HUMAN RESOURCE

MANAGEMENT
(HRE 002)

Submitted to;

Mr. Alexander Jan Silva

Submitted by;
Mary Joanne Lavandeja
Whinny Ardiente
Glycel PInado
LYRA BALDONADO
Imee Magno
RUFELYN

I. Introduction

Objectives
The study aims to provide information on the procedures of Recruitment and selection techniques
followed by the Unilever Philippines, Inc. .

To suggest ways to improve Recruitment and Selection in Unilever Philippines, Inc. .

To know how the company conducts the aptitude and psychometric for a candidate and
how it helps them to get objective, reliable and relevant information on candidates.

Company Profile
Summary

Unilever Philippines, Inc. is the Philippine subsidiary of AngloDutch multinational company, Unilever. It is based in Paco, Manila. It is a
manufacturer of laundry detergents and soaps, shampoos and hair conditioners,
toothpastes, deodorants, skin care products, household cleaners, and toilet soaps with an
annual sales of over 14 billion pesos. It employs over 1,000 people nationally.

Aside from Unilever Philippines, other Unilever subsidiaries in the country include
Unilever RFM Ice Cream, Inc. (formerly, Selecta Walls, Inc.) and California
Manufacturing Company (Unilever Bestfoods).

Unilever Philippines serves as part of Unilever Group N.V./plc to produce manufacture

and supervise Unilever brands (like Surf, Close-Up, Clear, among others) to the
Philippine market. To maintain the needs of mass production of most of the Unilever
brands & products, they are also importing Unilever products from some neighboring
countries like Malaysia, Indonesia, Vietnam, and so on. Despite being based in Manila,
its competitors, the Philippine subsidiaries of Procter & Gamble and Nestl are based
in Makati.

History
Known until the early 1990s as Philippine Refining Company (PRC), Unilever
Philippines started as an oil milling business which at its peak produced nearly 100,000

tons of coconut oil annually. Today, the company is a leading manufacturer of home
and personal care products, foods, and ice cream. Its roster of brands include Axe, Best
Foods, Block & White, Breeze, Clear, CloseUp, Cream Silk, Domex, Dove, Eskinol,
Master, Ponds, Knorr, Ladys Choice, Lipton, Rexona, Selecta, Sunsilk, Surf,
Tresemme and Vaseline.
Recognised annually amongst the Top 20 Tax Payers in the country, Unilever
Philippines employs over 1,000 people directly, as well as provides jobs for 10,000
indirectly (i.e. distributors and suppliers), as a result of its business presence in the
country. Employees and business partners recognise that energy, creativity, the
resilience to face changes and make things better are all needed for business and people
to grow together.
Unilever is known to be one of the few companies in the industry that has succeeded in
keeping majority of its manufacturing base in the Philippines. Its Personal Care unit
made news by securing the right to manufacture deodorant mini-sticks for local and
export markets. It has succeeded in entering the US market and achieved the milestone
on producing its 100 millionth stick in 2004.
The company has been a leader in introducing new technologies into the country since
the early days of its existence - margarine production in the 1930s, non-soap detergents,
shampoos and toothpaste in the 1960s and 1970s and state of the art sulphonation
technology and cogeneration power plant in the 1980s. The nineties has seen the
company focusing on several improvements in the Environment front one of which was
the introduction of the first 100% biodegradable detergent bar in the Philippines.
Unilever works closely with the community and other NGOs to protect and improve the
environment.
b. Location
1351 United Nations Ave, Paco, Manila, Metro Manila, Philippines
c. Products

 Food and Drinks

1. Lipton
2. Selecta
3. Knorr
4. Best Foods
5. Ladys Choice
d.

Home Care
Surf
Cif
Domex
Sunlight
Personal Care

Eskinol

Ponds

Dove

Vaseline

Creamsilk

Clear

Rexona

Treseme

Pepsodent

Closeup

Master

Leadership (Global and National)

Paul Polman - Global Chief Executive Officer

Jean-Marc Hut Chief Financial Officer

Douglas Baillie Chief HR Officer

David Blanchard Chief R&D Officer

Alan Jope President, Personal Care

Nitin Paranjpe President, Home Care

Rohit Jawa Chairman of Unilever Philippines

Ramon Gil Macapagal Vice President for Corporate Affairs

Carl Cruz, Vice President for Customer Development

II. Case Analysis

Problem/ Case
Prior to starting the actual process of recruitment and selection the HR department of
Unilever Phils. undergoes a systematic procedure of determining the organizational
demands for employees by identifying the job, tasks and responsibilities, skills and
qualifications required for each job.
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.
Hiring Managers is involved in this process. However in large organizations, like the
Unilever Philippines Inc., specialists or a group of people are often used to find & attract
capable applicants.
Job Structuring begins when a need arises in a certain department. This need is approved
and sent it to the HR department, which after studying the requirement again starts the
recruitment & selection process.
Job Description. It is a written statement that explains duties, working conditions and
other aspects of specified jobs. It defines the job in terms of its content and scope.
Although the format can vary, the job description may include information on job duties
and responsibilities. Job description at Unilever Philippines, however, is not pre-structured
but is prepared with the joint consultation of the Human resources manager, the
department head and the applicant himself. This description is then matched and adjusted
accordingly with that prepared by the parent company.
Job specification describes the job demand on the employees as to what are the human
skills that are required for the different jobs. These requirements include experience,

training, education and the ability to meet physical and mental demands. Job specification
is summarized and known as a Benchmark at Unilever. Benchmark is based upon different
positions. All the biota and resumes are weighed on this.
Job standards are benchmarks against which employee performance is measured. It also
serves, as the goals the employees are required to meet. As the goal setting at Unilever is
done by the employees participation there is a high level of motivation and there is
seldom a person who performs below par. Unilever boasts of its standards always being
met by its employees.
Unilever is a big organization that requires huge man power every year for its always
boosting operations in various level and area. However for common business operations
they need three type of manpower :
Fresh graduates
Experienced people for special purpose
People for Skilled and labor based events
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 can provide knowledgeable and well trained graduates to work for such
company. For this they highly seek the business graduates who passed from business
school or institutions.
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 :
The internet

 Online based job portals

Newspapers news paper
On campus recruitment
From Intern inventory
Methods of recruitment
Application Process

Application form

Online test

Interview

Assessment day

Recruitment channel
External recruitment channel- When job openings cannot be filled internally, the
HR department must look outside the organization recruitment of fresh graduates
is done through this means. There are ways for external recruitment in Unilever
Philippines Inc., which occurs in direct or indirectly for various level of
recruitment. Those are:

Employee referrals

Advertising

Educational institutions & Professional associates

International recruitment

Internal Sources:

Unilever is well known of being conservative and this can be justified by the
fact that they try their best to fill in any vacancies that crop up by first
scanning their current employees for the required qualifications and
experience.

Recruitment: constraints and challenges

Biasness

Most of the time, the organizations hiring personnel try to

appointment their relatives, or friends in the position regardless of
its qualification. This scenario is very rampant here in the
Philippines.

Competition of talent

There is a lack of vast talent people in the Philippines for the

special task. The potential job applicants most of the time cant
meet up Unilever requirement. Those who are qualified sometimes
ventures abroad.

Job requirement

Selection
Selection is the process of selecting the best candidates for the job by using various
tools and techniques. In our country, recruitment and selection process work
simultaneously. Those are joined term as employment function of the organization
and this employment function is stated here for Unilevers practices.

 Reception of application

After accomplishing the recruitment process, Unilever go to the selection

process where they start the process with the reception of application form
filled up through internet online or manually. After scrutinizing the data, they
select applications for written test.

Employment test

This written test measures the candidates

Analytical ability

Computation ability

Verbal skill

Written skill

General knowledge

More above 65% marks ensures applicants pass.

Assessing candidate through interview

The interview is sometimes done by a HR Personnel or in some cases

specific people or managers do the interview. Case to case basis. The
questions depend upon the interviewer.

Work Sample

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

Interpretation/ Analysis