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

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>.