Assignment On Human Resource Management Topics: Recruiting system of a multinational company (Unilever). Prepared for: Parul Akter Course Teacher Course Code: BBA 322 Prepared by the group: Nusrat Jahan Epsi| ID No. 08. 01. 02. 076| Saif Muhammad Sazin| ID No.
08. 01. 02. 053| Farzana Rahman| ID No. 08. 01. 02.
090| Date of Submission: 08-01-11 School of Business Ahsanullah University of Science & Technology. Executive Summary Unilever Limited is one of largest multinational business firm in the world.Over the last four decades, Unilever Bangladesh has been constantly bringing new and world-class products for the Bangladeshi people to remove the daily drudgery of life. Over 90% of the country’s households use one or more of our products. It provides sixteen verities brands and try to mitigate all types of human demand by introducing with new innovative products. Unilever Operations in Bangladesh provide employment to over 10,000 people directly and through its dedicated suppliers, distributors and service providers. 9.
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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. This report enlightens what type of recruitment opportunities offered by Unilever Bangladesh Limited for university students and how the students can access that opportunity. Unilever accomplish their recruitment and selection process basically into three criteria.One is committed in distribution department where employs is selected on their physical skilled and recruitment and selection process is committed by competency based interview, case study interview, based on case study materials, group discussion, again based on case study materials. It is arranged for entry-level applicants. And in higher level job performer is hired in “special people” job recruitment process.
Special people who are already perform within the organization or other relative organization and promoted as a company’s core decision maker.Unilever believe the people who work with us are confident of their capabilities, believe in nothing less than star performances and of course are not afraid to work hard at achieving goals. V Table of contents| | | Page| | | | | | | Foreword| II| Preface| III| Executive Summary| VI| 1: Introduction| | 1. 1: Background of the Study| 9| 1. 2: Rational of the Study| 9| 1. 3: Objective of the Study| 9| 1. 4: Scope of the Study| 10| 1.
5: Limitations of the Study| 11| 1. 6: Methods| 11| 1. 7: Report Preview| 12| 2: Organizational Part| | 2. 1: The corporate objectives of Unilever Limited| 14| . 2: Corporate objectives of Unilever Bangladesh Limited| 18| 2. 3: Beliefs and values of Unilever Bangladesh Limited| 18| 2. 4: Major operational Department of Unilever Bangladesh Limited| 20| 2.
5: Unilever Bangladesh Limited at a glance| 27| 3: Literature Review| 31| | | 4: Recruitment in Unilever Bangladesh Limited| | 4. 1: Recruiters qualification| 39| 4. 2: Methods of recruitment| 40| 4. 3: Nature of Application form| 42| 4. 4: Recruitment- Constrains and challenges| 43| 5: Analysis and Findings| | 5. 1: The types of recruitment in Unilever Bangladesh Limited| 48| 5. : The types of selection in Unilever Bangladesh Limited| 48| 5.
3: The frequency of recruitment by Unilever Bangladesh Limited| 48| 5. 4: Responses from the students (Institution) regarding MNC| 48| 6: Recommendation and Conclusion| | 6. 1: Recommendation| 46| 6. 2: Conclusion| 46| BIBLIOGRAPHY| 47| Appendix| 47| Appendix-A: Tables| | Appendix-B: Application Form| | 01# LITERATURE REVIEW 1. 1 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 qualified applicants 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-bringing together those with jobs to fill and those seeking jobs. 1. 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 recruiting takes 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.
d. Working condition, salary & benefit package:These influence need for turnover, therefore the future recruiting of the organizations. 31 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 need of recruiting. 1. 3 Possible Constraints on Recruiting Process The pool of qualified applicants may not have included the ‘best’ candidate or the ‘best’ candidate may not want to be employed by the organization.
There are five possible constraints which limit the manager’s freedom to recruit. a. The image of the organization:If the image perceived to be low, then the likelihood of attracting a large number of applicants is reduced. Then the image of the organization, there for, should be considered a potential constraint. b. Attractiveness of job: If the job is unattractive, recruiting a large & qualified pool of applicants will be difficult for e. g.
position for p. s. since these jobs traditionally appealed to females & woman have a wider selection of job opportunities. It has resulted in a severe shortage of secretarial jobs. c. Internal organizational policies: Internal organizational policies, such as “Promote from within wherever ossible” will give priority to individuals inside the organization. Such a policy will ensure that all positions except entry level positions will be filled from within the ranks.
Although this is promising once one is hired, it may reduce the number of applicants. d. Union requirements: Union requirements also restrict recruiting sources. Union determines who can apply & who has the priority in selection. It restricts management’s freedom to select the best employees. e. Government’s Influence: 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 32 such as physical appearance, sex or religion background. Government may impose restrictions on these matters. f. Recruiting Cost: Recruiting by an organization is expensive sometimes containing a search for long period of time is not possible because of budget restrictions. So recruiting cost can be one of the important constrain of recruiting efforts. 1. 4 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 filling certain types of jobs. Mainly the sources can be divided into two ways. They are discussed below: 1. 4. 1 Internal sources Many large organizations will attempt to develop their own employees for positions beyond the lowest level. Now some internal sources are discussed below: a. Job posting: Posting notice of job openings on company bulletins boards is an effective internal recruiting method.
It informs employees about openings & required qualifications & invites qualified employees to apply.The notices usually posted on company bulletin boards or electronic bulletin boards or are placed in the company newspaper. Qualifications & other facts are drawn from the job analysis information. The types of candidates may apply here in either of two ways-through (I) Self nomination and (II) Recommendation of a supervisor, employees who are interested in the posted opening report to the HR Department & apply. b. Departing employees: Departing employees are those who leave the organization because they can no longer work the traditional forty-hour workweek, child care needs, education or others are the common reasons.If this situation is occur then the employer use Buyback.
Buyback 33 means when an employee resigns to take another jobs & the original employer outbids the new job offer. 1. 4. 2 External sources In addition to looking internally for candidates, it is customary for organizations to open up recruiting efforts to the external community. These efforts are discussed below: a. Advertisement: When an organization wishes to communicate to the public that it has a vacancy advertisement in one of the popular method used. Want ad describes the job, the benefits and tells those who are interested how to apply.
It is the most popular method.It can be placed in the factory gate or widely dispersed. Normally blue color jobs are ad. outside the plant gate. The higher the position, the more specified the skills, or the shorter supply of resources in the labor force, the more widely dispersed the advertisement is likely to be. The job analysis information is a major source of information to place in the advertisement. b.
Employee referrals/recommendations: Recommendation from a current employee. An employee will recommended if he believe the individual can perform adequately. Employee referrals also may have acquired more accurate information about their potential jobs.The recommender often gives the applicant more realistic information about the job than could be conveyed through employment agencies or newspaper advertisement. c. Employment agencies: We will describe three forms of employment agencies: Public or state agencies, Private employment agencies, & managements consulting firm. The major difference between these sources is the type of clientele served.
(i) Public agencies: It is designed both to help job seekers to find suitable employment and to help employers to find suitable worker without any fee.The individuals who are registered with the public agencies will get the unemployment benefits. So it tends to attract & list individuals who are unskilled or have had minimum training. 34 (ii) Private agencies: Private agencies are believed to offer position & applications of a higher caliber. The major difference between these two is there image. Private agencies may also provide a more complete line of services. They may advertise the position, initial screening, provide a guarantee.
The private employment agency’s fee can be totally absorbed by either the employer or the employee, or it can be split.It depends on the demand-supply situation in the community involved. (iii) Head hunters/Management consultant: It is special types of private employment agencies. They specialize in mid-level, rare & important top level executive placement of the reputed organizations. Fees are paid by the employer. It is considered as unethical because they engage ‘stealing’. So it is called head hunters.
d. Temporary helps Service: These types of different organization can be a source of employees when individuals are needed on a temporary basis.Temporary employees are particularly valuable in meeting short-term fluctuations in HRM needs. It does not provide recruits. They are a source of supplemental workers. The temporary workers actually work for the agency. During vacation and peak season-these agencies can be a better alternative.
e. Schools colleges & universities: Whatever the educational level required for the job involves a high-school diploma, specific vocational training, or a collage background with a bachelor’s, master’s, or doctoral degree, educational institutions are an excellent source of potential employees. . Professional organizations: It includes labor unions; operate placement services for the benefit of their members. The Professional organizations include such varied occupations as industrial engineering, psychology, accounting, legal, & academics. These organizations publish rosters of job vacancies & distribute these lists to members. 35 g.
Employee leasing: Whereas temporary come into an organization for a short-term project, leased employees typically remain with an organization for long periods of time. Under a leasing agreement, individuals work for the leasing firm.When an organization has a need for specific employee skills, it contracts with the leasing firm to provide a certain number of trained employees. 1. 5 Selection 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. ” So we can conclude that, it is the process in which candidates for employment are divided into two classes; those who are to be offered employment and those who are not. 1. 6 Testing guidelineSome basic testing guidelines are followed in selection process which are: a) Use tests as supplements b) Validate the tests for appropriate jobs c) Analyze all current hiring and promotion standards d) Beware of certain tests e) Use a certified psychologist f) Maintain good test conditions 1. 7 Definition of interview Interviewing candidate is a potential screening tool that gives an opportunity to make judgment on the candidates’ enthusiasm & intelligence & to access subjective aspects of the candidates’ facial expression, appearance, nervousness & so forth & to predict future job 36 erformance on the basis of the obtained information. Interview gives you a chance to size up the candidate personally and to pursue questioning in a way that test cannot. 1.
8 Types of Interview Interviews can be classified as:- a) Structured interview b) Unstructured interview. c) Semi structured interview a) Structured interview: It is known as directive interview. It is an interview following a set of question & response are specified in advance. b) Unstructured interview: It is known as non-directive interview. It is an unstructured conversational- style interview.Question is asked as they come to mind. It allows the interviewer to ask follow-up questions, based on the candidate’s last statement.
c) Semi structured interview: Semi structured interview involves some planning on the part of the interviewer but also allows flexibility in precisely what the interviewer asks candidates. 02# RECRUITMENT IN UNILEVER BANGLADESH LIMITED 2. 1: Recruiters qualification Recruiting is the process of finding & attracting capable applicants for employment. The process begins when new recruits are required & ends when their applications are submitted.The result is a pool of applicants from which new employees are selected. Manager becomes involves in this process. However in large organization, like the Unilevers Bangladesh specialists are often used to find & attract capable analyst they are called recruiters.
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 business operations 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 eventsSo in our discussion we will focus on all the three types. Fresh graduates as knowledge worker Commonly we discuss and learn major about this level recruitment and selection. The fresh graduates’ recruitment is in fact the main and major recruitment event for Unilever.
From across the country they get people for their recruitment. The universities in the country provide the people to be knowledge worker in big organizations like unilever and such. For this they highly suit the business graduates Passed from reputed business school or institutes both from country and from abroad.The discussion is now designed as to the following four terms: 1. Personnel planning and vacancy announcement 2. Nature of Application form 3. Recruiters qualification 4.
channels of recruitment 5. Recruitment- Constraints and challenges 2. 1. 1Personnel 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 financial feasibility 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 39 * The internet, * Online based job portals * English and bangla news paper * On campus recruitment * From Intern inventory. 2.
1. 2 Recruiters’ qualification Recruitment qualification for entry-level employees: * You must be graduated within less than three years, or will graduate within the next 12 months form a reputable university. * You must be within 28 years of age. Recruitment qualification for labor based task: * You must physically fit and skilled in the particular task. 2. 2: Methods of recruitment 2. 2.
1 Recruitment channelNormally we know about two types of recruitment channel those are 1. External recruitment channel 2. Internal recruitment channel 1. 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. Walks- ins and write- ins 2.
Employee referrals 3. Advertising 4. Private placement agencies & Professional search firms 5.Educational institutions & Professional associates 6. International recruitment 40 1. Walks- ins and write- ins Walks in are job seekers who arrive at the HR department in search of a job; write ins are those who send a written inquiry. Both groups normally are asked to complete an application blank to determine their interests and abilities.
Usable applications arte kept in an active file until a suitable opening occurs at the UBL. These occurs mainly for skill based labor worker and for part time project jobs or contract basis program implementing or running job 2. Employee referralsFor 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. For various daily operations like travelling the product carry and collecting small market revenue. UBL needs trustworthy root level worker. They, so follow here the reference of other employee in the organization so that guarantee’ performs securely.
3. 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. For the online recruitment the applicants get Tracking Number that is a unique number automatically generated by the Online System at the time of CV submission. The applicant provides the password at the time of filling the CV Form. Both the Tracking Number and Password will be needed if one wants to edit/update ones CV Online.
To updating the CV is enough, entering the tracking number and password after clicking at the "Update CV" link at the Unilever Bangladesh Career Page. Online down loadable form address is added at the end of the report the] 4. Private placement agencies & Professional search firms: Unilever use several privet placement and human resource management assisting firm for their recruitment those are 1. | The Consumer that works in the Dhaka| [www. consumerk. com]| 2. | The intellectual property right organization Bangladesh [www.
iprob. org]| 3. | Jobscncl. com Dhaka| [www. jobs. com]| 41 5. 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. Unilever does the same job with the business schools of the country, other discipline fresh graduates and especial IT and engineering graduates passed from reputed engineering universities of the country. 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. Again this university campus is often headed by often a panel of associates.The Professor of these institutes who work for ULB refers or primarily places the recruitee to central HRM. 6. 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. Another within the organization recruitment in most senior post occurs with international recruitment process. The process is done through E-recruitment. Such case occurs in inter sub continental recruitment of UNILEVER World. 2. 2. 2 Internal recruitment channelCurrent 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. It is frequently occurred in the Brand Management department. For senior posts in Brand Management, employees’ recruitment takes channel through the internal human resource inventoryJob posting programs happens in the way that the Regional Sales Manager RSM in Khulna is newly appointed on Dhaka as the sales chief. 2. 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.
42 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. A dummy of application form collected from the internet will be produced at the end of the report. They take some help from consumer mark ltd. A human resource management and marketing assisting organization of Bangladesh for their customized needs of recruitment and selection. 2.
4 Recruitment : constraints and challenges Recruiters face such common constraints which are: a. Biasness:Most of the time, the organization’s employers try to appointment their relatives, familiar person. b. Recruiter habit A recruiter’s past success can lead to certain habits. Admittedly habits can eliminate time-consuming decisions that yield the same answers, but habit may also continue past mistakes or avoid more effective alternatives. c. Competition of talent There is a lack of vast talent people in Bangladesh for the special task.
The potential job applicants most of the time can’t meet up Unilever requirement. Few talent guys who has already appointed with other multinational company.And unilever need to compete with other multinational organization to hire skilled manpower. d. Job requirement People with greater experience usually require a higher level of job. In our country, there are vast population but they are not so skilled in working with hard labor. They feel comfort flexible job like government job.
So Unilever Bangladesh can’t fulfill their requirement in all time. 03# ANALYSIS AND FINDINGS 3. 1: The types of recruitment in Unilever Bangladesh Limited Unilever follow three type of recruitment process, which are: Fresh graduates as knowledge worker, * Specialist experienced people for special purpose * People for Skilled and labor based events 3. 2: The types of selection in Unilever Bangladesh Limited Unilever follow some selection evaluation test to select the best candidate, which are: * Employment test * Assessing candidate through interview * Cognitive ability test * Physical ability test 3. 3: The frequency of recruitment by Unilever Bangladesh Limited Unilever Bangladesh Limited accomplish their recruitment process depends on created vacancy.However, we see a common phenomena that Unilever Bangladesh arranges recruitment activities twice a year when students passes from various institutes based on their completion of 6 moth semesters. 3.
4: Responses from the students (Institution) regarding MNC In our survey, we point out that most of the business graduate students have a dream to join a prominent multinational company. It is mean from the selection ratio or applicant ratio’s fresh graduates hold the mentality to join prominent multinationals and Unilever is one of the best choices. 04#
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