ASSIGNMEN

T-2
EMPLOYEE
EMPOWERMENT
AT P &SUBMITTED
G
SUBMITTED
TO:
MRS.GAGAND
EEP KAUR

RAJINDER BBY:

31
VINEET B-32
PRIYANKA B33

EMPOWERMENT
Empowerment refers to increasing the
spiritual, political, social, educational, gender
or economic strength of individuals and
communities.

EMPLOYEE
Employee
empowerment is a strategy and
EMPOWERMENT
philosophy that enables employees to make
decisions about their jobs.
-Employees do their work in their own way
-Take responsibility for their results
-Serve customers at the level of the
organization

INTRODUCTION TO P
& G COMPANY

The

largest

Consumer

and

Goods

the

Fastest

Moving

(FMCG) companies in

India dealing in detergents, bleaches and

fabric softeners
Established in 1837 and dealing in 300
brands
Serves

over

across India

650

million

consumers

Superior

product

propositions

and

technological innovations
Committed to sustainable

growth

in

India
Currently invested in 5 plants and 9
manufacturing

sites

and

providing

employment to 12,700 people

P & G operates under 3 entities in India :
-Proctor & Gamble Hygiene and Health Care
Limited

VALUE
S

Integrity
Leadership
Passion for winning

PRINCIP
Show respect for all
individuals
LES

Interest of the company and individual are

inseparable
Strategically focused in their work
Innovation is the corner stone for success
Value personal mastery( empowering
employees)

&

CASE
known as Lima organizational
ANALYSIS

premises (headquartered at Lima, Ohio)

Approach highlights:
-Teamwork
-Responsibility
-Link

between

individual

needs

and

satisfaction
-Link between business requirements and
success

Management boils down to three main

activities :
-Building and supporting relationships
-Giving advice and coaching
-Developing and communicating strategies
Managers responsibility is to decide
what needs to be done and why
Technicians and his/her team are free to
decide how to do it
Top management sets the direction

HOW P & GS
INITIATIVES BENEFIT
COMPENSATION
P&G structure is flexible
MANAGEMENT
Employees from the line can be
PRACTICES
responsible for typical staff activities such as
product development, training, staffing,
etc
Assignments are always temporary
Make good use of direct online experience

Those who get the assignments are highly

motivated and no permanent staff is
needed
Teams are not just empowered to decide on
daily work and staff different projects
Qualifications and pay are also a team
responsibility
Hiring is the responsibility of a special
committee, not the personnel department
Selection of applicants is an intensive

Uses a skill based system with several

qualifications and pay levels
People are paid for their knowledge and
accomplishments,

not

for

seniority

or

position in the hierarchy

Everyone is on salary and there is no bonus
system
Pays

competitive

salaries

and

each

employee gets an annual stake in a profit

sharing programme

LEARNING
Motivation
through
OUTCOMES

employee

empowerment programmes
Participative management
Team work culture
Balance between individual interests and
organizational goals
Every employee should be compensated
according to their work not according to their
position

THANK
YOU