Procter & Gamble

Toygar Sekmen Elewout Maes Sophie Laugel Alexandre Jouleaud Gan Cong Anton Zolotovskiy

HR Functions
Goal: having the right people, on the right place and at the right time Great responsibility, often underestimated

Important challenges to overcome (ex: changes)

International human resource management
(Cope with different cultures)

Strength - ex: boosts creativity Weaknesses - ex: create misunderstanding

HR Procter and Gamble

International context difficult to maintain a good company image difficult to attract employees 2005: Procter & Gamble wins best place to work in IT award
work-life balance advanced career development and training programs

HR Procter and Gamble

Diversity & Inclusion: Everyone valued, everyone included, everyone performing at their peak P&Gs clay street project
(Winning culture, to care of each other, personal touch, getting to know each other)

Understanding each individuals skills, passions, and fundamental commonalities, P&G enable behaviors that lead to a culture of innovation

HR Planning
Hire the person not the position Hire future management

Success Drivers

Minds

People

Agility

P&G Recruitment System

Attraction of top talents Innovative and professional recruiting practice
Develop a patented, score able online application form Create the multi-function school team campus concept Recognize the importance of a paperless, web-based recruiting structure

Principles on recruitment process

Built from within Recruit the Best Power of People

Recruitment Process
Check Vacancies and Apply

Assessments: Online assessment & Reasoning Test Initial Interview: Past experiences and accomplishments to learn more about talents and capabilities Final Interview: 3 interviewer go into greater detail about candidates competencies based on success drivers.

Competence development
Level of competence
Recruitment of beginners
(junior or at most 4 years of experience)

Establish P&G beginners program

Reasons
more able to innovate with new solutions Improve the practices & process

Competence development
Training:
Functional: know-how
when you arrive

Corporate: skills
like seminar when at least 2 years in the business

Specific: career development

after the annual appraisal

Competence development
Career development: the CEO and vice chairs meet monthly to plan senior management assignments business presidents meet as a talent-development team once per quarter the board of directors reviews P&Gs talent pipeline once a year Mobility: possibility to apply for transverse programs: Browsing assignment bridges move worldwide Promotion: easy to move up recruiting for a career

Performance Management
Annual appraisal - one of the tools to improve the communication between the staff and the employees Interview of P&G HR Manager : Once a year - performance review: action plan of the past year implement the action plan for the coming year return in terms of development and interest career Depending on services, and because of the changing context of area in which P & G is working, it is common that we encourage managers to make a quarterly appraisal to continuously readjust goals.

Performance Management
Respect for all individuals Association of the company interests and its employees Crucial to the strategy in work Innovation is the cornerstone of growth Development of personal expertise Seek to be the best Outward looking Interdependent working process The employee is the start point of the evolution of the company : involvement of everyone, with everyone.

Employment relationship
Employment Contract
Respect of customs, regulations, laws with a international consideration

Competitive Compensation Mechanism

Hire professional survey companies to investigate average salary and adapt timely
Depend on performance

Variable Welfares
Elastic working time
High housing allowance Three medical securties

Social dialog
Labor unions about 110,000 employees around the world labor unions collective bargaining type depends on different areas P&G locate P&G concentrates on human resources and regards human resources as the most important resource Recently, the situation is that P&G is concerned with its employees forwardly rather than that employees struggle to gain more rights Employers organization Employers organizations concerning P&G mainly improve whole business interests.

CSR activity

Live, Learn and Thrive

Donate the cost of tetanus vaccines Protect children futures program
(education & health care)

Children's Safe Drinking Water

CSR Results
Touch and improve consumers' lives
Update technologies & lower environmental impact

Elevate working and employment conditions

Thank you !!!