1. Table of Contents
Executive Summary
Introduction
Back Ground of the study
Objective of the Study
Scope of Study
Limitationof the study
Organizational hierarchy
Unilever Private Limited at a glance
Product categories
Household Care
Fabric Cleaning
Skin Cleansing
Skin Care
Oral Care
Hair Care
Personal Grooming
Tea based Beverages
Unilever brands
Wheel
Lux
Lifebuoy
Fair & Lovely
Pond’s
Close Up
Sunsilk
Lipton Taaza
Pepsodent
Clear
Vim
Surf Excel
Rexona
HRM Define
HR Process
a. Job analysis
b. Human Resource Planning
c. Recruiting
d. Selection
e. Orientation and Training
f. Performance Management
g. Compensation and Benefits
h. Career Development
i.Reference

2. Executive Summary
Unilever Limited is one of the largest multinational business firm in the world. Over the last four
decades, Unilever has been constantly bringing new and world-class products for the 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 Pakistan
Provide employment to over 10,000 people directly and through its dedicated suppliers, distributors
and service providers. 99.5% of UBL employees are locals and they have equal number of Pakistani
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 Limited for university students and how the students can access that
opportunity. Unilever look for passionate people who want to do real business and have the potential
to be highly motivated by brands, and are enthusiastic, creative and rigorous. They want people who
are hungry for success and can work confidently in teams.
Unilever create an environment where people with energy, creativity and Commitment work
together to fulfil ambitious goals. In addition, they all work to the highest standards of professional
excellence and integrity Most career are open to graduates of any discipline, although there are some
exceptions. If you know which area interests you, great – but it’s good to keep an open mind and find
out about all the opportunities they offer. 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 have a certain connection with the consumers. Among others, Close-up inspires confidence,
Lux believes in star power and Surf Excel encourages all to learn through new discovery and
exploration. Unilever believe in all these insights as well. They 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.
INTRODUCTION

3. Background of the Study
Successful human resource department makes it possible for the organization to acquire the number
and types of people necessary to ensure the continued operation of the organization by the recruitment
and selection process. So it acts an important role in HR department. As a part of MBA program, our
Human Resource Management course teacher Mam Rabia Khalid assigned us to prepare a report on
HRM process and practice process in a multinational organization as related topic on Human
Resource Management course. We have selected our report topic as “Recruitment and Selection
process in Unilever Ltd.”. We have made a survey for required information in Unilever official site in
net. We have prepared our report on June , 2013.
Objective of the Study
We have prepared this report based on two purposes. Those are-
Primary Objective:
The report aims to provide information on the procedures of Recruitment and selection techniques
followed by the UPL through HR department.
Secondary Objective:
a) Unilever is one of the world greatest consumer goods companies.
The report is strongly informed with how this multi-local multi-national company conducts the
aptitude and psychometric for a candidate and how it helps them to get objective, reliable and relevant
information on candidates.
b) Unilever always try to add variety in life. At Unilever they have created an environment where
people with energy, creativity and commitment work together to fulfill ambitious goals. This report
helps us to know how the selection process of a candidate leads him to become leader.
Scope of the Study
There is a certain boundary to cover this report. Our particular report only covers recruitment and
selection process in Unilever Pakistan Ltd. We mainly focus on entry level recruitment and selection
process in Unilever Pakistan. And we also cover executive and higher-level employs’ recruitment and

4. selection process. We collecting data and some valuable information by internet from Unilever
Pakistan Ltd. Official web-site.
Limitations of the Study
We are lucky enough to get a chance to prepare a report on “Recruitment and Selection process in
Unilever Pakistan Ltd.” We tried heart & soul to prepare a well-informed report. But unfortunately we
faced some difficulties when preparing this report. We tried to overcome the difficulties. In spite of
trying our level best, some difficulties that hamper our schedule report work:
1.Lack of time
2.Difficulty in collection the data.
3. Limitation of related with the organization
OrganizationalChart of Unilever

7. Unilever Private Limited at a glance
Over the last four decades, Unilever has been constantly bringing new and world-class products for
the people to remove the daily drudgery of life. Over 90% of the country’s households use one or
more of our products.
Product categories
Household Care
Fabric Cleaning
Skin Cleansing
Skin Care
Oral Care
Hair Care
Personal Grooming
Tea based Beverages
Unilever brands
 Wheel
 Lux
 Lifebuoy
 Fair & Lovely
 Pond’s
 Close Up
 Sunsilk
 Lipton Taaza
 Pepsodent
 Clear
 Vim

8.  Surf Excel
 Rexona
 Dove
 Vaseline
 Lakme
HRM Define
Activities design to provide for and coordinate the human resources of an organization.
HRM Functions
a. Job analysis
b.Human Resource Planning
c. Recruiting
d.Selection
e.Orientation and Training
f.Performance Management
g.Compensation and Benefits
h.Career Development
Job analysis
Process of determining and reporting pertinent information relating to the nature of a specific job.
Following terms are involve in job analysis.
Job Analysis Method
1.Observation
2.Interview
3.Questionaire
Human Resource Planning
Process of determining the human resource needs of an organization and ensuring that the
organization has the right number of qualified people in the right jobs at the right.

9. Steps in the HRP process
1.Determining the impact of organizaton’s objectives on specific organizational units.
2.Defining the sills, expertise and total number of employees required to achieve the organizational
and departmental objectives.
3.Determioning the additional human resource requirements in light of the organization current
human resources .
4.Developing actions plans to meet the anticipated human resource needs.
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”.
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
b. Employment condition:
In the community where the organization is located will influence how much recruiting takes place.
c. Working condition, salary & benefit package:
These influence need for turnover, therefore the future recruiting of the organizations.

10. 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 possible” 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 such as physical appearance,
sex or religion background. Government may impose restrictions on these matters.

11. 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:
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.
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.
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.

12. 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.
c. 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.
d. 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.
e. 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.
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

13. into two classes; those who are to be offered employment and those who are not.
Steps in Selection Process
a. Completion and screening of the application form
b. Preliminary Interview
c.Employment testing
d. Diagnostic interview
e. Reference Checking
f. final decision
a. Employment Application Form
Completing an employment application form is normally the first step in most selection procedures.
The application provides basic employment information for use in later steps of the selection process
and can be used to screen out unqualified applicants.
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 performance 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.
Types of Interview
Interviews can be classified according to structured interview and unstructured interview.
a) Structured interview:
It is known as directive interview. It is an interview following a set of question & response are
specified in advance.

14. 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.
Testing guideline
Some 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
Follow-Up and Evaluation
The human Resource department should conduct a scheduled following after the employee has been
on the job for a month.
The human resource department should also conduct an annual evaluation of the total orientation
program. The purpose of this evaluation is to determine whether the current orientation program is
meeting the company’s and new employees need and ascertain ways to improve the present program
Feedback can be obtained using the following methods:
a. Unsigned questionnaires completed by all new employees.
b. In-depth interviews of randomly selected new employees.
c. Group discussion sessions with new employees who have settled comfortable into their jobs.

15. Orientation
Introduction of new employees to the organization, work unit, and job.
The introduction of new employees to the organization work unit, and job.
Tow types of orientation are to be there.
1.Organizational orientation
2.Departmental and job orientation
Shared Responsibility
Since there are two distinct levels of orientation, the human resource department and the new
employee’s immediate manager normally share responsibility for orientation. TH human resource
department is responsible for initiating and coordination both levels of orientation, training line
managers in procedures for conducting the departments and job orientation conducting the general
company orientation, and following up the initial orientation in the new employee. The new
employee’s manager is usually responsible for conducting with the new employee.
a. Organization orientation
General orientation that presents topics of relevance and interest to all employees.
b. Departmental and job orientation
Specific orientation that describes topics unique to the new employee’s specific department and job.
Orientation Kit
A supplemental packet of written information for new employees.
Orientation Length and Timing
It is virtually impossible for new employee to absorb all the information in the company orientation
program in one long session. Brief sessions, not to exceed two hours, spread over several days,
increase the likelihood that the new employee will understand and retain the information presented,
Too many organizations conduct a perfunctory orientation program lasting for half day or full day..
Programs of this nature can result in a negative attitude on the part of new employees.

16. Training
Learning process that involves the acquisition of skills, concepts, rules, or attitudes to enhance
employee performance.
Following steps to a successful training program include the following.
1.Perform job analysis
2. Perform needs assessment.
3. Establish training objectives .
4.Conduct training program.
1.job analysis
Process of determining and reporting pertinent information relating to the nature of a specific job.
Following terms are involve in job analysis.
Job Analysis Method
1.Observation
2.Interview
3.Questionaire
2.Needs Assessment
A systematic analysis of the specific training activities the organization requires to achieve its
objectives.
3. Establish training objectives .
Following objectives are to be there.
a. Instructional objectives.
b.Organizational and departmental objectives
c. individual performance and growth objective

17. 4. Methods of Training
Following objectives are to be there.
On-the-Job Training and Job Rotation
On-the-Job Training
Training that shows the employee how to perform the job and allows him or her to do it under the
trainer’s supervision.
Job Rotation
Training that requires an individual to learn several different jobs in a work unit or department and
perform each job for a specified time period.
Performance Management
It is a system that is directly tied to an organization’s reward system provide a powerful incentive for
employees to work diligently and creatively toward achieving organizational goal.
Performance Appraisal
Process of evaluating and communication to an employee how he and she is performing the job and
establishing a plan for improvement.
Performance Appraisal Method
1.Management by Objective (MBO)
2.Multi-Rater Assessment
3.Essay Appraisal
4.Work Standards Approach
1.Management by Objective (MBO)
Precisely defined statement of objectives for the work to be done by employee, establishing actual
plane indicating how these objectives are to be achieved, allowing the employee to the implement
action plan.

18. 2.Multi-Rater Assessment
With this method managers, peers, customers, suppliers, or colleagues are asked to complete
questionnaires on the employee being assessed.
3.Essay Appraisal
Method of performance appraisal in which the rater prepares written statement describing an
employee’s strength, weakness, and past performance.
4.Work Standards Approach
A method of performance appraisal that involves setting a standards or an expected level of output
and then comparing each employee’s level to standard.
Compensation and Benefits
Compensation:
All the extrinsic rewards that employee receive in exchange for their work, compose of the base wage,
or salary, any incentive, or bonus, and any benefits.
a)Basic Wage or Salary
In Unilever hourly, weekly, or monthly pay that employees receive for their work.
b)Incentives
In unilever rewards offered in addition to the base wage or salary and usually directly related to
performance.
c)Benefits
Rewards employees receive as a result of their employment and position with the organization.
Examples:
Paid vacation, health insurance, life insurance, retirement pension, golden handshake.
Career Development

19. An ongoing, formalized effort by an organization that focuses on developing and enriching the
organization’s human resources in light of both the employees and the organization’s needs.
Implementing Career Development
a.Individual Assessment
b. Organizational Assessment
c. Communicating Career Option
d.Career counseling
a. Individual Assessment
Some organizations have developed tailor-made forms, training programs and Psychological testing
for the use of their employees.
b. Organizational Assessment
Performance appraisal is a big source for assessing employee by an organization. Other potential
source include personnel records reflecting information such as education and previous work
experience such an approaches provide a natural system of check and balances.
c. Communicating Career Option
Positioning and advertising job vacancies is a one activity that helps employee get and feel for their
option. Clearly identifying possible paths advancement within the organization is also helpful. This
can be done as a part of performance appraisal process.
d. Career counseling
Career Counseling or guideline may be performed by employee’s manager, and human resources
specialist or a combination of the two. Managers who are skilled in basic human relation are
successful as a career counselors developing employee’s career is of prime importance.
Reference:
We have made a survey for required information in Unilever official site in net.

20. Human Resource Management
Unilever

21. Submitted to
Mam Rabia
Submitted by
RaheelMuzaffa MBA 12-21
Muhammad FrazMBA 12-26
Islam Fazal MBA 12-33
NasirKamran MBA 12-42
Muhammad AwaisMBA12-63