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PEARSON BTEC HIGHER NATIONAL DIPLOMA IN BUSINESS (RQF)

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Contents
HRM:...........................................................................................................................................................1
 Purpose of HRM:.....................................................................................................................................1
Three main areas of HRM........................................................................................................................1
Workforce Planning Importance in an Organization:..................................................................................1
Strengths and Weaknesses of different approaches:..................................................................................2
Workforce Planning:................................................................................................................................2
Recruitment and Selection:.....................................................................................................................2
Development and Training:.....................................................................................................................2
Performance Management and Reward Systems:..................................................................................2
Functions of HRM used by P&G:..................................................................................................................3
Job Structuring and Definition:................................................................................................................3
Job Description:.......................................................................................................................................3
Job Specifications:...................................................................................................................................3
Job Standards:.........................................................................................................................................3
Selection:.................................................................................................................................................3
Retaining Employees:..............................................................................................................................3
Selection Methods:..................................................................................................................................4
Selection Sources:....................................................................................................................................4
Employee Training:..................................................................................................................................4
Benefits of different HRM practices for both the employer and the employee:.........................................4
Effects of Different Practices on Profit and Efficiency:.................................................................................5
HRM Practices Used at P&G to Increase Productivity:.................................................................................5
Importance of Employee Relations in Respect to Influencing HRM decision-making:.................................7
Employee-related policies at P&G:..............................................................................................................7
Equal Employment Opportunity:.............................................................................................................7
Diversity at Workplace:...........................................................................................................................7
Sexual Harassment:.................................................................................................................................7
Working Time:.........................................................................................................................................8
Wages and Remuneration:......................................................................................................................8
Employee Wellness and Welfare:............................................................................................................8
Job Specification:.........................................................................................................................................8
C.V to apply for the job of Marketing Manager at P&G:..............................................................................9
Documentation of Preparatory Notes for Interview:.................................................................................10
Job Offer Letter:.........................................................................................................................................10
How the Above Practices can Help P&G in Recruitment:..........................................................................11
 Task 1

HRM:
HRM stands for Human Resource Management and is the process which includes some methods which
are implied directly on the employees of a company such as selecting, training, recruiting, performance
evaluation, employee safety, orientations, etc. But often, HR is seen as a department which hires and
fires an employee. This is however not correct as HR is a vast field.

Purpose of HRM:
This is a fundamental part of an organization as a good HRM affects the production of a company. With
a good HRM, there is always harmony in an organization which leads to more production. The
employees also get a sense of security if they know that they are being looked after in a good manner.
This is necessary as without HRM, the order of an organization would be disturbed and the company can
not succeed. The HR department’s main focus is always hiring the right man for the right job. The HR
department has different aims and objectives which they set to improve the production of the
organization and at the same time, not over burdening the people that are working to make the
organization better.

Three main areas of HRM

The roles and responsibilities of HRM depends upon 3 major areas, Staffing, Employee Compensation
and benefits, and defining/designing work. These aspects are most unlikely to change despite the fact
that we are in a world which is evolving at a pace which is impressively fast. But the main focus areas of
HRM are similar as to they were before. One of the most prominent purpose of HRM is to increase the
productivity of a business by managing the working environment in such a way that every employee is
happy with it and that leads to the employees giving their best for the company’s growth[ CITATION
inc20 \l 1033 ].

Workforce Planning Importance in an Organization:

Workforce is a term used to identify the employees or staff that is working for a company or an
organization. In workforce planning, the manager has the duty to employ people of certain skillsets
which can be beneficial for the company. The HR manager has to be sure about what impact would an
individual put on the company in the long run. After the appointing is done, the workforce of a company
is ready. Now the duty of the HR manager is to guide them and manage their working hours and monitor
their performance. The workforce planning can be very beneficial for a company as it ensures
productivity because only those who are talented enough for a specific job are selected.

Strengths and Weaknesses of different approaches:

Workforce Planning:
The strengths of Workforce planning are that by using these methods, the capabilities of
internal staff are also monitored and sometimes, companies hire people internally if they qualify
for the post. But the weakness of this is that it is time consuming to evaluate the internal as well
as external people who qualify for the job. And sometimes, mistakes can be made and they are
somewhat irreversible.

Recruitment and Selection:

This is a process in which new talent is recruited or the people already working in an
organization are selected for a new post. The advantages are basically similar to the workforce
planning that this brings opportunity for the business to find and recruit new talent but first of
all this is time consuming and is a bit expensive too because the processes after selection such
as orientations are costly.

Development and Training:

The process in which the newly hired members of an organization are introduced to the
organization’s policies and the nature of the job as well as trained to do the job properly is
called Development and Training. The benefit of this is that the newly appointed individuals are
trained and educated properly before starting the actual job which is beneficial for the people as
well as organization but the drawback is that training requires time of the organization and
another drawback is that many people resign after being introduced to the job because some
companies don’t reveal the true job description beforehand.

Performance Management and Reward Systems:

This is the branch of HRM in which the performance of the employees is evaluated and
measured continuously according to the strategic goals of the organization. With the help of this
system, employees are motivated to perform better because progress is always rewarded in this
system and the overall working environment of an organization becomes more competent. But
the drawbacks are that sometimes this system is unfair because of wrong information or
favoritism and the employee turnover increases which is not healthy for an organization.
Functions of HRM used by P&G:
Job Structuring and Definition:
This function starts when there is a need of an employee in any department. The HR department then
studies the job and starts the recruitment process for that specific job.

Job Description:
Procter and Gamble has this in their priorities that the candidate should be well aware of the nature and
scope of the job which he is choosing for himself. Job descriptions can be designed beforehand or at the
time of employment. However, P&G prepares the JD in the presence of the HR manager and the
employee himself.

Job Specifications:
Job specification in P&G is referred to as benchmark and all the resumes are compared to that. Job
specification is basically the amount of skills and experience or education required for a particular post.

Job Standards:
This is the benchmark which is set to measure the performance of employees. P&G are always
increasing the standards and at the same time, motivating the employees so the increasing standards
are always met at P&G.

Selection:
At P&G, this process is performed in two branches, one is the Management Employee selection for
which a test known as Global Problem-Solving Test or GPST test. And the other branch includes the
technicians and assistants who are selected on the basis of the Q&T tests. P&G has different selection
processes which include Application, Assessment, Initial Interview and Final Interview. P&G inducts their
employees through the internship programs as well. The interns go through two evaluations, mid-term
and final evaluation. In mid-term, the strengths and weaknesses are assessed and in the final evaluation,
it is assessed whether they are viable for hiring or not.

Retaining Employees:
The HR team at P&G hires employees selectively and they regularly assess the requirements of the
organization. The organization always focuses on retaining the employees and they hire sufficient
people to work with and then they work hard to retain them by occasionally giving them opportunities
and benefits.
Selection Methods:
In order to be hired at P&G, a candidate must clear all the selection processes. These include; Written
test, Online evaluation, Screening interview and panel interview.

Selection Sources:
The first priority of P&G is always internal hiring because it is less costly and the candidate is already
familiar with the overall environment of the organization. This is done when there is a vacancy, the
current employees are scanned for their abilities and if they qualify, they are hired. But in case if the
employees are not suitable, only then the organization considers external candidates. Another way of
being selected in P&G is through walk-in interviews.

Employee Training:
P&G pays major attention to the training and development of their employees’ skills, not only technical
but communication skills and efficiency. They train their employees in such a way that they can solve
many problems easily. They teach them vast variety of concepts which can be used to face different
scenarios that occur in the organization[CITATION UKE18 \l 1033 ].

Task 2

Benefits of different HRM practices for both the employer and the
employee:
There are many HRM policies, some of them favor the organization and some of them favor the
employees working for that organization. Policies like eliminating the pay gap between male and female
employees are a very big incentive for females and at the same time its healthy for the organization as
well because happy employees are always more efficient. Policies against harassment are also healthy
for the employees and the organization as a harassment-free organization would be better at retaining
employees and decreasing employee turnover and at the same time the workers will be more confident
and comfortable. Organization in which things like better production and working overtime is awarded
always tops the others because it motivates the employees to wok more efficiently. And lastly the
organizations in which there is overall equality and zero nepotism are always a priority for people
looking for jobs because they would know that merit system is always followed instead of nepotism in
which the worthy gets neglected.
Effects of Different Practices on Profit and Efficiency:
A good HR in an organization is among the most impactful resources that an organization can have in its
arsenal. As HR department handles everything related to the workforce, it ensures that every worker is
giving his best to the organization. So, to ensure this, the HR department designs such a workforce
which is never overburdened but at the same time, productive as well. An aspect as simple as the overall
ambience of the working area can also play a key role in the productivity and efficiency of the
organization. The HR department can boost the efficiency of the organization by providing the best
working environment to its employees. Another way of boosting the overall performance is to hire only
those who are the best fit for the job. This is done by putting the fresh candidates to several tests, not
only technical but, mental as well like, problem solving. Next comes the onboarding, this plays a key role
as training the employees perfectly before giving them tasks is healthy for the employees as well as the
organization because a well-trained individual performs to the top level. After making sure that the
employees are satisfied, several steps are taken to make sure that the turnover is reduced to a minimum
because the more the turnover, the lesser the productivity. Companies make sure that the turnover is
reduced by giving employees incentives and listening to their problems. Another enemy of productivity
is when an angry employee takes legal action against the organization. This is both time consuming and
expensive so the HR department makes sure that the environment is free from anything that may cause
this to happen. The main cause of lawsuits is harassment or bullying which is very common in
organizations but a good HR can always minimize these aspects and make sure that the company runs
without any flaws[ CITATION Rei16 \l 1033 ].

HRM Practices Used at P&G to Increase Productivity:

At P&G HRM is one of the three pillars of their values. P&G has a Global HRM structure rather than a
local structure. The HRM at P&G is independent and is divided into 10 parts, each part focuses on a
single policy or practice and these parts are international which plays a vital role in keeping the HRM
structure uniform in all the countries in which P&G operates. There are 4 basic processes which are
further divided into parts used in P&G. they are; HR Planning, Recruitment and Selection, Training and
Development and Performance Management and Reward. The reason of P&G’s success is that they are
always hiring those people who have innovative minds and are always eager to create. Their minds work
in a way that they are always thinking and inventing new stuff. The selection team always look for those
who can work in a team and people who have leadership and management qualities as well as risk
management skills.
The human resource planning activity at P&G is always about looking for any loopholes which can cause
a problem in the future so they correct those before they cause a problem. The HR planning activity
consists of three sub activities; HR Requirement, Forecasting of Future States and Developing Plans of
Actions. This part of HR at P&G is important as it is necessary to have the right people working at the
right part of the organization so they focus on job rotation a lot. This is done to exploit the qualities of
individuals. At P&G there are a lot of internal vacancies which help in finding the best fit for the job.
External vacancies are of equal importance as new talent brings new ideas to the organization and for an
organization which is always innovating, this combination of HRM techniques helps P&G to grow.

The Recruiting and Selection process of P&G’s HRM is necessary for the company to find and enroll new
talent as well as finding and giving a chance to the talent already inside the organization. As mentioned
above, P&G gives equal importance to external as well as internal talent. To achieve this, P&G holds
training and development workshops for the employees and they also conduct training for the fresh
employees before giving them the tasks. As stated by the CEO, more than half million people apply for
jobs every year and less than 01% are selected. This is why P&G is a big name in the world. They are
operating in 80 countries around the world. All this is due to the strict Recruiting policies which ensures
that only the very best is working for P&G.

At P&G training and development is a key process. Different types of training sessions are conducted to
ensure maximum performance. There is a training session which is for the newly appointed and there is
also a session conducted for the people who are already working in the organization to ensure that they
are up to the mark. Regular workshops are conducted off the job so people can benefit from those too.
In-short, the process training and development has proven very good for P&G and their productivity and
efficiency has greatly increased because of this.

Performance management and Reward is a process in which goals are set and then employees are
motivated by different campaigns like promotions and salary boosts. At P&G, this is done by setting new
goals every time the previous goal is reached, this helps them in increasing their profits and at the same
time, the best performing employees are rewarded generously so this increases motivation to perform
better and better. The performance management system keeps a track of employees’ overall
performance. The HR department monitors their performance and this is how they know who
performed good. Promotions and increments are a part of P&G culture[ CITATION UKE181 \l 1033 ].
Importance of Employee Relations in Respect to Influencing HRM
decision-making:
In the process of critical decision making, employees should be involved so they have a feeling of
importance and they can also share their knowledge with others. This gives them the feeling that the
organization pays attention to their employees. For example, if a decision about the future of finances is
to be taken, the team of accounts department should be present in the meeting and not only the head
accountant. And when employees take part in making decisions for a company, they become a part of
the company’s overall growth and success which increases productivity and overall performance of the
employees as they become more committed and confident. And organizations can also save money by
doing so because outsourcing from consulting firms is expensive. The employees are well-aware of the
internal values of the company and they can be of more help as well as save resources like money and
time and the organization doesn’t have to share its internal data with 3 rd party firms. Lastly, involvement
of employees in decision making highly improves the performance of employees while working in teams
as the employees share information with many people and the interaction is increased
internally[ CITATION Cas19 \l 1033 ].

At P&G, the employee involvement in making decisions is highly encouraged, especially in decisions
which involve employee rights and laws. Opinions of the employees are taken into account and they are
then applied where possible.

Employee-related policies at P&G:

Equal Employment Opportunity:
This means that there should be no discrimination of any aspect in order for employment at
P&G and according to P&G, they do not discriminate on the basis of anything while hiring but
the only thing they need from an employee is skill and nothing else.

Diversity at Workplace:
This means that in an organization, people of all genders, religion, color are present. According
to P&G their workplace is diverse and they have people from all cultures working under the
same roof. This makes P&G an ideal workplace to work in.

Sexual Harassment:
Sexual harassment at workplace is a major problem which is getting bigger and bigger by the day
and it makes working for women difficult in an environment like this. At P&G, they have made it
clear that if any women or man faces any issue which violates any kind of human right, they
 should report it immediately as P&G is very strict when it comes to violation of any rules they
have set for their workplace.

Working Time:
The legal working hours which are set by the government of a country in which an organization
operates are called working time. And the employee has the right to report against such
organization which forces the employee to work past their working hours. At P&G, according to
the employee policy, they can never force any employee to work more than their working
hours. They have other benefits for employees also like working from home policy, employees
can enjoy this benefit if they have a reason for not coming to the office for work.

Wages and Remuneration:

The amount a person gets after working for the organization is called remuneration. At P&G
sufficient amounts are paid to workers for their jobs. And the pay is always on time. This too is
stated under the employee policy that an employee can take action is the pay is less than the
standard pay for a specific post is set by the laws of a country. The pay at P&G is usually more
than the minimum wages of a country.

Employee Wellness and Welfare:

The P&G culture favors its employees in such a way that the employees are most of the time
satisfied with their organization. They provide the perfect working environment to their
employees and they reward them for doing a good job. P&G provide healthcare options in many
countries to its employees. They also provide healthcare insurance as well as for fitness, they
have gym memberships and classes so their employees can stay physically and mentally fit. P&G
also have plans in which the employees’ families are also covered.

Task 3

Job Specification:

- Company Name: Procter and Gamble (P&G)

- Designation: Marketing Manager
- Qualification Required: At least a Bachelor’s degree in Business with Marketing as a major.
 - Skillset Required: Managerial Skills, Leadership skills, should be able to work in a team, Good
communication skills, the applicant should be confident in presenting in front of people, the
applicant should have the ability to convince people to buy our products.
- Type: Full-time
- Description: A person who is well equipped with the right balance of confidence and
knowledge is required to work for P&G. This is a job which requires the candidate to be as
expressive as he can and communication skills are a must. The manager is required to carry out
all the campaigns for the area and should manage the whole team working for the department
as professionally as he/can.

C.V to apply for the job of Marketing Manager at P&G:

An example of a C.V to apply for the job:

- Personal Information:
Name: ___
Date of Birth: ___
Address: ___
Contact Number: ___
E-mail: ___
- About Me:
I am a passionate and committed fresh business graduate looking for a job that would help me
to polish my existing skills. I have some experience in marketing and I am looking forward to
learn more as I advance. I am a person with significant leadership and communication skills.

- Education:
Bachelors in Business Management (X University)
BTEC in Business Studies (Y College)
O-Levels (Z School)

- Skills:
Managerial Skills, Leadership Tactics, Good Communication Skills, Problem Solving Skills, Team
Working, Attentive and up to date with all the marketing techniques
 - Experiences:
I have been a part of the marketing campaign of XYZ as a volunteer.
I recently completed an internship in XYZ and was a part of their sales and marketing
department
I was a part of the speech team and won 2 prizes in College for the best speaker.

Documentation of Preparatory Notes for Interview:

Interview Questions:
Name
Age
Skills
Why chose P&G
Life Goals
Management Related Questions
Give a scenario and ask how to react if that occurs
Answer Candidate’s Questions

Job Offer Letter:

An example of a job offer letter is as follows:
JOB OFFER LETTER
Address: ___
Date: XX/XX/XX

Name: ___
Designation: Marketing Manager
Company: P&G
Address: ___
 Dear Mr. ___, I am delighted to inform you that you job as a Marketing Manager at P&G has
been confirmed. I have thoroughly looked into your interview outcome and resume and I am
pleased that from now, you will be working with us as our Marketing Manager.
As confirmed before, your starting salary without travel expenses will be (XXXX) and travel
expenses will be (XXX). The procedure of health insurance and other benefits will be discussed
later in my office.
I hope to see you do well in your training period. If you need any further information or if you
have any queries, feel free to contact us at (000) 000-0000.
Regards,
Mr. X

How the Above Practices can Help P&G in Recruitment:

By asking the right questions and only approving the CV which is made for that particular job,
companies like P&G can recruit the right person who would know the right techniques to perform
the given task. By making the job specification correctly, the candidate knows what type of job is
listed and what the company wants from him so only those apply who are eligible, this makes the
selection process easy because the people applying for the job are less. Writing a job offer letter
which shows that the company is happy to have an employee in their team is both encouraging and
motivating for the employee. This helps the organization boosting the confidence of their new
employees which then increases their efficiency.