Human Resource Management
Topics: Recruiting system of a multinational company (Unilever).
Course Code: BBA 322
Prepared by the group:
Nusrat Jahan Epsi| ID No. 08.01.02.076|
Saif Muhammad Sazin| ID No. 08.01.02.053|
Farzana Rahman| ID No. 08.01.02.090|
Date of Submission: 08-01-11
School of Business
Ahsanullah University of Science & Technology.
Unilever Limited is one of largest multinational business firm in the world. Over the last four decades, Unilever Bangladesh has been constantly bringing new and world-class products for the Bangladeshi people to remove the daily drudgery of life. Over 90% of the country’s households use one or more of our products. It provides sixteen verities brands and try to mitigate all types of human demand by introducing with new innovative products.
Unilever Operations in Bangladesh provide employment to over 10,000 people directly and through its dedicated suppliers, distributors and service providers. 99.5% of UBL employees are locals and they have equal number of Bangladeshis working abroad in other Unilever companies as expatriates. Unilever wants to attract the best graduates to join in their leadership actions. This report enlightens what type of recruitment opportunities offered by Unilever Bangladesh Limited for university students and how the students can access that opportunity.
Unilever accomplish their recruitment and selection process basically into three criteria. One is committed in distribution department where employs is selected on their physical skilled and recruitment and selection process is committed by competency based interview, case study interview, based on case study materials, group discussion, again based on case study materials. It is arranged for entry-level applicants. And in higher level job performer is hired in “special people” job recruitment process. Special people who are already perform within the organization or other relative organization and promoted as a company’s core decision maker. Unilever believe the people who work with us are confident of their capabilities, believe in nothing less than star performances and of course are not afraid to work hard at achieving goals.
Table of contents| |
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Executive Summary| VI|
1: Introduction| |
1.1: Background of the Study| 9|
1.2: Rational of the Study| 9|
1.3: Objective of the Study| 9|
1.4: Scope of the Study| 10|
1.5: Limitations of the Study| 11|
1.6: Methods| 11|
1.7: Report Preview| 12|
2: Organizational Part| |
2.1: The corporate objectives of Unilever Limited| 14|
2.2: Corporate objectives of Unilever Bangladesh Limited| 18| 2.3: Beliefs and values of Unilever Bangladesh Limited| 18| 2.4: Major operational Department of Unilever Bangladesh Limited| 20| 2.5: Unilever Bangladesh Limited at a glance| 27|
3: Literature Review| 31|
4: Recruitment in Unilever Bangladesh Limited| |
4.1: Recruiters qualification| 39|
4.2: Methods of recruitment| 40|
4.3: Nature of Application form| 42|
4.4: Recruitment- Constrains and challenges| 43|
5: Analysis and Findings| |
5.1: The types of recruitment in Unilever Bangladesh Limited| 48| 5.2: The types of selection in Unilever Bangladesh Limited| 48| 5.3: The frequency of recruitment by Unilever Bangladesh Limited| 48| 5.4: Responses from the students (Institution) regarding MNC| 48| 6: Recommendation and Conclusion| |
6.1: Recommendation| 46|
6.2: Conclusion| 46|
Appendix-A: Tables| |
Appendix-B: Application Form| |
1.1 Definition of recruitment
Recruiting is the process of finding & attracting capable applicants for employment. The process...