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 Anglo- Dutch 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 Nestlé 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, Pond’s, Knorr, Lady’s 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. Lady’s 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 Huët 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 organization’s 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 can’t 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