Hindustan Unilever [Rural marketing] Product Mix of HUL. HUL is India’s largest marketer of Soaps‚ Detergents and Home Care products. It has the country’s largest Personal Products business‚ leading in Shampoos‚ Skin Care Products‚ Colour Cosmetics and Deodorants. HUL is also the market leader in Tea‚ Processed Coffee‚ branded Wheat Flour‚ Tomato Products‚ and Ice cream‚ Soups‚ Jams and Squashes. Home & Personal Care • Personal Wash • Fabric Wash • Home Care • Oral Care • Skin Care • Hair Care
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1. INTRODUCTION & BACKGROUND 1.1. Introduction Change‚ in general‚ indicates any act of making something different. The factors that necessitate change in organizations are broadly categorized into people‚ technology‚ information processing and communication‚ and competition. Some changes in the organization occur suddenly without the conscious efforts of the people. These are called unplanned changes. On the other hand‚ some changes are initiated by the management to accomplish certain goals
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TABLE OF CONTENTS EXECUTIVE SUMMARY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 I. COMPANY ANALYSIS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 a. Mission objectives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 b. Company
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U 2011 Unilever in India: Hindustan Lever’s Project Shakti- Marketing FMCG to the Rural Consumer Riddhi Biswas PGP/14/236 Section E Q1. What are the key features of Shakti? What are its positive aspects and what are its drawbacks? Key features of Shakti: Axiomatic truly ‚ ‘Rural caravan’ of HUL as it can be popularly called is Project Shakti. Untapped and unexplored for years Indian rural market remain unnoticed and undiscovered as par as the business opportunities‚ especially
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Role of HR function in Knowledge Management at Unilever Knowledge management is getting the right knowledge to the right people at the right time to maximize an entreprise’s knowledge related effectiveness. Knowledge management focuses on doing the right things instead of doing the things right. In this view all the business processes involve creation‚ dissemination‚ renewal and application of knowledge towards the organizational survival. Effective knowledge management enhances products‚ speeds
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topic of leadership styles. I will define leadership and management; explain how the two play a role during organizational change management and how this information can be used by practicing managers. Lewin’s change model combined with Kotter’s eight step change model will be used to present an understanding of and emphasize the importance of leadership through the stages of change. Change is inevitable. Changing is not always welcomed but it is necessary for organizations to maintain their place
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Analysis of the case Unilever Australian Petone is a striking example of the up-to-date managed company which implements the modern management techniques to keep up with the times. New principles and techniques such as JIT and ECR allow the company to be more effective to satisfy the customer demand‚ to decrease the ‘waste’ costs including time‚ resource and materials. At the same time the usage of these techniques involves the thorough understanding and proper implementation of sophisticated methods
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huge and expanding global reach. Unilever proudly declares that every day 150 million people are choosing their brands ‘to feed their families and clean their homes’. Unilever is one of the world’s top makers of packaged consumer goods and moves countless products like deodorants‚ fragrances‚ soap‚ margarine‚ tea and frozen foods all over the world. The corporation sells products in over 150 countries and has annual sales of approximately $ 46 billion (£31‚5bn). Unilever controls subsidiaries in at least
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resistance to organizational changes Abstract Organization change is prevalent‚ we cannot avoid failure in working‚ it is just the question about sooner or later. When we met frustration‚we have to take steps to alter the environment.Thus‚ change in organization is a necessary result of standstill. However‚ where there is change‚ there is resistance to change. Lectures show that resistance of employees is always the largest barrier for the organization who want to take a change to develop
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ORGANIZATIONAL STRUCTURE AND THEIR CULTURE |ORGANIZATIONAL STRUCTURE | Example | Handy’s Culture Type | |1. Functional | ACK | POWER / ROLE CULTURE | |2. Product | UNILEVER | TASK CULTURE | |3. Geographic
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