E-Hr in P&G

Topics: Learning management system, Employment, Human resource management Pages: 9 (3301 words) Published: January 24, 2012
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 brand-building leader of the industry, being consistently ranked by leading retailers in industry surveys as a preferred supplier and generating $82.6 billion dollar of sales in 2011 alone. The HR department was also awarded the “2010 Asian Human Capital Award from Singapore's Minister for Manpower”, a highly recognized award in the industry.

Technology in HR Functions
Training & Development
Early 2000s
Being a global company that has hundred years of history, P&G owes its success partly to its large pool of capable and well-trained workforce. P&G trained its workforce on a regular basis. Since early 2000s, P&G sees the need to share product information and knowledge to its em-ployees quickly, while keeping its employees skilled and knowledgeable. P&G thus appointed Saba Learning Enterprise to develop an Internet-based learning system to be used by over 100,000 of its employees in over 70 countries . Through the collaboration with Saba Learning Enterprise, P&G were able to have a scalable system which featured various functions through its web compatibility. Powering the RapidLEARN initiative , Saba had helped P&G to consolidate multiple Learning Management Systems (LMSs) into one that improved the company’s global learning pace, thus reducing its costs greatly . New strategies and direction could be passed on to its employees with great consistency. Through the development of such integrated system, P&G was thus able to meet the needs of various business requirements. As a result of this, number of employees that utilized e-learning had increased from less than 5% to over 25% . It was estimated that such initiative had resulted in cost savings of around $14million after 5 years. In 2003, P&G moved on to engage BrightWave, UK e-learning developer, to transform its in-house presentation materials into an online training program, a 2-hour stand alone modular course, for its employees . Late 2000s

With the success of Saba since early 2000s, the system had...

References: Fast Company (1998). “The War For Talent”. Retrieved 22 December 2011 from http://www.fastcompany.com/online/16/mckinsey.html
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)
SABA Customer Overview (September 2001) “Procter & Gamble”
Training Press Releases (11 April 2003). “Procter & Gamble use BrightWave”. Retrieved 20 December 2011, from
Accenture (2009). “Helping Procter & Gamble strengthen a culture of high performance through its learning program”. Retrieved 21 December 2011, from
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