Unilever Bangladesh Essay

A rapid traveling consumer goods’ company out of many is Unilever which engages in the industry and distribution of place attention merchandises. personal attention merchandises. and nutrients. It offers family attention. fabric cleansing. tegument cleaning. tegument attention. unwritten attention. hair attention. and personal training merchandises. every bit good as tea based drinks. The company was once known as Lever Brothers Bangladesh Ltd. and changed its name in December 2004. Unilever Bangladesh Limited was founded in 1964 and is based in Dhaka. Bangladesh. Unilever Bangladesh Limited is a subordinate of The Unilever Group.

I. 1 Unilever Today

Trade names of Unilever are trusted everyplace and. by listening to the people who buy them. Unilever has grown into one of the world’s most successful consumer goods companies. In fact. 150 million times a twenty-four hours. person someplace chooses a Unilever merchandise.

Look in your kitchen. or on the bathroom shelf. and you’re bound to see one of our well-known trade names. Unilever creates market and administer the merchandises that people choose to feed their households and maintain themselves and their places clean and fresh.

People’s lives are altering fast. As the manner Unilever all unrecorded and work evolves. our demands and gustatory sensations change excessively. Unilever aims to assist people in their day-to-day lives. So. Unilever maintain developing new merchandises. bettering tested and tested trade names and advancing better. more efficient ways of working.

Unilever has a portfolio of trade names that are popular across the Earth – every bit good as regional merchandises and local assortments of famous-name goods. This diverseness comes from two of our cardinal strengths: •Strong roots in local markets and first-hand cognition of the local civilization. •World-class concern expertness applied internationally to function consumers everyplace. Concentrating on public presentation and productiveness. Unilever promote our people to develop new thoughts and set fresh attacks into pattern. Hand in manus with this is a strong sense of duty to the communities Unilever serve. Unilever doesn’t merely step success in fiscal footings ; how Unilever achieves consequences is of import excessively. Unilever works difficult to carry on our concern with unity – esteeming our employees. our consumers and the environment around us.

Mission of Unilever

In the last five old ages. Unilever has built its concern by concentrating on its trade names. streamlining how Unilever works. and bettering its penetration into the germinating demands and gustatory sensations of consumers. Now Unilever is taking the following measure in simplification – by alining ourselves around a clear common mission.

Unilever recognizes that the universe in which is being operated is altering. Consumers are progressively conveying their positions as citizens into their purchasing determinations. demanding more from the companies behind the trade names. They want companies and trade names they trust.

Unilever embraces these new outlooks. Unilever’s heritage of good administration. merchandise quality and long experience of working with communities gives a strong base to the consumers. Unilever aims to construct on this by taking the following measure in transparence and answerability. Unilever will stand visibly as Unilever. behind its merchandises and everything Unilever does. everywhere.

Every twenty-four hours 150 million people in over 150 states choose Unilever’s merchandises. Already. most of its trade names give the benefits of experiencing good. looking good and acquiring more out of life. Sunsilk. for illustration. helps consumers experience happier because their hair looks great. In the hereafter. Unilever trade names will make even more to add verve to life. Unilever’s verve mission will concentrate its trade names on run intoing consumers demands originating from the biggest issues around the universe today – ageing populations. urbanisation. altering diets and life styles. Unilever see turning consumer demand for:

•A healthy life style
•More assortment. quality. gustatory sensation and enjoyment
•Time. as an progressively cherished trade good
•Helping people to experience good. look good and acquire more out of life will enable us to run into these demands and spread out our concern.

Unilever is in a alone place to understand the interrelatednesss between nutrition. hygiene and personal attention. Unilever can make this thanks to its strong scientific discipline capableness and locally rooted consumers’ penetration. It is by conveying all this together that Unilever can endeavor to lend to quality of life and Unilever wellbeing – adding verve to life.

I. 2 Purpose & A ; Principles of Unilever

Corporate intent of Unilever provinces that to win requires “the highest criterions of corporate behaviour towards everyone Unilever work with. the communities Unilever touch. and the environment on which Unilever has an impact. ”

Always working with unity

Conducting operations with unity and with regard for the many people. organisations and environments have ever been at the bosom of its corporate duty.

Positive impact

Unilever aims to do a positive impact in many ways: through our trade names. our commercial operations and relationships. through voluntary parts. and through the assorted other ways in which Unilever engage with society.

Continuous committedness

Unilever besides committed to continuously bettering the manner Unilever manages its environmental impacts and are working towards our longer-term end of developing a sustainable concern.

Puting out our aspirations

Corporate intent of Unilever sets out its aspirations in running our concern. It’s underpinned by the codification of concern Principles which describes the operational criterions that everyone at Unilever follows. wherever they are in the universe. The codification besides supports its attack to administration and corporate duty.

Working with others

Unilever wants to work with providers who have values similar to Unilever’s and work to the same criterions as Unilever does.

1. 3 Performance Management of Unilever:

Performance and Development Planning ( PDP ) helps you make the most of your working life at Unilever. The procedure supports you in placing and presenting against disputing ends that impact the organisation. It helps you plan how you’ll develop accomplishments and leading behaviours for your current place and for the old ages in front. It besides gives you the chance to clear up outlooks and discuss hereafter chances.

Career Progression

Careful planning ensures you build a strong foundation in professional accomplishments. addition experience across different operating environments and procedures. and develop capableness in your chosen country of expertness. Performing good will take to chances to take on new and more ambitious functions. That in bend will let you to intensify and broaden your accomplishments and experience.

Depth & A ; comprehensiveness

Depth of experience is about developing professional accomplishments through acting and practising your function. We’ll encourage you to construct this deepness of skill early in your calling to supply a solid footing for farther patterned advance. Breadth of experience is about increasing your cognition and apprehension of the concern as a whole. so you can measure complex issues from different angles. Naturally. this becomes more of import as senior status additions.

Wider experience

International experience is indispensable in many functions within a planetary organisation – and assignments offer valuable development chances. You can besides derive exposure through regional/global functions and undertaking squads. In higher-level places that have a wider geographic remit. cross-border. class and client experience may be critical to assist leverage our planetary graduated table.

1. 4 Training & A ; Development of Unilever:

On the occupation

You’ll learn much of what you need to cognize by working with knowing co-workers and having regular coaching and feedback. Wherever you join. in whatever capacity. you’ll have a broad assortment of experiences developing accomplishments relevant to your occupation and giving you an overview of how our company works.

Professional accomplishments

Specific plans guarantee you build expertise in your chosen calling. The classs frequently use e-learning that enables you learn at your ain gait and take control of your development. In some countries you can analyze for professional makings and. as you progress. you’ll develop your leading capablenesss.

Continual update

Each map has its ain Academy – a squad that continually updates its professional acquisition course of study. E-learning faculties are so made available on a dedicated intranet portal. Here you’ll besides find the really latest intelligence. articles and believing. Basically. everything you need to maintain in touch with the concern.

Personal development

Passion. energy and originative thought are traits that you’ll already have when you join. But every bit of import is the ability to understand who you are as an person and what you want to accomplish from your calling. We offer a whole scope of personal development chances which can be tailored to your specific ends.


There are many people on manus to assist with your acquisition and development. in peculiar your wise man. They will promote and back up you. reply inquiries. assist construct your assurance and offer priceless advice.

Peoples of Unilever

In many respects. Unilever thinks of Unilever Bangladesh as a community. instead than an organisation. This community is shaped and led by its people. who operate creatively within a model of shared values and concern ends.

Staying connected

Because people of Unilever are cardinal to the manner Unilever does concern. they’re at the Centre of everything Unilever does. Their professional fulfilments. work and life balance. ability to lend every bit as portion of a diverse work force – these are all issues to which Unilever gives precedence.


Unilever grows as a company by turning our people. This penetration is behind all our attempts to maintain our people fulfilled and committed. It’s besides why Unilever stays connected with – and link together – its employees around the universe. carry oning studies and ‘pulse checks’ which so feed into the future way of its concern.

I I- Part2 Introduction of the Report:

I I. 1 Rationale of the survey:

Actually. we are traveling to fix this proposal because of its necessity in constructing our calling stronger. After fixing this study we have found out the public presentation direction of Unilever and we have learnt how to happen out public presentation direction of any company. Basically. we are larning how to fix a undertaking of any company which will assist us in our occupation life. And at the same time. this study will conserve by the module member and we will allow him cognize about how expeditiously Unilever is pull offing its employees’ public presentation. Basically. it is one sort of research which provides some information sing how expeditiously Unilever is pull offing its employees’ public presentation.

Statement of the job:

It has been proved that employee public presentation has great consequence on organization’s overall public presentation. That is why. it is of import to happen out the jobs that exists in the organisation which accelerate bad public presentation of the employees and output bad consequence for the company. Therefore. we must state that to place job is a cardinal to success. From this survey. we will happen some replies of some specific inquiries. So the undermentioned inquiries will be answered:

•The standards is followed to measure public presentation is appropriate for the employees.
•Do they have any calling patterned advance plan?
•Are they supplying developing & A ; development plan?
•Do employees pattern squad work or non?
•Do the bing employees have the work life balance?
•Finally. how expeditiously employees’ public presentation has been managed?

Scopes and Delimitation of the Survey:

Our studies besides have a specific mark. We think that this study will assist people cognize the manner a company can pull off the public presentation of its employees. this survey will assist organisations to construct up a good direction to command public presentation of the employees. If this survey brings out a quality theoretical account so it is confirmed that most of the employees in the organisation will be satisfied by cognizing the ************ and as a consequence company’s end will be achieved. The chief restriction of this survey is handiness of the needed informations. By sing Unilever caput office I shall be able to roll up some informations but non all necessary informations. Another job is that the clip edge. Because the deadline we have given to fix this study is less than one month’s which chief restraint in fixing the information is.

Aims of the survey:
Broad aim:
To mensurate the policy Unilever uses to pull off the public presentation of the employees. Specific aim:
•To see whether they have any public presentation assessment system or non
•Whether they encourage team work or non
•To observe whether they provide developing and development
•To see whether the directors evaluate employees they have equal preparation or non?
•To see whether employees get opportunity to give feedback since they are identified as
hapless performing artist. •To see whether employees have been evaluated by their direct foreman or some other functionaries.
•Do employees get information sing facets of rating at the beginning of the twelvemonth
•Finally. to urge how to better public presentation direction policy.

I I. 2 Review of Related literature:

I I. 2. 1 what is public presentation direction?

Performance direction is the cardinal component of activities. It really. screens public presentation assessment and some other issues. The public presentation direction systems need to include-

–decisions about who should measure public presentation
–what format should be used
–how the consequences should be utilised

I I. 2. 2 Types of public presentation direction:

A public presentation assessment. or public presentation reappraisal. is a formal interaction between an employee and her director. This is when the public presentation of the employee is assessed and discussed in thorough item. with the director pass oning the failings and strengths observed in the employee and besides placing chances for the employee to develop professionally. In most cases. a public presentation assessment is completed quarterly or yearly.

360-Degree Feedback:

A common public presentation assessment method is the 360-degree feedback. In this scenario. whoever conducts the assessment. such as a human resources director. interviews an employee supervisor. equals and any direct studies. This technique allows an valuator to derive a complete profile of the employee. In add-on to estimating the worker occupation public presentation and proficient accomplishment set. an appraiser receives in-depth feedback on the employee behaviour. Measuring countries of subjectiveness. such as character and leading accomplishments. allows an employer to pull off an employee development.

Management by Aims:

Management by aims ( MBO ) is another modern method of public presentation assessment. This technique was foremost promoted in the 1950s by direction theoretician Peter Drucker. MBO requires a director and employee to hold upon specific. gettable aims with a set deadline. For illustration. a gross revenues director may be required to increase his gross by 25 per centum within three months. Once this end is set. the duty is on the gross revenues director to direct himself towards the aim. With this technique. success or failure is easy defined.

Evaluations Scale:

An alternate type of public presentation assessment is the evaluations graduated table. This methodological analysis requires an employer to develop an in-depth scaling system. similar to the manner pupils in school are assessed. This graduated table is so used to measure an employee success within a assortment of countries. such as proficient accomplishment set. teamwork and communicating accomplishments. There is typically a lower limit required grade an employee must have in order for the public presentation assessment to be considered a success. Those that do non do the class are frequently put on a public presentation betterment program. This method is viewed by some direction theoreticians as an classless manner of mensurating single public presentation.

I I. 2. 3 Performance Appraisal Process:

II. 2. 4Effective Practice Guidelines for Performance Management:

Performance direction systems. which typically include public presentation assessment and employee development. are the “Achilles’ heel” of human resources direction. They suffer defects in many organisations. with employees and directors on a regular basis deploring their ineffectualness. A recent study by Watson Wyatt showed that merely three out of 10 workers agree that their company’s public presentation direction system helps better public presentation.

Less than 40 per centum of employees said their systems established clear public presentation ends. generated honest feedback or used engineering to streamline the procedure. While these consequences suggest that there may be ill designed public presentation direction systems in many organisations. it is typically non ill developed tools and processes that cause troubles with public presentation direction. Rather. troubles arise because. at its nucleus. public presentation direction is a extremely personal and frequently baleful procedure for both directors and employees.

Possible Results from Effective Performance Management:
•Clarifying occupation duties and outlooks.
•Enhancing single and group productiveness.
•Developing employee capablenesss to their fullest extent through effectual feedback and coaching.
•Driving behaviour to aline with the organization’s nucleus values. ends and scheme.
•Providing a footing for doing operational human capital determinations ( e. g. . wage ) .
•Improving communicating between employees and directors.

Since 1993 the CIPD has been on a regular basis reexamining and printing work on public presentation direction. As one of the cardinal patterns of HR it has featured to a great extent in the work on people and public presentation carried out in the late ninetiess and early 21st century. when it was identified along with work design and preparation as a cardinal pattern in public presentation bringing.

The work suggested that public presentation direction in its broadest sense would be carried out when the undermentioned activities were evident: •Communication of a vision to all employees.
•Setting departmental and single public presentation marks that are related to wider aims.
•Conducting formal reappraisals of advancement towards these marks.
•Using the reappraisal procedure to place preparation. development and wages results.
•Evaluating the whole procedure to better effectivity.
•Expressing public presentation marks in footings of mensurable end products. answerabilities and training/learning marks.
•Using formal assessment processs as ways of pass oning public presentation demands that are set on a regular footing.
•Linking public presentation demands to pay. particularly for senior directors.

I I. 2. 5 Typical Performance Management Procedure:

I I. 2. 6 Guidelines for Establishing Effective Performance Goals:

•Goals should be hard. but accomplishable. to actuate public presentation.
•Goals should be set in no more than three areas—attempting to accomplish excessively many different ends at one time will hinder success.
•Goals must clearly specify the terminal consequences to be accomplished.
•To the extent possible. ends should hold a direct and obvious nexus to organisational success factors or ends.

I I. 3 Methodology of the survey:
Primary Beginning:

The chief information for this survey will be collected straight from Unilever. By sing the caput office clip and once more we will be able to acquire some needed informations. In add-on. I will roll up some informations through my friend who is working at that place for one twelvemonth.

Secondary Beginning:
For making this survey I will necessitate aid from some secondary beginning like cyberspace or books etc. So my secondary beginning will be:
i. Internet
two. Relevant books
three. Published studies and one-year studies

I I. 3 Analysis and Interpretation of the Datas:

1. To what extent you believe that your public presentation has been evaluated decently in your Organization?

Interpretation: Harmonizing to this graph. it is seen that most of the employees are satisfied the manner they are evaluated. Meaning about all the employees are pleased the manner Unilever managing employees’ public presentation.

2. The standard has been followed to measure your public presentation is known to you?

Interpretation: This graph is demoing the response of employees who have been surveyed. Here we have found that out of all the respondents. upper limit goes for higher degree that means they know really good the standards based on what they have been evaluated. There are few entry degree employees who do non cognize how they have been evaluated. 3. What do you believe the preparation you have been given is focused on the occupation or some general preparation they provide?

Interpretation: Here most of the employees go for the higher and highest degree. This is bespeaking that the preparation they are holding is focused on their occupations. Therefore. we can state that Unilever doing their employees skilled for their occupation.

4. To what extent the preparation and development plan is of import for your calling

Interpretation: In this respect. it is clearly apparent that this company has a wages based public presentation direction. Because out of all the respondents. more than 80 % employees agreed upon the issue that Unilever honor its employees.

5. Be at that place any squad work pattern in your organisation?

Interpretation: This graph is bespeaking that all the respondents agreed upon that they have team-work pattern. Since none of them goes for any other options. I must state the squad pattern is really strong at that place.

6. To what extent you are allowed to give feedback for the hapless public presentation you have had?

Interpretation: Here we have observed that most of the respondents mark the impersonal option and some agreed and some disagreed. Therefore. we can state that employees are non happy sing the chance to give feedback. This is non practiced at that place. But some senior functionaries agreed.

7. Have your public presentation been evaluated merely by your direct foreman?

Interpretation: It is clearly apparent from the graph is that in Unilever public presentation rating of employees is done by their direct foreman. Some higher official’s public presentation is done by the other section as good.

8. The individuals evaluate your public presentation have been trained up for the rating plan?

Interpretation: This graph is bespeaking that about every respondent said that their foremans who really. measure them are non trained up for the rating. These foremans evaluate them which sometimes raise biasness.

9. Which type of techniques has been followed for your rating?

Interpretation: This graph is bespeaking that most of the employees told that they have been evaluated through one manner where as some of them told that others technique besides been followed. Here we can state that this company is concerned utilizing merely the one manner technique that is direct foreman.

10. Have your public presentation appraisal been set reciprocally confer withing with all the employees?

Interpretation: Actually. respondents were every bit divided into different groups. Some of them told that direction had a treatment with them to repair the public presentation assessment and some of them told they don’t cognize even what are being set and how? Basically. some of senior functionaries said that they know what are the assessments have been puting up for the public presentation criterion. 11. Make you hold the right to cognize the standards to acquire publicity. salary increase at the beginning of the twelvemonth?

Interpretation: From the graph. we can see that about 35 % of the employees voted for the higher degree and 45 % ballots for the highest degree that means they know the standards based on what their publicity has been made. wage has been increased. 12. Based on what your public presentation standard been set in your organisation?

Interpretation: This graph is demoing that 60 % employees have said that to run into strategic end their public presentation criterion has been set and 15 % goes for occupation analysis and remainder goes for the both strategic end and occupation analysis. Therefore. we can state that the organisation sets public presentation criterion to make strategic end.

I I. 4 Findingss of Survey:

1. Our first observation is that about all the employees in the Unilever are happy the manner their public presentation has been evaluated. 2. Except some entry degree employees. remainder of them know the standards on which their public presentation been evaluated. 3. Unilever provide developing to employees focused on the occupation and sometimes international developing take topographic point associating to some other issues. 4. It has been identified that all the employees provided wages for good public presentation in this organisation. 5. Unilever has a pattern of tem work. In this organisation employees have been divided into different squads. 6. Employees are non given the chance to give feedback except some of managerial degree employees.

7. It has been identified that public presentation has been evaluated by the direct Boss and Human Resource Head. 8. In Unilever the individuals evaluate employees have non been trained up for this issues. Therefore. some biasness has been created. 9. Other of import issues. we have discovered that rating takes topographic point by one manner assessment. 10. Most of the employees do non acquire the chance to sit on the issue that set their public presentation criterion. 11. Unilever let all the employees know the standards to acquire publicity. increase at the beginning of the twelvemonth. 12. Here. public presentation has been managed to run into strategic end.

I I. 5 Recommendations:

This organisation demand to follow the 360 public presentation assessment. Because it will do the rating system indifferent and more accurate consequence will be found. All the employees should be allowed to give feedback for the hapless public presentation non merely the higher functionaries. The Bosses who evaluate their subsidiaries need some preparation sing how to measure all though they are provided some other preparation.


Basically. public presentation direction is a really of import tool for any organisation. It indicates that how smooth an organisation is being run. If any company can pull off the public presentation of its employees in efficient and effectual manner. so that organisation will make better. Whenever we talk about public presentation direction. we fundamentally talk about the public presentation assessment. And public presentation assessment indicates that employees must be rewarded for the good public presentation to acquire motivated. Here we have identified that Unilever is pull offing its employees’ public presentation really good. They are able to acquire their employees motivated and as a consequence they are holding good concern in our state.