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A Report on Human Resource Concept Application by Proctor & Gamble Ltd.

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A Report on Human Resource Concept Application by Proctor & Gamble Ltd.

A Report on Human Resource Concept Application by Proctor & Gamble Ltd.

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  • 1. A Concept application Report of Human Resource Management on Proctor and Gamble Ltd. Submitted By: Hardik J. Shah(80) PGDM Sem-2 Div: B Under the Guidance of: Prof. Roopa R. Rao Somlalit Institute of Management Studies A Concept application Report of Human Resource Management on Proctor and Gamble Ltd. Submitted By: Hardik J. Shah(80) PGDM Sem-2 Div: B Under the Guidance of: Prof. Roopa R. Rao Somlalit Institute of Management Studies A Concept application Report of Human Resource Management on Proctor and Gamble Ltd. Submitted By: Hardik J. Shah(80) PGDM Sem-2 Div: B Under the Guidance of: Prof. Roopa R. Rao Somlalit Institute of Management Studies
  • 2. 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 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
  • 3. 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 the Company's long heritage of growth. It is an essential part of who we are, who we have been and 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 its portfolio 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 are available 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 1837 Head Quarter Ohio, Cincinnati, USA Sales Number About $ 82,559 million ( 2011 fiscal year) CONFIRM Product Available Area Over 80 countries Category Skin care, Hair Care, House Care, Health Care, Oral Care, food Brands About 300 brands Employee Numbers About 127,00 employees Board chairman Robert A. McDonald CEO Robert A. McDonald Global Technical Centers 28 Billion 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 the Company's long heritage of growth. It is an essential part of who we are, who we have been and 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 its portfolio 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 are available 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 1837 Head Quarter Ohio, Cincinnati, USA Sales Number About $ 82,559 million ( 2011 fiscal year) CONFIRM Product Available Area Over 80 countries Category Skin care, Hair Care, House Care, Health Care, Oral Care, food Brands About 300 brands Employee Numbers About 127,00 employees Board chairman Robert A. McDonald CEO Robert A. McDonald Global Technical Centers 28 Billion 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 the Company's long heritage of growth. It is an essential part of who we are, who we have been and 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 its portfolio 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 are available 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 1837 Head Quarter Ohio, Cincinnati, USA Sales Number About $ 82,559 million ( 2011 fiscal year) CONFIRM Product Available Area Over 80 countries Category Skin care, Hair Care, House Care, Health Care, Oral Care, food Brands About 300 brands Employee Numbers About 127,00 employees Board chairman Robert A. McDonald CEO Robert A. McDonald Global Technical Centers 28 Billion US dollar Brands 24
  • 4. 4 | P a g e ii. P&G India P&G is one of the largest and amongst the fastest growing consumer goods companies in India. 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 as well as the Health & Well Being segment, with trusted brands that are household names across India. These include Vicks, Ariel, Tide, Whisper, Olay, Gillette, Ambipur, Pampers, Pantene, Oral-B, Head & Shoulders, Wella and Duracell. Superior product propositions and technological innovations have enabled P&G to achieve market leadership in a majority of categories it is present in. P&G India is committed to sustainable growth in India, and is currently invested in the country via its five plants and over nine contract manufacturing sites, as well as through the 26,000 jobs it creates directly and indirectly. They sustainability efforts focus on Environmental Protection as well as Social Responsibility to help develop the communities we operate in. P&G operates under three entities in India - two listed entities “Procter & Gamble Hygiene and Health Care Limited” and ‘Gillette India Limited’, as well as one 100% subsidiary of the parent 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>. 4 | P a g e ii. P&G India P&G is one of the largest and amongst the fastest growing consumer goods companies in India. 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 as well as the Health & Well Being segment, with trusted brands that are household names across India. These include Vicks, Ariel, Tide, Whisper, Olay, Gillette, Ambipur, Pampers, Pantene, Oral-B, Head & Shoulders, Wella and Duracell. Superior product propositions and technological innovations have enabled P&G to achieve market leadership in a majority of categories it is present in. P&G India is committed to sustainable growth in India, and is currently invested in the country via its five plants and over nine contract manufacturing sites, as well as through the 26,000 jobs it creates directly and indirectly. They sustainability efforts focus on Environmental Protection as well as Social Responsibility to help develop the communities we operate in. P&G operates under three entities in India - two listed entities “Procter & Gamble Hygiene and Health Care Limited” and ‘Gillette India Limited’, as well as one 100% subsidiary of the parent 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>. 4 | P a g e ii. P&G India P&G is one of the largest and amongst the fastest growing consumer goods companies in India. 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 as well as the Health & Well Being segment, with trusted brands that are household names across India. These include Vicks, Ariel, Tide, Whisper, Olay, Gillette, Ambipur, Pampers, Pantene, Oral-B, Head & Shoulders, Wella and Duracell. Superior product propositions and technological innovations have enabled P&G to achieve market leadership in a majority of categories it is present in. P&G India is committed to sustainable growth in India, and is currently invested in the country via its five plants and over nine contract manufacturing sites, as well as through the 26,000 jobs it creates directly and indirectly. They sustainability efforts focus on Environmental Protection as well as Social Responsibility to help develop the communities we operate in. P&G operates under three entities in India - two listed entities “Procter & Gamble Hygiene and Health Care Limited” and ‘Gillette India Limited’, as well as one 100% subsidiary of the parent 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>.
  • 5. 5 | P a g e 2.Values & Principals We will provide branded products and services of superior quality and value that improve the lives of the world's consumers, now and for generations to come. As a result, consumers will reward us with leadership sales, profit and value creation, allowing their people, their shareholders 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 attributes and characteristics, such as race, sex, age, cultural heritage, personal background, and sexual orientation. By sharing their unique selves, their knowledge and expertise, and by continually stretching their wings to embrace something new, something unfamiliar, we colour 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/>. 5 | P a g e 2.Values & Principals We will provide branded products and services of superior quality and value that improve the lives of the world's consumers, now and for generations to come. As a result, consumers will reward us with leadership sales, profit and value creation, allowing their people, their shareholders 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 attributes and characteristics, such as race, sex, age, cultural heritage, personal background, and sexual orientation. By sharing their unique selves, their knowledge and expertise, and by continually stretching their wings to embrace something new, something unfamiliar, we colour 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/>. 5 | P a g e 2.Values & Principals We will provide branded products and services of superior quality and value that improve the lives of the world's consumers, now and for generations to come. As a result, consumers will reward us with leadership sales, profit and value creation, allowing their people, their shareholders 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 attributes and characteristics, such as race, sex, age, cultural heritage, personal background, and sexual orientation. By sharing their unique selves, their knowledge and expertise, and by continually stretching their wings to embrace something new, something unfamiliar, we colour 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/>.
  • 6. 6 | P a g e 4.Human Resource Department The HR department (HRD) at P&G is a strategic function. The department helps form and implements strategies. The HR function at P&G is not traditional support function but a strategic function. HR sits at the table while making policies, procedures, goals, and strategies. The HR activities are different from the traditional activities for example P&G HR does not take care of the compensation and salaries. The payment of salaries is taken care by the Purchasing department. HR here is a change and development agent and not the Police of the organization. Its functions are very different from the functions of the traditional HR departments and are listed in the figure below: Sources: "P&G India." P&G India Careers. Proctor and Gamble. Web. 30 Mar 2014. <http://india.experiencepg.com/>. Development of External Relations Maximise Capability 6 | P a g e 4.Human Resource Department The HR department (HRD) at P&G is a strategic function. The department helps form and implements strategies. The HR function at P&G is not traditional support function but a strategic function. HR sits at the table while making policies, procedures, goals, and strategies. The HR activities are different from the traditional activities for example P&G HR does not take care of the compensation and salaries. The payment of salaries is taken care by the Purchasing department. HR here is a change and development agent and not the Police of the organization. Its functions are very different from the functions of the traditional HR departments and are listed 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 Supply Management Organization Involvement Organizational Excellence Maximisation Development of External Relations Maximise Capability 6 | P a g e 4.Human Resource Department The HR department (HRD) at P&G is a strategic function. The department helps form and implements strategies. The HR function at P&G is not traditional support function but a strategic function. HR sits at the table while making policies, procedures, goals, and strategies. The HR activities are different from the traditional activities for example P&G HR does not take care of the compensation and salaries. The payment of salaries is taken care by the Purchasing department. HR here is a change and development agent and not the Police of the organization. Its functions are very different from the functions of the traditional HR departments and are listed in the figure below: Sources: "P&G India." P&G India Careers. Proctor and Gamble. Web. 30 Mar 2014. <http://india.experiencepg.com/>. Organization Involvement
  • 7. 7 | P a g e 5.Brands i. Global Brands Anna Sui Camay Christina Aguilera Dolce&Gabbana Gillette Gucci Fragrances Head & Shoulders Herbal Essences Ivory Lacoste Fragrances 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.Brands i. Global Brands Anna Sui Camay Christina Aguilera Dolce&Gabbana Gillette Gucci Fragrances Head & Shoulders Herbal Essences Ivory Lacoste Fragrances 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.Brands i. Global Brands Anna Sui Camay Christina Aguilera Dolce&Gabbana Gillette Gucci Fragrances Head & Shoulders Herbal Essences Ivory Lacoste Fragrances 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>.
  • 8. 8 | P a g e 6.Concept application i. Job description It is a written statement that explains duties, working conditions and other aspects of specified jobs. It defines the job in terms of its content and scope. Although the format can vary, 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 duties by keeping a constant check on their performance. It also takes care to provide its employees the best working conditions, which was apparent from the fact that during their survey it was found that the atmosphere was tranquil and highly professional where every manager 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 joint consultation of the Human resources manager, the department head and the applicant himself. This description is then matched and adjusted accordingly with that prepared by the parent company. Though highly formalized, yet P&G Displays flexibility in this respect by allowing 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 human skills that are required for the different jobs. These requirements include experience, training, education and the ability to meet physical and mental demands. Job specification is summarized and known as a Benchmark at P&G. Benchmark is based upon different positions. 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 of specified jobs. It defines the job in terms of its content and scope. Although the format can vary, 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 duties by keeping a constant check on their performance. It also takes care to provide its employees the best working conditions, which was apparent from the fact that during their survey it was found that the atmosphere was tranquil and highly professional where every manager 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 joint consultation of the Human resources manager, the department head and the applicant himself. This description is then matched and adjusted accordingly with that prepared by the parent company. Though highly formalized, yet P&G Displays flexibility in this respect by allowing 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 human skills that are required for the different jobs. These requirements include experience, training, education and the ability to meet physical and mental demands. Job specification is summarized and known as a Benchmark at P&G. Benchmark is based upon different positions. 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 of specified jobs. It defines the job in terms of its content and scope. Although the format can vary, 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 duties by keeping a constant check on their performance. It also takes care to provide its employees the best working conditions, which was apparent from the fact that during their survey it was found that the atmosphere was tranquil and highly professional where every manager 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 joint consultation of the Human resources manager, the department head and the applicant himself. This description is then matched and adjusted accordingly with that prepared by the parent company. Though highly formalized, yet P&G Displays flexibility in this respect by allowing 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 human skills that are required for the different jobs. These requirements include experience, training, education and the ability to meet physical and mental demands. Job specification is summarized and known as a Benchmark at P&G. Benchmark is based upon different positions. All the biodata and resumes are weighed on this.
  • 9. 9 | P a g e iii. Selection Recruitment and Selection is performed very strategically at P&G. There are two broad levels of employees at P&G: 1. A&Ts (assistant and technicians): These are people who sit for the Q&T test 2. 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 for A&Ts and Management Employees. The recruitment and selection process for the A&Ts and management employees is similar except for the Online Assessment. After the CV assessment or test the management candidates have to clear the Online Assessment before the screening interview. P&G Recruitment and Selection Process Online Assessment for Management 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 broad levels of employees at P&G: 1. A&Ts (assistant and technicians): These are people who sit for the Q&T test 2. 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 for A&Ts and Management Employees. The recruitment and selection process for the A&Ts and management employees is similar except for the Online Assessment. After the CV assessment or test the management candidates have to clear the Online Assessment before the screening interview. P&G Recruitment and Selection Process Online Assessment for Management 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 broad levels of employees at P&G: 1. A&Ts (assistant and technicians): These are people who sit for the Q&T test 2. 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 for A&Ts and Management Employees. The recruitment and selection process for the A&Ts and management employees is similar except for the Online Assessment. After the CV assessment or test the management candidates have to clear the Online Assessment before the screening interview. P&G Recruitment and Selection Process Online Assessment for Management Candidates CV ASSESSMENT Q&T TEST SCREENING INTERVIEW PANEL/COMPREHENSIVE INTERVIEW OFFER MEDICAL EXAMINATION Organizational Goals and Strategy
  • 10. 10 | P a g e Selection Process Selection steps at P&G: 1. Application 2. Assessment 3. Initial Interview 4. Final Interview 5. 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 at a similar environment off the job. By this I mean to say that he is trained in a similar environment with all the same materials used in the jobs so that he can learn about his job without 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 with different 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 and have to undergo training associated with maintenance of the serial numbers, production batches, labelling etc. b) Action learning This type of training takes place at Procter and Gamble, at regular intervals to enhance decision-making qualities in the employees. It benefits the employee to go ahead in his career and also benefits the organization to gain from the employee’s increased potential and experience. For example, Employees are given a problem and are said to find the best possible 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. Application 2. Assessment 3. Initial Interview 4. Final Interview 5. 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 at a similar environment off the job. By this I mean to say that he is trained in a similar environment with all the same materials used in the jobs so that he can learn about his job without 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 with different 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 and have to undergo training associated with maintenance of the serial numbers, production batches, labelling etc. b) Action learning This type of training takes place at Procter and Gamble, at regular intervals to enhance decision-making qualities in the employees. It benefits the employee to go ahead in his career and also benefits the organization to gain from the employee’s increased potential and experience. For example, Employees are given a problem and are said to find the best possible 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. Application 2. Assessment 3. Initial Interview 4. Final Interview 5. 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 at a similar environment off the job. By this I mean to say that he is trained in a similar environment with all the same materials used in the jobs so that he can learn about his job without 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 with different 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 and have to undergo training associated with maintenance of the serial numbers, production batches, labelling etc. b) Action learning This type of training takes place at Procter and Gamble, at regular intervals to enhance decision-making qualities in the employees. It benefits the employee to go ahead in his career and also benefits the organization to gain from the employee’s increased potential and experience. For example, Employees are given a problem and are said to find the best possible 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>.
  • 11. 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 her lifetime. Procter and Gamble as being a multinational company provides opportunities to their employees to develop their skills so that they can keep in touch to the technological and environmental situations. For this purpose they organize workshops, seminars so to train their employees and encourage them for further studies by giving study allowance. They do not discriminate at any level. Opportunities are open for every individual to develop themselves 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 reach an objective human resource decision which is backed by documentation proof. It is based on Management by Objective (MbO) principle which focuses mainly on end results achieved. Meetings are held quarterly arranged by subordinates. One to one meetings are also held where objectives are delegated. Each employee is given a fair chance and in these meetings all the issues or problems faced by every individual employee are discussed and each one is provided with all the possible help and assurance. Procter and Gamble has a very intense and serious appraisal system where performance is rewarded. Everyone is accountable for his actions regardless of his job title. Employee satisfaction 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 her lifetime. Procter and Gamble as being a multinational company provides opportunities to their employees to develop their skills so that they can keep in touch to the technological and environmental situations. For this purpose they organize workshops, seminars so to train their employees and encourage them for further studies by giving study allowance. They do not discriminate at any level. Opportunities are open for every individual to develop themselves 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 reach an objective human resource decision which is backed by documentation proof. It is based on Management by Objective (MbO) principle which focuses mainly on end results achieved. Meetings are held quarterly arranged by subordinates. One to one meetings are also held where objectives are delegated. Each employee is given a fair chance and in these meetings all the issues or problems faced by every individual employee are discussed and each one is provided with all the possible help and assurance. Procter and Gamble has a very intense and serious appraisal system where performance is rewarded. Everyone is accountable for his actions regardless of his job title. Employee satisfaction 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 her lifetime. Procter and Gamble as being a multinational company provides opportunities to their employees to develop their skills so that they can keep in touch to the technological and environmental situations. For this purpose they organize workshops, seminars so to train their employees and encourage them for further studies by giving study allowance. They do not discriminate at any level. Opportunities are open for every individual to develop themselves 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 reach an objective human resource decision which is backed by documentation proof. It is based on Management by Objective (MbO) principle which focuses mainly on end results achieved. Meetings are held quarterly arranged by subordinates. One to one meetings are also held where objectives are delegated. Each employee is given a fair chance and in these meetings all the issues or problems faced by every individual employee are discussed and each one is provided with all the possible help and assurance. Procter and Gamble has a very intense and serious appraisal system where performance is rewarded. Everyone is accountable for his actions regardless of his job title. Employee satisfaction is highly held in this firm. Sources: omer, imtiaz. "Report on P&G." Diss. , Web. <http://www.slideshare.net/wajihnasim/png-3900380>.