ASSIGNMENT 1 FRONT SHEET

Qualification BTEC Level 4 HND Diploma in Business

Unit number and

Unit 3 Human resource management
title

Date Received 1st

Submission date
submission

Date Received 2nd

Re-submission Date
submission

Student Name VUONG HUY HOANG Student ID GBS210938

NGUYEN THI THUY

Class GBS1005D Assessor name
TRANG

Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of
plagiarism. I understand that making a false declaration is a form of malpractice.

Student’s signature

Grading

P1 P2 P3 M1 M2 M3 D1

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Grade: Assessor Signature: Date:

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 Catalog
1. INTRODUCTION ................................................................................................................................... 10
2. THE PROCTER & GAMBLE COMPANY (P&G) ....................................................................................... 10
2.1 About P&G ................................................................................................................................ 10
2.2 Vision and mission statement of P&G Company ......................................................................11
2.2.1 Vision statement of P&G Company .............................................................................. 11
2.2.2 Mission statement of P&G Company ........................................................................... 12
2.3 P&G objectives and strategy aims ............................................................................................ 12
2.3.1 Objectives ..................................................................................................................... 12
2.3.2 Strategy aims ................................................................................................................ 13
3. HOW INDUSTRIAL CHARACTERISTICS, BUSINESS OBJECTIVES AND HRM STRATEGY ARE REALATED
TO ............................................................................................................................................................ 14
3.1 Industrial characteristics of P&G .............................................................................................. 14
3.2 P&G objectives ..........................................................................................................................14
3.3 HRM strategy ............................................................................................................................ 14
4. DIGITAL BUSINESS TRANSFORMATIONS OF P&G COMPANY ..............................................................15
3.1. What is digital business transformation? ................................................................................15
3.2 Digital transformations in Human Resource Management ......................................................15
3.2.1 Definition ...................................................................................................................... 15
3.2.2 Digital transformations in Human Resource Management of P&G Company ............. 16
5. A PROPOSAL OF THE TALENT ACQUISITION STRATEGY CONSISTING OF EMPLOYER BRANDING,
RECRUITMENT AND SELECTION, AND ONBROADING. ............................................................................ 18
5.1 Employer brand ........................................................................................................................ 18
5.1.1Definition ....................................................................................................................... 18
5.1.2 P&G Policies .................................................................................................................. 19
5.2 Recruitment and selection ........................................................................................................19
5.2.1 Definition ...................................................................................................................... 19
5.2.2 P&G Policies .................................................................................................................. 20
5.3 Onbroading ............................................................................................................................... 20
5.3.1 Definition ...................................................................................................................... 20
5.4 A proposal for the talent acquisition strategy ..........................................................................20
6. CONCLUSION ....................................................................................................................................... 21
REFERENCE LIST ....................................................................................................................................... 21

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1. INTRODUCTION
In the age of digital transformation and technological innovation, companies are always looking
for talent to make work more efficient thanks to innovations in working habits with technology.
Therefore, as a human resources manager, my primary responsibility is to help P&G create a
plan to attract talent for the business. Based on the information, plans and strategies that have
been given before, my job is also to analyze and plan a new proposal to attract talent, especially
through Employer branding, Recruitment and selection and Onbroading.

2. THE PROCTER & GAMBLE COMPANY (P&G)

2.1 About P&G
Known as a world leader in the manufacturing of consumer goods, P&G is a giant multinational
corporation headquartered in Cincinnati. Founded in 1837 by William Procter, a candle maker,
and James Gamble, a soapmaker. Famous P&G includes many famous brands such as Crest,
Charmin, Tide, Oral-B, Bounty, Febreze, Downy.... In 2014, P&G abandoned about 100 of its
brands to focus on 65 remaining brands. back and make 95% of the profits. Currently, P&G is
aiming to be a leader in the field of consumer goods and environmental friendliness. In 2020,
P&G announced plans to make its operations climate-neutral by 2030, expanding on its previous
goal of halving emissions over the next 10 years.

(Source: P&G website, 2022.)

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With a diversity in brands and products, here are 10 focused P&G categories for consumer
goods, health care, beauty,...

(Source: P&G website, 2022.)

2.2 Vision and mission statement of P&G Company

2.2.1 Vision statement of P&G Company

Procter & Gamble’s vision statement is “Be, and be recognized as, the best consumer products
and services company in the world.

The term "best" characterizes what the company wants to achieve in the global consumer goods
market in this Vision statement, show how Procter & Gamble Company rates its position with
other companies in the same business segment. Besides, this statement pointed out the
potentials of enterprises in the business market. This statement is evident in three different
points:

 Be the best consumer products and services company.

 Be recognized as the best consumer products and services company.
 Global market operations.

The first characteristic stated in the vision statement is market leadership in the consumer
goods industry. Although the criteria to determine the best position in the market are not
specified, it can be said that the quality of products and services along with a responsible
attitude to customers are important criteria to achieve above criteria. The second feature of
P&G's vision is recognition, given the stated criteria and strategic objectives related to marketing
and promotion activities. Finally, businesses focus on exploiting the market on a global scale,
reaching out to the majority of countries in the world. Thanks to a substantial amount of market

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share in many markets, Procter & Gamble has fulfilled this part of the company's vision and is
continuing to expand.

2.2.2 Mission statement of P&G Company

Procter & Gamble’s mission statement is “We will provide branded products and services of
superior quality and value that improve the lives of the world’s consumers, now and for
generations to come. As a result, consumers will reward us with leadership sales, profit and
value creation, allowing our people, our shareholders and the communities in which we live
and work to prosper.”

The superiority in quality and value is brought to the forefront, among other outstanding factors,
is a detailed factor affecting the strategic direction of Procter & Gamble. The company mission
statement is expressed in the following four characteristics:

 Branded products and services of superior quality and value.

 Improve the lives of the world’s consumers, now and for generations to come.
 Leadership sales, profit and value creation.
 Prosperity of people, shareholders and communities.

Based on its beloved mission statement, the Procter & Gamble Company must ensure the
outstanding quality and value of its products by continuing to enhance the company's products
to maintain superior quality and value. . For example, Procter & Gamble must always innovate
and ensure adequate investment in R&D for product development as an intensive growth
strategy (Read: Procter & Gamble General Strategy & Intensive Growth Strategy) . The second
feature is to improve the living standards for consumers by overcoming difficulties and
challenges of consumers. The third characteristic of the corporate mission refers to the business
performance, especially the financial performance of Procter & Gamble. The last thing in the
statement is to combine success to develop the well-being of stakeholders and is seen as one of
the corporate social responsibilities.

2.3 P&G objectives and strategy aims

2.3.1 Objectives
P&G's objectives unite under a common goal of improving consumers' lives in small but
meaningful ways that inspire everyone at P&G to make a positive contribution every day. By
providing branded products and services of exceptional quality and value that improve the lives
of consumers worldwide, now and in the future. Consumers will reward us with leading sales,
profits and value creation, allowing our people, our shareholders and the communities in which
we live and work to thrive.

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2.3.2 Strategy aims

(Source: PGinvestor, 2022)

To focus on achieving its goals, P&G focuses on developing the latest brands and products that
match the needs of users. This puts P&G ahead of its competitors by not only diversifying, but
also providing an excellent product quality. The business strategy has been shown clearly
according to the above report.

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3. HOW INDUSTRIAL CHARACTERISTICS, BUSINESS
OBJECTIVES AND HRM STRATEGY ARE REALATED TO
3.1 Industrial characteristics of P&G

As businesses operating in the FMCG industry, P&G also includes the following industry
characteristics:

 Essential items with low prices

 Large sales volume, low profit per product

 Wide distribution network

 Fierce competition among manufacturers

 The FMCG industry has undergone many changes at this age

3.2 P&G objectives

As mentioned before, the goal of the business is to become a leader in the field of consumer
goods. Besides, creating values for customers by improving lives through products, prosperous
values for both partners.

3.3 HRM strategy

As a leading company, P&G always prioritizes selecting geniuses for its business. Despite
receiving millions of job applications each year, only 1% of them are selected. Human resource

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management strategy lies not only in recruiting new high-quality human resources but also in
training and supervision. Employees will continue to be trained at different levels to advance.

With the changes of the FMCG industry in the use of technology in production and innovation,
prioritizing the selection of candidates with the ability and good application of technology helps
to create more productivity. Besides, they need creative candidates to be able to come up with
ideas for improvement and launch new products for fierce competition with many other
businesses.

The strong growth of e-commerce is also a big change in the FMGC industry. P&G staff will be
trained to come up with effective marketing strategies in addition to traditional sales.

4. DIGITAL BUSINESS TRANSFORMATIONS OF P&G

COMPANY
3.1. What is digital business transformation?
Digital business transformation is the process of harnessing and integrating digital technology
into all areas of a business, fundamentally changing the way it operates and delivers value to
customers. It's also a cultural shift that requires organizations to constantly challenge the status
quo, experiment, and be comfortable with failure.

3.2 Digital transformations in Human Resource Management

3.2.1 Definition
As with many other parts of an organization, the digital transformation of HR is essential in an
age where technological disruption is the norm. This process is the technicalization of human
resources in the direction of automation and dataization.

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3.2.2 Digital transformations in Human Resource Management of P&G
Company
In recruitment:
The Recruitment Process of P&G Company

(Source: P&G Careers, 2022)

 Recruitment information:

As many other companies, the use of online platforms or social networks in posting recruitment
information become more common, especially since the covid-19 pandemic. Currently, many
platforms post recruitment information and candidates can apply easily, one of them is the big
platforms such as Topcv, Indeed, Linkedin,

etc.

Some social networking sites such as Facebook are also used for finding candidates easily

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In addition, candidates can also easily find recruitment information on the company's official
website. Based on AI, suitable applications will be easily selected and continue to the next stage.

 Assessment:

The assessment is done online by a specially designed and extremely convenient website.
Compared with traditional methods, this is an effective solution for businesses. Thanks to
supporting tools like translation and filtering, this becomes easier and more efficient than ever.

(Source: PGcareers, 2022.)

 Interview:

Since the covid 19 epidemic, the convenience of online communication tools such as zoom has
been widely applied even in recruitment. Instead of online interviews, this helps reduce travel
time, and save money on appointment costs while ensuring efficiency and authenticity.

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(Source: PGcareers, 2022.)

P&G's hiring process has changed from traditional methods to digital. This saves costs and
time but still ensures efficiency and authenticity for businesses.

In training:

According to a CIO article published by Thor in September 2022, P&G has partnered with
Microsoft for a digital transformation. This affects all areas of the company and also in human
resource training. Online training forms become popular in many forms such as learning via
video, online training sessions via zoom, etc. In an interview with Robert McDonald, P&G's chief
operating officer, they changed their hiring and training criteria when choosing to build a digital
workforce with data analytics skills. In the same interview, Robert McDonald said: "We have
established a baseline digital-skills inventory that's tailored to every level of advancement in the
organization. We have a training facility to make sure that if you're in a particular area , you're
competent on the systems for that area."

5. A PROPOSAL OF THE TALENT ACQUISITION

STRATEGY CONSISTING OF EMPLOYER BRANDING,
RECRUITMENT AND SELECTION, AND ONBROADING.
5.1 Employer brand

5.1.1Definition
Similar to corporate branding, employer branding is the perception of the human resources
market to the company as the employer. Unlike business, what you exchange is policies and
values for employees in exchange for experience, talent, and labor. In the same way as business
branding, employer branding can be a way of marketing jobs within a company to those looking.
It is common that employee introduce the different and unique things of the business in order
to attract candidates and show them that the working environment in there is best.

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5.1.2 P&G Policies

(Source: Humanresourcesonline, 2022.)

5.2 Recruitment and selection

5.2.1 Definition

(Source: empxtrack, 2013.)

These are the two required pieces of the puzzle when the recruitment process and the
attraction of qualified candidates are necessary and the selection process is about identifying
and selecting from among many suitable candidates.

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5.2.2 P&G Policies
P&G's hiring process is described above. To know more about P&G's criteria, we see that they
select top talent through rigorous and thorough tests. P&G has a very efficient recruitment and
selection process. With a large number of applicants applying and limited positions, they value
talented and competent individuals purely on the basis of merit.

5.3 Onbroading

5.3.1 Definition

(Source: Getguru, n.d.)

Employee onboarding is the process of orienting and helping new employees acclimate to their
working environment. This helps them feel more confident in their role.

Typically, this process will combine orientation (introducing employees to the company and
their job responsibilities), training (teaching employees the skills needed to do their jobs), and
socialization (helps employees connect with their fellow workers and adjust to company culture)

The purpose of this process is to help new employees integrate into the work environment,
while creating satisfaction and retention.

5.4 A proposal for the talent acquisition strategy

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Employer branding  Use word of mouth strategy to build employer brand
by creating a comfortable working environment for
current employees.

 Do charity with the company's products to both build a

brand and build an image for the community.

 Hire KOLs, with engaging content to post on social

networking sites.

Recruitment and  Each country market is different, it is advisable to

selection organize a preliminary recruitment examination in
many places to ensure that no geniuses are missed.

 Partner with top universities to hunt and select the

best students.

 Not only focus on choosing people with long

experience, but also need to choose young people who
have less experience but are creative and passionate.

Onbroading  Give welcome gifts to new employees.

 Let the training be comfortable on the first days.

 Create introductory videos about each department,

about company culture

6. CONCLUSION
In this report, there are analysis of the basic knowledge in human resource management and
put them in relation to the company. This analysis is based on aspects of P&G's recruitment, the
company's essential information in human resource management on factors of recruitment,
management and training. Based on the information about the company and the strategies used
in the past to evaluate and evaluate. At the same time, based on the changes of life, new
measures and strategies are proposed to attract talented human resources for the company.

REFERENCE LIST
Contributor, W.by (no date) Winning secrets: 'the best people build the best brands' is P&G's
driving force behind its Wellness & Talent Strategies, Remnant. Available at:
https://www.humanresourcesonline.net/winning-secrets-the-best-people-build-the-best-
brands-is-p-g-driving-force-behind-its-wellness-talent-strategies (Accessed: October 13,
2022).

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Gartner_Inc (no date) Definition of Digital Business Transformation - Gartner Information
Technology Glossary, Gartner. Available at: https://www.gartner.com/en/information-
technology/glossary/digital-business-transformation (Accessed: October 13, 2022).

Inside P&G's Digital Revolution (2017) McKinsey & Company. McKinsey & Company.
Available at: https://www.mckinsey.com/industries/consumer-packaged-goods/our-
insights/inside-p-and-ampgs-digital-revolution (Accessed: October 13, 2022).

Ltd, A.A. (2022) Human Resource Management at P and G Business Essay, UK Essays. UK
Essays. Available at: https://www.ukessays.com/essays/business/human-resource-
management-at-p-and-g-business-essay.php (Accessed: October 13, 2022).

P&G hiring process: From application to Job Offer: P&G Careers (no date) Jobs at Procter and
Gamble - internships, vacancies and careers. Available at:
https://www.pgcareers.com/hiring-process (Accessed: October 13, 2022).

Procter & Gamble (2020) Purpose, values & principles, P&G purpose, values and principles.
Procter & Gamble. Available at: https://us.pg.com/policies-and-practices/purpose-values-
and-principles/#:~:text=work%20every%20day.-
,OUR%20PURPOSE,and%20for%20generations%20to%20come. (Accessed: October 13,
2022).

The Procter & Gamble Business Strategy (no date) Bartleby. Available at:
https://www.bartleby.com/essay/The-Procter-Gamble-Business-Strategy-
F395MUQXGK8X#:~:text=The%20Procter%20%26%20Gamble%20business%20strategy
%20is%20to%20focus%20on%20creating,from%20many%20of%20its%20competitors.
(Accessed: October 13, 2022).

Recruitment and selection (no date) Researchomatic. Available at:

https://www.researchomatic.com/recruitment-and-selection-178144.html (Accessed:
October 13, 2022).

Smithson, N. (2017) Procter & Gamble Co.'s Mission Statement & Vision statement: An analysis,
Panmore Institute. Available at: https://panmore.com/procter-gamble-mission-statement-
vision-statement-analysis (Accessed: October 13, 2022).

Smithson, N. (2017) Procter & Gamble Co.'s Mission Statement & Vision statement: An analysis,
Panmore Institute. Available at: https://panmore.com/procter-gamble-mission-statement-
vision-statement-analysis (Accessed: October 13, 2022).

Staff, F. (2022) Procter & Gamble Company profile, Fortune. Fortune. Available at:
https://fortune.com/company/procter-
gamble/#:~:text=Procter%20%26%20Gamble%20is%20an%20American,and%20James%2
0Gamble%2C%20a%20soapmaker. (Accessed: October 13, 2022).

Trang chu (no date) https://viecmarketing24.com/. Available at:

https://viecmarketing24.com/fmcg-la-gi-
vmkt42.html#:~:text=%C4%90%E1%BA%B7c%20%C4%91i%E1%BB%83m%20c%E1
%BB%A7a%20ng%C3%A0nh%20n%C3%A0y,th%E1%BB%A5%20l%C3%A0%20v%C
3%B4%20c%C3%B9ng%20l%E1%BB%9Bn. (Accessed: October 13, 2022).

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Verlinden, N. (2021) HR digital transformation: The 6 stages of successful HR transformation,
AIHR. Available at: https://www.aihr.com/blog/guide-hr-digital-transformation-hr-
transformation/ (Accessed: October 13, 2022).

What is Digital Transformation? (no date) The Enterprisers Project. Available at:
https://enterprisersproject.com/what-is-digital-transformation (Accessed: October 13, 2022).

What is employer branding and how it can grow your business? (no date) What Is Employer
Branding and How It Can Grow Your Business? Available at:
https://www.linkedin.com/business/talent/blog/talent-acquisition/employer-branding
(Accessed: October 13, 2022).

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