Talent Managementt
Talent Management in Unilever
NVP
Talent Management
• Different aspects make up Talent Management within Unilever: 1. Some aspects are focused on the individual:
a. b. c. Recruitment & Selection Learning & Development Performance Management Wheel These are discussed in FRC’s or Functional Resource Committees
2.
Some aspects are focused at managing talent accross an organization :
•
•
Most of all talent management processes are web-enabled, and are linked to PeopleSoft
Talent management process Recruitment (incl. applying to a job internally or externally) Learning Goal setting, Performance evaluations, Performance Ratings, Succession planning, high potential listing, …. Reward E-tool VURV Learning Management System PDP online system e-Reward system
A special case… trainees
• Throughout this presentation, we will sometimes highlight how we manage the young graduate talents specifically. Why? Because at Unilever we believe we need to invest highly invest in management trainees in order to build a robust talent pipeline. Therefore the Unilever Future Leaders Programme (UFLP) has been set up. Key areas: – Attraction – Selection – Development – Performance & Reward We attract about 30-40 new trainees each year, in the Benelux
• • •
•
1a. Recruitment & Selection
• Recruitment administration:
– has been outsourced to Accenture – internally it’s Unilever Peoplelink.
• Rationale of outsourcing:
– Hiring Manager to focus on those elements where he can really add value, and Unilever Peoplelink does the rest…
• Role of hiring manager:
– Set up the vacancy text, hold interviews with shortlisted candidates, decide who gets the job
• Role of Unilever Peoplelink
– Act as link between candidate, hiring manager, sourcing partners (eg. recruitment agencies) and follow-up the whole process – Screen candidates, hold first telephone interview, extend job offer & contract
1a. Recruitment & Selection for UFLP
• Recruitment:
• How? Via Campus Manager Approach : 1 current
NVP
Talent Management
• Different aspects make up Talent Management within Unilever: 1. Some aspects are focused on the individual:
a. b. c. Recruitment & Selection Learning & Development Performance Management Wheel These are discussed in FRC’s or Functional Resource Committees
2.
Some aspects are focused at managing talent accross an organization :
•
•
Most of all talent management processes are web-enabled, and are linked to PeopleSoft
Talent management process Recruitment (incl. applying to a job internally or externally) Learning Goal setting, Performance evaluations, Performance Ratings, Succession planning, high potential listing, …. Reward E-tool VURV Learning Management System PDP online system e-Reward system
A special case… trainees
• Throughout this presentation, we will sometimes highlight how we manage the young graduate talents specifically. Why? Because at Unilever we believe we need to invest highly invest in management trainees in order to build a robust talent pipeline. Therefore the Unilever Future Leaders Programme (UFLP) has been set up. Key areas: – Attraction – Selection – Development – Performance & Reward We attract about 30-40 new trainees each year, in the Benelux
• • •
•
1a. Recruitment & Selection
• Recruitment administration:
– has been outsourced to Accenture – internally it’s Unilever Peoplelink.
• Rationale of outsourcing:
– Hiring Manager to focus on those elements where he can really add value, and Unilever Peoplelink does the rest…
• Role of hiring manager:
– Set up the vacancy text, hold interviews with shortlisted candidates, decide who gets the job
• Role of Unilever Peoplelink
– Act as link between candidate, hiring manager, sourcing partners (eg. recruitment agencies) and follow-up the whole process – Screen candidates, hold first telephone interview, extend job offer & contract
1a. Recruitment & Selection for UFLP
• Recruitment:
• How? Via Campus Manager Approach : 1 current