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Reward & Recognition Unilever Sri Lanka. Unilever : Vision and Strategy. Unilever’s Vision : Double the size of its business and half its environmental footprint by 2020. “Compass” :Unilever’s Business Strategy comprises of 4 non-negotiables: Winning with Brands & Innovation
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Unilever : Vision and Strategy • Unilever’s Vision : Double the size of its business and half its environmental footprint by 2020. • “Compass” :Unilever’s Business Strategy comprises of 4 non-negotiables: • Winning with Brands & Innovation • Winning with Markets • Winning with Continuous Improvement • Winning with People • Unilever Sustainability Living Plan –strategy to reduce our environmental footprint and increase the positive contribution we make to society while growing our business
Unilever HR Ambition • Employer Brand • Diversity • Development • Leadership -Right Job : Right Person: Right Pay HR Support to the Unilever Vision and the Sustainability Living Plan is multifold • Drive Productivity • Right size -bigger better roles • Volunteer Programs • Drive the ‘mood’ and culture in the Org. • Drive Performance Culture and Differentiation • e.g. Performance Ratings linked to reward that is valued by people • Build HR Capabilities • e.g. world class HR Services/ initiatives to drive transformation
R&R Strategies that drive USL business • Reward processes (e.g. Merit/Bonus) directly linked to • - business performance • - individual performance and listing potential • - market competitiveness • - business affordability • Reward programs that are valued by employees • - “Rate my Reward” survey to gain information on employee reward perception and satisfaction • Productivity Study • Ideal FTE and functional structures based on indirect targets/span of control and functional ratios • Talent And Organisation (T&O) readiness study - Charters on R&R • - Increase transparency and communication on Total Reward vs. Fixed Salary • Recognition – based on leadership competencies and target achievement • (e.g. Chairman’s awards/ Heroes Site/ Town hall meetings/sales conference)
USL - Reward & Recognition practices • 1. Annual Pay Cycle • - Online tool for reward processing that is linked to the Performance management system • - Pay for performance approach (e.g. Listers/high potential) • - Communication : top down approach starting with Chairman • 2. Pay scale - based on market positioning to ensure competitive reward (minimum and maximum pay points strictly adhered to) • 3. A seamless and consistent Job Evaluation mechanism that can be operated with equal understanding across the organization • 4. Total Reward Statement (online system) and Gross Compensation • Statements to build ‘Total Reward’ appreciation. • 5. Bonus Calculator – transparency on bonus process. • Aim to drive performance culture and accountability
USL - Reward & Recognition practices 6. Deliver Rewards valued by people – “Rate my Rewards” Salary Survey 7. Transparent and consistent communication on policies/ pay review : HR Services portal and employee handouts 8. Annual Remuneration Survey –to compare market positioning 9. Remuneration Workshops –Carried out by Head of Reward, South Asia to build reward awareness and appreciation 10. Reward 101 : e-learning modules - clarity on Unilever Reward principles
USL - Reward & Recognition practices • 11. Recognition programs • Chairman’s awards • Annual Sales recognition • Heroes Site • Long service awards • Recognition of ‘Action Heroes’ • Special recognition – Chairman’s blog, magazines • Learning Recognition • Field Incentives
