Developing 1SF (1 Sales Force) app for Unilever's field employees to manage HR Life-cycle in a single digital platform

Abstract

Unilever Bangladesh is one of the renowned and biggest Multinational Companies, MNC, in Bangladesh as well as the world. The Unilever Bangladesh Limited is consumer goods company based in Dhaka, Bangladesh and founded in 1964, engaged in the manufacture and distribution of home care products, personal care products, and foods. There are 3 Major Categories, 3CS which are Home-care like vim, surf-excel etc, Personal-care like Dove, Fair & lovely, life-buoy, Lux etc & food and water purifier like Pure-it, Taaza, Knorr. Under these 3Cs, there are 22 different categories. My topic entails a new entity of Unilever, 1SF, 1 Sales Force, which is a digital app mainly focused for S/SOs (Senior Sales Executives/ Sales Executives) and FSEs (Field Sales Executives) who can have all the options in that single app. From attendance to leave or target to be met, everything will be notified in the app. By taking the topic, I wanted to know more about the new customized app and develop it by implementing new attributes and tackle glitches as the app is in its incubation period. The main problems rise due to inexperienced users and a totally new app that still is yet to be made smooth 100%. plus, not every operating system supports the app as per designs and planned. Many tabs are old and got obsolete and other problems are there in the sideways too. This report is solely based on first-hand information and data provided by managers of Ares/Territories and 3P Recruiters (3rd party recruiters). All the information is being taken and included from the last quarter and everything is up to date. There are rectifications and amendments made on the course of developing the app in its incubation period and a lot of points and opinions are there as add-ons but I have kept the report very neutral keeping every party associated with the app in mind. The research done by (R.K.Pradha, Kesari Jena, 2016) was conducted on random employees both in the headquarter and the field. The initial analysis of content validity ratio (CVR) of the instrument had resulted in 38 items having CVR value of 0.49 and above with 75 percent acceptability from expert analysis. My report has a tremendous amount of data information regarding every employee who are out in the field, not in the Headquarter. All the names, numbers and other information along "Developing 1SF (1 Sales Force) app for Unilever's Field Employees to manage HR Life-cycle in a single digital platform". with designation were handled and assessed for performance evaluation which is a core feature of the app 1SF. The data collection system is mainly secondary as all the data were previously entered and structured in the database. However, new data keep coming every day which we need to extract out from the market from area coordinators and managers. So that is my primary source of information collection. E-school is another project of mine that has been assigned by Unilever under Customer Development Department. Unilever always values its employees and ensures the best for all of them to succeed in life. Along with the need and availability with every passing day, Unilever is not only prioritizing its managers but all the field workers as well so that they get the opportunity to grow their potentials. With the passing time and in this digitalized era, essential things are just available within the grasp of hand. Along with the study, my team has come through many hurdles and hiccups. We have to acknowledge that our main project is in incubation period and will be easily usable at the end of the year for all. In my report I could cover certain aspects of the 1SF app and E-school but not all as the project will still be ongoing after you read the report. I have recommended, adaption is important than implementation. Extensive trainings should be given to each and every DFFs possible and give them some time to adapt. During that time, they should be strictly monitored so that they are well adapted to the whole scenario. The face recognition process has to be tailored keeping the DFFs in mind. Not all the DFFs own phones with high resolution front camera. As a result, the face recognition might not identify the face and the DFF has to login manually. So, the accuracy level of face recognition should be lower up so that almost everyone can log-in without any hurdle. I feel that all the database should be flexible and have to be updated every month as many employees get swapped. It is because many field workers leave and enter the workforce on almost daily basis. There are alternative ways to make the interface easier as it had different portals and new amendments meant for the comfort of the DFFs. Many aspects and entities like leave icon and process are altered to make life easier. However, if the training and adaption is being done properly then this whole project will be a huge success.