Procter & Gamble ( P&G )

GROUP MEMBERS:
Nikita More Mrudula Nair Preeti Nakhwa Payal Nayak Grishma Paithankar 29 30 31 32 33

PROFILE OF THE COMPANY

Fast moving consumer goods company 162+ years old Markets 250+ brands to nearly 5 billion consumers in 140 countries Net sales of $39 billion.

P&G BRANDS :

HR Planning in P&G
Departments and business units Internal vacancies and external vacancies Policy of job rotation P&G global career website (www.pgcarrers.com)

RECRUITMENT PROCESS

Step 1: Check Vacancies and Apply Step 2: Assessment Step 3: Initial Interview Step 4: Final Interview

SELECTION PROCESS

Step 1: All P&G applications are applied online through P&G careers website for a specific vacancy. Step 2: Completion of the online assessment - Success Drivers Assessment. Step 3: Take Reasoning test at P&G offices. Step 4: Interviews - At P&G offices - Typically two rounds of interviews. Step 5: Hiring decision

SOURCES OF TRAINING AT P & G

Internal Training & Development:

Formal Training
Mentoring

External Training and Continued Education:

Tuition Reimbursement

TRAINING PROCESS

P&G Beginnings - starts with an on-line tool Three additional phases - Engage, Connect, and Empower P&G people learn fast by learning on the job Offers formal training at several levels functional, business unit and corporate. Intranet training website Rapid Learn just-enough, just-in-time, and just-for-you learning opportunities.

PERFORMANCE APPRAISAL TECHNIQUES

Work and Development plan (W&DP)

Defining the job. Appraising Performance.

Feedback Sessions.

METHOD USED IN P&G

Company's principles:
Reward competitively
Reward for performance Support the business

P&G uses forced distribution method.

CONCLUSION
Altogether with the critical analysis of P&G HR especially into its organizational effectiveness due to recruitment & selection, training & development, performance management & appraisal is delivering a competitive advantage to P&G.