Transcript Presentation topic

Unilever : Vision and Strategy
Unilever’s Vision : Double the size of its business and half
its environmental footprint by 2020.
• “Compass” :Unilever’s Business Strategy comprises of 4 non-negotiables:
1. Winning with Brands & Innovation
2. Winning with Markets
3. Winning with Continuous Improvement
4. Winning with People
• Unilever Sustainability Living Plan –strategy to reduce our environmental
footprint and increase the positive contribution we make to society while
growing our business
Unilever HR Ambition
HR Support to the Unilever Vision and the Sustainability Living Plan
is multifold
• Employer Brand
• Diversity
• Development
• Leadership -Right Job :
Right Person: Right Pay
• Build HR Capabilities
e.g. world class HR
Services/ initiatives to
drive transformation
• Drive Productivity
• Right size -bigger
better roles
• Volunteer Programs
• Drive the ‘mood’ and
culture in the Org.
• Drive Performance
Culture and
Differentiation
e.g. Performance
Ratings linked to
reward that is valued
by people
R&R Strategies that drive USL business
• Reward processes (e.g. Merit/Bonus) directly linked to
- business performance
- individual performance and listing potential
- market competitiveness
- business affordability
• Reward programs that are valued by employees
- “Rate my Reward” survey to gain information on employee reward
perception and satisfaction
• Productivity Study
- Ideal FTE and functional structures based on indirect targets/span of
control and functional ratios
• Talent And Organisation (T&O) readiness study - Charters on R&R
- Increase transparency and communication on Total Reward vs. Fixed Salary
• Recognition – based on leadership competencies and target achievement
(e.g. Chairman’s awards/ Heroes Site/ Town hall meetings/sales conference)
USL - Reward & Recognition practices
1. Annual Pay Cycle
- Online tool for reward processing that is linked to the Performance
management system
- Pay for performance approach (e.g. Listers/high potential)
- Communication : top down approach starting with Chairman
2. Pay scale - based on market positioning to ensure competitive reward (minimum
and maximum pay points strictly adhered to)
3. A seamless and consistent Job Evaluation mechanism that can be operated with
equal understanding across the organization
4. Total Reward Statement (online system) and Gross Compensation
Statements to build ‘Total Reward’ appreciation.
5. Bonus Calculator – transparency on bonus process.
Aim to drive performance culture and accountability
USL - Reward & Recognition practices
6. Deliver Rewards valued by people – “Rate my Rewards” Salary Survey
7. Transparent and consistent communication on policies/ pay review :
HR Services portal and employee handouts
8. Annual Remuneration Survey – to compare market positioning
9. Remuneration Workshops – Carried out by Head of Reward, South Asia to
build reward awareness and appreciation
10. Reward 101 : e-learning modules - clarity on Unilever Reward principles
USL - Reward & Recognition practices
11. Recognition programs
•
•
•
•
•
•
•
•
Chairman’s awards
Annual Sales recognition
Heroes Site
Long service awards
Recognition of ‘Action Heroes’
Special recognition – Chairman’s blog, magazines
Learning Recognition
Field Incentives
Challenges and Action Plan
Challenges
Action Plan
Change from ‘Base Pay’ mindset
to ‘Total Reward’ mindset
• Communication on total reward/pay
elements
• Feedback sessions / Reward 101 workshops
Driving the fact that pay is linked
to performance , business
affordability and market
competitiveness
•CEO communication on link between
business performance and Reward
• Driving the Performance Culture life cycle
via line managers
• e-learning and reward workshops
Transparency of individual pay
points/ pay positioning
Consistent and transparent
benefit structure
• Communication of policies and procedures
• Exceptions should be strictly administered
Challenges and Action Plan
Challenges
Action Plan
Benefit Cashing out
• Drive Total Reward understanding
Queries on Market Competitiveness
e.g. Rem survey peer groups/ job
matching
• Explained the process through Reward
appreciation workshops
• Clarify the fact that market position
drives reward proposals
Establish the job evaluation process
which guides all promotions and
transfers and new roles
• Constant communication and strict
adherence to the evaluation process
• Well documented Job Descriptions
• Sample Job evaluation template consistent approach