Procter & Gamble Co.

, also known as P&G, is an American multinational consumer goods

company headquartered in downtown Cincinnati, Ohio, United States, founded by William Procter
and James Gamble, both from the United Kingdom. Its products include pet foods, cleaning agents,
and personal care products. Prior to the sale of Pringles to the Kellogg Company, its product line
included foods and beverages.
[2]
In 2012, P&G recorded $83.68 billion in sales. P&G remains a
highly selective employer as less than 1% of all applicants are hired annually P&G is a global
company with 126.000 employees. About two dozen of P&G's brands are billion-dollar sellers,
including Always, Braun, Crest, Fusion, Gillette, Head & Shoulders, Mach3, Olay, Oral-B, Pantene,
and Wella in the beauty and grooming segment, as well as Bounty, Charmin, Dawn, Downy,
Duracell, Gain, Iams, Pampers, and Tide in the household care segment. P&G's hundreds of
brands are available in more than 180 countries .Although the company operates in 75 countries,
the products are sold in more than 180 countries. Primary sales channels are supermarkets, club
stores, drug stores, department stores and neighborhood stores which serve many consumers
around the world (P&G Annual Report, 2012, p.15). It has 10 innovation centers on five continents.


P&Gs Philosophy

Getting the benefits of being a global company but never forgetting the importance of winning
locally in every market where the company does business. This is to help others to help
themselves by sharing business skills and resources, thereby proving their investment in people.

The Principles and supporting behaviors which flow from their Purpose and Values of providing
products and services of superior quality and value to the world's consumers.

We Show Respect for All Individuals
The Interests of the Company and the Individual Are Inseparable
We Are Strategically Focused in Our Work
Innovation Is the Cornerstone of Our Success
We Value Personal Mastery
We Seek to Be the Best
We Are Externally Focused
Mutual Interdependency Is a Way of Life

Management

The pre-dominant leadership or management style in P&G is that of participatory, delegating, and
empowerment. Management has decentralized decision making process in such a manner that
middle level management most at times do not have to wait for headquarters approval and funding;
in order to embark on certain key innovative projects. Because of the empowerment given to mid
and senior level management within this multinational corporation, it is much easier for
management to customize products and customer services internally. It is abundantly clear that, the
success of this giant corporation can be closely tied to its management and leadership style.



P&G restored focus on leading brands and reminder everyone in P&G that the measure of success
was not innovation per se, but the consumer . This is a clear customer focus leadership style of a
CEO who was brought in within the corporation to strengthen employee morale and to refocus
employees attention to providing the needs and wants of customers in this ever changing global
market. P&G has demonstrated that its success depends on its customers, people, and innovation.
Each and
every employee is brought together by the companys common culture, values, and goals. The
company recognizes its diversity as a unique characteristic and strength and its been able to
maximize the talents and creativity from these people. P&G has also demonstrated that it is not just
in business to maximize shareholders wealth but its also a social responsible company. This is
illustrated in its summer camp program that is open to community youth as a way to seek out the
best and brightest. But, it's also a way for us to give these candidates a head start, not only on their
schooling, but also their careers.

Management ensures that everyone involved is interested in the change process. The more
employees are interested in the change process the greater the success of the change or
innovation. The most important element here is motivation. Management must let employees see a
win-win situation in the change process.


Best Practices

1. Build-from-Within: Primarily entry level hiring
This means
Next Generation of P&G business leaders already within our ranks
Heavy investment in Leadership Development and Assignment Planning
Heavy investment in Assessment up front to get it right
Cant afford high attrition especially in the early career years or talent pipeline is
disrupted
Cant afford the variability that comes hiring decisions based on interview data
alone

2. P&Gs compulsion with doing everything the best possible way.
Simply put, P&G is a perfectionist about almost everything. And they dont like to leave anything to
chance. From your first day on the job at P&G you learn the right way to do everything. From
thinking, to speaking, to writing and even parking your car in the lot, you will be exposed to the P&G
way. These are not mere suggestions, most of the time you are taught and trained by others and
almost everything is documented as a best practice.


3. P&G promotes industry best practices to ensure privacy concerns are addressed and that
personal information is protected. They serve on the boards or committees of global and local
privacy organizations, and actively engage on important privacy issues to address the privacy
needs of those who have trusted or may trust their information to them.


References:

https://www.pg.com/en_US/company/privacy/global_privacy_policy.shtml
http://www.pgpro.com/page/sustainability-philosophy-purpose/
www.pg.com/en_US/company/purpose_people
en.wikipedia.orgwikiProcter2Gamble
http://www.ddiworld.com/DDIWorld/media/ddi-
summit/2012/PG_TechtoSelectTalent_DDISummit2012.pdf