Global HRM at Colgate-Palmolive Co.
HRM and Colgate-Palmolive
Colgate-Palmolive is a $6 billion a year personal products giant which earns two-thirds of its revenues outside the United States. In the early 1980's Colgate realized that if it were to be successful in the rapidly changing international business environment, it would have to develop a more transnational orientation. Colgate wanted to become transnational and develop an international cadre of executive managers. In 1987, the Human Resources Division had to develop a plan to recruit college graduates and put them through an intensive international training program. The typical recruit holds an MBA from a United States university, speaks at least one foreign language, has lived outside the US, and has strong computer skills with business experience.
Training Program
As part of Colgate's global team, one can experience:
·Global career opportunities
·Personal and professional growth
·Challenging and exciting work
·Being a part of a dedicated and innovative team
·Outstanding rewards and recognition
Colgate provides challenging and rewarding careers for those interested in a truly global opportunity. The company seeks for people who:
·Are team players
·Have the drive and determination to achieve aggressive business objectives
·Have the ability to motivate, develop, and empower others
·Respect all people and value their differences
·Want to surround themselves with top quality people
·Would like to share in our success
·Want to be part of the best truly global consumer products company
The recruits spend 24 months in a US program, learning global business development secrets of Colgate toothpaste, compiling a guide for introducing a new product or revamping an existing one in various national markets. They also receive additional language instruction and take international business trips. As soon as the program is completed, participants become associate program managers in the United States or abroad. Unlike most US companies,
Colgate-Palmolive is a $6 billion a year personal products giant which earns two-thirds of its revenues outside the United States. In the early 1980's Colgate realized that if it were to be successful in the rapidly changing international business environment, it would have to develop a more transnational orientation. Colgate wanted to become transnational and develop an international cadre of executive managers. In 1987, the Human Resources Division had to develop a plan to recruit college graduates and put them through an intensive international training program. The typical recruit holds an MBA from a United States university, speaks at least one foreign language, has lived outside the US, and has strong computer skills with business experience.
Training Program
As part of Colgate's global team, one can experience:
·Global career opportunities
·Personal and professional growth
·Challenging and exciting work
·Being a part of a dedicated and innovative team
·Outstanding rewards and recognition
Colgate provides challenging and rewarding careers for those interested in a truly global opportunity. The company seeks for people who:
·Are team players
·Have the drive and determination to achieve aggressive business objectives
·Have the ability to motivate, develop, and empower others
·Respect all people and value their differences
·Want to surround themselves with top quality people
·Would like to share in our success
·Want to be part of the best truly global consumer products company
The recruits spend 24 months in a US program, learning global business development secrets of Colgate toothpaste, compiling a guide for introducing a new product or revamping an existing one in various national markets. They also receive additional language instruction and take international business trips. As soon as the program is completed, participants become associate program managers in the United States or abroad. Unlike most US companies,