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HUMAN RESOURCE

MANAGMENT
R E WA R D P O L I C Y O F U N I L E V E R
Group Members

• MUHAMMAD AHMAD 2161061

• MUHAMMAD ARSLAN 2161057


P R O M O T I O N & R E WA R D

“A promotion is the transfer of an employee to a job which pays more money or

one that carries some preferred status”.


REWARD SYSTEM of UNILEVER

• For the blue-collar workers the reward is based according to the length of

service. For the white-collar workers, the higher you rise in the hierarchy the

more the percentage rises.

• The two rewarding systems are the Financial and the Relational
BENEFITS STATEMENT

The Unilever Company values the health and well-being of employees

and provides a variety of market-competitive benefits programs to

address employees' benefits needs. Our total benefits package is

highly regarded and is designed to meet employees' basic and life-

changing benefits needs.


UNILEVER PERFORMANCE APPRAISAL

Unilever performance appraisal is annually. They appraise the employee due

to their performance about goals of the organization. They set the goals at the

start of the year and tell the employees about the goal if the employees achieve

this goal They appraise the employees.


A CRITIQUE OF THE UNILEVER COMPANY
REWARD SYSTEM
• Unilever offers a financial reward as a reward strategy to the hard working employees.

The financial reward includes bonuses, an increase of salaries, plane tickets and scholars

for the employees’ children

• The reward strategy is not fair to underperforming employees


TOTAL REWARD POLICY

• Unilever has a program known as cloud-based technology whereby,

employees are given the freedom to make choices of rewards


ROLE OF LINE MANAGER

• The line manager is responsible for overseeing employees and ensuring that

the organizational goals are attained

• The manager is a part of decision-makers in the case of determining the employees to

be rewarded and how..


REWARD SYSTEM AIDS EMPLOYEES RETENTION

• If employers want to encourage their employees to perform at a high

level and stay with the organization for longer, they may consider

offering their employees the opportunity to earn additional pay, perks

and recognition
Commitment of Unilever
Our people are our greatest assets. And bringing out the best in

them takes a dedication to development. It’s what grows our

business, but more importantly, it’s essential to the growth of

your career. That’s why we take a holistic view of all the elements

to reward and recognize employees to ensure a complete,

comprehensive package of pay, benefits and learning and

development programs all designed to unleash your full potential.


PERFORMANCE MANAGEMENT SYSTEM OF
UNILEVER

• Performance management system of Unilever supports its

employees in recognizing and delivering against challenges goals

that has an impact on the organization. It helps the employees to

form up their career and develop their skills in command to

accomplish the goals and progress their selves for the current

period and future


RECRUITING & HIRING

• Unilever usually don’t mention their name while making a job

advertisement as this is their policy. Third party hires the employees for

Unilever. And once the hiring is done by the third party, the departmental

manager who requires the employee interview the candidate and then

the HR department selects the employee.


TRAINING & DEVELPOMENT

• At Unilever two types of training are being conducted,

which are In-house Training and External Training

• The employees of Unilever are mostly trained by Rameez Allahwalla (a

trainer living in Pakistan)


UNILEVER PERKS & BENEFITS
 Salary and incentives

 Pension scheme

 Share schemes

 Discount scheme

 Support for further education

 Health and wellbeing programs

 Family friendly working environment

 Volunteering support
Recommendations
• The UNILEVER Company should not only reward the well performing and high

profiled sub-ordinates but also encourage the less performing ones to build their

confidence

• Unilever should also increase transparency and avoid biasness while rewarding in

that any employee should be subjected to a reward for a task well done
• Supervisors at Unilever Pakistan must be provided with opportunity to
increase their professional expertise and skills by letting them participate
in educational programs and workshops
Conclusion
Key factors of a reward of reward system have been displayed which entails

motivation of employees towards attainment of organizational objectives. The

Project also demonstrates the role of line managers at Unilever Company in

ensuring that the process of reward is successful. This Project has

recommended of the measure Unilever should apply to enhance the

effectiveness of the reward system.


THANK YOU!!