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1、寶潔公司管理培訓和提拔制度Internal selection is a natural choice of enterprise personne 1.But in the Procter & Gamb1e Company globrand com, this nature has gone beyond a general, has become a significant form of Procter & Gamb1e of enterprise culture, is the core system of Procter & Gamble, and also an important2、 source of the competitive advantsge of Procter & gambleThe core of P & Gs personnel management is internal promotion system P & G Management (company management topics):Born in 1837, Procter & Gamble was originally only one of 18 candie and soap manufacturers in Ohio, Cincinnati, USA, and William, 3、the two founder Procter and James Gamble selects the first letter of their name in the form of this style, but PG. conservative and innovation company, after more than 170 years of time, successfully created a daily consumer goods industry of Procter & Gamb1e empire At present, Procter & Gamble has 4、nearly 150 thousand employees worldwide, with factories and subsidiaries in more than 80 countries, and its products are sold in more than 160 countries and regions. It is one of the largest daily-use consumer company in the wor1dIn 1988, Procter & Gamb 1 e set up its first joint venture in China 一 5、Guangzhou Procter & Gamble Co. , Ltd. in Guangzhou, and began its course of business development in china. China Procter & Gamble is one of the fastest growing regional markets for P & Gs global business At present, P & Gs sales in Greater China have ranked second in P & G，s global regional market, 6、with annual sales exceeding $two bill ion.In an annual survey of corporate reputation in Fortune magazine, global Procter & Gamb1e picked eleven of Quan Meishi，s most respected companies Among the eight conditions, P & G has performed well in terms of managing quality, attracting, developing and ret7、aining talent, and investing in the long term WhereJ s the password for P & Gs growth? Some of the answers from RichardDeupree, a former chairman of P & G, might have been able to find the answer RichardDeupree said: if you put money, and leave our factory brand, put our people away, our company wil8、l collapse, on the contrary, if you take the money, our factory and brand, leaving us, within ten years we will rebuild everythingThere is no doubt that talent is the most valuable treasure of Procter & gamb1eChoosing the right person: the foundation of human resource managementProcter & Gamble has 9、been the campus recruitment as the basis for human resource management to operate, which is determined by the P & G itself organizational development strategy. P & G pursues a human resource strategy based on internal training, promotion, and introduction, which is destined to focus on students on c10、ampusPaying attention to campus students, in fact, is concerned with human potentia1. The core value of P & Gs view has five: leadership, trust, master spirit, honest and positive winStarting with the selection, P & G pays attention to comparing candidates， potential in these areas and whether the c11、urrent situation is consistent with the company，s expectations and needs.In Procter & Gamble, graduating students in the next session, although they each have their own characteristics, different personalities, but they want DNA to Procter & Gamb 1 e can inherit the enterprise culture - to realize t12、he tenet of the company, and in the principle of work, work style and the company consistent As a result, companies choose from the campus the five core values of talent to enter and cultivate the comp an y. P & G thinks its good to train such talent:First, a strong sense of cultural identity Just g13、raduated from the school began to cultivate the talents more easily identification with company culture, because they like a piece of paper, strong plasticity, regulate the behavior of enterprises are more receptive to ideas and standards; and the introduction of talent from the outside, has formed 14、the concept and mode of behavior may be related to the company are not consistent, these transformation it is very difficult to.Second, P & Gs market advantage, in addition to the pull of product brand advantage, but also in the terminal service advantage, which more needs to transform the cultural 15、concept of enterprise into conscious, standardized and professional behavior of employees,To provide customers with consistent, standardized and standardized servicesRecruitment of this link in P & Gs human resources work occupies a very important component Procter & Gamble，s former chief executive 16、once said, within the company, he ca.n，t see anything more important than hiring In the United States, he may even attend some important interviews in person if time permits It can be said that the recruitment is the starting point of human resource work, if the starting point of the quality is not 17、high, then not only many subsequent training will be less effective, but also affects the implementation of the decisions of the company.On-the-job training is the best trainingA strong and effective training system is one of the most important support for employees to become qualified P & G peopleP18、 & G s training system is well known in the industry. At the US headquarters, Procter & Gamb1e has established training colleges In China, there are also special training schools The company maximizes its potential by providing individual employees with unique training programs and highly targeted p19、ersonal development programsAt P & G, the core training is not classroom training, but most of them are explicitly appointed direct managers, who train subordinates and help each other P & G believes that career is only a core part of the personal development of employees, not all. Personal developm20、ent is the most important Guidance to achieve, not only between the employee and supervisor to assist or mentoring relationship, our values require full respect for every employee, can share their achievements with the boss, you can count to the boss about their confusion. Procter & Gamb1e China com21、pany HR manager CissyZhou said.By using the method of P & G rarely during the probationary period, and that the employment contract of employees like a piece of paper, each other should enter into the role as soon as possible, for identity Therefore, in addition to the one to one counseling, P & G h22、as also implemented the early responsibilityz，system, that is, from the first day of joining the company, let new people begin to assume the real responsibility and quickly enter the state Procter & Gamble believes that early responsibility will allow new people to gain valuable practical experience23、 and grow fasterThe whole process is one of the characteristics of P & G training Employees will move through the whole process of career development from the day when they move to Procter & Gamble，s gate This full program training will help employees to constantly improve their quality and ability 24、while adapting to the needs of their work Procter & Gamble，s internal web site is always ahead of six months to a year on some training notice, from the most basic office file, use of language training in how to improve your level of business, as long as a good call in advance and boss, arrange the 25、work at hand, can be continuously off-site for several days; and his boss and colleagues will not have any objection, because he went to training In Procter & Gamb1e Company, to participate in training is also part of the workIn terms of training spending, P & G has been not stint costs” What exactl26、y is the correlation coefficient between input and output of training? This may be Goldbachs guess in the training world But one thing is certain, the ultimate goal of P & G training is employees have a good attitude, have the necessary and sufficient knowledge, skills, and achieve excellent busines27、s results Each year, Procter & Gamb 1 e will according to the needs of the business, compared to now employees skills, understand employees are the main skill or ability gap, according to the gap contact the appropriate resources, provide training, and ultimately reduce or eliminate the gap, to achi28、eve business objectivesIn the training system, P & G provides training in accordance with the five principles:1, all training is to improve work performance;2, training is not a reward, nor is it a sign of poor work, but only to help employees continue to progress in a way;3, training methods and co29、ntent with the times;4, training mainly by P & G employees to teach;5, not according to the performance of staff in the training course, evaluate the work ability of the staffIn training, Procter & Gamb 1 e uses a combination of training, including in-service training, classroom training, online tra30、ining, distance training.P & G believes that daily operations are the source of learning and training, and on-the-job training is the best training Employees，ability to solve problems, set orders, take action, track quality, and lead and cooperate can be improved through on-the-job trainingInternal 31、promotion: the core of the employment systemP & G is one of the few companies that adopt an internal promotion system As early as 30 years from the establishment of the company in 1837 to 1867, Procter & Gamble has spent a lot of time thinking and researching What can be done to keep employees here?32、 Their answer is, the key is to enable employees to have a strong sense of belonging to the enterprise, so that the values of employees and enterprise values coincide, and the internal selection system is very conducive to the realization of these two goals In the early days of entrepreneur ship, th33、e two founders of Christianity emphasized communication and emphasized the commitment of employees, which enabled them to win the trust of employees and win the time to establish an internal selection systemP & Gs hiring strategy is in-house, which is a very expensive strategy. For example, if Chine34、se District vacate a position as director of Procter & Gamble, will look at themselves in the Chinese deputy director there is no more appropriate, if not suitable, will consider the introduction of a director from Procter & Gamb1e than other companies, in fact this please headhunting company in the35、 local market to help you recruit a director much more, because foreign employees wages are relatively high However, Procter & Gamble has always adhered to this effective way.All CEO are from Procter & Gamble into the company when a manager started, they are familiar with the Procter & Gamble produc36、ts, is also familiar with the operating mechanism of Procter & Gamble, more importantly, their culture has one hundred percent P & Gs loyalty They grew up with P & G, and this sense of pride and sense of ownership could keep the company strong From an organizational culture point of view, if too man37、y airborne entry, the organization will have to pay higher costs in cultural integration. A typical of the current CEO reavley is Procter & Gamb1e internal promotion, since 1977 he joined Harvard University MBA after graduating from the brand, Procter & Gamble, assistant brand manager, general manag38、er of the company until now the positionIn order to realize the internal promotion system, there must be some premise: one is the company hired personnel must have the potential of development is two; they should be the values of identification with company; three is the occupation design company is39、 quite clear and full level: four is the company must establish the perfect training system, to enhance the company，s potential employees; five is the company，s promotion system must be transparentAs an international company, P & G has plenty of room for employees to map out their future career pros40、pects Whether he is a technical talent or a management talent, he will have enough room for future development For example, if you want to become a human resource manager, so, this is your occupation growth roadmap: first you will be a professional human resources management trainee, then you will b41、ecome an assistant manager in charge of training, employment or wages and welfare system Next, you will be responsible for the implementation of the company，s policy system, recruitment, etc as a professional manager of the human resources department Further, the overall management of you will serve42、 as branch manager of human resources department is responsible for the overall human resources system is a joint venture company, or is responsible for the development of human resources in a professional field and improvement of the system, such as wages and welfare system etc Finally, you 11 be t43、he manager of the human resources departmentIn Procter & Gamble, in addition to lawyers, doctors and other positions, almost all senior managers are from the new startMore than 95% of P & Gs management is trained by graduates of this yearIn the maintenance staffs sense of belonging, to stimulate the44、 enthusiasm of the staff, internal selection also can effectively avoid the external recruitment brought by company politics (different background in small group) increased the risk, is conducive to the maintenance of company culture pure, thereby reducing due to the company，s core values are caused45、 by the impact of risk management on company unrest theOf course, internal selection is easy to bring the consequences of high homogeneity of employees, resulting in the lack of fresh blood, and thus may affect the enterprise，s creativity In order to reduce these negative effects, Procter & Gamble v46、ery stressed extraversion, strengthen the external market research, strengthen cooperation with research institutions, suppliers, distributors, focusing on the introduction of external positive factors to actively resolve the internal selection system brings some unfavorable This is a step closer th47、an many companies that have chosen and stuck to their own featuresInternal selection is a natural choice of enterprise personne 1. But in Procter & Gamble, this nature has gone beyond the general, become a significant manifestation of P & Gs corporate culture, is the core of P & G employment system, but also an important source of P & Gs competitive advantage