The present report aims to outline the reward strategy and policy for Unilever’s new business
division, i.e. a store in central London for Unilever’s largest Personal Care brand Dove. The
reward strategy and policy are designed to motivate the Dove House employees to provide an
excellent service to our customers and hence to ensure a successful establishment of this
unique store concept. If this aim will be achieved, further stores in the UK and other countries
will be considered.
Accordingly, an effective reward management system, which is aligned both with the overall
business strategy and other HR practices, is vital to ensure the engagement, commitment and
high levels of performance of all our employees and will be proposed in this report.
Contents
1. Introduction
1.1. About Unilever
1.2 Opening a Dove House in London
2. Reward Strategy
2.1 Reward Goals
2.2.1 External Market Competitiveness
2.2.2 Promoting our Performance Culture
2.2.3 Promoting Teamwork and our Values
2.2.4 Promoting Learning and Development
2.2.5 Engagement and Satisfaction
3. Reward Strategy for the Dove House Employees
3.1 Rewarding Managerial Employees
3.2 Rewarding Shop Floor Employees
3.2.1 Massage Therapists and Cosmetologists
3.2.2 Customer Service Assistants and Cashiers
3.2.3 Rewarding Collaboration
3.3 Collective Rewards
3.4 Non-Financial Rewards
3. Reward Policy
3.1 Implementation
3.2 Ensuring Reward Effectiveness
3.2.1 Equity, Fairness and Transparency
3.2.2 Employee Involvement and Communication
3.2.3 Line Manager Training
3.2.4 Evaluating Reward Effectiveness
4. Conclusion
References:
Appendix 1: Unilever’s Business Model
Appendix 2: Dove House Employees – Job Descriptions
Appendix 3: Reward Policy for Dove House Employees
Appendix 4: Remuneration Benchmarking (Central London-Area)
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