Unilever - Final personal report for marketing subject - Tài liệu tham khảo | Đại học Hoa Sen

I I I I I I I KHOA QUẢN TRỊ SUBJECT REMUNERATION REWARDS & BENEFIT PERSONAL ESSAY
TOPIC: UNILEVER'S WELFARE POLICY Students perform I I I I Lê Như Quỳnh : 22012100 Class : 0100
Ho Chi Minh City, October 2023 P a g e 1 | 8 I I I I I I I I I I
Unilever's excellent employee treatment policy!
Unilever's employee remuneration policy is one of the reasons this corporation was
voted the Best Working Environment and Most Preferred Employer in Vietnam.
With advanced human resources policies, Unilever has created a new standard for
the ideal workplace, where all employees are recognized as the core of
development, where pharmaceutical employees ensure physical health. both spirit.
Let's explore these progressive policies of Unilever with MISA AMIS in the article below!
1. Unilever – comprehensive success
Unilever is a famous corporation with the function of providing current popular
consumer goods, developing on three main product lines: food for eating and
processing (Knorr, Food Solution, Lipton,...); household cleaning and laundry
products (Comfort, OMO, Surf,...); personal care products (Lux shower gel, Dove
shampoo, Sunsilk shampoo, Hazeline shower gel,...). Starting to build a brand in
Vietnam in 1995, Unilever currently maintains a huge distribution system
nationwide with more than 150,000 retail distributors.
But Unilever's success is not only reflected in the number of products provided to
people, but also in the core of the corporation - a working environment that is
considered the best at present. In 2019, HR Asia Magazine honored Unilever
Vietnam as one of the companies with the best working environment in Asia, in the
Asia's Best Places to Work 2019 award.
This is a prestigious annual award only for senior personnel in Asia. To be on this
list, Unilever had to go through many rounds of rigorous evaluation from human
resources experts, organizations, scholars, journalists, and from internal survey
results at nearly 300 companies and businesses. industry in Vietnam. P a g e 2 | 8 I I I I I I I I I I
“Natural musk flavor”. It is not surprising that Unilever has received so much
admiration and recognition from the public. Because right from the group's
leadership, we always keep in mind a comprehensive development environment. In
a speech, President of Unilever Vietnam - Ms. Nguyen Thi Bich Van once said:
"Being voted as the Best Place to Work means a lot to Unilever Vietnam, I believe
it is a commitment Developing Vietnamese people, not only for today but also for
future generations. We are honored that our efforts towards the young generation
are recognized, not only by this award, but also by the trust of young people who
have the opportunity to learn and develop. through Unilever initiatives
2. Top 5 Unilever's remuneration policy P a g e 3 | 8 I I I I I I I I I I
2.1 Attractive welfare regime, international standards
Unilever has maintained such good employee remuneration that many workers
even believe that it is "better to be a soldier at Unilever than to be a boss at another
company." To ensure the physical and mental health of employees, Unilever has
built a gym with modern equipment, and teachers instruct employees in yoga and
aerobic exercises. Not only that, every day, Unilever employees enjoy many
attractive processed dishes that ensure food safety.
And not every workplace prepares a separate emergency room for employees, with
enough modern equipment and medical staff on duty promptly to help handle all urgent problems.
2.2 The best salary and bonus policy in Vietnam
Although they cannot reveal specific numbers, many Unilever employees admit
that the average salary from a new graduate position is 2 or 3 times higher than in
other environments - specifically 10 million VND. . Every year, the income
increase will be from 10 - 15%.
In addition to a good salary and bonus regime, Unilever employees when going on
business trips will also receive subsidies and many very good financial benefits
such as health care, insurance, gasoline, etc.
2.3 Clear employee training policy
Currently, Unilever owns a system connecting more than 1,600 employees
nationwide, indirectly providing job opportunities for tens of thousands of workers
through third parties - suppliers and distributors. But the surprising thing is that
Unilever always ensures employees have equal development opportunities. P a g e 4 | 8 I I I I I I I I I I
With the motto of taking people as the core, Unilever is extremely interested in
employee training. Unilever also always spends budget on human resource training
and development. The Group not only focuses on annual young talent training
programs such as the Unilever Future Leaders Program (UFLP) or Unilever Fresh
Program (UFP), but also pays certain attention to each individual working at the company.
To build a high-quality human resources system, Unilever has organized meetings
between department heads to devise personnel training plans and propose
employee capacity enhancement. During periodic training courses, employees are
exposed to leadership expertise, capabilities, and explore each person's hidden abilities.
Thus, new employees in Unilever always receive the company's companionship to
expand their expertise and skills, thereby enhancing their credibility and
motivation to contribute more to the group.
As a result of these efforts, the company's Strategic Partnership Department
achieved the category "Human Resource Planning and Sourcing" and Unilever
received the "Best Working Environment" rating at Vietnam HR Awards 2014. And
continuing in 2016, Unilever reached the TOP 10 best working environments in
Vietnam. With deep expertise in training, Unilever has become a strategic partner
of many companies in human resource development in Vietnam. P a g e 5 | 8 I I I I I I I I I I
2.4 The Human Resources Department is the Strategic Partnership Department
Unilever's leader shared: "Unilever's approach is to focus on building a team of
human resources with in-depth knowledge of human resources and market
expertise plus broad knowledge of business and economics. economic – social.”.
With this principle, Unilever emphasizes the role of the human resources
department as a core center for building effective human resource plans. Training
for the Human Resources Department must be implemented before targeting other departments.
And only at Unilever, the Human Resources Department was renamed the
Strategic Partnership Department. Not simply providing training courses and
welfare support programs, the mission of the Strategic Partnership Department is
to build a business strategy to promote the company's productivity.
2.5 Scientific and clear recruitment policy
An additional factor that contributes significantly to Unilever's success is its ability
to take good care of its employees right from the time of recruitment. In other
words, Unilever's employee remuneration policy also includes building a clear,
scientific recruitment policy to satisfy potential employees. Satisfaction should be
seen in the simplest actions such as answering emails on time, professionally even
for eliminated candidates, transparent evaluation process, no confusion in
documents or errors in career. his service.
This is not something that corporations and businesses do well even when they
have a reputation. In the digital age, young people certainly do not expect
opportunities from just one workplace, even if it is an extremely famous place.
Employers can completely lose potential employees if they maintain a
cumbersome and unprofessional recruitment and candidate care process.
However, as a corporation that manages more than 1,600 direct and indirect
employees and maintains many famous recruitment and intern training programs
every year that attract a large number of participants, Unilever has proven that
show the public that they are a professional company inside and out. During
recruitment seasons, Unilever always makes young people excited with its open
application rounds, as well as its effective process and accurate analysis despite the
extremely large number of applications it needs to process. P a g e 6 | 8 I I I I I I I I I I
Thus, from the way Unilever recruits personnel, we can completely see a scientific,
rigorous system, creating a compact, thorough process. The heat of these
remuneration policies has helped Unilever create a high impression on young
employees, and is also a model worth learning for businesses. 3. CONCLUDE
At Unilever Vietnam, employees always enjoy special attention in all their
memorable moments from the time they start working at the company, until they
get married, have children, first child goes to school, 5-10-15 anniversary... years
with the company, wedding anniversary, when employees retire... The way
Unilever Vietnam is present, accompanies and shares joys and sorrows Being sad
with each employee has increased the employee's commitment to the company.
The company's survey also shows that the majority of employees care about issues
such as health, education, safety and financial stability for their loved ones and
families. Since then, Unilever Vietnam has developed programs for the above
categories, applicable to employees' relatives. "Giving is not as good as giving", so
although the budget for this item is not necessarily too large, the spiritual value it
brings to Unilever Vietnam's employees is invaluable.
To realize the criterion "Making the lives of Vietnamese people better and better",
Unilever has joined hands with partners to develop health and safety regimes for
employees, helping the company win Win the affection of employees, making
them want to stick with it for a long time.
The impression can be seen through the welfare programs that Unilever Vietnam is
maintaining. However, to build these programs, Unilever's advice for businesses is P a g e 7 | 8 I I I I I I I I I I
to first have clear benefit program strategies for each group of employees
depending on their different needs. Accordingly, instead of too many programs,
companies can identify and focus on highly effective and budget-friendly
programs. The ultimate goal of these programs is still to increase employee
satisfaction and engagement with the company to increase labor productivity for the business.
Unilever Vietnam believes that welfare policy will not be successful if it goes far
away from actual needs. Therefore, companies can listen to the thoughts and
aspirations of each group of employees according to rank, age and personal
circumstances to build the most practical programs. During the implementation
process, the company always needs to be open to learn about new, effective and
appropriate welfare policies that have been implemented according to the market
or other advanced countries, which have been proven through their formation. their city.
Certainly for a multinational company like Unilever Vietnam, how to operate the
purely local motto "Giving freely by giving" in its salary, bonus and welfare
strategy for employees is worth considering. Vietnamese businesses for reference. P a g e 8 | 8 I I I