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
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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
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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
I was originally going to complete my service learning project at Kitchen for the Poor, located at 650 Vance St in Toledo, Ohio. But in view of my capacity to volunteer because of my work hours, I had to pick an alternate administration to partake in. Instead, I had the opportunity to volunteer at Momee’s Daycare. Momee’s Daycare is owned and operated by Renee Bowen, and her location is at 756 Wenz Rd. in Toledo, Ohio. Her company has five employees, situated in the proprietor’s home.
The Volunteer Support program encourages employees to play an active role in their communities by volunteering in educational, cultural and faith based activities (2014 Citizenship & Sustainability Report 63). Employees are able to sign up for these activities through J&J’s internal “Click to Care” website. In addition to encouraging employees to participate in the community, they recognize excellence in volunteerism by giving individuals awards for their strong commitment to their community (2014 Citizenship & Sustainability Report
Salil Shetty. 2016. Making Change, the Challenge and The Potential ( speech to IAVE World Volunteer Conference). Retrieved from
. Motivations to volunteer: The role of altruism. International Review on Public and Non-profit Marketing2006;3(2):79-91
Soon after joining the organization, the founder and I decided to scale our operations and a fully funded project in Dehradun, the capital of Uttarakhand was in the pipeline. However, in a trice the challenges of worki...
The compliance of both the core set value service and competence is reflected in the XYZ agency. The XYZ agency networks with local companies such as a local pharmaceutical company, DONOR1 for support for the agency. DONOR1 adopted twenty families, donating boots for all the children, and donated gifts for children and their families on holidays. Providing a service to help those who are unable to have their basic needs met by creating community awareness. In the field of social work you must network in order to gain access to resources, to build relationships, and to figure out how to implement services. Reaching out to the community shows the competence of networking to help make an immense impact than solely utilizing agency resources. In addition to compliance demonstrated at the XYZ agency, the requirement of orientation and training to new staff, volunteers, and interns help everyone to be competent in the service being provided to children and their families. The agency allows the interns to create flyers to provide leadership in promoting sustainable changes in service delivery and practice to improve the quality of social services. The flyers provide a service of awareness so everyone can have the same access to resources. In doing so, showed competence of allowing a fair opportunity for the children and their families to have obtained their
Culture of an organization is a crucial factor in that organizations achieved success. A strong culture that everyone can fit into and feel welcomed enough to believe in the organization’s mission should be upper management’s primary goal. After all, it is essentially the bottom of the barrel employees who help hold together the glue that holds a company together. Without these employees, there would be no one there to keep the basics in order and of course, without someone above them, leading them along, these employees would not know the fundamentals of the organization. Two author’s Pascale and Athose proposed an idea that America had focused on the hierarchical approach of organizational structure, while Japan (America’s leading competitor) had focused more on the “shared values” approach of its structure. This paper will talk about the benefits of “shared values” within an organization and its effect on the employees and how a great culture can help enhance these
Human resource management: In the year 2009, Unilever started a program to train people with right skills called as ‘talent and organization readiness’ program. In 2010, to align personal development plans and Senior leadership skills, It launched a Unilever Leadership Development program.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
The ability to integrate generations will be a significant interpersonal skill set requirement of those in Human Resources. The Manager of Employee Engagement develops engaging and prompt manners to determine employee satisfaction and receive feedback focusing on the lean towards specialization in the workforce, along with the need to retain talent (Guppta, 2016). The Director of Learning is in charge of “designing voluntary or mandatory training programs, and bridging virtual and in-person training sessions and exercises (Guppta, 2016).” The internet allows HR to search a broader base of potential employees by using online job postings and online recruiting companies such as Monster.com or CareerBuilder.com.
Corporate culture is the shared values and meanings that members hold in common and that are practiced by an organization’s leaders. Corporate culture is a powerful force that affects individuals in very real ways. In this paper I will explain the concept of corporate culture, apply the concept towards my employer, and analyze the validity of this concept. Research As Sackmann's Iceberg model demonstrates, culture is a series of visible and invisible characteristics that influence the behavior of members of organizations. Organizational and corporate cultures are formal and informal. They can be studied by observation, by listening and interacting with people in the culture, by reading what the company says about its own culture, by understanding career path progressions, and by observing stories about the company. As R. Solomon stated, “Corporate culture is related to ethics through the values and leadership styles that the leaders practice; the company model, the rituals and symbols that organizations value, and the way organizational executives and members communicate among themselves and with stakeholders. As a culture, the corporation defines not only jobs and roles; it also sets goals and establishes what counts as success” (Solomon, 1997, p.138). Corporate values are used to define corporate culture and drive operations found in “strong” corporate cultures. Boeing, Johnson & Johnson, and Bonar Group, the engineering firm I work for, all exemplify “strong” cultures. They all have a shared philosophy, they value the importance of people, they all have heroes that symbolize the success of the company, and they celebrate rituals, which provide opportunities for caring and sharing, for developing a spiri...
...l man who enables others to think and do in his way (role model) and his employees work him for unconditional loyalty (e.g. his PA), also, adopt a fair system of rewards and punishments; however, as a leader sometimes he just needs some transformational styles which respect and communicate with followers equally rather than forced them to shut up rudely. As for organizational culture, the article obtains further understanding that some factors attribute to detect cultures existed in an organisation, communication system, for example. As a result, it can be identified that his culture not only can be classified as power but task. Moreover, due to the changeable outside environment, compounded and flexible cultures seems to be a better way for an organisation’s sustainable development. Therefore, leadership is tightly related to organizational culture.
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
The process of talent acquisition is an effective approach that is undertaken by HCL Group for finding skilled human labour in order to meet organisational needs. The human resource professions play a vital role in recruiting talent to build strong human labour and bring out more productivity. Talent Acquisition is beneficial as it selects right people to set into right job so that quality performance can be given. The brand of HCL has given huge scopes to the candidates who are talented enough and can give innovative ideas to the company to make growth. According to the company, they prefer employee as their first priority than the customers. This strategy has promoted trust among the employees where they share information with one another