P&G HR and Recruitment Insights
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Payal NayakP&G HR and Recruitment Insights
Uploaded by
Payal NayakProcter & 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.