0. Management Development Scheme UEAMDS
UNILEVER EAST AFRICA
Management Development Scheme UEAMDS

1. 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 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.

2. The Recruitment Process
University/College career talks
Unilever East Africa Employer brand
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Application forms
Introduction to Business Management Course
Selection Boards
Appointment & Placement

3. 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

4. Early Development Program
1 - 2 months Orientation; Introduction to Unilever East Africa & Global Unilever Network
months Functional placements + project assignments + Business appreciation program professional training
months - Functional placements Substantive positions + on & off the job training

5. 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

6. 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.

7. 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

8. BENEFITS Home grown talent Pool to fill resourcing gaps
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
able to address gaps early enough

9. CHALLENGES War for Talent Retention Industry-University Linkage
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
not always able to deliver diverse training & job rotation due to pressure from work & the organisation pyramid