P&G has over 118,000 employees operating in over 80 countries. The HR department consists of 10 teams and plays a key role in employee recruitment, development, and retention. P&G focuses on developing employees through on-the-job and off-the-job training methods. They utilize a 70:20:10 model where employees learn 70% from on-the-job experience, 20% from relationships, and 10% from formal training. P&G also provides leadership development training and orientations to help employees learn about company goals, policies, and culture.

1. Training & Development at P&G
Strategic HRM at P&G

2. How P&G Becomes P&G

3. Employee Structure
• Employees more than 118000 people
• Operations & all is in more than 80 countries
• Products available more than 180 countries
• P&G worldwide has an asset value of $132.26 billion and a revenue of $83.06
Billion.

4. Human Resource Management at P&G
• The HR at P&G proves it self to be
unique from other traditional HR
functions
• HR here doesn’t look for
compensation and salary plans
rather its key concern is to ensure
• Policies
• Procedures
• Goals
• Strategies

5. INTRODUCTION TO PROCTER & GAMBLE HR
DEPARTMENT
• Key department in the development
of organization
• Organize employee from
recruitment to starting work in their
field
• Ten team in HR department for
different activities.
• Human Resource Planning,
Recruitment and Selection, Training
and Development, Performance
Management and Appraisal.

6. SWOT Analysis
Strength Weakness
The training starts from within policies
Ten team in the HR department
Choose the best talent from global
Don’t require any GPA criteria
Opportunity Threat
Choose best from the world
Can get experience from different countries
UNILIVER
high targets are given to employee

7. UNIQUE POINTS OF HR DEPARTMENT
Follow leadership development strategies
They follow within strategy while recruitment
Development of employee by end to end process
Ten team in the HR Department

8. ORIENTATION at P&G
There are two types of orientations taking place at P&G
1. Work unit Orientation
2. Organizational orientation

9. WORK UNIT ORIENTATION
Employees come to know about
 Goals of work unit
 Duties contributing to achieve goals

10. ORGANIZATIONAL ORIENTATION
Employees come to know about:
 Goals
 Objectives
 Rules
 Procedure
 Philosophy
 HR policies

11. BENEFITS OF EMPLOYEE ORIENTATION
 Stress is released
 Feel comfortable
 Employees know about their
supervisor
 Get informed about the leave,
increment in salaries, insurance
benefits, retirement plans etc.
 Get committed to the company.

12. Training in P&G
At P&G they use 70:20:10 model of training.
People learn about job required tasks by trainings in a proportion that:
 70% is done by job experience
 20% from relationship with others
 10% from other training material.

13. Leadership Development training
• P&G believe in philosophy that” Diversity is the second name of
creativity”.
• P&G is ranked on first among Best companies for leadership by
chief executive magazines.

14. Training for suppliers:
• To protect the information of company by understanding the
requirements and take it as their personal responsibilities.
Training for negotiation skills:
• Gave training with the help of CBI (consensus Building Institute)
• In 2000 March the sales of P&G were declining because employees
are facing challenges in agreements with sales partners

15. FINANCE TEAM TRAINING:
• Give training to Employees to perform extraordinary in financial
analysis and to create financial professionals.
P&G DRIVER TRAINING:
• Drivers are trained about LGV/ HGV driving courses
• Trained for new career or due to the company’s requirement.

16. P&G technical Training:
• This training is for P&G technical staff .
• Training for the development of fundamental knowledge on
biotechnology material of basic chemicals in detergent.
FOOD SAFETY TRAINING:
• Experts are appointed from HACCP(hazard analysis and critical
control points) training.
• This is a preventative food safety system in which every step,
manufacturing, storing, and distributing food product is analyzed.

17. BASIC PURPOSES OF CONDUCTING TRAININGS:
Learn job required skills:
Career development:
To ensure that Personal Values match with organizational culture:
To reduce cost of hiring:
Succession planning:

18. TRAINING METHODS IN
ON THE JOB APPROACH:
• Job Instruction Training
• Job rotation
• Coaching
OFF THE JOB APPROACH:
• Action Learning:
• Seminars
• Web Based Training

19. ON THE JOB APPROACH
Job Instruction Training
JIT, is a step-by-step, relatively simple technique used to train employees on the job.
1. Trainees are prepared.
2. Trainers note the trainee’s skills
and capabilities they possess. Jobs
requirements are told to trainees
to make them realize the training
needs.
3. Trainers provide trainees a room to
recognize their potential by
explaining jobs in detail and
consequences of well done work.
4. This step is known as follow up.
Trainees get feedback and help
from trainers. And some learning
material or instructions are given
to trainees.

20. Job rotations:
 To make a person well informed about different jobs.
 To alleviate boredom.
 To develop rapport.

21. COACHING
P&G line manager MR. Zohaib Arif Malik said,
P&G uses this approach:
•When employees have learned new skills so, coaching helps them to apply that skill.
•When helping the employees have consequences of much better performance.
•When an employee realizes that something is needed to change is any task, but they don’t what is it.
•When a team member brings a problem to manage. That creates hindrances in his work.

22. OFF THE JOB APPROACH:
Action Learning:
• Employees are given the problems
and asked to solve problems within
a time period.
• To improve decision making skills.
Seminars
• Lecture based training
Web Based Training
• This is an internet based training or
we can say virtual learning training.
• Web conference, web seminars or
video learning is done in this web
based trainings

23. Performance Management:
• Measure performance on the basis of set standards.
• How much desired objectives are met with? If extra-ordinary performance
then employees are rewarded with increment in salary, bonuses etc
otherwise provide training etc.

24. Career Development at P&G
• Leader for today and tomorrow
• Build from with in
• Organize workshop, seminar to train their employee
• Provide opportunities to them to develop their skills
• Company don’t discriminate at any level

25. HR CONTRIBUTION
• Leadership & responsibility starts from first day
• Everyday work is challenging and innovative
• Career development and best training development system
• Team building effectiveness and solid interpersonal skills

26. Thank You For Your Time