Recruitment Process Of Unilever

TABLE OF CONTENT

1. INTRODUCTION

2. CHAPTER 1

1.1 Company history

1.2 Mission

1.3 Vision

1.4 Corporate goals

1.5 HR goals

1.6 HR policies

3. CHAPTER 2

2.1 Human Resource planning

2.3 Job design, scope and importance

2.4 The application of job design in Unliver

4. CHAPTER 3

3.1 Recruitment and selection process

3.2 Analysis of the recruitment practices in Unliver

3.3 Advantages and disadvantages of Chamber’s recruitment process

4 CHAPTER 4

4.1 Managing employee performance, importance and methods

4.2 Managing employee retention, importance and methods

4.3 Analysis of the employee performance and retention methods used in Unliver

4.4 strategies for sustainable business

5 CHAPTER 5

5.1 Employee Training and Development importance

Unilever 's corporate undertaking is to add vitality to human life everywhere.

Unilever has been operating in North Africa and the Middle East since 1933, the year that saw the family Binzagar appointment as an agent for the company in Saudi Arabia, while Unilever is also in the same year ventured into the Egyptian market. In 1954 Unilever made its first inroad foray into the market, "Maghreb" with the launch of Omo in Algeria, from France, through a local agent, followed by access to Morocco in 1960 and then Tunisia in 1961.

In 1992, Unilever came on the beach in the Arabian Peninsula with the establishment of an office in Dubai in the same year Lever Egypt was established as a joint venture with Fine Foods Inc., a member of the group in Rashid. In 1999 it merged to flee Egypt and Fine Food Group to form a company Unilever Egypt.

A leading FMCG in the region

Unilever is amongst the Top FMCG companies of the region and also the regions single Biggest Television

It is a comprehensive development tool used for the employee and organization development for all. Performance is measured on the basis of factors such as job knowledge, quality and quantity of production, initiative, leadership and oversight capabilities, reliability, and participated in the process, governance, and the versatility and health. The assessment should the past as well as the potential performance is limited as well. The second definition is more focused on the behaviors as part of the assessment of behaviors do affect the important results.

Checklist:: Under this method, the preparation of a list of data attributes of the employee in the form of yes or no questions on the grounds. Here classifications not only reporting or verification and management of human resources is not the actual evaluation. Advantages - the economy and ease of management and limited training required, and uniformity. Defects - Residents of bias, and the use of improper weighing of human resources before, to give the resident does not allow the relative