Performance Management System (120 points) Create a presentation of an ideal performance management system (PMS) that you would implement as the human resources (HR) manager of an organization...

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Case Analysis of Proctor and Gamble (P&G)
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Contents
Introduction ................................................................................................................ 3
Organizational Strategy .............................................................................................. 3
Systems ..................................................................................................................... 5
Implementation Factors .............................................................................................. 7
Employee Development ............................................................................................. 9
References: .............................................................................................................. 13
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Introduction
Procter & Gamble Company (P&G) is an American customer goods Company with
its head office located within downtown Cincinnati, Ohio, United States (Oscar,
1981). The products offered by P&G take in pet foods, personal care products and
cleaning agents. Before the sale of Pringles to the Kellogg Corporation, its range of
product included beverages and food items. During the year 2012, P&G accounted
for around 83.68 billion dollars sales. Fortune magazine recognized P&G as being a
top spot on the list of "Worldwide Leading Corporations for Leaders" (P&G Corporate
Newsroom, 2013). Further, this particular paper attempts to analyse P&G from
different fronts.
Organizational Strategy
 Vision Statement
The vision of P&G is to be and be acknowledged as, the most excellent customer
services and products company worldwide (P&G, 2015).
 Mission Statement
Around two billion times every day, P&G
ands affect the lives of individuals
globally. The company’s people operate to ensure those
ands match their
assurance to make daily life some better (P&G, 2015).
The vision, mission and the primary stakeholders (including customers, employees,
creditors, stockholders and suppliers) of the company have a great impact on the
overall success of P&G. Firstly, having a clear and realistic vision as well as mission
statement helps the company to direct the efforts of all its employees towards a set
and definite aim (Berner, 2002). The employees working for the company are very
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well aware of where their efforts are directed and what needs to be achieved. This
helps the company to ensure high effectiveness and greater productivity. Moving
ahead, the contribution of all the stakeholders associated with P&G is quite
considerable in what the company has achieved today. Without cooperation and
support of the stakeholders’ long-term success and sustainability is not possible. The
impact of each stakeholder in company’s success is quite evident.
In order to maximize its competitiveness and profitability P&G might use various
strategies at both corporate as well as business strategies.
Corporate level strategies
The corporate level strategies that can be adopted by P&G include:
 Diversifying its product range and entering untapped markets.
 Building strategic alliances with other companies and
ands.
 Value-creating strategy to be an edge over the competitors through gaining
higher marketplace share.
 Spending good amount of resources and time to understand market trends
and customers preferences.
 Making sure suitable amount of resources are available at right time and at
ight place.
Business level strategies
The business level strategies that can be adopted by P&G include:
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 Integrating and coordinating unit operations so they follow organizational
approaches (attaining synergy).
 Building unique abilities and competitive benefit within every unit.
 Recognizing product or service-marketplace niches and building approaches
for competing in each.
 Administering service or product markets so that approaches satisfy the
equirements of the marketplace at the present phase of evolution
Systems
The main duty of HR (Human Resource) and line experts is to ensure that the work
environment and job go well together with the interest and skills of the employee
(Aschcraft and Kedrowicz, 2002). This enhances the level of performance and
commitment of the employees. Based on the elements of workplace commitment like
individual and organisational commitment, likely situations such as conflict,
optimisation and distress have appeared (Camp, 1993). The elements have also
highlighted some implications because of commitment such as the level of work
performance, motivation and satisfaction and lastly, organisational outcome
(Kandula, 2004).
Measuring Employees Performance
Employees’ performance can be measured by several different ways including:
 Punctuality: Employees who repeatedly reach late for work or are often
inattentive are unlikely to meet their performance objectives.
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 Quality of work: The well-timed completion of projects/tasks to the prefe
ed
standard is considered as being a key indicator...