Proctor and Gamble: Human Resources and Organizational Behavior
Organizational behaviors and cultures are affected by the human resource practices within the organization. In any given company, working with the personnel has to be based on a set of human resources principles and policies, which aim at acquiring, retaining and growing the best talents within the organization. Effective recruitment practices, employee training and appropriate job positioning all work collaboratively towards the work place culture. Where the human resources practices do not encourage professional and economic growth among the employees, high employee turnover can be experienced as a major HR challenge, resulting in constant need for employee training and high costs thereof. Every other organization has its own set of policies on the different HR related practices and each of those policies is aligned to the general code of conduct for human resources practitioners. At Proctor & Gamble (P & G) for instance, there are specific company policies of how the organization recruits, grows and takes care of its employees. The company operates across more than 70 countries in the world and has a large work force.
Proctor and Gamble was started more than 175 years ago. The company works with the objective of attaining creativity in the ways through which it delivers products to the world’s markets. The people are driven by innovation and the desire to change lives in small but meaningful ways. With over 65 leading brands marketed in more than 180 countries, P & G has to invest heavily in its human resources to surpass cultural boundaries and to get to the hearts of the people (P & G Website, 2018). Not only does the company need to retain its employees, but also to ensure they are profitable to the organization. As an equal opportunity employer, the company offers multiple benefits to its employees including a dynamic work environment and on- the- job training for the accomplishment of organizational goals and objectives.
The company values unite the people towards making their own personal contributions to the efforts to improve the world in small yet meaningful ways. The company is influenced by the values of integrity, leadership, passion for winning, ownership and trust. Based on these values, employees at the organization live with specific organizational cultures which emphasize doing the right thing, operating in the spirit of the law, intellectual honesty when submitting proposals and such, being straightforward with one another; having a clear vision of the organizational direction, focusing organizational resources to develop leadership skills in the members, being leaders in each individual area of responsibility; accepting personal accountability towards meeting collective business goals, acting like owners and creating the company’s assets; being determined to be the best when it matters most, having a healthy dissatisfaction with the organizational status quo, having a compelling desire to improve.
Based on the organizational values and purpose statements, the company works effectively with its team of more than 95,000 workers. The organization’s emphasis is on good treatment of the employees to retain them and achieve personal and professional growth. Such emphasis is implemented through upholding respect for all, aligning personal objectives of their workers with those of the organization, being strategically focused on the roles played in the work place, using innovation and the company’s inspiration, being mutually interdependent, external focus while looking for talent and seeking to be the best in all areas that are deemed to be strategically important to the company. With the clearly defined and stipulated human resources practices and principles, P & g has managed to sustain its large work force and is considered to be one of the best employers in the world today.
Human resources management at P & G can be deduced to be based on strategic human resources management principles. The company operates within a competitive households products’ industry, which requires strict adherence to operational and human resources management standards. Strategic human resources management contributes to organizational expansion, productivity and organizational growth and hence has to be applied by companies intending to grow economically. As an employer, P& G has been ranked among the top 10 employers for new graduates in the world today. It is also among the top 100 employers for new graduates and number 17 most admired company in the world. In the corporate equality index, P & G scored a perfect 100% on its role in human rights campaign in 2014 and was also recognized as one of the best places to work for the disabled and mothers. The accolades associated with P & G are associated with the company’s values and purpose, which inform decision making and human resources management practices within the organization. The company not only hires people who are best fit for the specific jobs for which they are considered but they also make an effort to align employee goals with the organizational objectives.
Employee retention is one of the factors that influence organizational performance to a great extent. According to HR Council (2018), employee retention is pegged on various organizational behaviors pertaining to human resources management. Performance management and operational HR planning are some of the facets of employee management that an organization has to address for employee retention to be achieved. At P & G, the company has a well laid down procedure for employee management, through which it not only hires but also develops employees. It is for this reason that the company was voted among the best employers in the world. The P & G recruitment process takes into consideration the skills, knowledge and abilities of employees before finally hiring anyone. The company recruitment process begins with applications, during which potential employees submit their resumes for consideration in case there are advertised jobs. The company selects from among the applicants based on PEAK performance factors. P & G aims at having the best group of employees across the world, with ignited potential and exceptional competencies (P & G Website, 2018). The PEAK performance factors such as the desire to win, inspired performance and integrity, therefore define the people that are considered for further screening post the application process.
After the initial application process, candidates for P & G jobs are assessed online to determine the set of additional skills that they possess. The successful candidates are invited during an initial face – to face interview, during which they are subjected to situational and behavioral type interviews. The objective of the initial interview is to determine how the candidates fit into the organizational PEAK performance factors (P & G website, 2018). The successful candidates are invited for a second interview, where they are asked questions pertaining to their skills and personality. Additional situational and behavioral interviews are conducted during the final interview. Successful candidates after the final interviews are given the job offer letter.
For those that get hired at P & G, the company provides an opportunity for training and career development. The company has a philosophy on career growth which is based on a build- from – within strategy. Employees who come in at lower job positions are continuously trained and advanced until they are capable of moving to the next level of support. The company works with a best – for – you mentality on training, in which the company gives each individual and opportunity to grow in their own unique way (P & G Website, 2018). Every employee in the organization has the opportunity for optimum growth by engaging in timely training, feedback and experiences. Moreover, the company provides opportunities for employees to access functional courses in different areas. Individual commitments to career development are fostered due to the relationships, networking and mentoring activities in which the organization engages the candidates.
As a multinational company, P & G has a very diverse work place. The people working at P & G are different, not only in terms of ethnicity but also in other aspects such as capability, inclusion and human rights adherence. The P& G website clearly states that through the last few years, the organization has been recognized in its roles in human rights communication, inclusion of mothers and the disabled and inclusion of multicultural women in the work place. One of the performance points at P & G is valuing everyone, including everyone, and having everyone performing at their peak. According to P & G Website (2018), diversity and inclusion help the organization to understand its farmers and hence the need for diversity. The company operation is based on having respect for everyone, from the consumers to the employees. The company has a framework for ensuring that diversity is upheld in the organization. The framework begins with leadership accountability, which is considered to be the platform that holds the four pillars of organizational diversity. The four pillars include: having diverse talents throughout the organizational system; having a trusting, open and inclusive organizational culture that would support the development of a diverse work place; having a flexible work environment, in which the employees have the opportunity to explore their talents and capabilities (P & G Website, 2018).
Employee motivation is another factor that greatly affects the performance of an organization’s employees. Various factors have been reported to contribute to employee motivation in the work place. Some of these factors include flexibility in the work place, autonomy in one’s roles and responsibilities, support from the organizational management, respect among employees and equality in the work place (Rozman, Treven & Cancer, 2017). From these factors, it is inevitable for P & G to be considered a motivating work environment for its people. In addition to this, the company’s remuneration is competitive at the industry level for different positions. Therefore, the company can be deduced to provide a total rewards system for the employees to benefit. For a work environment like P & G, this can be considered a source of motivation for employees. In addition to the fixed compensation offered by the company, the multinational work environment also gives the employees an opportunity to travel, be trained and to share through cultural exchanges with other employees.
As in any other organization, P & G may face some of the key HR challenges that are predicted to affect organizations in the future. The emergence of people analytics as a work strategy is one the factors that is predicted to result in various challenges in organizational human resources management. Leong (2017) purports that the growing population of millennials in the work place is bound to result in a shift from employee engagement into employee experience. This is on the basis that as more millennials get into the work place, employees will be expecting a more flexible and more exciting work place. At some point in time, HR professionals will have to establish employee journey maps, which they would use to understand employee journeys as much as they do for customer experiences. The changes in HR management are occurring at a fast pace such that organizations that are unable to change with times would be left behind in the process of digitization.
Digitization of HR management processes is another issue that is coming up, and which most definitely affect the HR management practices at P & G. Technologies such as pulse market feedback tools, modern communications and employee wellness apps are continuously invading the work place such that organizations have to digitize the work place itself (Leong, 2017). Technologies such as artificial intelligence have resulted in changes in various HR practices including recruitment, and obtaining best fit candidates. Organizations have to learn to practice holistic HR management based on digital products by providing digital platforms for interactions with employees. Such platforms would provide an opportunity for the management to interact with employees on a real time basis.
With the coming challenges to HR management, P & G has to put in place measures to change operations with the times. The company prides itself in innovation as one of the core pillars of sustainable optimum performance. For the employees’ management process, innovation can come in through implementing strategies that recognize work place issues, shift in employee behaviors and concern for social interactions can be implemented to help in retaining employees and adapting to the changing work environment. The company can put in place an employee management policy that will drive the HR management faction towards developing a workable solution for real time access to information and data on management decision making processes. The adoption of such software will also enable the organizational management to streamline data analytics and also to expedite social processes which help in addressing issues in the real time.
Proctor and Gamble has put in place organizational practices, cultures and leadership programs that foster employee management efficiency while also addressing issues of employee engagement and progress. Through the company’s policies or recruitment, training and diversity, P & G has management to be recognized as one of the best companies across the world for diversity, employee management and inclusion practices. The company has training programs which address the needs of the organization while emphasizing a best fit for each. The trainings are not only individualistic but also focus on the capacities, skills and talents of the people to be hired. The recruitment process in the organization is rigorous and aimed at acquiring talents that would align to the organization’s peak performance factors of integrity and desire to be the best among others. Despite its position in relation to human resources management, P & G may still be faced by the challenges that are expected to come up in HR management, namely digitization of the work place and shift towards employee experience from employee engagement. The company should put in place measures to ensure they develop systems for real time monitoring and management of employee resources in the work place. It is only then they P & G will be considered to be innovative at personnel level.
HR Council (2018). Keeping the right people. Community Foundations of Canada. Retrieved from hrcouncil.ca/hr-toolkit/keeping-people-employee-engagement.cfm
Leong, C.T. (2017, December 19). Four key HR trends to watch in 2018. Forbes Magazine. Retrieved from www.forbes.com/sites/cheetung/2017/12/19/four-key-hr-trends-to-watch-in-2018/#f60a8f419de6
P&G Website. (2018). Retrieved from pgcareers.com/
Rozman, M., Treven, S. & Cancer, V. (2017). Motivation and satisfaction of employees in the workplace. Business Systems Research Journal, 8(2). Retrieved from www.degruyter.com/view/j/bsrj.2017.8.issue-2/bsrj-2017-0013/bsrj-2017-0013.xml
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