A Report On

Human Resource Management

Practices Of Unilever Bangladesh
Letter of Testimonial

September 22, 2018

Ms. Manna Akter Lina

Assistant Professor

Dhaka City College

Subject: Submission of a report.

Dear Madam:

With due regards and respect we state that I am very thankful to you as you Assigned me this
report on ‘‘Human Resource Management Practices in Unilever Bangladesh Limited”. It is a great
opportunity for me to acquire theoretical and Practical knowledge about human resouce
management practices of a reputed multinational organization. I have tried out my best to gather
what i believe to be the most complete information available.

Your kind acceptance and any type of appreciation would surely inspire me.

Your most obedient pupil

Md. Rabbi Alam
ID: 64
Sec: A Batch: 17th

1
Table of Contents
Chapter 1: Introduction
1.1: Background of the Study 3
1.2: Rational of the Study 4
1.3: Objective of the Study 4
1.4: Scope of the Study 5
1.5: Limitations of the Study 5
Chapter-2: Organizational Structure

2.1: About Unilever 8

2.2: Products/Services Offering 9
2.3: Organizational Chart 10
2.4: Goals & objectives 11
2.5: Mission 11
2.6: Vision 11
2.7: Description of Business 12
2.8: Types of Business 12

Chapter-3: HRM Practices

3.1: Human Resource Planning 14
3.1.1: Job Description 15
3.1.2: Job Specification 15

3.2: Recruitment
3.2.1: Factors Influencing Recruiting Effort 19
3.2.2: Possible Constraints on Recruiting 19
3.2.3: Recruiting Sources 20

3.3: Selection
3.3.1: First Phase 23
3.3.2: Second Phase 24
3.3.3: Third Phase 24
3:4: Orientation 25
3:5: Placement 25
3:6: Training & Development 26
3:7: Performance Appraisal 29
3:7:1: Process of PMS in HUL: 30
3:8: Wage & Salary Administration 30
3:9: Compensation & Benefits 31

Chapter-4: Recommendation
4:1: Recommendation 33
4:2: Conclusion 33
4.3 References 34

2
Chapter-1
(Introduction)

3
1.1: Background of the Study

Successful human resource department makes it possible for the organization to acquire the
number and types of people necessary to ensure the continued operation of the organization by the
recruitment and selection process. So it acts an important role in HR department. As a part of BBA
program, my Human Resource Management course teacher Mrs. Lina Akhter assigned us to
prepare a report on HRM process and practice process in a multinational organization as related
topic on Human Resource Management course. I was given my report topic as “Human Resource
Management Practices of Unilever Bangladesh Ltd.”. I have made a survey for required
information in Unilever official site in net. I have prepared my report which will be submitted by
10 Sep, 2018.

1.2 Rational of the study

I am 4th year 7th semester student. After almost one year, i will be going to job market and
competing with other universities’ graduates for getting a suitable job. For getting an expected job,
i need to concern about job market condition from today. Going to prepare ‘human resource
management practices’ in Unilever Bangladesh as a Human Resource Management course, i
acquired required knowledge about Unilever Bangladesh’s human resource managemnet process
that help me to perceive a common picture about recruiting and selection process in all multination
company in Bangladesh. I can identify my lacks; prepare myself for future job market. So, i have
the same opinion that this fruitful report not only assure reasonable grade mark in my curriculum
result but also assure well-done feedback for near future job market.

1.3: Objective of the Study

We have prepared this report based on two purposes. Those are-

1.3.1 Primary Objective:

The report aims to provide information on the procedures job planning, Recruitment and selection,
placement as well as training & development techniques followed by the UBL through HR
department.

4
1.3: Secondary Objective:

a) Unilever is one of the world greatest consumer goods companies.The report is strongly informed
with how this multi-local multi-national company conducts the aptitude and psychometric for a
candidate and how it helps them to get objective, reliable and relevant information on candidates
& further manage them efficiently & get best of them. It is also inormed with HRM of Unilever
Bangladesh.

b) Unilever always try to add variety in life. At Unilever they have created an environment where
people with energy, creativity and commitment work together to fulfill ambitious goals. This report
helps me to know how the selection process of a candidate leads him to become leader.

1.4: Scope of the Study

There is a certain boundary to cover this report. My particular report only covers human resource
management practices of Unilever Bangladesh Ltd. I mainly focus on Human Resource planing
& execution of Unilever Bangladesh. And it also cover executive and higher-level employes’
recruitment and selection process. I collectted data and some valuable information by internet from
Unilever Bangladesh Ltd. Official web-site.

1.5: Limitations of the Study:

I am lucky enough to get a chance to prepare a report on “Human Resouce Management Practices
of Unilever Bangladesh Ltd.” I tried heart & soul to prepare a well-informed report. But
unfortunately i faced some difficulties when preparing this report. I tried to overcome the
difficulties. In spite of trying my level best, some difficulties that hamper my schedule report work:

Shortage of time:

5
Within a short time, I needed to prepare some other courses’ reports for in this session. For this
reason, i could not get a fluent time schedule for the report.

Limitation of related with the organization:

The employees of Unilever Bangladesh Limited were too busy of there work. For this, they did
not sufficient time to fulfill my queries and some of them neglected me to support.

Difficulty in collecting data:

Many employers of the organization were not well known about all information that asked to
them. Many of them also hesitated to answer the questions. These things hampered the information
collection.

6
Chapter-2
(Organizational Structure)

7
2.1: About Unilever

Unilever Bangladesh Limited is a subsidiary of Unilever, world’s one of the largest Household
and Personnel Care and Foods Manufacturer with an annual turnover of 47 Billion Euro or
approximately TK.320000crore.Unilever Bangladesh Limited is the leading Household and
Personnel Care product in Bangladesh with brands and a number of sub-brands. UBL is around
here in Bangladesh for more than four decades. The company has a huge manufacturing facility in
Kalurghat, Chittagong ;it also has 4(four)third party production facilities located in Gazipur. The
HQ of UBL is in Gulshan- 1,Dhaka.

In the 1890s, William Hesketh Lever, founder of Lever Bros, wrote down his ideas for Sunlight
Soap – his revolutionary new product that helped popularize cleanliness and hygiene in Victorian
England. It was ‘to make cleanliness commonplace; to lessen work for women; to foster health
and contribute to personal attractiveness, that life may be more enjoyable and rewarding for the
people who use our products’.

In a history that now crosses three centuries, Unilever’s success has been influenced by the major
events of the day – economic boom, depression, world wars, changing consumer lifestyles and
advances in technology. And throughout we’ve created products that help people get more out of
life – cutting the time spent on household chores, improving nutrition, enabling people to enjoy
food and take care of their homes, their clothes and themselves.

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.

When Bangladesh became an independent country in 1971, Lever Brothers Bangladesh Ltd was
constituted with Unilever owing 60.75% shares and the Government of Bangladesh owning the
remaining 39.25% shares. In 2004, Lever Brothers was renamed, “Unilever Bangladesh Limited”
in order to align its corporate identity and logo with that of the global Unilever.

8
2.2: Product/Service Offerings:

Unilever Bangladesh is known for providing consumer goods that focus on home and personal
care and food. It has several brands ranging the aforementioned categories. The brands operating
in Bangladesh include:

 Axe
 Brooke Bond Taaza
 Clear
 Close Up
 Dove
 Fair & Lovely
 Knorr
 Lifebuoy
 Lux
 Pepsodent
 Ponds
 Pureit
 Rexona
 Rin
 Sunsilk
 Surf-excel
 Tresseme
 Vaseline
 Wheel
Along with providing consumer goods, Unilever Bangladesh has a program called Unilever
Sustainable Living Plan (USLP) which undertakes several programs aimed to increase the welfare
of people in the country. These programs include hand-washing practice awareness, free dental
checkups, providing pure water to underprivileged people and public places to name a few.

9
2.3: Organizational Chart

Chief of Corporate Affairs & Strategic Planning

Chief Marketing
Officer

Head of Human
Resource

Chief Technical
MD Advisor
Oficer
&
Head of Billing &
CEO
IT

Chief Financial
Manager

Head of Customer
Care

Head of
Engineering

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2.4: Goals and Objectives:

Our non-negotiable goals and objectives focus on winning the areas of brands, innovation, market
place, continuous improvement and people. In order to do so Unilever will be building stronger
brands and engage in development of improved innovations in terms of size and speed that will
enhance growth at the margin. To win the market place Unilever will increase market reach and
be a leader in developing markets. To achieve wins through constant improvement Unilever will
construct a value chain focusing on quality which shall scale according to global and local needs,
achieve returns from investments made on capital and marketing growth; and establish cost
competitiveness. For winning with people Unilever will indulge in development of capabilities
and leadership to higher levels, building an organization that exhibits agility, flexibility and
diversity. Unilever concentrates on production of high quality commodities, promotion of products
to the maximum potential, large scale manufacturing to obtain economies of scale and allow
quality products to be available at accepted market prices.

2.5: Mission:

The mission of Unilever is incorporation of vitality to life. Unilever aims to meet the everyday
requirements of individuals in nutrition, hygiene and personal care by means of brands which not
only help people to feel and look good but also to get the most out of life.

2.6: Vision:

The vision of Unilever is to double the size of the business and at the same time reduce impact on
the environment, as well as, increasing social impact in a positive manner. Unilever will be a leader
in responsible growth and act as inspiration to people to take small everyday actions, which will
collectively amount to a significant change.

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2.7: Descriptions of its business

They aim to give everybody a little something to celebrate about themselves everyday. 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.

2.8: Type of business

Unilever is a Fast Moving Consumer Goods company with local manufacturing facilities, reporting
to regional business groups for innovation and business results.

· Operations-Home and Personal Care, Foods

· Constitution-Unilever– 60.75% shares, Government of Bangladesh – 39.25%

· Product categories-Household Care, Fabric Cleaning, Skin Cleansing, Skin Care, Oral Care,
Hair Care, Personal Grooming, Tea based Beverages.

· Brands

Wheel, Lux, Lifebuoy, Fair & Lovely, Pond’s, Close Up, Sunsilk, Lipton, Lipton Taaza,
Pepsodent, All Clear, Vim, Surf Excel, Rexona.

· Manufacturing facilities

The company has a Soap Manufacturing factory and a Personal Products Factory located in
Chittagong. Besides these, there is a tea packaging operation in Chittagong and three
manufacturing units in Dhaka, which are owned and run by third parties exclusively dedicated to
Unilever Bangladesh.

· Employees

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 we have equal number of Bangladeshis working abroad in other Unilever companies as
expatriates.

12
 Chapter-3
(Human Resource Management Practices)

13
3.1: Human Resource Planning

On the entry level the HR Department is mostly taking MBA graduates. According to Unilever
their belief is that "Their people are their greatest asset”. The HR team takes great pride in
acknowledging the contribution of each employee. Unilever focuses a lot on HR Development and
for that the HR team ensures:

• Staff of Unilever consists of world class Professionals and ensures that the right systems are in
place to encourage people to develop to their full potential

• Collaborative and mutually supportive work environment is created that encourages people to
grow.

• Team of professionals is built which delivers expertise by participating in business decisions.

• Performance Management and Reward Systems are developed which underlies the Business
strategy of Unilever.

• A clearly defined Recruitment & Selection policy is defined.

• The need for Training & Development of employees is assessed.

• Compensation & Benefit plan is developed which ensures that employees are motivated.

Employee Requirement:

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 we have equal number of Bangladeshis working abroad in other Unilever companies as
expatriates.

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3.1.1: Job Description:
There are mainly 6 department where one can engage themselves in Unilever.

Brands
&
Development

Customer
Supply Chain
Development

Department
for career
Opportunities

Information
Finance
Technologies

Human
Resources

3.1.2: Job Specification:

 Brands & Development:

For Brands and Development functions, one needs to have:

 A real interest in consumers as well as intuitive understanding of their behavior, and

what works (and doesn't!) in specific markets.

 Very strong interpersonal skills and the ability to lead cross functional team.

 Strong analytical ability.

 For those interested in Development, technical skills in areas of work (packaging

development and process development).

15
  Creativity inspired by a passion for growth

 Supply Chain Management

For Supply Chain One need the following skills:

 A high level of numeric proficiency and strong analytical ability

 Strong Negotiation skills

 Relationship and alliance management skills

 An entrepreneurial approach to the innovation and cost saving opportunities in supply

markets

 The ability to work with other business cultures, and to organize effective links between
them and our business.

 Human Resources Management

Unilever’s people are our most important asset. In Human Resources (HR), you’ll support and
develop those people, enabling them to deliver outstanding business performance.

To do this One need:

 A real interest in how people drive the business.

 Strong interpersonal and leadership skills.

 The strength and integrity to take tough decisions when necessary.

 Strong understanding of the overall business.

 An interest in coaching and developing people.

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  Finance

For Financial management One need:

 Sound business awareness; the drive to ensure we get value for money, hit our financial
targets and increase our profitability; a talent for seeing both detail and the bigger
picture

 A pro-active approach to improving the business and the communication skills to win
support for your ideas.

 The personal commitment to obtain a professional accounting qualification, if required,

alongside your initial development program.

17
3:2: Recruitment

Recruiting is the process of finding & attracting capable applicants for employment. The
process begins when new recruits are sought & ends when their applications are submitted.
The result is a pool of applicants from which new employees are selected.

According to Robins, “The ideal recruitment effort will attract a large no of qualified applicants
who will take the job if it is offered. A good recruiting program should attract the qualified &
not attract the unqualified. This dual objective will minimize the cost of processing unqualified
candidates”. So recruiting is a process of discovering potential candidates for the actual or
anticipated organizational vacancies. Or from another perspective, it is a linking activity-bringing
together those with jobs to fill and those seeking jobs.

Unilever employ 234,000 people in around 100 countries worldwide. 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 a/re locals and they have
equal number of Bangladeshis working abroad in other Unilever companies as expatriates.
Almost 70%of its employees are male and 30% are female

3.2.1 Factors Influencing Recruiting Effort

Although every organization engages in recruiting activity some do so to a much larger extent than
others.

a. Size:

Large organization with huge manpower will recruit much more than smaller

b. Employment condition:

In the community where the organization is located will influence how much recruiting takes place.

c. Working condition, salary & benefit package:

18
These influence need for turnover, therefore the future recruiting of the organizations.

3.2.2 Possible Constraints on Recruiting Process

The pool of qualified applicants may not have included the ‘best’ candidate or the ‘best’ candidate
may not want to be employed by the organization. There are five possible constraints which limit
the manager’s freedom to recruit.

a. The image of the organization:

If the image perceived to be low, then the likelihood of attracting a large number of applicants is
reduced. Then the image of the organization, there for, should be considered a potential constraint.

b. Attractiveness of job:

If the job is unattractive, recruiting a large & qualified pool of applicants will be difficult for
e.g. position for p.s. since these jobs traditionally appealed to females & woman have a wider
selection of job opportunities. It has resulted in a severe shortage of secretarial jobs.

c. Internal organizational policies:

Internal organizational policies, such as “Promote from within wherever possible” will give
priority to individuals inside the organization. Such a policy will ensure that all positions except
entry level positions will be filled from within the ranks. Although this is promising once one is
hired, it may reduce the number of applicants.

d. Union requirements:

Union requirements also restrict recruiting sources. Union determines who can apply & who
has the priority in selection. It restricts management’s freedom to select the best employees.

e. Government’s Influence:

19
The Governments influence in the recruiting process should not be overlooked. An employer can
no longer seek out preferred individuals based on non-job-related factors such as physical
appearance, sex or religion background. Government may impose restrictions on these matters.

3.2.3 Recruiting Sources

Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of the
position to be filled. Certain recruiting sources are more effective than others for

Normally i know about two types of recruitment channel by which they recruit employee those are

1. External recruitment channel

2. Internal recruitment channel

External recruitment channel

When job openings cannot be filled internally, the HR department must look outside the
organization and basically for UBL, recruitment of fresh graduates is done through this means.
There are 8 ways for external recruitment in the UBL, which occurs in direct or indirectly for
various level of recruitment. Those are-

1. Employee referrals: For lower level workers, Unilever follow the employee referrals
procedures. This is the procedures when existing employees refer one new and the new is
considered to be further judgment.

2. Advertising: UBL next to employee referrals in fact for fresh graduates majorly follow the
advertisement procedure for recruiting purposes. They advertise in the reputed English and Bengali
National papers. They also use the internet for online application.

3. Educational institutions & Professional associates: More over the organization takes its
manpower from the universities and educational institutions across the country. The nationwide
universities and its important institutes provide the potential graduates as the employee of the
organization. From discussion with HRM it was known that their preferred institutions range from
IBA, BUET, DU, KU, Brac U, NSU, AIUB, JU, to Chittagong University and such.

20
4. International recruitment:

Sometimes, especially in importance of cases international recruitment occurs in ULB. However

such rare events happen if the candidate stays in abroad or are working in international company
on foreign land.

Internal recruitment channel

Current employees are a major source of recruits for all but entry- level positions of Unilever
Bangladesh ltd.. Whether for promotions or for lateral job transfers, internal candidates already
know the already informal organization and have detail information about its formal policies. In
fact for Unilever this short of recruitment is occurred only with especial purpose experienced
employee recruitment.

Unilever provides career opportunities for-

 Biz-learner: People for Skilled and labor based events

 Graduates: Fresh graduates as knowledge worker
 Professionals: Specialist experienced people for special purpose

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.

The Unilever attracts candidates by providing several fascinating offers. They offer:

 Competitive Salary
 Pension
 Healthcare
 Performance Related Bonus
 Share Scheme
 25 days Annual Leave
 Flexible Working
 Discount Staff Shop

21
  Staff Insurance department
 Free Gym access

3.3: Selection

22
Selection is the process of select the best candidates for the job by using various tools and
techniques.

According to R.M. Hodgetts. "Selection is the process in which an enterprise chooses the
applicants who best meet the criteria for the available position."

3.3.1: First Phase

Reception of application

After accomplishing the recruitment process, Unilever go to the selection process where they
start the process with the reception of application form filled up through internet online form.
After scrutinizing the data, they select applications for written test.

Employment test

This written test measures the candidates

1. Analytical ability

2. Computation ability

3. Verbal skill

4. Written skill

5. General knowledge

More above 65% marks ensures applicants pass.

23
Assessing candidate through interview

Mainly three steps are followed in the selection procedure. In the first stage the candidates are
invited for a viva with sales and training manager, Dhaka in his Gulsan office. A human resource
manager also exist there. In this viva the candidates situation handle ability is measured.

3.3.2: Second phase:

It is the viva with the general sales and operation manager ( GOSM), and trade marketing
manager .in this stage individual skill is measured. The question tries to measure out the fitness
of the candidate for the post.

3.3.3: Third phase:

In this stage the applicant face the HRD customer development team (CDT) this phase measure
the applicability of the applicants’ potential for the jobs. In these stage why the applicant prefers
the Unilever and why it would like to join the expected team.

Physical ability test

The physical test is administered by Apollo Hospital Dhaka to measure the HIV, Hepatitis B, C
or such many diseases in its applicant’s health and fitness for job effort.

Work samples

For some technical jobs Unilever follows the work sample test on particular employee like the
one of Finance and IT.

Hiring decision

Finally the every step success ensures an applicant join in the Unilever family.

24
3.4: Orientation

A newly hired employee is oriented so that he can get an idea about the organizational setup so
that he may feel at home. At Unilever orientation plan covers the following points:

 Visits to different department of the company: In Unilever, newly recruited employee

are introduced to their co-worker from different departments as well as to they are given a
short tour to their work-station.

 Company’s Policies, Rules and Regulations: A broad overview of company’s policies,

rules, regulations are given to them.

3:5: Placement

Placement is the act of putting someone in a particular place or position. In case of job sector,
placement refers putting right person to the right place according to their capability, interest &
requirement.

In Unilever, Employees are placed according to their requirement. They appoint right person to
the right job according to their ability, skills, interest & requirement.

25
3:6: Training & Development

Training & Development:

Training & Development involves improving the knowledge, skills and abilities of the individuals.
A continuous training is conducted inside the organization to improve the performance of
the employee.

 Understanding training needs for the employees and creating the skill requirements
 Designing the most effective training method for your organization
 Making sure the training is being delivered efficiency
 Evaluating the impact of the training

Training Cycle:

26
Training Needs Analysis is influenced by three factors:

a) Organizational Analysis- identifying the training needs of the employees in accordance with
the long-term goals of the organization.
b) Job Analysis- identifying training needs in accordance with job description and specification.
c) People Analysis- identifying the training needs in accordance with the traits of the employees.

Instructional Design-
a) Setting training goals
b) Determining training specifics
c) Identify trainees
d) Determining training materials
e) Choosing training modes and methods
f) Select trainees
g) Schedule training
h) Develop training projects

Validation-

a) Validating the training program before implementing it

b) Revising the training program before implementing it

Implementation-

a) Ensuring support from management to the training program

b) Appoint manager for the training program

c) Designing certain protocols for the program

d) Ensuring logistical support

27
Models of Training
1. On the job training- is a form of training that takes place when employees are actually working.
It is a self-explanatory process that takes place when employees are actually working, meaning
employees acquires skills while they are carrying out their jobs.
2. Off the job training- is basically when employees are trained somewhere away from the actual
workplace. Top executives are often sent abroad for off the job training. Off the job training is
more concentrated on learning.
3. Coaching and mentoring- Coaching is a private interaction between a trainer and trainee. It is
a way to correct the errors done by the employees, as it, gives employees room for improvement.
Mentoring is usually aimed at management level employees. It gives the trainees an opportunity
to work under a respective role model and allows the employee to have a reference point in terms
of completing job responsibilities. (Chand, n.d.)

28
3:8: Performance Appraisal
Performance Appraisal is the systematic evaluation of the performance of employees and to
understand the abilities of a person for further growth and development. Performance appraisal in
Unilever is generally done in systematic ways which are as follows:

Methods of Performance Appraisal at Unilever

 360 Degree Performance Appraisal:

 Provide feedback from superiors, peer groups and subordinates to provide holistic and objective
evaluation of the employees.

 Assessment is communicated transparently to all employees individually

 Career paths are shared with them

Management by Objectives (MBO):

 The MBO focuses attention on participative goals that are tangible, verifiable & measurable

 The superior & subordinates jointly determine goals to be considered during appraisal period &
what level of performance is necessary for subordinates to satisfactorily achieve specific goals 
During performance appraisal period the superior & subordinates update & alter goals as necessary
due to changes in business environment.

 If not achieved identify reasons for deviation

29
3:7:1: Process of PMS in HUL:

Establish Performance Standard & communicate

standard & expectation to employees

Measure actual performance with the

target

Compare actual performance with set

standards & find out deviations

Suggest changes in job analysis &

standards if necessary

Follow up

Annual
Mid-Year
Goal Review
Setting

Annual
Performance
Review

30
3:8: Wage & Salary Administration:

Position(Bangladesh) Salary(monthly)-TK
Intern 10k-10k
Territory Manager 50k-54k
Senior Executive 24k-26k
Brand Manager 79k-104k
Management Trainee 70k-76k

3:8: Compensation & Benefits:

Unilever provides several benefits to their employees. They believe satisfied employees are
productive. They provide following benefits:

 Health Insurance
 Pension Plan
 Performance Bonus
 Reduced/Flexible Plan
 Car Facility
 Maternity & Paternity Leave
 Work From Home
 Vacation & Paid Time Off
 Sick Days
 Sick Leave
 Employee Discount
 Diversity Program
 Job Training
 Life Insurance/Disability
 Education/Training/Tuition/Certification/Reimbursement
 Accommodation Facility

31
 Chapter-4
(Conclusion & Recommendation)

32
4:1: Recommendation

After going through the report we draw some recommendations which are:

i. I have to suggest Unilever Bangladesh to arrange “on campus” recruitment. In my survey I

got a common scenario that “on campus” recruitment process motivates the student to
enthusiastic, creative and rigorous. Students try to show extra ordinary performance and
perform their innovative ideas, innovative. They come with new idea and work & they try their
heart and soul to accomplish their task.

ii. Unilever entry-form is so complicated and some information which is asked for apply is not
available all time. Our recommendation to minimize the entry- form and make it easy presentation
for all potential applicants.

4:2: Conclusion

The report has attempted to point out recruitment and selection process in Unilever Bangladesh.
We can get little information about recruitment and selection process in Unilever Bangladesh. We
also take support by some secondary reports as well as internet and Unilever report publication.

4:3: References

Unilever.com. 2010.

Unilever global company website | Unilever Global

. [online] Available at: http://www.unilever.com/ [Accessed: 14 Jan 2017]. Unilever.com.bd.

2017.

Unilever Bangladesh | Bangladesh

. [online] Available at: http://www.unilever.com.bd/ [Accessed: 14 Jan 2017]. Weihrich, H.,

Koontz, H. and Cannice, M. V. 2008.

Management

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