Procter & Gamble

INTRODUCTION
Proctor & Gamble (P&G) started their business by producing candles on
small scale.
It was founded in 1837.
Its head quarter is situated in America.
It produces the consumer goods. As of 2008, P&G is the 6th largest
corporation in the world by market capitalization and 14th largest US
Company by profit. It is 10th in Fortune's Most Admired Companies list
(as of 2007).
P&G is credited with many business innovations including brand
management, the soap opera, and "Connect & Develop" innovation.it
has 138,000 employees to perform their work.
Worldwide they have 386 products.
HR structure of P&G:
It appears that there isn't just one HR department in every country office,
but they have an HR team in every department: 1 for IT, 1 for sales, 1 for
marketing, etc.
HR Activities of P&G:
Talent Supply Management
P&G is dedicated to recruiting the finest people in the world and building
the company from within, through training and promoting our existing
employees.
External Relation Development
An important function of P&G is to manage external relationships. In
fact, P&G spend a majority of their time and energy developing and
managing these external relationships.

Maximizing organizational Excellence

P&G explores the necessity for building strong relationships among
employees, customers and community by:
Planning strategically
Benchmarking for excellence
Leading collaboratively
Governing by standards.

RECRUITMENT AND SELECTION

Job Structing & Definition
Job structuring begins when a need arises in a certain department. This
need is approved and sent it to the HR department, which after studying
the requirement again starts the recruitment & selection process.
Job Description
P&G takes due care that their employees are well aware of their
responsibilities and duties by keeping a constant check on their
performance. Though highly formalized, yet P&G Displays flexibility in
this respect by allowing its employees full participation in setting goals
and objectives.
Job Specifications
Job specification describes the job demand on the employees as to what
are the human skills that are required for the different jobs.
Selection
Recruitment and Selection is performed very strategically at P&G. There
are two broad levels of employees at P&G:
A&Ts (assistant and technicians):
These are people who sit for the Q&T
test.

Management Employees:
These are people who sit for the Global
Problem solving or GPST test.

Major Intakes Internship programs

P&G have no CGPA recruitment
P&G Practices fast development
P&G follows proactive approach to meet future HR Needs
P&G at current level of recruitments are for at least 2 years later
P&G HR & Brand makes them successful.
Types of Selection Devices
Selection at P&G involves following distinctive processes. A candidate
must clear all levels of selection process to be hired at P&G.
Written test
Online evaluation
Screening Interview
Panel interview.
Sources of Applicants
Internal Sources
P&G is well known of being conservative and this can be justified by the
fact that they try their best to fill in any vacancies that crop up by first
scanning their current employees for the required qualifications and
experience.
Job Rotation
Once the recruits are identified they are put on a job rotation in the
organization.

External Recruiting Channels:

At P&G external recruiting is the last option. In case a need arises for
external recruitment they meet it discreetly. When enquired on this issue
the HR Manager said that they do not prefer external recruitment
because it may have a negative impact on the work group, cohesion and
morale.
Training and Development Approaches
Basically there are two approaches for training and development.
On-the-job-approach
Off-the-job-approach
On the job Approach
This approach comes into action when the training given is on the job.
By this it means that an employee is trained while doing work, right on
the working spot. An experienced employee or a trainer continuously
teaches the new hire to deliver the best, and also keeps an eye on him
to check whether the training is result oriented or not.
Off-the-job-approach
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.
ORIENTATION
There are two types of orientation take place at proctor and gamble.
Work unit orientation
Organization orientation
Work unit orientation:
familiarizes the employees with the goals of the
work unit, clarifies how his or her job contributes to the unit's goals, and
includes an introduction to his or her co-worker.

Organization orientation:
informs the new employee about organization's
objectives, history, philosophy, procedure and rules. This should include
relevant human resource policies and benefits such as work hours, pay
procedure, overtime requirements, and fringe benefits, in addition, a tour
of the organization's work facilities
Analyse ways in which performance can be enhanced
Performance appraisal
Concerned with determining how well employee are doing,
communicating that information to employees and establishing a plan for
performance improvement.
CAREER DEVELOPMENT
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.