Welcome

As being a part of Unilever Human Resources Department, our major goal is creating an happy,
equal and creative environment where employees can work efficiency and develop talents and
skills.

Therefore, the benefits brought from employees to our company will increase, or your talent and
skills appropriate to fulfil business functions. In order to do that, we create this induction
manual for new staff to understand our purpose and functions of our HR department.

Hope this induction manual will answer all your questions.

1.Introduction :

About us :
Unilever is a company which specialize at providing self-care products, family-care products
and products for food processing. Our brand is available in over 190 both nationalities and
religions at the moment. (…)
In 2018 , we have 12 brands such as OMO ,Dove, Knorr and so on that give us more than billion
euros as turnover. Another great facts that 13 of the world’s top 50 FMCG brands are owned by
us . Therefore ,we proud of being one of the biggest multinational businesses in the world,
and one of the largest fast moving consumer good companies.(…)
Our portfolio also includes iconic local brands designed to suitable to specific market. For
example , Knorr in USA is different from Knorr in Vietnam .We are seeking a plan to design more
local brands and innovations ,which roll out to many countries in the next year, 2020.(…)

In USA In Vietnam

About Unilever Vietnam :

Unilever Vietnam started business in 1995 , with manufactures placed in Ho Chi Minh City
and Bac Ninh province. Right now , we have more than 4 manufactures. We create jobs for
more than 1500 persons and 15000 indirect jobs for the third sides such as suppliers and
distributors.(…)
At the moment, we owns lots of brands which are being friendly with many Vietnam
households. For example, OMO, DOVE, Knorr, Lifebuoy ,Lipton ,Sunsilk, and many others.
Because of around 35 million our products are used daily, we have created many values for
Vietnam people such as health, sanitary condition and living condition.(…)
Some of our outstanding achievements are “First Class Labor Medal” in 2010 , “Leading
Enterprise in Sustainable Development” in two consecutive years,2016 and 2017.(…)

Some of our profound projects are “For a healthier Vietnam ", " The journey to clean bacteria”,”
Improve the quality of life for women through business development and health education” and
many other project.(….) anhr
Our Vision

Our Mission
Our major focus on promoting people health , meeting everyone needs for nutrition, hygiene and
personal care and help people live in better conditions......

Our Purpose
Through our brand, commerce activities and all our relationships, we bring a active part
in social change and sustainable development at the heart of all their activities. Therefore
,we will create good relationships with all partnerships , customers(….)

Our Objectives
Our objective follows the Unilever saying “to make sustainable living commonplace. We
believe this is the best long-term way for our business to grow”.(…..) We put emphasizes on
sustainable, especially customers. Consequently , our business will grow and make long-term
relationships with customers and our partnerships in the future.

II The nature and scope of HRM :

2.1 Definition of HRM :
HRM is a strategic approach to manage employment relationship in the firm to obtain
sustainable competitive advantage ,incorporating the management of managers as well as
non-management labour (Purcell and Ahlstrand ,1994). This goal is achieved by a set of
employment policies, programmers and practices (Bratton and Gold , 2007)
HRM includes personal management, employment relationship .
Personal management is the aspect of management that is concerned with the work force
and their relationship with the entity. The design of job is the division of labor. Therefore,
employees, workers are the machine or tools of firm.(Surbhi S, 2018).
Employment relationship is the connection between employees and employers
through which individuals sell their labor. The design of job is group, team. Therefore,
employees, workers are the value of company , which their hard work ,good performance and
loyalty would be rewarded with security, fair treatment, dignity, and status. (John W. Budd,
Devasheesh Bhave ,2008).

The purpose of the HR function in Unilever :

Unilever have implemented innovative ways to ensure high employee motivation, and the
example of Unilever Klev is one of those innovative methods .For instance ,grouping activities
,assigning accountabilities and establishing communication and authority relationships.
( Muhammad Bazil , Benzinga Contributor ,2014).
Because of HR planning , Unilever also want to improve effectiveness which employee
brings by through many techniques such as team-building ,structural change helps
workers adopt to new environment , role negotiation and others.

Objective of HR in Unilever :
Unilever makes sure that our managers across the globe are equipped with a consistent set
of skills and a common language that enable them to effectively tackle the business
challenges they face. Therefore ,it is important
The achievement of consistency was a key driver. We are highly
TACK International was as a key partner to develop the management capability for
Unilever globally . TACK was one of the few partners able to offer the consistency, breadth and
depth of training portfolio Unilever needed. TACK’s proven track record with global blue-chip
companies and a robust infrastructure and delivery capability in close to 40 markets and 25 local
languages was vital to managing this global solution.

The key roles and responsibilities of HR function :

Best Fit and Best Practice approach

The hard and soft model of HRM :