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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 organizations
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
organizations 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 organizations 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 its a challenge organizations really need to get to
grips with. An organizations 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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Sources of Recruitment
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.
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2. Internal Methods of Recruitment

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 employees 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.

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(b) Private Employment Agencies/ Consultants:

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
individuals 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 inbasket 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 organizations 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 applicants 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 ones 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), CocaCola (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.
Nestl India
4.
GCMMF (AMUL)
5.
Dabur India
6.
Asian Paints (India)
7.
Cadbury India
8.
Britannia Industries

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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 Turkeys 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 Turkeys 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&Gs 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 companys 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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