E-Hr in P&G
Introduction to Procter & Gamble
Procter & Gamble (P&G) is a multinational corporation that provides consumer products in the areas of pharmaceuticals, cleaning supplies, personal care, and pet supplies. The global consumer goods company was started by William Procter, an English candle maker & James Gamble, an Irish soap maker in 1837, and has been well established since then, ranking fifth place of the "World's Most Admired Companies” by Fortune Magazine . P&G constantly strives to provide branded products and services of superior quality and value that improves the lives of the world’s consumers , where P&G’s brands serve 4.4 billion people in more than 180 countries.
A High Performing Organization
Being a multinational corporation, P&G values its people as the company’s most important as-set and source of competitive advantage, and understands that its success greatly depends on the strength of the talent pipeline. The Human Resources department inevitably plays an im-portant role to the company, responsible in attracting the top talents, managing P&G talent globally to enable career development and growth across businesses and geographies and de-veloping leaders at P&G around the world in every business, in every region and at every level. In view of the fast technological advances, P&G continues to stay at the global frontline by in-corporating e-HR into its everyday processes such as selection, recruitment and training. The use of the Human Resources Information Systems (HRIS) was also able to increase administra-tive efficiency and produce reports that have the potential to improve decision making for managers. E-HR not only provided human resources departments with the opportunity to make information available and accessible to managers and employees, but was also able to improve the company’s overall efficiency and effectiveness.
With all its efforts over the years, P&G has been widely recognized as the industry’s global in-novation leader and
Procter & Gamble (P&G) is a multinational corporation that provides consumer products in the areas of pharmaceuticals, cleaning supplies, personal care, and pet supplies. The global consumer goods company was started by William Procter, an English candle maker & James Gamble, an Irish soap maker in 1837, and has been well established since then, ranking fifth place of the "World's Most Admired Companies” by Fortune Magazine . P&G constantly strives to provide branded products and services of superior quality and value that improves the lives of the world’s consumers , where P&G’s brands serve 4.4 billion people in more than 180 countries.
A High Performing Organization
Being a multinational corporation, P&G values its people as the company’s most important as-set and source of competitive advantage, and understands that its success greatly depends on the strength of the talent pipeline. The Human Resources department inevitably plays an im-portant role to the company, responsible in attracting the top talents, managing P&G talent globally to enable career development and growth across businesses and geographies and de-veloping leaders at P&G around the world in every business, in every region and at every level. In view of the fast technological advances, P&G continues to stay at the global frontline by in-corporating e-HR into its everyday processes such as selection, recruitment and training. The use of the Human Resources Information Systems (HRIS) was also able to increase administra-tive efficiency and produce reports that have the potential to improve decision making for managers. E-HR not only provided human resources departments with the opportunity to make information available and accessible to managers and employees, but was also able to improve the company’s overall efficiency and effectiveness.
With all its efforts over the years, P&G has been widely recognized as the industry’s global in-novation leader and
References: Fast Company (1998). “The War For Talent”. Retrieved 22 December 2011 from http://www.fastcompany.com/online/16/mckinsey.html Mark McKinsey & Company (2001). “The War For Talent”. Retrieved 22 December 2011 from http://autoassembly.mckinsey.com/html/downloads/articles/War_For_Talent.pdf CNN Money (2011) http://unpan1.un.org/intradoc/groups/public/documents/APCITY/UNPAN011272.pdf SABA Customer Overview (September 2001) “Procter & Gamble” Training Press Releases (11 April 2003). “Procter & Gamble use BrightWave”. Retrieved 20 December 2011, from http://www.trainingpressreleases.com/news/brightwave/2003/procter-gamble-use-brightwave Accenture (2009). “Helping Procter & Gamble strengthen a culture of high performance through its learning program”. Retrieved 21 December 2011, from http://www.accenture.com/SiteCollectionDocuments/PDF/Accenture_CGS_Procter_and_Gamble_Learning.pdf#zoom=50