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Presented by A.Aravind Sai Prasad (20089) D. Ganesh (20098) A.Veda(20095) J. Sasidhar (20077)
INTRODUCTION
In
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1931, Unilever set up its first Indian subsidiary, Hindustan Vanaspati Manufacturing Company, followed by Lever Brothers India Limited (1933) and United Traders Limited (1935). These three companies merged to form HUL in November 1956. Unilever Limited (HUL) is India's largest Fast Moving Consumer Goods Company with a heritage of over 75 years in India and touches the lives of two out of three Indians. over 35 brands spanning 20 distinct categories such as soaps, detergents,
Hindustan
With
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74. 3%
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PERSONAL CARE
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brands
Lux Rexona Breeze Lifebuoy Santoor, Cinthol,
Chandrika Mysore
Sandal
Godrej Dettol
no. 1, Nirma
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brands
Competitors
Santoor, Camay Margo Cinthol
brands
Savlon
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Sunsilk
Pantene
Clinic
Plus
Head
Dove LOreal,
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Pepsodent Close
Up
Red
Anchor
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HUL COSMETICS
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Competitors of
Nivea, Charmise
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COMPETITORS
SURF
WHEEL:
RIN:
TIDE
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Other products
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To
Also
uses Direct selling channel, franchisee to reach everyone e.g. Aviance, Ayush.
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Promotion Strategy
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The promotion strategy is to do door to door marketing, & This is well designed, To do door- todoor marketing the marketer employed the young local youths who can communicate with rural people in the local language.
v
The formal media used to communicate the product was T.V, radio,cinema ,print proportionately depending upon their 11/29/12 reach and their influence
v v
The games used were: Spotting the right price. Match the pairs. Turn the wheel. This games were used to entice the people and pull them to Colony the small place between the houses so as to do mass marketing as much as possible.
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Continued..
HUL
observed India very closely , their is a ring of truth to its vision statement to earn love & respect of Indian by making a real difference to every Indians. Indians have close connection with brands like hamam , lifebuoy , dalda etc. marketing
Rural
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Major challenges
Inflation
Consumer
exposure
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Segmentation
HUL is the largest FMCG company. HULs products are now in 2 hands out of 3 hands of India. The customer of HUL products is every one. Starting with child, youth to old age as well. Women are fond of the product of HUL. All product are available for womens needs & desires
Distribution system
HUL's products, are distributed through a network of about 7,000 redistribution stockists covering about one million retail outlets. The general trade comprises grocery stores, chemists, wholesale, kiosks and general stores. Company provides tailor made services to each of its channel partners.
HUL is using the point of purchase method for much higher level of direct 11/29/12
Market share
Market Shares of Soap 60%. Market Shares of Food Brands 70%. Market Shares of Oral Products 36%. Market Shares of Household Cares 62%. Market Shares of Personal wash 60%. Market Shares of Skin Care 53%.
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SWOT Analysis
Strengths:
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Strong brand portfolio, price quantity & variety. Innovative Aspects. Presence of Established distribution networks in both
urban and rural areas. Solid Base of the company. Weaknesses: Responsibility(CSR) Corporate Social "Me-too" products which illegally mimic the labels and brands of the established brands. Strong Competitors & availability of substitute products. Low exports levels. High price of some products. High Advertising Costs.
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Opportunities:
Changing Lifestyles & Rising income levels, i.e. increasing per capita income of consumers.
Export potential and tax & duty benefits for setting exports units. Threats:
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Competitors of hul
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in its worldwide operations, strives to be a multi local multi national. Working since 1912. national priorities over the years and remained committed towards India. market capitalization and Product Variety. Company policies such as :-
Reflected
Large Good
Developing
technology
and
using
relevant
Generating Stimulating
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HUL Financials
7. Vanguard Emerging Markets Stock Index Fund 8. General Insurance Corporation of India
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Year on yearHindustan Unilever Ltdgrew revenues 16.86% from Rs. 20,278 crores to 23,696 crores
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Year on year, both dividends per share and earnings per share excluding extraordinary items growth increased 15.38% and 22.75%, respectively. The positive trend in dividend payments is noteworthy since only some companies in the Personal & Household Prods. industry pay a dividend
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HUL Share
12 10 8
Rs
6 4 2 0
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The 2006 HLL Performance Share Scheme was introduced as a measure to reward and motivate employees as also to attract the talent and retain the key employees. On a review of the operating experience of the said scheme and bearing in mind the charges in the global trends on management rewards, it is proposed to revise the approach of award of share options under the scheme by adopting a revised 2012 HUL Performance Share Scheme.
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CODE OF BUSINESS PRINCIPLES People, integrity, and values have always been central to HUL three basic principles
Formation of trust and respect Building mutually beneficial relationships Engaging in responsible management practices
DIVERSITY
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HUL is committed to managing diversity in their working environment . It aggressively pursue the target of increasing the proportion of women in the management cadres (18%)
It has a number of gender friendly policies such as maternity benefit ,career break , flexi working ,agile working from remote location
HULs formal employment and fitment policy absolutely prohibits gender based discrimination
CHILD LABOUR
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HULs recruitment policy doesn't permit engagement of child labor directly or indirectly. Regular audits ensure compliance at their own sites and at third party locations/sites.
The Employee Relations Policy and business principles adopted by the company prohibit such practices and this is upheld in letter and spirit
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EMPLOYEE ENGAGEMENT
HUL maintain good communication channels with employees through company based information and consultation procedures.
In 2009, they began an employee engagement programme to ensure that employees are involved in Unilever's vision and plans for the future
YOUNG MANAGERS LUNCH WITH CEO GLOBAL PEOPLE SURVEY UR SAY HAMARA
PERFORMANCE MANAGEMENT
Individual progress is important. That's why they invest a lot of time & effort in supporting employees to perform well & in building their capabilities.
Every person gets a performance and capability card. This is an e-card, which they can download it, which tells them everything they need to know, how they are rated, whether they are a lister' (a company phrase for fast-track leaders), which box of the matrix they are in, what is their potential, what is their likely next job, what does the company think about your potential, what is the kind of development plan that they have So every person has clarity, where he or she stands. This is shared transparently.
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HULs reward philosophy is to provide market competitive salary and benefits with a strong linkage between performance and pay. Accordingly, their overall reward package includes
- Fixed Salary that is competitive with peer companies - Variable Salary that is linked to company and individual performance - Equity compensation (at eligible levels) that is linked to long term (3 year) company performance and individuals potential. - Benefits and Perquisites aimed at providing choices. - Retirement benefits that are market competitive.
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basic access to above-minimum wages, subsidized canteen facility, safety training and equipment,
safe infrastructure and washroom facilities irrespective of contractual status. Certain benefits extended as a result of collective bargaining agreements are available only to those groups of workmen covered by the agreements
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Learning is an integral part of life at Unilever & there are many ways in which you can develop your skills, both professional & personal.
HUL is a business where talented individuals can go as far & as fast as their ambition & ability take them.
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The BLT program is an extremely comprehensive training module, designed to groom young talent for taking up challenging roles ahead. They get in-depth functional as well as cross-functional exposure through various stints, travel
through the length and breadth of the country and outside, understand company values and ways of working while they undertake live projects in each stint. There are senior coaches, mentors and tutors assigned to each intern, ensuring that the learning objectives of each stint are met, and suggesting any course correction which may be required for a particular intern. All this ensures that young talent is honed to take up the challenging assignments in the later stages of their career.
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CSR ACTIVITIES
Awareness campaigns on hygiene Child immunization camps Free eye check ups Anti-tobacco education Anti-alcoholism camps.
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Conclusion
With
its long and luminous history HUL is Indias true pride. is a company which the customers in rural as well as urban India relate to. This explains the deep penetration of HUL in Indian market. future for HUL is demanding newer and high level innovations so as to cope up with increasing competition. HUL is well equipped with all what is needed of this Indian Giant.
It
The
However
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