientationlasted a year. In this program, theMT must be:-Familiar with the company as awhole.-One year of the orientation of justfor introductions for new employeegenerally about the company (such

as; policy, daily activity, regulation,information about benefit andsalary)-Unilever Indonesia calls thisorientation process as a learningperiod.


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Theory Implementation>The strategic context of trainingPerformance management:the process employers use to make sureemployees are working towardorganizational goals.-Web-based training

-Distance learning-based training-Cross-cultural diversity training-Training Objectives for Employees>The training and Developmentprocess:-Needs analysis, Identify jobperformance skills needed.-Instructional design, Produce thetraining program content.-Validation, Presenting the training to asmall representative audience.-Implement the program, Actuallytraining the targeted employee group.

-Evaluation, Assesses the programssuccesses or failures.

- On-the-jobThe new employees have a real job from dayone-making decisions, solving problems andworking as part of a team.Performance development planCompany overview- Professional TrainingTheres a skills programs for each function,often with e-learning packages.Professional skillsProfessional qualificationsCPMA for Finance, CHRP) for HumanResources, APICS and Safety for Supply Chain.Business skills developmentenabling skills that support your developmentas a manager.- Personal DevelopmentPassion, energy and creative thinkingDevelop self-awareness & leadershipcapabilitiesAnd thats one of the most powerful thingsemployees will gain from Unilever FutureLeader Program offered a rare chance to work.


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Human resources management activity thatoccurred in Unilever Indonesia is inconformity existing with the theory there areeven some over-implementation than thestandard of other company such as the futureleader programs, this system onlyimplemented in Unilever Indonesia andnotimpossible to be a reference to othercompanies.


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1. HR planning plan the program to recruit, training, givecompensating and retirement of employee. Aimed to meetlong term needs.

2. Recruiting and selecting new employee by human resourcesdepartment, the candidates came from inside or outside

company form submit by online or direct to company.Aimed to recruit new future leader of Unilever.

3. Orienting the early program to the new employee, thisprogram make employee easy to adaptable with thecompany environment.

4. Training and development the employee by UnileverTraining Centre with several programs make the employeemore fluently to finish their jobs.


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In this case we are difficult to find the weakness of UnileverIndonesia but we still give propose or recommendation to make thecompany 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 maintaincoordination between departments, but also to improve the qualityof its management as management science and trends areconstantly changing and growing.

Special training for employees to enhance creativity in order to makeproduct innovations.

- Enhance the role of each department in the process of decisionmaking in the short term to anticipate the changes that occur.

- Review the employee development programs that have beenimplemented to be more effective in its implementation and settingquality standards for employee performance.


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Unilever Human Resource Management Analysis.pptx

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