Assignment on Training and Development of Unilever Essay Example
Assignment on Training and Development of Unilever Essay Example

Assignment on Training and Development of Unilever Essay Example

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Training and development programs are the programs which are provided to the employees of a multinational company for the purpose of developing the employees’ skills, and find the appropriate leader from a pool of talent. Here included the definition of training, methods of training and about development. Unilever an Anglo–Dutch multinational consumer goods company with a mission to help people feel good, look good and get more out of life with brands and services arrange global training for those employees who have the most potential and leadership quality for the company.

Introduction of Unilever, their HR department and training methods related to HR department information also included. Through this study there tried to identify the perspective of training program of Unilever. It has found that Unilever wants to share all its best practices, ideas and all other skills with al


l the members of the company across the world. These training programs help the employees to have specialized knowledge of a subject. This will helps them to do business successfully in their respective places. This assignment also contain the discussion of training of Unilever company with conclusion.

Definition of training The official and ongoing educational activities within an organization designed to enhance the fulfillment and performance of employees. Training and development programs offered by a business might include a variety of educational techniques and programs that can be attended on a compulsory or voluntary basis by staff. ( Patrick (1992), in one of the best books available on the psychology of training1, starts his discussion of the definition of training by referring to its aims - to develop new skills, knowledg

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or expertise. He then cites two definitions of training. ( "Training is the systematic development of the attitudes/knowledge/skill behavior patterns required by an individual in order to perform adequately a given task or job." Patrick gives a second definition from Goldstein (1980):

"The acquisition of skills, concepts or attitudes that result in improved performance in an on-job situation." For the purpose of this learning unit we shall depart slightly from both of these definitions. Here, training will be defined as: "The manipulation of conditions to enable a person or team to develop the competency required to fulfill their work responsibilities or undertake some other purposeful activity." “An important feature of this definition of training is that it is operationally defined. That is, it is defined in terms of what training sets out to achieve - competency at work or at some other task-related activity, rather than prescribing the psychological components that lead to competency.” ( Goldstein, I. L. (1980). Training in work organizations. Annual Review of Psychology, 31, 229-272.Patrick, J. (1992). Training Research and Practice. London: Academic Press.) Development

A word commonly encountered in organizations, especially in conjunction with management, is 'development'. The operational definition of training above applies equally to that of development, although the word development has nuances that need to be appreciated by people applying occupational psychology in practice. Development is used in the occupational setting to imply a longer term and more durable change to the behavior of the individual. It is often used in preference to the word training in the context of management development or staff development to imply processes that change the individual's capability to

deal with events in the future in a more flexible and profound way than merely replicating standard pieces of behavior. In a development programmer we would aim for a person to be able to deal effectively with circumstances that had not been anticipated. Such capability entails less tangible aspects of performance such as attitudes, perceptions, judgments, diagnosis, insights, discretion and flexibility. Training methods:

There are two types of training methods, these are (a) On the job training: On job training methods are like, 1. Apprenticeship training 2. Informal learning 3. Job instruction training 4. Lectures 5. Programmed learning 6. Audiovisual-based training 7. Vestibule training 8. Computer-based training 9. Simulated learning (b) Off the job training: Off the job training methods are like, 1. The case study method 2. Management games 3. Outside seminars 4. Executive coaches etc. (Human Resource Management/Gary Dessler/twelfth edition) Introduction to Unilever Bangladesh “Unilever Bangladesh is a leading Fast Moving Consumer Goods Company with a heritage of over 48 years.Unilever started its onshore operations in Bangladesh in 1964 when its soap factory was set up at Chittagong.Unilever Bangladesh is market leader in 7 of the 8 categories it operates in, with 16 brands spanning across Home and Personal Care and Foods.Unilever Bangladesh’s operation provides employment to over 10,000 people directly and indirectly through its dedicated suppliers, distributors and service providers.99.8% of Unilever Bangladesh employees are locals. We also have a large number of Company employees working abroad in other Unilever companies as expatriates”

Human Resources department of Unilever HR supports and develops the most important asset for Unilever Bangladesh –their people – by enabling them to deliver outstanding business performance.

An eye on the future Their environment is about empowering people, both to contribute to their business objectives and to achieve their own personal and career goals. They also keep an eye on the future, with their 'leadership behaviors’ initiative aiming to identify the next generation of leaders. Diverse roles

HR's job is to make sure they have highly-skilled, exceptional people in all areas of the organization. Within that, there are numerous possibilities split into three broad areas. HR Business Partners

Partner each of the five functions (Marketing, Customer Development, Finance, Supply Chain and Human Resources included) to identify the needs of the business in order to develop, manage and implement appropriate strategies. They ensure that the right structure, culture, people and capabilities are in place to foster positive working relationships. HR Expertise Teams

Work on policies, processes, systems and tools that allow each business area to attract, select and develop talented individuals. They also provide a connection with world-class external experts and keep them up-to-date with industry best practice. HR Services

Deliver and continuously improve services such as learning, payroll, recruitment, pensions and benefits. They also track, monitor and aggressively manage service performance to ensure that it’s delivered to the required quality and at the optimum cost. Training & development of HR department

Unilever is committed to training & developing its employees, both professionally & personally. Learning is an integral part of life at Unilever. There are many ways in which we can develop our skills, both professional & personal. In Bangladesh, they undertake a focused approach to training and each individual has a customized development plan that they

build in discussion with their line managers “On the job

They'll learn much of what they need to know by working with knowledgeable colleagues and receiving regular coaching and feedback. Wherever they join, in whatever capacity, they'll have a wide variety of experiences developing skills relevant to their job and giving them an overview of how their company works. General skills

Unilever offers a wide variety of courses and learning solutions to help employees develop their general business skills. They have over 50 instructor led programs, over 100 web-based programs and several leadership development programs. Unilever also provides learning paths for specific position levels and skill areas to guide employees through self-motivated development. Professional skills

Unilever’s Learning Academies provide function-specific training for employees to build expertise in their chosen area. The courses vary between instructor-led and e-learning, enabling each employee to learn at their own pace. Personal development

They know we’ll bring passion, energy and creative thinking to Unilever when we join. But equally important is the ability to understand who we are as an individual and what we want to achieve from our career. They offer a range of personal development opportunities which can be tailored to employees specific goals. Mentoring & coaching

They understand that mentoring & coaching are proven ways to enhance employees experience at Unilever. There are many people on hand who will encourage and support them, answer questions, help build their self-confidence and offer invaluable advice. They also offer several programs that include mentoring and coaching best practices.”

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