HRM Report: An Analysis of HRM Practices at Procter & Gamble

This report offers a comprehensive analysis of the human resource management (HRM) strategies employed by Procter & Gamble. It begins with an introduction to the company and its business context, followed by an examination of its recruitment strategies, encompassing both internal and external approaches. The report then delves into the company's selection procedures, outlining the stages involved in identifying and hiring suitable candidates. Furthermore, it explores the theories of motivation utilized by Procter & Gamble to enhance employee performance and satisfaction. The report identifies challenges within the recruitment, selection, and motivation processes and proposes recommendations for improvement, supported by justifications. The analysis covers strategic management of HRM, organizational stages, and models for managing HRM. Finally, the report concludes with a summary of the key findings and recommendations, providing insights into how Procter & Gamble can optimize its HRM practices.

HUMAN
RESOURCE
MANAGEMENT

Abstract
The main aim of this report to identify and evaluate the strategies of recruitment chosen
by the organisation, process of selection, Theories of motivation and the challenges faced by
human resources management. Along with this concept of HRM as well as personnel
management is also taken into consideration. The strategic management of HRM, organisational
stages and models to manage HRM and some frameworks are involved in this report.

Table of Content.
Abstract ...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Discussion and Analysis..................................................................................................................1
Company’s Existing Recruitment Strategy......................................................................................1
Company's Existing Motivation...................................................................................................5
Challenges Identified Within The Recruitment, Selection And Motivation Strategies. .............7
Recommendations .......................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Business world is becoming so competitive as well as innovative that all the activities are
interconnected and interrelated. So, to carry all the activities effectively and efficiently
departments are made by the business administrator. One of the department which plays an
important role in achieving the success and goals in an appropriate manner is human resource
department (Ahmad, Khan and Haque, 2020). Human resources department refers to the group
who is accountable for hiring, managing, recruiting, hiring and firing of the employee. This
department works for the welfare of the employee. This particular report deals with the Procter
& Gamble company which is an American multinational consumer goods corporation head
quartered in Cincinnati, Ohio. It was founded by William Procter and James Gamble in 1837. It
provide customers with wide range of products which are hygiene as well as related to personal
care. This report deals with the recruitment strategies adopted by the organisation, selection
process, Theories of motivation and the challenges faced by human resources management. In
addition to this concept of HRM as well as personnel management, the strategic management of
HRM, organisational stages and models to manage HRM and many more frameworks are
included in this report.
MAIN BODY
Discussion and Analysis
Company’s Existing Recruitment Strategy
Human resources management has vital role in the organisation with the purpose to
achieve the goals and objectives. If the human resources management makes of recruitment
highly skilled manpower then it can be beneficial for the company (Albert, 2019). Recruitment is
basically the process of hiring the individual who have ability to perform the task in an
appropriate manner. Different company have different recruitment strategies process which
includes company plans to recruit the individual in a particular post. Through this strategies the
organisation can hire best out of best candidate. In an effort to hire the individual recruitment is
the aspects adopted by HR professionals and business administration.
In context to Procter & Gamble company, it has adopted different strategies for
recruitment of individuals so that they can work in a productive manner to accomplish the goals.
Through this the company gets assurance to hire the right people at right time and at right job.
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The recruitment structure of a Procter & Gamble company is developed with the purpose to
attract the candidate for various role.
The Procedure of recruitment helps the Procter & Gamble company to select the best
candidate. To start the process, company first provide advertisement in various platform such as
official website of the company, social media platforms for the vacancy (Antony, 2022). After
that, curriculum vitae is examined by the HR professional. With the purpose to select the best
candidate for the particular job role, CV is screened by the HR professional of the company.
After wards selected candidate are called for the interviews rounds and unsuccessful candidate
are sent with best wishes letter. If the applicant clears all the interview round then the chosen
candidate is provided with offer letter as well as with some agreement document. Procter &
Gamble company adopts both internal and external sources of recruitment.
The Procter & Gamble company adopts internal recruitment process with the purpose to
motivate the employee within the organisation by promoting as well as transferring the
employee (Buil, Catalán and Martínez, 2020). The internal recruitment motivates and influence
the employee to perform in a productive manner. In this process on the basis of talent, ability and
skills of the candidates list is prepared of those employee who want promotion. Here
opportunities are given to those applicant whose performance are excellent within the
organisation and give the candidate who give priority to the task of company. But in case if the
number of nominee in the list are less than the expectation the other worker will get hired for the
vacant position in the organisation. The internal recruitment also have some advantages as it is
less expensive for the firm (Yuan, 2022). The drawbacks of this process of recruitment is that,
there will be no new entry of fresh ideas and talents. So this will influence the worker to remain
loyal towards the organisation and also be devoted towards the assigned task.
The Procter & Gamble company also follows the external recruiting process. This
procedure permit the organization to select an applicant from the outside. By posting job role and
recruiting advertisement on the social media platforms as well as on official websites, the
company can hire the people from outside. This method of recruitment can assist the
organization to grow in a productive manner (Curtis, 2019). Through this recruitment process
the company can get new ideas, thought, skills and talent. This can lead the company to generate
dynamic and innovative products and services for the customers. The external recruitment also
render some advantages to the firm such as it allows the company to access the fresh ideas,
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talent and new thoughts by choosing the new individual. But this process have certain
disadvantage also such as this process is very time consuming as well as expensive. And this
process can be less effective in order to find the appropriate candidate (Das, 2021). Thus, the
external and internal process of hiring are effective with the purpose to select appropriate
candidate. Both these process assist the organisation to select the right candidate for the right job
role which can help the company to get success effectively and efficiently.
Company's Selection Procedure
The selection process is a activity of choosing and short listing the correct candidate for
the correct occupation. Those candidates get selected who have a required qualification, skill and
ability which is essential for the job role in an effort to fill the vacant place. The selection
process differs from company to company, industry to industry and among department of the
organization (DiRomualdo, EL-Khoury, Girimonte, 2018). The process of recruitment and
selection is combined process which assist to identify the best applicant for the company. An
organisation develops their own process of selection as per their requirements. The selection and
recruitment process stages in general terms has been mentioned below:
1 STEP: Preliminary Interviews
2 STEP: Receiving Applications
3 STEP: Screening Of Application
4 STEP: Employment Test
5 STEP: Interview
6 STEP: Reference Checking
7 STEP: Medical Examination
8 STEP: Final Selection
Procter & Gamble organization has formed their own procedure for selecting the
candidate as per their need with the purpose to choose productive applicant (Zainuddinand and
et.al, 2020). Recruitment can be referred as the process to hire the right candidate for the right
task whereas selection can be defined as choosing the proper applicants who can accomplish the
objectives of organisation and have skills, capabilities as well as knowledge according the job
position.
The recruitment and process of selection of a Procter & Gamble company is described below:
1. Screening CVs of a applicants to determine appropriate candidate.
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2. The selected candidate is asked for the interview.
3. Unsuccessful applicant are sent with the rejection letter and the successful individual is
asked to attend the further process of recruitment.
4. The passed candidate is asked for the second round of an interview.
After the completion of these process, the offer letter and the agreement are provided to the
applicants.
Recruitment Process helps Procter & Gamble organization to select those candidate who are
efficient and effective (Fenech, Baguant and Ivanov, 2019). With the purpose to start the process,
companies provide advertisement related to vacancies on social media platform as well as
Procter & Gamble official website. Afterwards resume of candidate are screened who have
applied for that vacant position. Along with this interview is held of selected candidate. Once the
interview round is over,s elected interview is provided with the offer letter and agreement form.
The recruitment and the selection process of Procter & Gamble company has been discussed
below:
 Advertisement of the vacant job position : The Procter & Gamble company will
determine the vacant place in business units as well as in department of organisation.
Afterwards, HR department will form a the list of the requirements of an employees with
the purpose to attain goals in proper manner (Gagné, Deciand, Ryan 2018). Now, in an
effort to determine the well-qualified and skilled candidate for the vacant position,
advertisement is provided. With proper information and data, the Procter & Gamble
company publishes the advertisement of a vacant job with the help of social media
platform, newspaper, public press and telecasting. The advertisement allows the applicant
know more about the job which are vacant within an organisation. Advertisement
consists the following ascepts:
 Number of space: 15
 Experienced applicant get the precedence but fresher’s can also apply for the position.
 Hours of working: 8 hours per day
 Permanent contract
 Cab and food facility
 Salary: Up to45k per month
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This also involves description of job as well as individual specification of respective company.
Therefore, through advertisement, it render all the basic information about the company as well
as vacant job position.
 Check the application: After the advertisement is published, interested candidate can
apply for the job by the help of official website or through social media platform (Hays,
2019). The applicant must provide the resume before the deadlines and can give it
through email. CVs of candidate are screened by HR professionals on the basis of talents,
skills and knowledge. Afterwards the department also shortlist those candidate who have
specific skills and knowledge to perform the task.
 Interview through telephone : the human resource administrator will give the phone
call to the chosen or shortlisted nominee and takes the interview telephonic-ally. This
interview basically consists of 7 to 10 minutes (Hughes, 2018). This interview consider
general data about the applicant such as educational qualification, job experience, skills
and many more information.
 Final round interview : On the basis of telephonic interview, the human resource
administrator choose the applicants as per their interview and then the company makes
call for next round of interview which is face to face interrogation (Kadous and Zhou,
2019). In the final interview the basic questions are asked based on the education, skill,
knowledge, work experience and job role to the candidate.
After completion of all the procedure of recruitment and selection, the elected candidate is
provided with the offer letter and the contract. The offer letter is also considered as joining letter
in which every detail about process of joining as well as other ethics of organisation is
acknowledged.
Company's Existing Motivation
The process of influencing, motivating and guiding individuals to perform the task in an
appropriate manner is defined as motivation. It encourages the individual to perform the task in
an appropriate manner (Ladkin, 2022). Motivation can help the individual to achieve the task in a
specified time period. It is basically used to influence and encourage the individual towards their
task. Intrinsic motivation and extrinsic motivation are the two types of motivation.
 Extrinsic motivation: In this individual gets motivated from the outside aspects which
includes money, praise, trophies and many more.
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 Intrinsic motivation: It determines individual the motivation from their inner aspects.
The Procter & Gamble company have chosen some theories motivational and thought in
order to influence the worker to work in a productive manner to achieve the goals. With the
respect to grow and gain competitive advantage, company should provide its staff with prper
motivation, trainings and development programmes (Thi-Leand, Tuyen, 2021). In context to
chosen company it assist its staff to perform effectively and efficiently so that in future different
responsibilities of task can be provided to them. The organization also consider some aspects
which motivates their faculty and employees. These aspects can be sense of achievement,
apprehension for hard work, empowerment and many more.
The motivated force furnish advantage to the organization. The benefits of having a
motivated staff in a organization is discussed here. The worker who are motivated will work
ambitiously and also carry out high revenue in less time by working effectively (Macke and
Genari, 2019). This intends to reduce the costs of labour. Therefore, the motivated faculty does
not need high supervision in their work. Worker who are extremely motivated are devoted
towards their work and they perform the task with the less mistakes. With the purpose to
motivate the employees, respective company adopts some ways which has been discussed below:
 Employee values: The Procter & Gamble organisation has determined that it is essential
to maintain the respect as well as trust among the employees. It is analysed that by
giving value to employees and providing them with respect and trust will assist the
organisation to create the positive working environment for the employees and to achieve
the goals this can be a motivating factor (Pius, Alharahsheh and Sanyang, 2020). The
organisation should concentrated on their customers, treat them fairly and also get the
response from others which will lead the company to motivate the employees.
 Rewards to Employee: The Procter & Gamble company give rewards to their employees
for their hard work. It consider discounts for holiday, gym membership, pension schemes,
employee discount card, pay slip vouchers and many more (Sarzin, 2019). The non
monetary factors will also help respective company to motivate their employees by
giving such rewards. This will assist the organization to heighten their outcome or
outputs.
 Measuring staff satisfaction: They ask their staff or worker to be a part of staff
satisfaction survey which is considered as viewpoint. This study give an opportunity to
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Procter & Gamble staff to express their opinions on the different aspects of job. Through
this the organization assure about their offerings to the staff with the purpose to support
them and motivated (Sarzin, 2019). The pension scheme lifestyle break,career break are
provided to the staff members in order to keep them satisfied.
 Motivation from training and development: By giving training and development, the
Procter & Gamble organization can motivate their staff members. The firm offers the
plan of action, career planning to boost the staff in achieving the long term success
(Trost, 2020). Through the training and development programmes the worker are not only
performing their task properly but they also rendering a leadership training to grow the
company.
 Communication: At Procter & Gamble organization it has been determined that the
organization adopts the Maslows theory of motivation in an effort to motivate the
employees. The communication is a plays an important role while motivating the
employees (Urban, 2022). The communication can be one to one, discussion with
managing director, through intranet or from any formal structure or newsletter. The fair
and well-mannered communication involves communication like thank you and best
wishes, achievements celebration, appreciation and many more.
 Plans of Personal development: The two-way relationship allows staffs to commit to
the values of company and work collaboratively with others to improve customers'
businesses.
Challenges Identified Within The Recruitment, Selection And Motivation Strategies.
The recruitment and the selection are two different procedure that are being under taken
within the firm. In recruitment and selection process company face certain challenges which are
discussed below:
 Difficulty in sourcing unique roles: While hiring individuals for the senior or
professional roles, HR department faces a major issue in the organisation. The roles are
unique in nature and especially bounded with the technology (Văcărescu, Hobeanu,
2018). The vision of this roles are critical which is hard to perform.
 Pay: The pay scale is one of the most important aspects that matters for every candidate.
The wealth is essential but the lack of money will impact the employees performance
and it will not help them to be motivated while working (Wawer, 2018). So, the pay scale
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matters for the nominee. Thus, it is very difficult for the organisation to set up the pay
scale of every applicant. As every candidate has different skills, knowledges and
capabilities due to which in an organisation every worker has different pay scales.
 Correct Job Analysis: The main point which should be taken into consideration while
sourcing is to determine the vacant place or designation and role for the candidate. In
this particular case if proper examination is not done about the job designation as well as
role then the entire recruitment process will go in a wrong way. Along with this it will
raise difficulty for getting the demand-able candidate.
The challenges observed during the motivation strategies
 Comparison: The comparison among the staff and employees can demotivate the
worker. The comparison of an individual with their colleagues, family or relative can
demotivate the candidate.
 Distraction: when there is disturbance while working this can lead the employee to lose
the concentration or focus on the work and they can get demotivate while performing the
work (Wehner, Köchling, and Warkocz, 2021). Distraction can also be the reason to lack
in motivation and it does not influence the employees to work.
 Lack Of Clarity: The unclear thoughts can demotivate the employees if they dont know
the next step of the work or activity which they are performing or they don't know the
reason behind executing their work. And this can result in the low quality of
performance.
Recommendations
It is recommended that the organization must adopt the external recruitment process with
the purpose to recruit the candidate. The organization can also recruit the occupational group or
expertise to execute the activity. An organisation should also develop an effective and hard-
working team of human resource which can work productively. This department must analyse
the vacant job role and position in the firm. In addition to this, to defeat the challenges faced in
motivational plan of action, the organization should supply a elaborated content about the task to
be performed by the worker and motivate them to perform in an appropriate manner. Along with
this, instead of comparing the leaders, they should acknowledge the employees for efficiently
performing the task which motivate the worker. Firm should also keep positive working
environment and trim down element which confuse the staff and employees in their work.
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CONCLUSION
From the above report it can be concluded that Human resource department plays an
important role in business concern. It leads the business organisation to maintain good relation
among the faculty or worker with appropriate resources. The human resource department
performs hiring, selecting of candidates and they apply motivation strategies with the purpose to
influence the worker. Along with this, this report includes the detailed data of recruitment and
selection process. It also determine the challenges which are to be faced in this process. In
addition this, the recommendations is also given to defeat issues. This report is all about the
human resource management and its important activity that is being performed by the Human
resource department.
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