Culture Of HUL And HR At Hindustan Unilever

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HUL CULTURE

“Culture, one of the most important dimension of the organization, should be action-focused and solution-centric: A culture where people can find results and don’t blame each other and growth focused system that keeps all processes absolutely transparent.” - BP Biddappa, HR at Hindustan Unilever

Before we talk about culture in depth, some key points that set HUL apart from other great companies.

• People Matter: One of the unique things that HUL focus on is the generation of great jobs that allow its employees to have great responsibilities at a very early stage of their careers. Great value and great performance culture aids employee develop the independence to …show more content…

Through Sankalp, we provided employees a platform with multiple volunteering opportunities on various social issues. Many of these are in the cities easily accessible. We also encouraged employees to involve their families and thus started the self actualization process.”
With a mission statement that says ‘add vitality to life’ and a corporate culture that believes in giving back to the society, Hindustan Unilever Ltd (HUL) started on an employee self actualization journey that involved its 14,000 employees across 40 locations on completion of 75 years in October 2007.
A year after the company has achieved what then looked like an ambitious target of contributing 27,375 hours of community service for the 75 years that the company has been in India.
The programme has now gone beyond the cities to touch lives of people in the rural districts like that of Wad/Jawahar. Here HUL Mumbai employees travelled 130 km to create awareness on hand wash and hygiene. Similarly, employees have also started involving their family …show more content…

We do it in a fun way that also allows them to choose the path, which fits them best.”

Learning of Employees
Managers at Unilever formed learning groups that helped them strengthen their leadership abilities by exchanging frank feedback and developing strong mutual trust. Arising from the focus in driving a holistic capability program, over 300 training programs were delivered through classrooms. World saw a significant amount of sharing of Unilever best practices in building functional expertise through Global Learning Academies. Unilever introduced an “e-learning” platform which offers a bouquet of 3000 courses on a self learning mode via computer and internet. These programs can be accessed by a Unilever employee anywhere in the world, at anytime.
The employees need to be given bigger and challenging roles to strengthen the environment for personal growth. In HUL, employees change roles in every 2-2.5 years. Different learning programs help the employee in developing multidimensional personality. Brief introductions of these programs are given

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