Executive summary

Procter and Gamble Company (P&G) is a formerly American company; it is multinational and deals with consumer goods. Its headquarters is in Cincinnati, Ohio. It was founded in 1837 by William Procter who was a British American together with James Gamble an Irish American. That is why it is called Procter and Gamble after the two founders. Our products are mainly based on personal and consumer health. These products are either baby care, feminine and female care, health care, fabric, and home care. We are committed to sustainable development which ensures that people are given a better quality of life for this generation and for the one to come. We are influential in improving the lives of consumers by providing products that are up to standards and contributing to the stability of the planet. Our success is based on the overall quality of everything. The quality of employees through recruiting workers that are fit for the job. We encourage sustainability through innovation and training of our staff. We ensure customer satisfaction through a robust customer care unit and operations unit that provides all goods produced are up to standard. We are concerned with the environment and in a bid strive to use technology and material that does not degrade the environment. We encourage stock ownership and togetherness in everything that will pull the community together. Through our internship programs, we ensure that we hire the best and train them in the processes of the company which will be viable in the coming generation.

Recruitment procedures summary

The approach taken by P&G in Human Resource management is the Harvard map of HRM. In this model, employees are seen as resources but a different kind of support that cannot be treated the same way with other resources. That is why they are called human resource, and they have a mutual benefit to the company as well as other stakeholders such as customers and shareholders. The Harvard model adopted by P&G follows four HR policies. These include Rewards systems that involve payment systems and motivation. Employee influence that affects delegated level of authority, power, and responsibility. Work systems that entail definition or design of work and alignment of people. They also have a 4 C HR policies that guide them. These include commitment, congruence, competence, and cost-effectiveness (Hashim,2009).

Employment Practices

Management, recruitment, and induction

In their recruitment policy and procedures, P&G uses an approach called the ‘build from within strategy. This approach ensures people are valued and are treated as a vital asset to the company. The success of the company is attributed from building from within with the CEO at the core of the business. The company uses a philosophy while hiring its staff which says that they retain the person and not the position. Therefore, a prospective candidate goes through the proper assessment that is aimed at deriving competence in that person (Procter and gamble n.d, par.5). In conducting their business, they have used a teamwork approach. They receive applications from new people every day and use it a case study game. This kind of attitude is mainly used in classrooms and now used in recruitment efforts of companies.

Before HR starts the actual process of recruitment. They usually undergo a procedure to determine what the organization demands in terms of employees; they identify the jobs available, responsibilities or tasked of the available jobs, qualifications, and skills required. When advertising for their jobs, P&G writes a statement explaining the duties of the advertised position, the working conditions and the requirements of candidates needed. They have to make sure that their employees are well aware of their responsibilities and are up to the task. The HR department then takes the mantle of ensuring and having a constant check on the employee’s performance. They also make sure that their employees are provided with the best working conditions for prosperity. Every manager has his working station, and every employee has his working desk. The job standards measure Employees’ performance. These are goals that employees are meant to meet. These goals are set by the company and employees to participate in setting them; therefore, they seldom go below the established standard. The selection process involves application, assessment, initial interview, final interview and finally a job offer to the best and preferred candidate. In the interview, there are written tests, online evaluation, screening interviews and panel interviews (Krishnan 2004)

P&G Prefers to hire most of his staff through internship programs. The procedure of hiring them is the same as mentioned above. However, they are evaluated twice during their internship. They have midterm evaluations and final evaluations. Midterm evaluations determine the strengths and abilities of interns, and the final assessment determines whether they will be hired or not.  When it comes to retaining them, HR assesses the needs of the company. They try as much as the position to employ all the well-performing interns. Once the recruits are selected, they are put on rotation in different departments. P&G practices an in house employee training to make sure that all employee are aware of their roles are well trained to meet the goals. This is a significant requirement for most companies. Among other things that P&G prides itself on are providing coaching and career development programmes being a multinational firm (Schuler and MacMillan 1984)

Part of the policy put in place by P&G includes diversity and inclusion where they hire people from different backgrounds; they recruit and retain the best talent from different parts of the world without discrimination. They cover all gender in their decision making processed and in the leadership positions. Their core value is giving their employees the best stay they can have in a company. They have come up with policies that prevent harassment of employees from their bosses or any other employees. Failure to adhere to these regulations that are stipulated results in suspensions or even end of contracts. They are against harassment and anything that may trigger that.

Analysis of the procedures and recommendations

The best human resource procedures are those that work universally. According to Redman and Wilkinson (2009). The best practices of HR are universal, and they lead to superior business performances. Also, there are specific bundles of HR activities which help companies to reach a particular set competitive advantage. Employment security is one of the best HR practices, and here employees are assured that they have protection in their job. The company also benefits from this because they are convinced that they will retain people. Procter and Gamble seem to have understood this practice very well by providing security even when in long parental leaves. The second best practice is selective hiring where HR is put to the task of hiring the right employees. They should retain some who is fit for their company and not just any other person that they across. They should hire based on their ability, trainability, and commitment. Procter and Gamble have a transparent and elaborate selecting process that sits well with all the stakeholders. The Third best practice for HR universally is extensive training. If any company wants to have proper returns in their business, then they should invest heavily in training their staff. Procter and Gamble does this right from their internship recruitment drives. They offer training upon retaining and Job rotations to ensure that an individual’s potential is fully utilized. Another best HR practice across the world is the sharing of information across the board (Compton 2009). Communications about strategies, goals, financial and operations are information that should be passed thoroughly across all board. They should be informed pf letters, emails, and other appropriate avenues. P&G in its HR procedures has not well defined their communication channels as they should.

Recommended practices for P&G

According to Schuller and Macmillan (1984), the company needs to develop a proper Human Resource Practices that involve human resource planning. Staffing includes recruitment, selection, socialization, appraisal, and compensation. They need to continue training and developing their skills. They should aim at managing human resources by retaining qualified staff that is well motivated to carry out their tasks and responsibilities. This way they will benefit through greater profitability, high product quality, low employee turnover and lower cost of production.

The company also needs to come up with a human resource plan that shows decisions to recruit in line with short, medium and long-term requirements of the organization. They should also consider diversity mix, in-depth skills, and competency of candidates (Butod, 2010). They should evaluate their sources of candidates for recruitment. A cost-benefit analysis should be done where applicants that are interviewed, selected and hired from different sourced are analyzed to determine where they get qualified and suitable candidates and also evaluate the retention rates of various sources. Since the company does online advertising of their jobs, the online recruitment team should be trained on how to identify and redesign the recruitment process so that it can move fast with an exchange of standardized data. The online recruitment personnel should be able to locate passive job applicants and encourage them to apply. This is because when advertisements are sent about there, even those people who are working but want to change their jobs (passive job seekers) may also apply.

P&G should also consider developing an induction program that is standard and that addresses the professional knowledge, skills, dispositions, and performance for newly recruited employees. Moreover, in addition to coaching, the company should consider training formal mentors who can be attached to recruits and given the responsibility of mentoring and inducting new workers as opposed to relying on the older employees of the organization. They should design a psychometric test that is not discriminatory while admitting practices, especially where cultural bias may be in existence. They should do this by redesigning a test that removes bias and unfairness from selection, admission and training decisions. Complaints on the company visions, mission, values, and strategic objectives not being followed should be taken seriously if at all they want to employ efficient employees (Coates, 2001).

Since employee selection in any company is an intuitive process, therefore, companies should take it seriously employing prudent ways for selection techniques. The whole method of applying new people should be cost efficient while remaining legal. With all these put in place, the company is likely to achieve its set goals, improve profitability while reducing their costs.

Quality Procedures

Brief Summary

Procter and gamble’s quality procedures are based on sixteen key elements. To them the quality is not only to products but also to all the business practices that go in in the company. The Sixteen key features include; leadership, training, building facilities, equipment and installation, technical standards, validation, housekeeping, pest control sanitization and maintenance, materials, packing operations, making operations, storage holding and finished products, laboratory control, process control, records, self-improvement programs, consumer and customer learning responses, quality system and result tracking and finally accountability for contractors.

Procedure analysis

The leadership procedure of quality at P&G states that individuals should target producing ‘right first-time’ products. The leadership establishes responsibility for the quality required by the firm. If the condition is not met, then the management should take action on the person involved with ensuring quality of a product. This means that there should be clear communication between leadership and subordinates (Dahlgaard , Khanji, and Kristensen 2008). Sometimes this procedure does not sit well with employees and most of them end up rubbing shoulders with their bosses in a bid to create products with good quality. We cannot talk about quality without talking about training. It is a combination of education, training and practical experiences. Training ensures that employees are capable of doing the job set aside for them training reduces errors in work that could easily be gotten without any (Reeves and Bednar1994   . It improves and progresses the organisation and improves operation in a company. Where quality is required training that is proper is required too. Procter and Gamble offer in house training in every department to ensure quality of products is at par. The stakeholders involved take the process positively because it helps in realising certain goals of the company. They are trained on handling machines and any other new process to the company.

Another quality procedure used in Procter and gamble is building of facilities, equipment design and installation. The operation department ensures that the facility they are in does not have design flaws that may lead to contamination of products or accidents. They ensure that their facilities are will lit and ventilated to ensure safety of employees and their health requirement and required by workers health laws. The working spaces must have sufficient spaces around to facilitate proper operation (Stevenson, Hojati, and Cao, J., 2007). This will ensure that the working space is clean and devoid of any contamination, mix up and sanitization. Very susceptible products for example water are usually given proper designed facilities where cleanliness and sanitation is maintained. Other standards to check are technical ones. Here, approved and current specifications are used to produce and package products. The technical team is mandated with task of coming up with specifications that can be used to check quality of products. Validated test methods are also used to evaluate raw materials and other finished product and master standards used to evaluate the quality of products. Since products are the core business of Procter and Gamble, the organisation put more weight here. Employees are given clear procedures and guidelines which if not met are highly punishable because the goods are what customers consume.

Other than a few cases in some countries, P&G have proper housekeeping, pest control, sanitization and maintenance procedure. In their procedure, they ensure, there are no pest infestation, no electrocuter in place and definitely no rodents are trapped around. They also ensure that no roofs are leaking and everything is neat and clean with accident exits clearly labelled as spelled out by OSHA (Feigenbaum 1951). These procedures are so important to the company that the specific department in charge of them are mandated with their maintenance and failure to which responsible people are eligible to expulsion or suspension of some sorts. The next procedure is making materials. Here, employees are expected to dress properly and demonstrate high level of hygiene, all the equipment’s that are required in the making process are sanitised and well designed for their work. Also there is an appropriate; line procedure put in place during the making process. Here the rules are set in accordance to the universally and locally approved card formula. Certain cleaning and sanitizing procedures are set out for the company. Anyone who goes against the formula risks the lives of consumers and risks his job and welfare as well.

Procter and Gamble put emphasis on storage and handling of finished goods. However, a few of their branches have poor transportation facilities and storage one. Though they are trying they ought to pull up their socks because OSHA will be on their case. Another procedure is the laboratory control. Here, employees are mandated to have equipment that are qualified before they are used, that is, they operate within the appropriate ranges. The equipment are subject to maintenance and any person who defaults them is liable to purchasing a new one. Test methods use to validate appropriateness and quality of products are set internationally and according to the laws of specific country.

Best Quality assurances practices

The best quality assurance practice is compliance. In America, all manufacturing companies are mandated with the task of complying with all health and safety guidelines in different work places as stipulated by OSHA. By adhering to the guidelines set aside the OSHA they evade hefty fines that might be given to them. This means that P&G in coming up with their quality procedure they must make sure that they are in line with health and safety guidelines (McComb,2008).From our study we have seen that despite the storage issue where safety is not well taken care of all other safety and health guidelines are followed through and employees are made to understand why they need to follow through the guidelines. The operations department is mandated with generating reports that will ensure proper guidelines are followed. By providing quality products, P&G are a t good position of breeding loyal customers. This is by producing fast rate products and ensuring that the consumer gets it perfectly on time. There are high odds that the customers will be satisfied and they will come back for more. This shows that customer service goes hand in hand good product quality. Also in considering quality, services are highly taken care of by the company failure to which jobs may be lost or penalties given. Employees and the management are responsible for coming up with these guidelines on how to handle customers. Additionally, it I prudent for any company out there to have good customer relations with their esteem customers.

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