a report on human resource concept application by proctor & gamble ltd
DESCRIPTION
A Report on Human Resource Concept Application by Proctor & Gamble Ltd.TRANSCRIPT
A Concept applicationReport of HumanResource Managementon Proctor and GambleLtd.Submitted By:
Hardik J. Shah(80)PGDM Sem-2
Div: B
Under the Guidance of:
Prof. Roopa R. RaoSomlalit Institute of Management Studies
A Concept applicationReport of HumanResource Managementon Proctor and GambleLtd.Submitted By:
Hardik J. Shah(80)PGDM Sem-2
Div: B
Under the Guidance of:
Prof. Roopa R. RaoSomlalit Institute of Management Studies
A Concept applicationReport of HumanResource Managementon Proctor and GambleLtd.Submitted By:
Hardik J. Shah(80)PGDM Sem-2
Div: B
Under the Guidance of:
Prof. Roopa R. RaoSomlalit Institute of Management Studies
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Table of Contents
1. Introduction of company ...............................................................................................................3
i. P&G Global .................................................................................................................................3
ii. P&G India....................................................................................................................................4
2. Values & Principals .........................................................................................................................5
3. Company Cultures ..........................................................................................................................5
4. Human Resource Department .......................................................................................................6
5. Brands .............................................................................................................................................7
i. Global Brands .............................................................................................................................7
ii. Indian Brands..............................................................................................................................7
6. Concept application........................................................................................................................8
i. Job description ...........................................................................................................................8
ii. Job specification .........................................................................................................................8
iii. Selection .................................................................................................................................9
iv. Off-job training .........................................................................................................................10
a) Warehouse training..............................................................................................................10
b) Action learning .....................................................................................................................10
v. Career development & Performance management................................................................11
a) Career development.............................................................................................................11
b) Performance management ..................................................................................................11
2 | P a g e
Table of Contents
1. Introduction of company ...............................................................................................................3
i. P&G Global .................................................................................................................................3
ii. P&G India....................................................................................................................................4
2. Values & Principals .........................................................................................................................5
3. Company Cultures ..........................................................................................................................5
4. Human Resource Department .......................................................................................................6
5. Brands .............................................................................................................................................7
i. Global Brands .............................................................................................................................7
ii. Indian Brands..............................................................................................................................7
6. Concept application........................................................................................................................8
i. Job description ...........................................................................................................................8
ii. Job specification .........................................................................................................................8
iii. Selection .................................................................................................................................9
iv. Off-job training .........................................................................................................................10
a) Warehouse training..............................................................................................................10
b) Action learning .....................................................................................................................10
v. Career development & Performance management................................................................11
a) Career development.............................................................................................................11
b) Performance management ..................................................................................................11
2 | P a g e
Table of Contents
1. Introduction of company ...............................................................................................................3
i. P&G Global .................................................................................................................................3
ii. P&G India....................................................................................................................................4
2. Values & Principals .........................................................................................................................5
3. Company Cultures ..........................................................................................................................5
4. Human Resource Department .......................................................................................................6
5. Brands .............................................................................................................................................7
i. Global Brands .............................................................................................................................7
ii. Indian Brands..............................................................................................................................7
6. Concept application........................................................................................................................8
i. Job description ...........................................................................................................................8
ii. Job specification .........................................................................................................................8
iii. Selection .................................................................................................................................9
iv. Off-job training .........................................................................................................................10
a) Warehouse training..............................................................................................................10
b) Action learning .....................................................................................................................10
v. Career development & Performance management................................................................11
a) Career development.............................................................................................................11
b) Performance management ..................................................................................................11
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1. Introduction of company
In 1837, William Procter and James Gamble formed a humble but bold new enterprise.What began as a small, family-operated soap and candle company grew and thrived,inspired by P&G's purpose of providing products and services of superior quality and value.
The power of P&G's Purpose is the one factor, above all others, that has contributed to theCompany's long heritage of growth. It is an essential part of who we are, who we have beenand who we will be for generations to come.
i. P&G Global
P&G touches and improves the lives of about 4.4 billion people around the world with itsportfolio of trusted, quality brands. The Company's leadership brands include Pampers,Tide, Ariel, Always, Whisper, Pantene, Mach3, Bounty, Dawn, Fairy, Gain, Pringles, Charmin,Downy, Lenor, Iams, Crest, Oral-B, Duracell, Olay, Head & Shoulders, Wella, Gillette, Braun,Fusion, Ace, Febreze, and Ambi Pur. With operations in about 80 countries, P&G brands areavailable in more than 180 countries worldwide.
Sources: "P&G." P&G Global. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/company/pg-global.shtml>.
Established Year 1837Head Quarter Ohio, Cincinnati, USASales Number About $ 82,559 million ( 2011 fiscal year) CONFIRM
Product Available Area Over 80 countriesCategory Skin care, Hair Care, House Care, Health Care, Oral Care, foodBrands About 300 brands
Employee Numbers About 127,00 employeesBoard chairman Robert A. McDonald
CEO Robert A. McDonaldGlobal Technical Centers 28Billion US dollar Brands 24
3 | P a g e
1. Introduction of company
In 1837, William Procter and James Gamble formed a humble but bold new enterprise.What began as a small, family-operated soap and candle company grew and thrived,inspired by P&G's purpose of providing products and services of superior quality and value.
The power of P&G's Purpose is the one factor, above all others, that has contributed to theCompany's long heritage of growth. It is an essential part of who we are, who we have beenand who we will be for generations to come.
i. P&G Global
P&G touches and improves the lives of about 4.4 billion people around the world with itsportfolio of trusted, quality brands. The Company's leadership brands include Pampers,Tide, Ariel, Always, Whisper, Pantene, Mach3, Bounty, Dawn, Fairy, Gain, Pringles, Charmin,Downy, Lenor, Iams, Crest, Oral-B, Duracell, Olay, Head & Shoulders, Wella, Gillette, Braun,Fusion, Ace, Febreze, and Ambi Pur. With operations in about 80 countries, P&G brands areavailable in more than 180 countries worldwide.
Sources: "P&G." P&G Global. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/company/pg-global.shtml>.
Established Year 1837Head Quarter Ohio, Cincinnati, USASales Number About $ 82,559 million ( 2011 fiscal year) CONFIRM
Product Available Area Over 80 countriesCategory Skin care, Hair Care, House Care, Health Care, Oral Care, foodBrands About 300 brands
Employee Numbers About 127,00 employeesBoard chairman Robert A. McDonald
CEO Robert A. McDonaldGlobal Technical Centers 28Billion US dollar Brands 24
3 | P a g e
1. Introduction of company
In 1837, William Procter and James Gamble formed a humble but bold new enterprise.What began as a small, family-operated soap and candle company grew and thrived,inspired by P&G's purpose of providing products and services of superior quality and value.
The power of P&G's Purpose is the one factor, above all others, that has contributed to theCompany's long heritage of growth. It is an essential part of who we are, who we have beenand who we will be for generations to come.
i. P&G Global
P&G touches and improves the lives of about 4.4 billion people around the world with itsportfolio of trusted, quality brands. The Company's leadership brands include Pampers,Tide, Ariel, Always, Whisper, Pantene, Mach3, Bounty, Dawn, Fairy, Gain, Pringles, Charmin,Downy, Lenor, Iams, Crest, Oral-B, Duracell, Olay, Head & Shoulders, Wella, Gillette, Braun,Fusion, Ace, Febreze, and Ambi Pur. With operations in about 80 countries, P&G brands areavailable in more than 180 countries worldwide.
Sources: "P&G." P&G Global. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/company/pg-global.shtml>.
Established Year 1837Head Quarter Ohio, Cincinnati, USASales Number About $ 82,559 million ( 2011 fiscal year) CONFIRM
Product Available Area Over 80 countriesCategory Skin care, Hair Care, House Care, Health Care, Oral Care, foodBrands About 300 brands
Employee Numbers About 127,00 employeesBoard chairman Robert A. McDonald
CEO Robert A. McDonaldGlobal Technical Centers 28Billion US dollar Brands 24
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ii. P&G India
P&G is one of the largest and amongst the fastest growing consumer goods companies inIndia. Established in 1964, P&G India now serves over 650 million consumers across India.Its presence pans across the Beauty & Grooming segment, the Household Care segment aswell as the Health & Well Being segment, with trusted brands that are household namesacross India. These include Vicks, Ariel, Tide, Whisper, Olay, Gillette, Ambipur, Pampers,Pantene, Oral-B, Head & Shoulders, Wella and Duracell. Superior product propositions andtechnological innovations have enabled P&G to achieve market leadership in a majority ofcategories it is present in. P&G India is committed to sustainable growth in India, and iscurrently invested in the country via its five plants and over nine contract manufacturingsites, as well as through the 26,000 jobs it creates directly and indirectly. They sustainabilityefforts focus on Environmental Protection as well as Social Responsibility to help developthe communities we operate in.
P&G operates under three entities in India - two listed entities “Procter & Gamble Hygieneand Health Care Limited” and ‘Gillette India Limited’, as well as one 100% subsidiary of theparent company in the U.S. called ‘Procter & Gamble Home Products’.
Sources: "P&G." P&G India. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/company/pg-india.shtml>.
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ii. P&G India
P&G is one of the largest and amongst the fastest growing consumer goods companies inIndia. Established in 1964, P&G India now serves over 650 million consumers across India.Its presence pans across the Beauty & Grooming segment, the Household Care segment aswell as the Health & Well Being segment, with trusted brands that are household namesacross India. These include Vicks, Ariel, Tide, Whisper, Olay, Gillette, Ambipur, Pampers,Pantene, Oral-B, Head & Shoulders, Wella and Duracell. Superior product propositions andtechnological innovations have enabled P&G to achieve market leadership in a majority ofcategories it is present in. P&G India is committed to sustainable growth in India, and iscurrently invested in the country via its five plants and over nine contract manufacturingsites, as well as through the 26,000 jobs it creates directly and indirectly. They sustainabilityefforts focus on Environmental Protection as well as Social Responsibility to help developthe communities we operate in.
P&G operates under three entities in India - two listed entities “Procter & Gamble Hygieneand Health Care Limited” and ‘Gillette India Limited’, as well as one 100% subsidiary of theparent company in the U.S. called ‘Procter & Gamble Home Products’.
Sources: "P&G." P&G India. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/company/pg-india.shtml>.
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ii. P&G India
P&G is one of the largest and amongst the fastest growing consumer goods companies inIndia. Established in 1964, P&G India now serves over 650 million consumers across India.Its presence pans across the Beauty & Grooming segment, the Household Care segment aswell as the Health & Well Being segment, with trusted brands that are household namesacross India. These include Vicks, Ariel, Tide, Whisper, Olay, Gillette, Ambipur, Pampers,Pantene, Oral-B, Head & Shoulders, Wella and Duracell. Superior product propositions andtechnological innovations have enabled P&G to achieve market leadership in a majority ofcategories it is present in. P&G India is committed to sustainable growth in India, and iscurrently invested in the country via its five plants and over nine contract manufacturingsites, as well as through the 26,000 jobs it creates directly and indirectly. They sustainabilityefforts focus on Environmental Protection as well as Social Responsibility to help developthe communities we operate in.
P&G operates under three entities in India - two listed entities “Procter & Gamble Hygieneand Health Care Limited” and ‘Gillette India Limited’, as well as one 100% subsidiary of theparent company in the U.S. called ‘Procter & Gamble Home Products’.
Sources: "P&G." P&G India. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/company/pg-india.shtml>.
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2. Values & PrincipalsWe will provide branded products and services of superior quality and value that improvethe lives of the world's consumers, now and for generations to come. As a result, consumerswill reward us with leadership sales, profit and value creation, allowing their people, theirshareholders and the communities in which we live and work to prosper.
Key values are:
Integrity Ownership Passion for Winning Trust Leadership
Sources: "P&G." P&G Values And Principals. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/company/purpose-values-principles.shtml>.
3. Company Cultures
Diversity makes their world unique. It’s their style of communication, their own special‘take’ on the world around us. To us, diversity covers a broad range of personal attributesand characteristics, such as race, sex, age, cultural heritage, personal background, andsexual orientation. By sharing their unique selves, their knowledge and expertise, and bycontinually stretching their wings to embrace something new, something unfamiliar, wecolour their world and bring it to life.
Sources: "P&G India." P&G India Careers. Proctor and Gamble. Web. 30 Mar 2014.<http://india.experiencepg.com/>.
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2. Values & PrincipalsWe will provide branded products and services of superior quality and value that improvethe lives of the world's consumers, now and for generations to come. As a result, consumerswill reward us with leadership sales, profit and value creation, allowing their people, theirshareholders and the communities in which we live and work to prosper.
Key values are:
Integrity Ownership Passion for Winning Trust Leadership
Sources: "P&G." P&G Values And Principals. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/company/purpose-values-principles.shtml>.
3. Company Cultures
Diversity makes their world unique. It’s their style of communication, their own special‘take’ on the world around us. To us, diversity covers a broad range of personal attributesand characteristics, such as race, sex, age, cultural heritage, personal background, andsexual orientation. By sharing their unique selves, their knowledge and expertise, and bycontinually stretching their wings to embrace something new, something unfamiliar, wecolour their world and bring it to life.
Sources: "P&G India." P&G India Careers. Proctor and Gamble. Web. 30 Mar 2014.<http://india.experiencepg.com/>.
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2. Values & PrincipalsWe will provide branded products and services of superior quality and value that improvethe lives of the world's consumers, now and for generations to come. As a result, consumerswill reward us with leadership sales, profit and value creation, allowing their people, theirshareholders and the communities in which we live and work to prosper.
Key values are:
Integrity Ownership Passion for Winning Trust Leadership
Sources: "P&G." P&G Values And Principals. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/company/purpose-values-principles.shtml>.
3. Company Cultures
Diversity makes their world unique. It’s their style of communication, their own special‘take’ on the world around us. To us, diversity covers a broad range of personal attributesand characteristics, such as race, sex, age, cultural heritage, personal background, andsexual orientation. By sharing their unique selves, their knowledge and expertise, and bycontinually stretching their wings to embrace something new, something unfamiliar, wecolour their world and bring it to life.
Sources: "P&G India." P&G India Careers. Proctor and Gamble. Web. 30 Mar 2014.<http://india.experiencepg.com/>.
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4. Human Resource Department
The HR department (HRD) at P&G is a strategic function. The department helps form andimplements strategies. The HR function at P&G is not traditional support function but astrategic function. HR sits at the table while making policies, procedures, goals, andstrategies. The HR activities are different from the traditional activities for example P&G HRdoes not take care of the compensation and salaries. The payment of salaries is taken careby the Purchasing department. HR here is a change and development agent and not thePolice of the organization.
Its functions are very different from the functions of the traditional HR departments and arelisted in the figure below:
Sources: "P&G India." P&G India Careers. Proctor and Gamble. Web. 30 Mar 2014.<http://india.experiencepg.com/>.
Developmentof ExternalRelations
MaximiseCapability
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4. Human Resource Department
The HR department (HRD) at P&G is a strategic function. The department helps form andimplements strategies. The HR function at P&G is not traditional support function but astrategic function. HR sits at the table while making policies, procedures, goals, andstrategies. The HR activities are different from the traditional activities for example P&G HRdoes not take care of the compensation and salaries. The payment of salaries is taken careby the Purchasing department. HR here is a change and development agent and not thePolice of the organization.
Its functions are very different from the functions of the traditional HR departments and arelisted in the figure below:
Sources: "P&G India." P&G India Careers. Proctor and Gamble. Web. 30 Mar 2014.<http://india.experiencepg.com/>.
HRD Functions
Talent SupplyManagement
OrganizationInvolvement
OrganizationalExcellence
Maximisation
Developmentof ExternalRelations
MaximiseCapability
6 | P a g e
4. Human Resource Department
The HR department (HRD) at P&G is a strategic function. The department helps form andimplements strategies. The HR function at P&G is not traditional support function but astrategic function. HR sits at the table while making policies, procedures, goals, andstrategies. The HR activities are different from the traditional activities for example P&G HRdoes not take care of the compensation and salaries. The payment of salaries is taken careby the Purchasing department. HR here is a change and development agent and not thePolice of the organization.
Its functions are very different from the functions of the traditional HR departments and arelisted in the figure below:
Sources: "P&G India." P&G India Careers. Proctor and Gamble. Web. 30 Mar 2014.<http://india.experiencepg.com/>.
OrganizationInvolvement
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5. Brandsi. Global Brands
Anna Sui
Camay
Christina Aguilera
Dolce&Gabbana
Gillette
Gucci Fragrances
Head& Shoulders
Herbal Essences
Ivory
LacosteFragrances
MACH3
Olay
Old Spice
Oral-B
Pantene
Puma
Rejoice
Wella
Duracell
Joy
Mr. Clean
Pringles
Puffs
Swiffer
Tide
Vicks
Sources: "P&G." P&G Global Brand. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/brands/global_brands.shtml>.
ii. Indian Brands
Ambi Pur
Ariel
Duracell
Gillette
Head & Shoulders
Olay
Oral-B
Pampers
Pantene
Tide
Vicks
Wella
Sources: "P&G." P&G India Brand. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/brands/pg_india_brands.shtml>.
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5. Brandsi. Global Brands
Anna Sui
Camay
Christina Aguilera
Dolce&Gabbana
Gillette
Gucci Fragrances
Head& Shoulders
Herbal Essences
Ivory
LacosteFragrances
MACH3
Olay
Old Spice
Oral-B
Pantene
Puma
Rejoice
Wella
Duracell
Joy
Mr. Clean
Pringles
Puffs
Swiffer
Tide
Vicks
Sources: "P&G." P&G Global Brand. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/brands/global_brands.shtml>.
ii. Indian Brands
Ambi Pur
Ariel
Duracell
Gillette
Head & Shoulders
Olay
Oral-B
Pampers
Pantene
Tide
Vicks
Wella
Sources: "P&G." P&G India Brand. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/brands/pg_india_brands.shtml>.
7 | P a g e
5. Brandsi. Global Brands
Anna Sui
Camay
Christina Aguilera
Dolce&Gabbana
Gillette
Gucci Fragrances
Head& Shoulders
Herbal Essences
Ivory
LacosteFragrances
MACH3
Olay
Old Spice
Oral-B
Pantene
Puma
Rejoice
Wella
Duracell
Joy
Mr. Clean
Pringles
Puffs
Swiffer
Tide
Vicks
Sources: "P&G." P&G Global Brand. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/brands/global_brands.shtml>.
ii. Indian Brands
Ambi Pur
Ariel
Duracell
Gillette
Head & Shoulders
Olay
Oral-B
Pampers
Pantene
Tide
Vicks
Wella
Sources: "P&G." P&G India Brand. Proctor and Gamble. Web. 30 Mar 2014.<http://www.pg.com/en_IN/brands/pg_india_brands.shtml>.
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6. Concept application
i. Job description
It is a written statement that explains duties, working conditions and other aspects ofspecified jobs. It defines the job in terms of its content and scope. Although the format canvary, the job description may include information on job duties and responsibilities.
P&G takes due care that their employees are well aware of their responsibilities and dutiesby keeping a constant check on their performance. It also takes care to provide itsemployees the best working conditions, which was apparent from the fact that during theirsurvey it was found that the atmosphere was tranquil and highly professional where everymanager has his own workstation and every employee has his own desk.
Job description at P&G, however, is not pre-structured but is prepared with the jointconsultation of the Human resources manager, the department head and the applicanthimself. This description is then matched and adjusted accordingly with that prepared bythe parent company. Though highly formalized, yet P&G Displays flexibility in this respect byallowing its employees full participation in setting goals and objectives.
ii. Job specification
Job specification describes the job demand on the employees as to what are the humanskills that are required for the different jobs. These requirements include experience,training, education and the ability to meet physical and mental demands. Job specification issummarized and known as a Benchmark at P&G. Benchmark is based upon differentpositions. All the biodata and resumes are weighed on this.
8 | P a g e
6. Concept application
i. Job description
It is a written statement that explains duties, working conditions and other aspects ofspecified jobs. It defines the job in terms of its content and scope. Although the format canvary, the job description may include information on job duties and responsibilities.
P&G takes due care that their employees are well aware of their responsibilities and dutiesby keeping a constant check on their performance. It also takes care to provide itsemployees the best working conditions, which was apparent from the fact that during theirsurvey it was found that the atmosphere was tranquil and highly professional where everymanager has his own workstation and every employee has his own desk.
Job description at P&G, however, is not pre-structured but is prepared with the jointconsultation of the Human resources manager, the department head and the applicanthimself. This description is then matched and adjusted accordingly with that prepared bythe parent company. Though highly formalized, yet P&G Displays flexibility in this respect byallowing its employees full participation in setting goals and objectives.
ii. Job specification
Job specification describes the job demand on the employees as to what are the humanskills that are required for the different jobs. These requirements include experience,training, education and the ability to meet physical and mental demands. Job specification issummarized and known as a Benchmark at P&G. Benchmark is based upon differentpositions. All the biodata and resumes are weighed on this.
8 | P a g e
6. Concept application
i. Job description
It is a written statement that explains duties, working conditions and other aspects ofspecified jobs. It defines the job in terms of its content and scope. Although the format canvary, the job description may include information on job duties and responsibilities.
P&G takes due care that their employees are well aware of their responsibilities and dutiesby keeping a constant check on their performance. It also takes care to provide itsemployees the best working conditions, which was apparent from the fact that during theirsurvey it was found that the atmosphere was tranquil and highly professional where everymanager has his own workstation and every employee has his own desk.
Job description at P&G, however, is not pre-structured but is prepared with the jointconsultation of the Human resources manager, the department head and the applicanthimself. This description is then matched and adjusted accordingly with that prepared bythe parent company. Though highly formalized, yet P&G Displays flexibility in this respect byallowing its employees full participation in setting goals and objectives.
ii. Job specification
Job specification describes the job demand on the employees as to what are the humanskills that are required for the different jobs. These requirements include experience,training, education and the ability to meet physical and mental demands. Job specification issummarized and known as a Benchmark at P&G. Benchmark is based upon differentpositions. All the biodata and resumes are weighed on this.
9 | P a g e
iii. Selection
Recruitment and Selection is performed very strategically at P&G. There are two broadlevels of employees at P&G:
1. A&Ts (assistant and technicians): These are people who sit for the Q&T test2. Management Employees: These are people who sit for the Global Problem solving
test (GPST).
The figure below shows the steps involved in the recruitment and selection process forA&Ts and Management Employees. The recruitment and selection process for the A&Ts andmanagement employees is similar except for the Online Assessment. After the CVassessment or test the management candidates have to clear the Online Assessment beforethe screening interview.
P&G Recruitment and Selection Process
Online Assessment forManagement Candidates
CV ASSESSMENT
Q&T TEST
SCREENING INTERVIEW
PANEL/COMPREHENSIVE INTERVIEW
OFFER
MEDICAL EXAMINATION
Organizational Goals and Strategy
9 | P a g e
iii. Selection
Recruitment and Selection is performed very strategically at P&G. There are two broadlevels of employees at P&G:
1. A&Ts (assistant and technicians): These are people who sit for the Q&T test2. Management Employees: These are people who sit for the Global Problem solving
test (GPST).
The figure below shows the steps involved in the recruitment and selection process forA&Ts and Management Employees. The recruitment and selection process for the A&Ts andmanagement employees is similar except for the Online Assessment. After the CVassessment or test the management candidates have to clear the Online Assessment beforethe screening interview.
P&G Recruitment and Selection Process
Online Assessment forManagement Candidates
CV ASSESSMENT
Q&T TEST
SCREENING INTERVIEW
PANEL/COMPREHENSIVE INTERVIEW
OFFER
MEDICAL EXAMINATION
Organizational Goals and Strategy
9 | P a g e
iii. Selection
Recruitment and Selection is performed very strategically at P&G. There are two broadlevels of employees at P&G:
1. A&Ts (assistant and technicians): These are people who sit for the Q&T test2. Management Employees: These are people who sit for the Global Problem solving
test (GPST).
The figure below shows the steps involved in the recruitment and selection process forA&Ts and Management Employees. The recruitment and selection process for the A&Ts andmanagement employees is similar except for the Online Assessment. After the CVassessment or test the management candidates have to clear the Online Assessment beforethe screening interview.
P&G Recruitment and Selection Process
Online Assessment forManagement Candidates
CV ASSESSMENT
Q&T TEST
SCREENING INTERVIEW
PANEL/COMPREHENSIVE INTERVIEW
OFFER
MEDICAL EXAMINATION
Organizational Goals and Strategy
10 | P a g e
Selection Process
Selection steps at P&G:
1. Application2. Assessment3. Initial Interview4. Final Interview5. Your offer and your future
Sources: omer, imtiaz. "Report on P&G." Diss. , Web.<http://www.slideshare.net/wajihnasim/png-3900380>.
iv. Off-job training
This approach comes into action when the trainee is trained not on the job, but is trained ata similar environment off the job. By this I mean to say that he is trained in a similarenvironment with all the same materials used in the jobs so that he can learn about his jobwithout disturbing the actual process.
Some techniques of this approach that are used at P&G are given below.
a) Warehouse training
The HR department conducts this form of training in order to familiarize the employee withdifferent job routines. The employee has to learn the specific tasks. For example, at P&G,inventory management is an essential task. The workers are sent to the warehouse andhave to undergo training associated with maintenance of the serial numbers, productionbatches, labelling etc.
b) Action learning
This type of training takes place at Procter and Gamble, at regular intervals to enhancedecision-making qualities in the employees. It benefits the employee to go ahead in hiscareer and also benefits the organization to gain from the employee’s increased potentialand experience. For example, Employees are given a problem and are said to find the bestpossible solution in a certain time period. This practice benefits the employee on decision-making skills, which ultimately result in the increased efficiency of the organization.
Sources: omer, imtiaz. "Report on P&G." Diss. , Web.<http://www.slideshare.net/wajihnasim/png-3900380>.
10 | P a g e
Selection Process
Selection steps at P&G:
1. Application2. Assessment3. Initial Interview4. Final Interview5. Your offer and your future
Sources: omer, imtiaz. "Report on P&G." Diss. , Web.<http://www.slideshare.net/wajihnasim/png-3900380>.
iv. Off-job training
This approach comes into action when the trainee is trained not on the job, but is trained ata similar environment off the job. By this I mean to say that he is trained in a similarenvironment with all the same materials used in the jobs so that he can learn about his jobwithout disturbing the actual process.
Some techniques of this approach that are used at P&G are given below.
a) Warehouse training
The HR department conducts this form of training in order to familiarize the employee withdifferent job routines. The employee has to learn the specific tasks. For example, at P&G,inventory management is an essential task. The workers are sent to the warehouse andhave to undergo training associated with maintenance of the serial numbers, productionbatches, labelling etc.
b) Action learning
This type of training takes place at Procter and Gamble, at regular intervals to enhancedecision-making qualities in the employees. It benefits the employee to go ahead in hiscareer and also benefits the organization to gain from the employee’s increased potentialand experience. For example, Employees are given a problem and are said to find the bestpossible solution in a certain time period. This practice benefits the employee on decision-making skills, which ultimately result in the increased efficiency of the organization.
Sources: omer, imtiaz. "Report on P&G." Diss. , Web.<http://www.slideshare.net/wajihnasim/png-3900380>.
10 | P a g e
Selection Process
Selection steps at P&G:
1. Application2. Assessment3. Initial Interview4. Final Interview5. Your offer and your future
Sources: omer, imtiaz. "Report on P&G." Diss. , Web.<http://www.slideshare.net/wajihnasim/png-3900380>.
iv. Off-job training
This approach comes into action when the trainee is trained not on the job, but is trained ata similar environment off the job. By this I mean to say that he is trained in a similarenvironment with all the same materials used in the jobs so that he can learn about his jobwithout disturbing the actual process.
Some techniques of this approach that are used at P&G are given below.
a) Warehouse training
The HR department conducts this form of training in order to familiarize the employee withdifferent job routines. The employee has to learn the specific tasks. For example, at P&G,inventory management is an essential task. The workers are sent to the warehouse andhave to undergo training associated with maintenance of the serial numbers, productionbatches, labelling etc.
b) Action learning
This type of training takes place at Procter and Gamble, at regular intervals to enhancedecision-making qualities in the employees. It benefits the employee to go ahead in hiscareer and also benefits the organization to gain from the employee’s increased potentialand experience. For example, Employees are given a problem and are said to find the bestpossible solution in a certain time period. This practice benefits the employee on decision-making skills, which ultimately result in the increased efficiency of the organization.
Sources: omer, imtiaz. "Report on P&G." Diss. , Web.<http://www.slideshare.net/wajihnasim/png-3900380>.
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v. Career development & Performance management
a) Career development
We know that career development means a sequence of position held during his or herlifetime.
Procter and Gamble as being a multinational company provides opportunities to theiremployees to develop their skills so that they can keep in touch to the technological andenvironmental situations.
For this purpose they organize workshops, seminars so to train their employees andencourage them for further studies by giving study allowance.
They do not discriminate at any level. Opportunities are open for every individual to developthemselves and they help their employees for this purpose.
b) Performance management
Procter and Gamble has a pre set system to evaluate employee performances so as to reachan objective human resource decision which is backed by documentation proof. It is basedon Management by Objective (MbO) principle which focuses mainly on end resultsachieved. Meetings are held quarterly arranged by subordinates. One to one meetings arealso held where objectives are delegated. Each employee is given a fair chance and in thesemeetings all the issues or problems faced by every individual employee are discussed andeach one is provided with all the possible help and assurance.
Procter and Gamble has a very intense and serious appraisal system where performance isrewarded. Everyone is accountable for his actions regardless of his job title. Employeesatisfaction is highly held in this firm.
Sources: omer, imtiaz. "Report on P&G." Diss. , Web.<http://www.slideshare.net/wajihnasim/png-3900380>.
11 | P a g e
v. Career development & Performance management
a) Career development
We know that career development means a sequence of position held during his or herlifetime.
Procter and Gamble as being a multinational company provides opportunities to theiremployees to develop their skills so that they can keep in touch to the technological andenvironmental situations.
For this purpose they organize workshops, seminars so to train their employees andencourage them for further studies by giving study allowance.
They do not discriminate at any level. Opportunities are open for every individual to developthemselves and they help their employees for this purpose.
b) Performance management
Procter and Gamble has a pre set system to evaluate employee performances so as to reachan objective human resource decision which is backed by documentation proof. It is basedon Management by Objective (MbO) principle which focuses mainly on end resultsachieved. Meetings are held quarterly arranged by subordinates. One to one meetings arealso held where objectives are delegated. Each employee is given a fair chance and in thesemeetings all the issues or problems faced by every individual employee are discussed andeach one is provided with all the possible help and assurance.
Procter and Gamble has a very intense and serious appraisal system where performance isrewarded. Everyone is accountable for his actions regardless of his job title. Employeesatisfaction is highly held in this firm.
Sources: omer, imtiaz. "Report on P&G." Diss. , Web.<http://www.slideshare.net/wajihnasim/png-3900380>.
11 | P a g e
v. Career development & Performance management
a) Career development
We know that career development means a sequence of position held during his or herlifetime.
Procter and Gamble as being a multinational company provides opportunities to theiremployees to develop their skills so that they can keep in touch to the technological andenvironmental situations.
For this purpose they organize workshops, seminars so to train their employees andencourage them for further studies by giving study allowance.
They do not discriminate at any level. Opportunities are open for every individual to developthemselves and they help their employees for this purpose.
b) Performance management
Procter and Gamble has a pre set system to evaluate employee performances so as to reachan objective human resource decision which is backed by documentation proof. It is basedon Management by Objective (MbO) principle which focuses mainly on end resultsachieved. Meetings are held quarterly arranged by subordinates. One to one meetings arealso held where objectives are delegated. Each employee is given a fair chance and in thesemeetings all the issues or problems faced by every individual employee are discussed andeach one is provided with all the possible help and assurance.
Procter and Gamble has a very intense and serious appraisal system where performance isrewarded. Everyone is accountable for his actions regardless of his job title. Employeesatisfaction is highly held in this firm.
Sources: omer, imtiaz. "Report on P&G." Diss. , Web.<http://www.slideshare.net/wajihnasim/png-3900380>.