BUS3040 u09a1 Assignment 1Frederic HathornBUS3040 Section, Spring, 2012U09a1Human Resources Final ProjectAssignment IntroductionGood Human Resource Management is essential to developing, retaining, and continuing tosecure a high overall level of performance within the Proctor & Gamble organization.Recognizing that education, training, and lifelong learning are the contributing factors topersonal development, Proctor & Gamble understands that the path to long term success isforged through the efforts, talents and skills of its global workforce. This organization that putemphasis on development and training are cognizant of this and will invest all its efforts andother resources in improving the performance of the employees as well as bringing out theabilities and skills of each and every individual to create a well established team (Armstrong,2000, p.1). Recruiting and SelectionSocial media and Social networking is simply the communication choice for now and in thefuture. The online Social networking phenomenon have pervaded business to the point thatemployee development and collaboration depends on how Employers such as “Procter andGamble” embrace the technology (Frauenheim, 2007). Procter & Gamble is quickly becoming aleader in social media. In this digital age, with media platforms such as Facebook, Twitter, andLinkedIn, Procter & Gamble finds that the return on investment of advertising and recruitment,when properly designed and implemented, can be much more efficient and profitable. Because ofthe economy‟s downfall in recent years, reality appears to have finally arrived at Procter &Gamble, the world‟s largest marketer, whose $10 billion dollar annual ad budget has hurt thecompany‟s margins. Procter & Gamble‟s Brand management continues to be legendary is my
BUS3040 u09a1 Assignment 2opinion, and even the recruitment processes follow a formulaic approach. Procter & Gamble hasdeveloped a list of six “What counts‟ factors for would-be managers, such as thinking andproblem solving skills, leadership skills, creativity, and interpersonal skills. Procter & Gamble‟srecruiting is complex and challenging that necessitates their diverse evaluation criteria. I‟mgoing to examine the hiring process to show how stringent and complex Procter & Gamble‟srecruiting methods are with the inclusion of strict screening of a potential applicant. TraditionallyProcter & Gamble recruits in October and November via the Career Center, but does have aFacebook site to receive recruitment event updates and information throughout the year. Theseupdates include Leadership Experience and Mentor program details. Proctor and Gamblerecruitment attempts to assess applicants‟ capabilities they call “Success Drivers:” Power ofminds, Power of Agility and Power of People. The company leverages behavioral basedinterviews to understand your personal experiences and dissect your strengths and opportunitiesacross all success drivers. The process begins with an online questionnaire that‟s based on theposition you are applying for. Then you will be asked to complete a 20 to 30 minute onlinequestionnaire. This questionnaire will be use to determine which candidates to invite to the nextstage of the process. The questionnaire is composed of two parts…1. Success Drivers Assessment2. Reasoning ScreenUpon successfully completing the online questionnaire, you will be invited to complete theProcter and Gamble Global Reasoning Test at an office location. After the testing stages of theProcter & Gamble assessments, you‟ll be invited to an interview. Most interviews last 45-60minutes and this typically involves up to two senior leaders from the department you areapplying for. Procter & Gamble was recognized for its comprehensive affirmative action
BUS3040 u09a1 Assignment 3programs for diversity in the company‟s executive development programs before affirmativeaction was abolished in the 1990‟s, according to the labor department. 40% of new managementhires have been women and 26% have been minorities. The number of minorities at the associatedepartment head level had tripled and the number of women at the department head had doubled(Hispanic Times Magazine, 1994). Procter & Gamble opened a new packaging customizationfacility on the east coast in the Auburn, Maine plant. This new Flexi Center facility will offerlocal employment opportunities for individuals with physical and developmental challenges, aswell as disabled veterans. These new hires will account for at least 30% percent of the facility‟sworkforce (PR Newswire U.S., 2011). Even though Procter & Gamble prefers the home growntalent within the state of Ohio and campus of the University of Cincinnati, if applicants canovercome the rigorous and demanding recruitment process, it can be a great company to beemployed by.Recommended HR Strategy Improvements to Senior ManagementIt‟s been demonstrated that social networking holds great promise in the recruitment of skilledtalented prospects. Procter & Gamble…for the sake of future growth believes recruitment is avalued-added process. Implementing strategies to deal with advancements and trends in therecruitment process is pivotal when managing recruitment and the selection of applicants.Traditional corporate recruiting has stressed conventional recruiting sources, and these days theinternet plays an enormous part in big business recruitment. In addition to Facebook, Twitter,LinkedIn, and MySpace, corporations rely also on Monster.com and Hotjobs.com to seek out
BUS3040 u09a1 Assignment 4talent. People excellence is about ensuring that strategies are in place, providing the support isthere so that employees of Procter & Gamble can do their job properly. Procter & Gamble areresponsible for looking at the overall health of its organization and recruitment processes toensure maximum performance. Organizations like Procter & Gamble have effective hiringpractices and a diverse workforce that generally will benefit from a better image of today‟smarketplace. Training and DevelopmentProcter & Gamble recruits and develops its Employees and trainees against core competenciescalled “Success Drivers”. Before there is training, there are certain characteristics Procter &Gamble looks for in an Employee. The success drivers are distilled into there basic ideas: 1.) The power of PG&E minds (centers on curiosity and innovation). 2.) The power of PG&E people(concerns Employees ability to discover and make use of Of the difference) 3.) The Power of agility (deals with people‟s ability to meet change head-on Procter & Gamble training consists of both functional and business-developmental training. Employees are given on average six hours of training per year, including formal training, on-the-job training, and coaching from leadership, innovation, collaboration, capacity, solutions, and Risk-Taking “Rapid Learn”. Rapid learn is an online learning tool that gives employees access to the training calendar and course catalog of courses available. Employees have worldwide access to more than 500 online courses from their
BUS3040 u09a1 Assignment 5 computer. Authors Downs & Perry showed how learning strategies can be improved. (Downs, 1985), argued that the powerful media of interactive computers and videos enable people to meet their own learning needs when and where they wish to do it and at their own pace; Software must be designed to impart and check facts in addition to matching the ways of learning and prior knowledge of individuals. PG&E makes certain that every employee follows a personally tailored training program that meets the needs of the individuals, Business, and overall mission statement. By combining measurement expertise, on-demand evaluation software, and integrated analytics solutions with benchmarking, Proctor & Gamble will gain the insight on how to best develop their workforce.Recommended HR Strategy Improvements to Senior ManagementUsing selected workplace safety, productivity etc… into a reporting strategy can helpdemonstrate where training has increased revenue or decreased costs. The use of training scorecards is a powerful tool to manage interdependent activities and performance if it has thecapability to provide us with supporting data so that training professionals can identity how costand performance results contribute to a training program‟s score. Evaluating the effectiveness oftraining can be done through methods or initiated programs. Bruwelheide & Duncan (1985)described two methods that can be used together for evaluating training results in terms ofobservable changes in trainee behavior. The two methods are self-report behavioral checklistsand analogue testing. Trainees observe a prerecorded dramatized interaction between two actors.
BUS3040 u09a1 Assignment 6At a critical moment in the interaction, the presentation is stopped or halted and the trainees areasked to carry the interaction forward by writing on an answer sheet a response that wouldcomplete the interaction. Stop-action video taping and role playing would be an effective trainingstrategy that more organizations should implement. Performance ManagementProcter & Gamble‟s performance management is effective when it‟s flexible, efficient,measurable, fair, and transparent, providing better alignment of staff roles and goals with theorganization‟s mission. The company addresses the relationship of employees to the organizationthrough their growth and development while engaging and developing employees throughout theyear. Supervisors have to provide clear developmental feedback, which should include reviewsof past performance, goals, and focuses on future development opportunities.The accountabilityfactors are incorporated in the performance reviews that are available in all the levels of theorganization (Digh, 1998). Furthermore, the performance review of the employees is based onthe different factors like the ability of the employees to respect as well as to work in effectivemanner with the diverse people (Digh, 1998).Recommended HR Strategy Improvements to Senior ManagementMotivation is an important issue in any organization because it is involved in energizing orinitiating human behavior, directing and channeling that behavior and sustaining and maintainingit (Steers & Porter1987). Some merit pay schemes may encourage poor work practices asindividual employees attempt to maximize their personal gains to the detriment of the entireorganization (Hickey & Ichter1997, p. 40). A reward and recognition process that focuses on
BUS3040 u09a1 Assignment 7increasing intrinsic motivation can be a method of providing a committed, motivated workforcewhich will provide services to the organization to improve its performance. Employee DisciplineProcter and Gamble recognizes the power that comes from people of diverse backgrounds andexperiences coming together around a common goal. Our policy forbids any discrimination,harassment or intimidation because of race, color, religion, gender, age, national origin,citizenship, sexual orientation, gender identity and expression, disability or other non-job-relatedpersonal characteristic. Employees are encouraged to bring questions or concerns in this area totheir management. Strict disciplinary action for violations of this policy will be taken, includingtermination of employment. Procter and Gamble use employee urine & hair drug testing as acondition for pre-employment, and is committed to having safe and healthy operations aroundthe workplace and world to protect the life and health of its employees and communitysurrounding its operations. Procter & Gamble tries to create a positive desire of the employees toattend work regularly. An effective attendance policy helps the business ensure employees canaccomplish the work purpose of attendance policy.Procter and Gamble uses disciplinary policiesto create a smooth running operation. Disciplinary actions must be firm enough to keep thoseemployed from conducting themselves in behavior wrongdoings. It also requires that Procter &Gamble be consistent enough to follow through with a set action of discipline even if it could beharmful to the organization. This keeps other employees from taking advantage ofinconsistencies that could result in law suits for unfairness. Employers who properly followsdisciplinary and termination procedures is more likely to avoid the risk of facing labor chargersand costly lawsuits. (Zeineddine, 2010). Employers who practice discipline but choose not to
BUS3040 u09a1 Assignment 8publish or communicate that practice may do so out of fear of legal claims being asserted basedon the policy.Recommended HR Strategy Improvements to Senior ManagementProcter and Gamble uses disciplinary policies to create a smooth running operation. Disciplinaryactions must be firm enough to keep those employed from conducting themselves in behaviorwrongdoings. There have to be agreed ways of working that everyone subscribes to in anorganization, and disciplining an employee is an organizations way of declaring that correctionneeds to occur and if the problem isn‟t corrected then there are consequences. Even though thereare policies in place through out the organization conducting discipline sessions with theemployee will increase the likelihood that the employee‟s behavior will cease and dramaticallyimprove. There are three forms of disciplinary action:1. Written warning2. Suspend an employee without pay3. Dismiss the employeeMy suggestions to minimize the disciplinary issues are first for the organization and managers tohave clear expectations. Everybody should know what‟s expected of them.a. Listen and be aware of your employees and issuesb. Provide “Ways of Working” rulesc. Managers! Are you approachable?? Be approachable.d. For those who transgress…Deal with indiscipline.e. Lead by example, walk the walk and don‟t bend the rules!f. Have a formal process to explain proceduresThese are ways in my opinion organizations can build a meaningful annual review process thusdealing with discipline.
BUS3040 u09a1 Assignment 9 Compensation and BenefitsTo attract prominent job candidates, organizations must offer attractive benefits packages. Theobjective of my assignment is to provide insights into the remuneration and benefits structure tocompare Procter and Gamble existing compensation package to other private and publicorganizations, examining costs and efficiency. Most forms of monetary compensation are wages,tips, and salaries. Some programs include merit-based programs, bonus-based, andcommissioned based programs. Compensation is usually provided as base pay and /or variablepay. The new thing now is Broadbanding, which is an incentive based compensation which hasits advantages. Although compensation practice has lagged change in other areas of organizationdesign, compensation practice is finally beginning to change in fundamental ways (Lawler, 1990;Schuster & Zingheim, 1992). Non-monetary compensation can be anything from free coffee to acompany picnic or discounted parking. Procter and Gamble offer benefits such as social security,unemployment, and workers compensation. This Employer offers tax deferred benefits, such asretirement accounts or section 125 flexible benefit plans. Procter & Gamble offers signingbonuses for some employees; share-purchase plan for all employees; defined benefit pensionwith employer contributions (up to .4% of salary). Tax incentives for certain types of benefits areoffered to employees. Employees and Employers can save taxes on the amount that the employeedefers. Offering benefits can help to increase retention among an organization‟semployees.Benefits are increasingly expensive now for businesses to provide for employees, sothe ranges of options of benefits are changing rapidly through legislative bodies.Recommended HR Strategy Improvements to Senior Management
BUS3040 u09a1 Assignment 10Benchmarks is a measuring tool that gathers ratings of a managers use of skills associated withsuccess in managing ( Human Resource Management, 2011).Procter and Gamble uses surveys inreference to benchmark compensation levels to ensure that the pay levels determined by theorganization are not extraordinarily misaligned with market practice, pay not too low or too high.It provides useful insights on compensation administration and pay delivery practice. Labor RelationsWhile the practice of labor relations is governed by a fairly stable set of laws and regulations,and its processes and activities are relatively common across Employers, Proctor and Gamblelabor relations processes and activities within the company are developed to clarify, manage,reduce, and resolve conflicts between employees and their representatives, while accommodatingthe various goals and missions of each. Proctor and Gamble is a large corporation so it has manyshareholders. Operations decisions are made by managers hired by the shareholders through theirelected board of directors.Recommended HR Strategy Improvements to Senior ManagementAn important goal for labor relations is for management to talk with employees one-on-oneabout what interests the employee. This is the best way to build good relationships between amanager and their team. People don‟t care how much you know, until they know how much youcare and Employers should take notice of this. An effective management technique is to saygoodbye to your employees as they leave work every night. When you say good night to people,you will naturally say thank you, great job, well done, and provide other positive feedback toyour team as they leave. By developing a broad strategy to improve employee engagement will
BUS3040 u09a1 Assignment 11assist in making labor relations more workplace friendly because employee respect can carry acompany a long way. Global EnvironmentProctor and Gamble are finding out that to survive in the global market they must cooperate withorganizations around the world. They must both defend their domestic markets from foreigncompetitor and broaden their scope to encompass global markets. In order to reach the goal ofProctor and Gamble, HRM must play an important role to run the business and make a goodbusiness environment to create smooth effortless work and also compete with the others to gain acompetitive advantage by expansion to the global area/broaden, integration of cultures & values,got and received the feedback from the consumers to develop the product and service, trainingstaff many time and encourage getting high competencies.Recommended HR Strategy Improvements to Senior ManagementProctor and Gamble needs to develop relationships with international HR counterparts toencourage information exchange. P & G shouldhave the ability to express the relative worth ofhuman resource programs in terms of their bottom line contribution to the organization. Positionthe human resource function as a strategic partner in global business, and implement formalsystems that improve world-wide communication. Lastly Design and implement an internationalhuman resource information system. ConclusionHuman Resource Management has to change in many ways to accommodate domestic andglobal organizations abroad. The rate of change will likelyincrease quickly and public and
BUS3040 u09a1 Assignment 12political expectations of service levels will continue to rise. Proctor and Gamble muststillcontinue to attract talented people who will be committed, involved in their work, and willingtoachieve high levels of performance anddeliver excellent value for money. A quality workforcewill always aid in giving the company a competitive advantage with a well executed HumanResource Management plan that reduces labor costs, because the bottom line in cost cutting toprovide a profit for the organization. Human Resource Planning helps the organization to tapefficiently talents which will help to integrate both the individual and organizational goals. Thereis so much tied into HRM and that‟s what makes it a vital and most important component in anyorganization. ReferencesAdler, N. J., & Ghadar, F. (1990). Strategic human resource management: A Global Perspective In Pieper, R. (ed.) Human Resource Management in International Comparison.Armstrong, M. (2000). Performance management: Key Strategies and Practical Guidelines, Kogan Page, p.1Bruwelheide, L. R., & Duncan, P. K. (1985). A method for evaluating corporation training Seminars. J. Organ. Behav. Manage. 7 (1//2): 65-94Digh, P. (1998). The next challenge: Holding people accountable, HR Magazine.Downs, S. (1985). Retraining for new skills. Ergonomics 28:1205-11Downs, S., & Perry, P. (1984). Developing learning skills. J. Eur. Ind. Train. 8:21-26.Frauenheim, E. (2007). Workforce management, 15475565, 10/22/2007, Vol. 86, Issue 18.Hickey, M. & Ichter, J. 1997, „Promoting physician productivity through a variable
BUS3040 u09a1 Assignment 13 Compensation system‟, Healthcare Financial Management, vol. 51, no. 8, pp.38-40.Lawler, E. E. (1990). Strategic pay. San Francisco: Jossey-BassNoe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Fundamentals of humanresource management (4th ed.). New York: McGraw-Hill Irwin.Schuster, J. R. & Zingheim, P. K. (1992). The new pay. New York: Macmillan.Steers, R. M. & Porter, L. W. 1987, Motivation and work behavior and performance, 4th edn, Scott Foresman & Co.