Training & Development at P&GStrategic HRM at P&G

How P&G Becomes P&G

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.

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

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.

SWOT Analysis

Strength Weakness

The training starts from within policiesTen team in the HR departmentChoose the best talent from global

Don’t require any GPA criteria

Opportunity Threat

Choose best from the worldCan get experience from different countries

UNILIVER high targets are given to employee

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

ORIENTATION at P&G

There are two types of orientations taking place at P&G

1. Work unit Orientation

2. Organizational orientation

WORK UNIT ORIENTATION

Employees come to know about

Goals of work unit

Duties contributing to achieve goals

ORGANIZATIONAL ORIENTATION

Employees come to know about:GoalsObjectivesRulesProcedurePhilosophyHR policies

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.

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.

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.

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

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.

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.

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:

TRAINING METHODS IN

ON THE JOB APPROACH:

• Job Instruction Training• Job rotation• Coaching

 

OFF THE JOB APPROACH:

• Action Learning:• Seminars• Web Based Training

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.

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

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.

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

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.

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

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

Thank You For Your Time