UNILEVER EAST AFRICA
Management Development Scheme
UEAMDS
Objective
 To attract, develop and retain the Best-in-Class
Human resource for the future business.
 We believe the management trainees are our future
leaders.
 A 2 year program through which the young
management trainees;


1
gain an Understanding of Unilever’s Business Operations
develop functional & Managerial Skills through On” and
“Off” the - Job - training

Develop leadership Competencies that will bring growth
in future

have fun interacting with their peers and also the
business world.
The Recruitment Process
 University/College career talks

Unilever East Africa Employer brand
 Advertisement

Application forms
 Introduction to Business Management Course
 Selection Boards
 Appointment & Placement
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Competencies we look for
 Those that will enable create a
growth Vision
– Analytical Skills
 Those that drive growth
– Business Motivation
 Those that will enable build
commitment to growth
– People skills
3
Early Development Program
 1 - 2 months
- Orientation; Introduction to Unilever
East Africa & Global Unilever
Network
 3 - 18 months
- Functional placements + project
assignments + Business
appreciation program
+professional training
 18 - 24 months - Functional placements+
Substantive positions + on & off
the job training
4
DEVELOPMENT PROCESS
 Placement in various functions to be able to appreciate
how Unilever works.
 Performance Appraisal based on the placement briefs
done every 6 months
 A stint in Sales is a must for atleast 6 months to be
able to appreciate the business we are in
 Monthly meetings with the HR Dev. & Training Mgr to
track progress and address any issues arising.
 Mentoring by functional directors & coaching by
HOD’s
 Confirmation after 12 months
 Substantive positions after 24 months
5
TRAINING -"in the role”
 During the first one year MT’s spend time developing their
skills and awareness in their chosen function.This is
through learning about the operations and bearing real
responsibility for part of the activity of their function.
 A trainee will also be exposed to broad business
experiences and gain deep insight into the business
through project responsibilities, that can improve the
business.
 Training 'in the role' is structured to take into account
individual interests and abilities, with regular coaching
and continuous feedback.
 Learning is a two way process and trainees are
encouraged to take 'ownership' of their own
development and identify new opportunities.
6
TRAINING - “off the job”
 To complement practical work, training programs are
designed to equip graduates to contribute at the highest
level in the shortest possible time. Trainees undertake:

Regional courses
– Business Appreciation Program
– Marketing Foundation Modules
– HR Business Foundation

Local / In-house courses
– Business writing & presentation skills
– Negotiation skills
– Modern Management Techniques
– Team skills
– Project Management

7
Professional Courses
– CPA, CIM, CIMA, CFA etc
BENEFITS
 Home grown talent

early introduction to Unilever way of working
 Pool to fill resourcing gaps

MT’s are highly qualified, young & energetic
 Enhanced quality of workforce

entry level is ambitious - 1st class or Upper 2nd class
 Early development & monitoring of skills and
competencies

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able to address gaps early enough
CHALLENGES
 War for Talent

getting the right candidates is dependent on who gets
there first. We may not win every time
 Retention

high turnover due to increased market interest in MT’s

MT’s recruited from Europe & U.S.A- high expectations
 Industry-University Linkage

In Kenya & Uganda okay , Tanzania- have been
improving

Early exposure to Industry
 Delivering the promise

9
not always able to deliver diverse training & job rotation
due to pressure from work & the organisation pyramid