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Unilever Management Trainee Program 2025

The document outlines Unilever East Africa's Management Development Scheme (UEAMDS), a 2-year program aimed at attracting, developing, and retaining top human resources for future leadership positions. The program provides management trainees with on-the-job and off-the-job training to gain an understanding of Unilever's business operations and develop functional, managerial, and leadership skills through rotations in various functions and business units over the course of the program. The recruitment process focuses on identifying candidates with strong analytical skills, business motivation, and people skills who can help drive growth at Unilever.

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1K views10 pages

Unilever Management Trainee Program 2025

The document outlines Unilever East Africa's Management Development Scheme (UEAMDS), a 2-year program aimed at attracting, developing, and retaining top human resources for future leadership positions. The program provides management trainees with on-the-job and off-the-job training to gain an understanding of Unilever's business operations and develop functional, managerial, and leadership skills through rotations in various functions and business units over the course of the program. The recruitment process focuses on identifying candidates with strong analytical skills, business motivation, and people skills who can help drive growth at Unilever.

Uploaded by

bunkhang
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
  • Program Introduction
  • Objective
  • The Recruitment Process
  • Competencies we look for
  • Early Development Program
  • Development Process
  • Training 'in the role'
  • Training 'off the job'
  • Benefits
  • Challenges

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;

gain an Understanding of Unilevers 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

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

Early Development Program


1 - 2 months - Orientation; Introduction to Unilever East Africa & Global Unilever Network
- Functional placements + project assignments + Business appreciation program +professional training

3 - 18 months

18 - 24 months - Functional placements+ Substantive positions + on & off the job training

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 HODs Confirmation after 12 months Substantive positions after 24 months
5

TRAINING -"in the role


During the first one year MTs spend time developing their skills and awareness in their chosen [Link] 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

Professional Courses CPA, CIM, CIMA, CFA etc

BENEFITS
Home grown talent

early introduction to Unilever way of working

Pool to fill resourcing gaps

MTs 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

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 MTs MTs 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

not always able to deliver diverse training & job rotation due to pressure from work & the organisation pyramid

Management Development Scheme UEAMDS UNILEVER EAST AFRICA
1 To attract, develop and retain the Best-in-Class Human resource for the future business.  We believe the management tr
2 The Recruitment Process University/College career talks Unilever East Africa Employer brand Advertisement  Appl
3 Competencies we look for Those that will enable create a growth Vision –Analytical Skills Those that drive growth –
4 Early Development Program 1 - 2 months - Orientation; Introduction to Unilever East Africa & Global Unil
5 Placement in various functions to be able to appreciate how Unilever works. Performance Appraisal based on the placeme
6 TRAINING -"in the role” During the first one year MT’s spend time developing their skills and awareness in their chosen
7 TRAINING - “off the job” To complement practical work, training programs are designed to equip graduates to contribute
8 BENEFITS Home grown talent early introduction to Unilever way of working Pool to fill resourcing gaps MT’s are hig
9 CHALLENGES War for Talent getting the right candidates is dependent on who gets there first. We may not win every ti

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