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Human Resource Management

Human resource management (HRM) is that part of management process which

makes, enhances, manages and develops the human element of the enterprise measuring

their resourcefulness in terms of talents, abilities, total skills, creative, knowledge, and

potentialities for effectively contributing to the organizational objectives. Human

resources are precious and a source of competitive advantage. Human resources may be

tapped most effective by mutually standard policies which promote promise and foster an

inclination in employees to act flexibly in the interests of the adaptive organization’s

pursuit of excellence.

Human resource policies can be joined with planned business and used to

reinforce appropriate culture. Human resources play a critical role in enabling the

organization to effectively deal with the external environment challenges. The human

resource management has been accepted as a strategic partner in the formulation of

organization’s strategies and in the implementation of such strategies through human

resource planning, employment, training, appraisal and rewarding the personnel.

Strategic management of human resources facilitates creation of competitive

advantage for the organization over its rival by building unique human resource based

competence. An organization’s recruitment, selection, training, performance management

process and compensation practices can have a strong influence on employee

competence. Company output increase if the management can hire more experience well

qualified candidate. Performance appraisal takes in account the past performance of the

employees and focuses on their improvement for the future performance of the

employees through counselling, coaching or training.

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The human resource strategy of a business should reflect and support the

corporate strategy. An effective human resource strategy includes the way in which the

organization plans to develop its employees and provide them with suitable opportunities

and better working conditions so that their optional contribution is ensured. This implies

selecting the best available personnel, ensuring a ‘fit’ between the employee and the job

and retaining, empowering and motivating employees to perform well in the direction of

corporate objectives.

Meaning and Definition of HRM

HRM is concerned with managing people to improve individual, group and

organizational effectiveness. Human resources need to be managed as organisations can

prosper and progress only through the committed and creative efforts and competencies

of their human resources.

Edwin Flippo defines the term Personnel/HR Management, “Planning,

Organising, Directing and Controlling of the Procurement, Development,

Compensation, Integration, Maintenance and Separation of human resources to the

end that individual, organisational and social objectives are accomplished.”

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Introduction to Recruitment and Selection

Finding and keeping the right people is one of the biggest and most important

business challenges this decade. But it’s a challenge organizations really need to get to

grips with. An organization’s real advantages over its competitors lie not so much in its

products, services or technology, but in its people.

So, to achieve goals, an organization needs to pinpoint what people, skills and

abilities it needs now and in the future. It wants the right person for the right job every

time it recruits. On the human resources front, productivity can be improved by ensuring

that the organization attracts the best talent at the lowest possible cost. This objective

translates into the adoption of the best recruitment and selection methods and instituting

measures to retain and develop them.

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Recruitment

Recruitment is defined as, “a process to discover the sources of manpower to meet the

requirement of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient workforce”.

Objectives of Recruitment

To attract people with multi-dimensional skills and experiences that suits the present

and future organizational strategies.

To induct outsiders with a new perspective to lead the company.

To infuse fresh blood at all levels of the organization.

To develop an organizational culture that attracts competent people to the company.

To search for talent globally and not just within the company.

To design entry pay that competes on quality but not on quantum.

To anticipate and find people for positions that does not exist yet.

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Sub-System of Recruitment

The recruitment consist of following sub functions:-

Finding out and developing the sources where the required number and kind of

employees will be available.

Developing suitable techniques to attract the desirable candidates.

Employing the techniques to attract candidates.

Stimulating as many candidates as possible and asking them to apply for jobs

irrespective of number of candidates required.

Factors Affecting Recruitment

The first activity of recruitment i.e. searching for prospective employees is affected

by many factors like:-

Organizational policy regarding filling up of certain percentage of vacancies by

internal candidates.

Local candidates (sons of soil).

Influence of trade unions.

Government regulations regarding reservations of certain numbers of vacancies

to candidates based on community/region/caste/sex

Influence of recommendations, nepotism etc. As such, the management is not

free to find out or develop the source of desirable candidates and alternatively

it has to diver its energies for developing the sources within the limits of those

factors through it cannot find suitable candidates for the jobs.

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1 . Internal Sources of Recruitment

a) Present Permanent Employees:

Organizations consider the candidates from this source for higher level jobs due to:

1. Availability of most suitable candidates for jobs relatively or equally to the external

source.

2. To meet the trade union demands.

3. To the policy of the organization to motivate the present employees.

b) Present Temporary or Casual Employees.

Organizations find this source to fill the vacancies relatively at the lower level in

order to motivate them on the present job.

c) Retrenched or Retired Employees:

. The organization takes the candidates for employment from the retrenched employees

due to obligation, trade union pressure and the like .Sometimes the organizations prefers

to re-employ their retired employees as a token of their loyalty to the organization

d) Dependents of Deceased, Disabled, Retired and Present Employees:

Some organizations have a view to develop the commitment and loyalty of not

only the employee but also his family members and to the dependent of deceased,

disabled and present employees.

2. Internal Methods of Recruitment

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a) Job Posting:

When a human resource requisition form is received, a memo should be

written to appropriate supervisor stating that a job vacancy exist. A copy of the memo

should be posted on all notice boards by the supervisors so as to ensure that the

employee who might qualify is made aware of the job.

b) Employee Referral Schemes:

Employee referral schemes or personal networking for some firms are the

preferred means of recruitment, as they can select employees after judging their

ability to fit into their work culture.

c) Promotions and Transfers:

Promotion is a move from employee’s current position into a different

Position into a higher salary grade and a transfer is a move to any other job in

another department. A transfer can be to a higher level or the same level.

3. External Sources of Recruitment

a) Campus Recruitment:

Different types of organizations can get inexperienced candidates of

different types from various educational institutions like Colleges and

Universities imparting education in Science, Commerce, Arts, and Engineering

etc.

(b) Private Employment Agencies/ Consultants:

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Private employment agencies perform the recruitment functions on behalf

of a client company by charging fee. Most of the organizations depend on this

source for highly specialized positions and executive positions.

(c) Public Employment Exchange:

The Government has set-up Public Employment Exchange in the country to

provide information about vacancies to the candidates and to help the

organizations in finding out suitable candidates.

4. Casual Applicants:

Depending upon the image of the organization, its prompt response,

participants of the organization in the local activities, level of unemployment,

candidates apply casually for jobs through mail or hand over the applications in

Personnel Department.

5. Similar Organizations:

Generally, experienced candidates are available in organizations

producing similar products or engaged in similar business. The management can

get most suitable candidates from this source.

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6. Trade Unions:

Generally, unemployed or underemployed persons or employees seeking

change in employment put a word to the trade union leaders’ with a view to

getting suitable employment. In view of this fact and in order to satisfy the trade

union leaders, managers, management enquires with the trade unions for suitable

candidates.

7. Employment Advertisement:

Advertisements are taken out in newspapers, magazines, specialized

journals, etc. by a large number of companies to enable the employee to reach out

to a large target audience.

8. Online Recruitment:

Recruitment websites and software make possible for managers to access

information that is crucial to managing their staff. Such websites have facilities

where prospective candidate can upload their CVs and apply for jobs suited to

them. Such sites also make it possible for recruiters and companies to post their

staffing requirements and view profiles of interested candidates.

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Selection

After identifying the sources of human resources, searching for prospective employees

and stimulating them to apply for jobs in an organization, the next action to be taken by

the management is to perform the function of selecting the right employees at the right

time. The selection procedure is the system of functions and devices adopted in a given

company to ascertain whether the candidates’ specifications are matched with the job

specifications and requirements. The selection procedure cannot be effective until and

unless,

1. Requirement of the job to be filled, have been clearly specified.

2. Employee specifications (physical, mental, social, etc) have been clearly

formulated.

3. Candidate for screening have been attracted.

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Significance of Selection Process

Selection of personnel for an organization is a crucial, complex and continuing function.

The ability of an organization to attain its goals effectively and to develop in a dynamic

environment largely depends upon the effectiveness of its selection programs. In a

situation where the right person is not selected, the remaining functions of personnel

management, employee-employer relations will not be effective. If the right person is

selected he/she is a valuable asset to the organization and if faulty selection is made, the

employee will become a liability to the organization. The process of personnel selection

involves collecting information about individuals for the purpose of determining

suitability for employment in a particular job.

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Methods Used In Selection Process

(a) Interviews:

A selection procedure designed to predict future job performance on the basis of

applicants’ oral inquiries. It is useful in determining if the applicant has requisite

communicative or social skills which may be necessary for the job.

(b) Personality Test:

Personality tests typically measure one or more of five personality dimensions:

extroversion, emotional stability, agreeableness, conscientiousness and openness to

experts.

(c) Cognitive Ability Tests:

These are paper and pencil or individualized assessment measures of an

individual’s general mental ability or intelligence. These tests may be characterized as

General Intelligence Tests and Aptitude Tests.

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(d) Work Sample Tests:

They are designed to have high content validity through a close relationship with

the job. Observed under similar situations. These tests require the examinee to perform

tasks that are performed on the job.

(e) Assessment Centre:

An Assessment Centre can be defined as,” a variety of testing techniques

designed to allow candidates to demonstrate, under standardized condition , the skills and

abilities that are most essential for success in a given job”. They usually have some sort

of in-basket exercise which contains contents similar to those which are found in the in-

basket for the job which is being tested.

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Process of Recruitment and Selection

1. Job Description:

Job descriptions are lists of the general tasks, or functions, and responsibilities of

a position. Typically, they also include to whom the position reports, specifications such

as the qualifications needed by the person in the job, salary range for the position, etc.

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2. Employee Specification:

Job description can be the basis for employee specification. This describes the

attributes needed by a person best suited to perform the duties of the job or to fill the role.

It is an indication of attainment, achievement, abilities and aptitudes needed to enable an

individual perform a task to the required standard and to achieve the desired objectives.

3. Attracting Candidates:

Recruitment is about attracting candidates who are qualified and capable of

carrying out the job, in the context of the employing organization. This is when the

potential candidates are told about the vacancy and encouraged to express their interest in

the job.

4. Making Decisions:

The presentation as well as the content of the application influences the recruiter

when making short listing decisions. If good quality information is given to the

candidates before the start of appointment, chances of the appointment being successful

are increased. Hence this helps the recruiter in making judgments about the applicants.

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5. Initial Screening:

If the recruiting effort has been successful, recruiters will be confronted with a

number of potentials applicants. Based on the job description and job specification, some

of the respondents can be eliminated by sharing the job description information with the

individual.

6. Completion of Applications Form:

Once the initial screening has been completed, applicants are asked to complete

the organization’s application form. In general terms, the application form gives a

synopsis of what applicants have been doing, their skills and their accomplishments.

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7. Employment Tests:

An employment test is a means of assessing a job applicant’s characteristics

through paper-and-pencil responses or exercise. Three major types of tests used in the

selection process are ability, personality and performance tests. Ability tests measures

mainly mental, mechanical and clerical abilities or sensory capacities, personality tests

are means of measuring characteristics, such as patterns of thoughts, feelings and

behaviors. Performance tests are means of measuring practical ability on a specific job.

8. Comprehensive Interview:

The applicant may then be interviewed by the personnel department interviewers,

executives within the organization, potential supervisors, or colleagues. The

comprehensive interview is designed to probe into areas that cannot be addressed by the

application form or tests.

These areas consist of assessing one’s motivation, ability to work under pressure

and ability to fit in with the organization.

9. Background Investigation:

This steps includes contacting former employers into confirm the candidates work

record and to obtain their appraisal of the performance in the previous job. It also

includes verifying the educational accomplishments shown on the application and

contacting personal references.

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10. Physical Examination:

The applicants may have to take a physical examination which is intended to

screen out those individuals who are unable to comply physically with the requirements

of the job and the organization.

11. Final Employment Selection:

Those who perform in the entire above steps are considered or eligible for

employment. The actual hiring decision is made by the Manager in the department that

has the position open.

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FMCG Sector

What are Fast Moving Consumer Goods (FMCG)?

Products which have a quick turnover, and relatively low cost are known as Fast

Moving Consumer Goods (FMCG). FMCG products are those that get replaced within a

year. Examples of FMCG generally include a wide range of frequently purchased

consumer products such as toiletries, soap, cosmetics, tooth cleaning products, shaving

products and detergents, as well as other non-durables such as glassware, bulbs, batteries,

paper products, and plastic goods. FMCG may also include pharmaceuticals, consumer

electronics, packaged food products, soft drinks, tissue paper, and chocolate bars.

A subset of FMCGs is Fast Moving Consumer Electronics which include

innovative electronic products such as mobile phones, MP3 players, digital cameras, GPS

Systems and Laptops. These are replaced more frequently than other electronic products.

White goods in FMCG refer to household electronic items such as Refrigerators,

TVs, Music Systems, etc.

In 2005, the Rs. 48,000-crore FMCG segment was one of the fast growing

industries in India. According to the AC Nielsen India study, the industry grew 5.3% in

value between 2004 and 2005

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Indian FMCG Sector

The Indian FMCG sector is the fourth largest in the economy and has a market

size of US$13.1 billion. Well-established distribution networks, as well as intense

competition between the organised and unorganised segments are the characteristics of

this sector. FMCG in India has a strong and competitive MNC presence across the entire

value chain. It has been predicted that the FMCG market will reach to US$ 33.4 billion in

2015 from US $ billion 11.6 in 2003. The middle class and the rural segments of the

Indian population are the most promising market for FMCG, and give brand makers the

opportunity to convert them to branded products. Most of the product categories like

jams, toothpaste, skin care, shampoos, etc, in India, have low per capita consumption as

well as low penetration level, but the potential for growth is huge.

The Indian Economy is surging ahead by leaps and bounds, keeping pace with

rapid urbanization, increased literacy levels, and rising per capita income.

The big firms are growing bigger and small-time companies are catching up as

well. According to the study conducted by AC Nielsen, 62 of the top 100 brands are

owned by MNCs, and the balance by Indian companies. Fifteen companies own these 62

brands, and 27 of these are owned by Hindustan Lever. Pepsi is at number three followed

by Thums Up. Britannia takes the fifth place, followed by Colgate (6), Nirma (7), Coca-

Cola (8) and Parle (9). These are figures the soft drink and cigarette companies have

always shied away from revealing. Personal care, cigarettes, and soft drinks are the three

biggest categories in FMCG. Between them, they account for 35 of the top 100 brand

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HR Challenges in FMCG in India

Over the past three to four years, the global economy has gone through a

tremendous change and the looming the rest of a “double dip” and “triple dip” recession.

The environment that organisations are operating in today is on characterized by

volatility, uncertainty, complexity and ambiguity. The Indian economy has also not

remained isolated from the economic turmoil that the world is going many industries

have seen slowdown and organizational decision making is today market by cautiousness

changes in demographic composition of the population and thus the market would also

continue to impact the FMCG Industry.

Major HR challenges in FMCG sector in India are as follows:

1. Managing Knowledge Workers:

Essentially, here we are looking at different kind of people who does not obey the

principles of management for the traditional group. This boils down to higher

educational qualifications, taking up responsibilities at a lesser age and experience,

high bargaining power due to the knowledge and skills in hand, high demand for the

knowledge workers and techno suaveness.

2. Managing Technological Challenges:

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In every arena organizations are getting more and more technologically oriented.

Though it is not in the main run after the initial debates preparing the work force to

accept technological changes is a major challenge.

3. Competence Of HR Mangers:

As it is more and more accepted that lot of success of organizations depend on the

human capital, this boils to recruiting the best, managing the best. Clearly HR

managers have a role in this process.

4. Developing Leadership:

It is quite interesting to note that there is less importance given to developing

leadership at the organizational level. Though leadership is discussed on basis of

traits and certain qualities, at an organizational level it is more based on knowledge.

5. Managing Change:

Business environment in India is volatile. There is boom in terms of opportunities

brought forward by globalization. However this is also leading to many interventions

in terms of restricting, turnaround, mergers, downsizing, etc. HR has a pivotal role to

play here.

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THE TOP 10 COMPANIES IN FMCG SECTOR

S.NO. Companies

1.

Hindustan Unilever Ltd.

2.

ITC (Indian Tobacco Company)

3.

Nestlé India

4.

GCMMF (AMUL)

5.

Dabur India

6.

Asian Paints (India)

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7.

Cadbury India

8.

Britannia Industries

9.

Procter & Gamble Hygiene and Health Care

10.

Marico Industries

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The companies, listed above are the leaders in their respective sectors. The

personal care category has the largest number of brands, i.e., 21, inclusive of Lux,

Lifebuoy, Fair and Lovely, Vicks, and Ponds.  There are 11 HLL brands in the 21,

aggregating Rs. 3,799 crore or 54% of the personal care category. Cigarettes account for

17% of the top 100 FMCG sales, and just below the personal care category. ITC alone

accounts for 60% volume market share and 70% by value of all filter cigarettes in India.

The foods category in FMCG is gaining popularity with a swing of launches by HLL,

ITC, Godrej, and others. This category has 18 major brands, aggregating Rs. 4,637 crore.

Nestle and Amul slug it out in the powders segment. The food category has also seen

innovations like softies in ice creams, chapattis by HLL, ready to eat rice by HLL and

pizzas by both GCMMF and Godrej Pillsbury. This category seems to have faster

development than the stagnating personal care category. Amul, India's largest foods

company, has a good presence in the food category with its ice-creams, curd, milk, butter,

cheese, and so on. Britannia also ranks in the top 100 FMCG brands, dominates the

biscuits category and has launched a series of products at various prices.

In the household care category (like mosquito repellents), Godrej and Reckitt are

two players. Goodnight from Godrej, is worth above Rs 217 crore, followed by Reckitt's

Morten at Rs 149 crore. In the shampoo category, HLL's Clinic and Sun silk make it to

the top 100, although P&G's Head and Shoulders and Pantene are also trying hard to be

positioned on top. Clinic is nearly double the size of Sun silk.

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Dabur is among the top five FMCG companies in India and is a herbal specialist.

With a turnover of Rs. 19 billion (approx. US$ 420 million) in 2005-2006, Dabur has

brands like Dabur Amla, Dabur Chyawanprash, Vatika, Hajmola and Real. Asian Paints

is enjoying a formidable presence in the Indian sub-continent, Southeast Asia, Far East,

Middle East, South Pacific, Caribbean, Africa and Europe. Asian Paints is India's largest

paint company, with a turnover of Rs.22.6 billion (around USD 513 million). Forbes

Global magazine, USA, ranked Asian Paints among the 200 Best Small Companies in the

World

Cadbury India is the market leader in the chocolate confectionery market with a

70% market share and is ranked number two in the total food drinks market. Its popular

brands include Cadbury's Dairy Milk, 5 Star, Eclairs, and Gems. The Rs.15.6 billion

(USD 380 Million) Marico is a leading Indian group in consumer products and services

in the Global Beauty and Wellness space.

Outlook

There is a huge growth potential for all the FMCG companies as the per capita

consumption of almost all products in the country is amongst the lowest in the world.

Again the demand or prospect could be increased further if these companies can change

the consumer's mindset and offer new generation products. Earlier, Indian consumers

were using non-branded apparel, but today, clothes of different brands are available and

the same consumers are willing to pay more for branded quality clothes. It's the quality,

promotion and innovation of products, which can drive many sectors.

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INTRODUCTION TO UNILEVER

Unilever was formed through the 1930 merger of Dutch margarine company

Margarine Unie and British soap maker Lever Brothers. The combination of the two

companies made good sense--they both used the same raw materials, had similar

distribution channels and participated in large-scale marketing of household products. In

the beginning, Unilever had operations in 40 countries, but soon expanded its reach. The

1950s saw the company focusing on growth by investing in research and new

technologies, while it began expanding through acquisitions in the 1970s and 1980s.

These days, Unilever has diversified its product offerings far beyond margarine

and soap. The company controls a supermarket's worth of brands: Hellmann's

mayonnaise, Flora and Becel spreads and yogurt drinks, Breyers ice creamBoursin

cheese, Dove soap, shampoo, body wash, deodorant and more, Pond's face products,

Wish-Bone salad dressings, Knorr soup mixes, seasonings and sauces, Bertolli sauces,

olive oil and frozen prepared meals, Ragu sauces, Q-tips, Lipton teas, soups and

seasonings (Lipton's Yellow Label is one of the most popular teas in the world) and--

phew!--Karo syrup.

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Recruitment and selection policy of Uniliver

Applications and Recruitment Continuous throughout the year

“Competency Based Recruitment” to ensure outstanding performance 

New recruits – 6 % of management strength 

No specific University or Department preference 

No minimum GPA 

Only fully completed forms go through assessment 

“Track Your Status” online 

Vacancies are not announced 

Interviews among “approved” forms submitted or modified within the last 6 months 

Max 2 more stages after the “approved” form 

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Interns  

Outstanding, proactive students can gain an insight into how we work and

contribute to projects of real importance to our business through internships.

Internships provide a chance to learn about the challenges in your chosen career

area while getting a taste of what it's like to be part of our team. You'll also benefit from

training, one-to-one mentoring and appraisals with your line manager.

Unilever Turkey Project Internship Program is designed for undergraduates who

have completed 3rd year or master students in their 1st year.

Graduates

It's how many of our directors started out and if you're a final year student or have

graduated within the last two years, you're eligible to apply.

Early Development Program develops professional skills and competencies

through structured training and on-the-job learning, gained in real jobs with real

responsibility. We also encourage graduates to complete an international assignment in

their early years.

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First bounce individuals

Unilever Turkey’s recruitment consists mostly of fresh graduates and people who

have at most 2 years of full time work experience. However we sometimes look for

people who have experience more than 2 years but not yet reached a mid-career manager

level.

Mid-career managers

Unilever Turkey’s recruitment consists mostly of fresh graduates and people who

have at most 2 years of full time work experience. However we sometimes look for

people who have experience more than 5 years for some specific mid-career manager

roles.

In line with this strategy, Unilever prefers/has preferred promotion within its own

employees who were developed and prepared into higher levels, however, there has been

a plenty of mid-career recruitment in the past 5 years.

We recruit Mid-career managers into senior positions and have career

management processes that ensure your need for challenge, stimulation and both career

and personal development are met.

A variety of learning opportunities support your ongoing development, as well as

regular feedback, development and career plans

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Introduction to Procter & Gamble India

Procter & Gamble Co. (P&G) is an American company based in Cincinnati, Ohio

that manufactures a wide range of consumer goods. In India Proctor & Gamble has two

subsidiaries: P&G Hygiene and Health Care Ltd. and P&G Home Products Ltd. P&G

Hygiene and Health Care Limited is one of India's fastest growing Fast Moving

Consumer Goods Companies with a turnover of more than Rs. 500 crores. It has in its

portfolio famous brands like Vicks & Whisper. P&G Home Products Limited deals in

Fabric Care segment and Hair Care segment. It has in its kitty global brands such as Ariel

and Tide in the Fabric Care segment, and Head & Shoulders, Pantene, and Rejoice in the

Hair Care segment.

Procter & Gamble's relationship with India started in 1951 when Vicks Product

Inc. India, a branch of Vicks Product Inc. USA entered Indian market. In 1964, a public

limited company, Richardson Hindustan Limited (RHL) was formed which obtained an

Industrial License to undertake manufacture of Menthol and de mentholised peppermint

oil and VICKS range of products such as Vicks VapoRub, Vicks Cough Drops and Vicks

Inhaler. In May 1967, RHL introduced Clearsil, then America's number one pimple

cream in Indian market. In 1979, RHL launches Vicks Action 500 and in 1984 it set up

an Ayurvedic Research Laboratory to address the common ailments of the people such as

cough and cold.

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In October 1985, RHL became an affiliate of The Procter & Gamble Company, USA and

its name was changed to Procter & Gamble India. In 1989, Procter & Gamble India

launched Whisper - the breakthrough technology sanitary napkin. In 1991, P&G India

launched Ariel detergent. In 1992, The Procter & Gamble Company, US increased its

stake in Procter & Gamble India to 51% and then to 65%. In 1993, Procter & Gamble

India divested the Detergents business to Procter & Gamble Home Products and started

marketing Old Spice Brand of products. In 1999 Procter & Gamble India Limited

changed the name of the Company to Procter & Gamble Hygiene and Health Care

Limited.

P&G Home Products Limited was incorporated as 100% subsidiary of The Procter &

Gamble Company, USA in 1993 and it launched launches Ariel Super Soaker. In the

same year Procter & Gamble India divested the Detergents business to Procter & Gamble

Home Products. In 1995, Procter & Gamble Home Products entered the Haircare

Category with the launch of Pantene Pro-V shampoo. In 1997 Procter & Gamble Home

Products launches Head & Shoulders shampoo. In 2000, Procter & Gamble Home

Products introduced Tide Detergent Powder - the largest selling detergent in the world. In

2003, Procter & Gamble Home Products Limited launched Pampers - world's number one

selling diaper brand. Today, Proctor & Gamble is the second largest FMCG company in

India after Hindustan Lever Limited.

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Recruitment and selection procedure of Procter & Gamble

P&G’s Recruitment Process is 7 steps, and starts with you applying online to one

of current job postings.

Find Jobs and Apply

To start the online application process use the Find Jobs and Apply bar at the top of the

page to search for open positions.

Select Your Preferred job in the Job List

You can view all jobs or you can narrow in on the type job and location you prefer by

using the Search Engine.

Select from the Job Category list to find the function or career path in which you are

interested

Select from the Job Location list to identify where you have eligibility to work

then, review the resulting jobs list and find your preferred job. Click the actual Job title

to go to the Job description and the “Apply Online” button.

Carefully read the description of the job or internship or course/seminar that is posted so

you can choose THE job that best fits your aspirations and interests.

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Review the Personal Data Privacy Statement

P&G is legally obliged to obtain your authorization to collect and process your personal

data. We therefore ask you to review our Personal Data Privacy Statement. If you decide

you are not ready to submit your application to P&G after viewing our job listings,

simply exit the page before logging in. No record will be kept on your acceptance of the

Personal Data Privacy Statement in such a case.

Complete the Online Application

To best secure and manage your personal record, it is important you set up and maintain

one User Name and One Email Address unique only to you. Your email address allows

us to communicate with you throughout the recruitment process. You will also be asked

for your personal and educational data, your resume/CV and any attachments you feel

important to share. Please have your resume/CV available electronically so it is easy for

you to copy & paste into the online application form. Depending on the job, you may also

be asked to answer questions relevant to the posting. Upon submission of your

application, you will receive a notification of receipt.

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Complete the On-Line Assessment

After completing the online application you may be asked to complete an online

assessment with multiple choice questions. Your replies to our online assessment tell us

about your skills and interests and begin to create a better picture of who you are and how

you might contribute within our company.

Based on the information you provide both in your online application and via the online

assessment, we can make an informed decision on whether your skills meet the

requirements of the job you chose, and whether P&G is the best environment to utilize

your talents and achieve your goals. If your skills and interests are a good fit at this stage

of our recruitment process, we will invite you to take our Problem Solving Test.

Take the Reasoning Test

The Reasoning Test is the next step along the way for those going forward.  You will be

invited to complete the test at a specified location.  We would like to offer you a Practice

Test that will help you get used to the kind of problems on the test and the speed at which

you will need to work

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Interview with P&G

The Interviews are an opportunity for us to learn more about you and for you to learn

more about us. We'll ask you questions that will give us an insight into your capabilities

and personality. The questions are focused around seeing if you have the characteristics

we feel are important to succeed at P&G. If you are invited to an interview, prepare by

thinking about your experiences. During your interview process, you will be invited to a

P&G site so you can find out more about who we are, what we do and how we do it.

You'll meet with a panel of P&G people who will conduct the interviews, answer your

specific questions about the work, and introduce you to the environment inside P&G.

You will also be introduced to the responsibilities you should expect in your P&G job.

After the interviews, we'll determine whether or not to offer you a job at P&G.

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Conclusion

It is very important to have efficient HR department in any organization in order

to achieve its targets rightly. We all know recruitment and selection of employees plays a

very important role in the growth of any organization as they can be an asset to the

organization as well as a liability for an organization. So it is important that an

organization should have a good HR department so that right type of employees are

selected for right job

As good as is the recruitment and selection process the selection of employees

becomes easier and best out of the total applicants gets selected. This is a very lengthy

process which includes lots of hard work done by the HR people. They are the one who

gather information regarding how much staff is required in which branch and decides the

criteria on the basis of which people are being selected, who will become strength of the

organization.

More and more people these days have started involving themselves in this field

as it creates tremendous job opportunities for them. It is a steady, diverse and a highly

profitable industry where a person can do a lot of work. The jobs in this field range from

sales and supply chain, investment, promotion, HR development and general

management. IT also allows you to trade directly with the various traders online.

The entire are learning organization to some extent as it focuses on enhancing its

system to continually increate the organizations capacity for performance. They also have

built a strong foundation for consistent sustainable growth with clear strategies and room

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to grow in each strategic focus area, core strengths in the industry, and a unique

organizational structure that leverages strengths.

An organizations ability to meet the recruitment and selection challenges provides

an opportunity to make significant contribution to the company. With better quality

people executing the company’s operations the HR department can create a competitive

advantage for the company.

In light of the research conducts, these organization are extremely format,

organized, deducted and quality conscious organization. It has very formalized structure

for the recruitment and selection of employees.

All these organization have a unique human resource management system where

if focusses on bringing out it best of its employees through continuous hard work and

devotion.

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BIBLIOGRAPHY

Books:

1. Michael Vaz & Meeta Seta, Human Resource Management

2. Sunny Fernandez, Human Resource Management

Websites:

www.wikipedia.com

www.uniliver.com

www.google.org

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