Procter and Gamble Analysis Essay Example

maintain its brand while also catering to visitors and guests. Through these practices, P aims to balance customer satisfaction with business success (Dev and Schultz, 2005). P's goal is achieving maximum consumer responses by upgrading their customer service sectors using a decision-making formulation that considers international pressure and competition from rivals. Shareholders' input is valued in this process as it supports obtaining impartial final decisions.The leaders at P are the primary decision-makers, but they also consider intelligent suggestions. Innovative declarations and suggestions form the foundation for any specified decisions made by management. Effective decision-making is viewed as an opportunity for growth and increased returns and profits. The participation of shareholders and consumers in providing suggestions is crucial to the company's management. Assessing their decisions is an important step in this process. P&G follows specific criteria for staffing, which involves analyzing physical characteristics, achievements, general intelligence, specific aptitudes, interests, disposition, and circumstances. Despite appearing hierarchical, there is transparency between management and staff in the recruitment structure. Maintaining this transparency falls under the responsibility of P&G's distinctive board of directors. The working environment is structured to systematically utilize specialized skills. The hierarchical staffing structure exists to manage the distribution of professional skills effectively. Various reports have recognized P's proficiency including being named one of "Canada's Top 100 Employers" and "Greater Toronto's Top Employers" according to a report by Yerema and Caballero (2009).The successful efforts of P&G's Human Resource management in creating a conducive working environment are evident in this achievement. In the modern marketing structure, many companies seek to maximize their employees' productivity, often resulting in stress and anxiety. However, P&G has achieved remarkable success by employing

effective staffing strategies to meet organizational goals. The company maintains discipline through a hierarchical structure while also addressing HR-related issues. Strict regulations ensure a healthy work atmosphere, with positive feedback and support for staff. Failing to achieve organizational goals is considered disgraceful for all employees and management. Responsibilities and goals are distributed among all members of the company, fostering productivity without excessive pressure on any department or individual. P&G's core units include marketing development and HR management criteria. Both internal and external measures address discipline concerns, ensuring clear understanding of roles and responsibilities among employees (Kotler et al., 2008). Organization and delegation at P follow an absolute distribution approach.Each individual within the company has specific responsibilities and duties, forming the basis for their professional assessments. The company shares expectations for future achievements, event planning, strategic plans, organizational expectations, and quarterly and annual outcome assessments through these assignments. Profit margins are also monitored as integral components of this venture. P adopts a forward-looking approach rather than dwelling on past losses but acknowledges factors that may contribute to failures. Strategic planning is of paramount importance to P in maintaining organizational strength and delegation internationally. Strict sustainability measures are implemented in its expansion across Europe and America, while notable success is achieved in Africa and Asia with cross-cultural entities. The company's structural growth depends on implementing a marketing mix tailored to target customers. Forward-looking statements play a crucial role in managing international delegation and acquiring infrastructure. P&G follows a professional structure for performance evaluation and rewards, conducting annual employee performance reviews conducted by trained managers who collect feedback from coworkers and managers to understand each employee's responsibilities effectively.The

review process at Procter & Gamble Inc. involves confidential feedback from employees regarding their manager's performance, showcasing a unique departure from the traditional hierarchical structure within the company. Exceptional performance assessments are offered by the company and further enhanced by individual awards like gift certificates, family dinners, and theater tickets. Various recognition events also provide opportunities for participation. The company's approach includes an in-house employee satisfaction survey that remains confidential but helps identify any negative aspects of management, leading to necessary changes. Additionally, outstanding performance is rewarded through bonuses under the selective recognition program established by authorities. Employees can also take advantage of multiple benefits such as a share-purchase plan, benefit pension plan, retirement planning support, life and disability insurance, and subsidized internet provisions. Procter & Gamble Inc.'s commitment to ethics receives acclaim due to its adherence to ethical practices over time. Principles, Values, and Policies (PVPs) dating back to 1837 are incorporated into the company's operations as part of this long-standing commitment to ethics.According to the company's PVP declarations, conducting business with integrity is not only morally right but also beneficial for both the company and individuals involved. The company emphasizes personalized and customized approaches as a responsible corporate citizen and recognizes the importance of meeting employee expectations and supporting their continuous development. However, this perspective presents ethical dilemmas in achieving organizational goals due to the company's extensive infrastructure, which makes it challenging to maintain ethical standards and leads to controversies among employees. Although the company strives to adhere to ethical declarations under PVP, it cannot guarantee compliance in every branch. Managing ethical principles becomes difficult under pressure to meet profit margins. Despite these

challenges, P has gained international recognition since its establishment in 1837. With employees in 80 countries, it is a strong competitor that originated as a small family-operated soap and candle manufacturing company. Remarkably, the company has expanded its offerings to superior quality services and products with added value for consumers in 140 countries. Although initially facing difficulties in Western European countries, it now has the capability to declare a Host Budget across 18 countries with involvement from 3,000 budget contributors in review activities.
The strategic management of the company is directly responsible for its expansion, as it effectively handles social and cultural differences in various countries under professional supervision. When starting a new company in a different area, one often faces the challenge of competing with local dealers. However, P's branding identity is its greatest strength when it comes to facing such competition. Furthermore, the company focuses on providing culturally-oriented products that are specific to each market. By implementing marketing mix strategies, P&G successfully meets the demands and needs of consumers. Moreover, prioritizing well-being services for all those associated with the company ensures that health remains a core concern in its services. The ethical dimension of the company contributes to its success and popularity in international markets (Shimizu, 2009). To enhance P&G's prosperity, it is crucial to train employees so they can meet consumer demands and adapt to cultural and social conditions in different markets. For example, brand loyalty is important in Asia and proper supervision of product quality and pricing is highly recommended (Dennis et al., 2001). Taking a global perspective into account, P achieved total revenue of US$ 79.03 billion in 2009 with operating

income amounting to US$ 16.13 billion and net income totaling US$ 13.44 billion.
According to the Procter & Gamble annual income sheet data, the company has total assets of US$ 134.83 billion and total equity of US$ 63.099 billion in the US sectors. However, its worldwide performance is positive and ensures a secure future thanks to strategic management application. The proficiency of the company in reaching new marketing zones is achieved by taking ventures initiated through the marketing mix and understanding cross-cultural demands (Schullz, et al 1993). The Annual Report of 2008 provides insight into P's global domain from 2001 to 2008, indicating the impact of its global resonance on earnings and organizational development. These statements also showcase the long-term sustainability of P&G in international marketing zones as all aspects of its organizational unit and sectors have achieved significant profits and growth. Despite employees typically not favoring hierarchical systems, P&G's successful strategic management makes it one of the most successful companies globally. In international locations, P primarily focuses on social-oriented goals rather than profit margins. Its distinct and determined structure enables efficient management of cross-cultural situations, thus gaining local support. The growth of P can largely be attributed to its professional hierarchy. Additionally, P encourages employee feedback on manager performance to promote transparency within the organizationThis strategy is in line with P's management approach in multicultural markets, where they offer diverse product options tailored to specific communities. This allows consumers to express their preferences and influence modifications to products in new markets. For example, Head & Shoulders and Olay are formulated differently based on regional preferences, while Gillette, Pantene, and Crest remain popular in specific markets.

P&G's growth strategy focuses on providing opportunities for individual development and innovation while meeting market demands. As part of its overall growth plan, the company aims to achieve a 9% increase in organic product additions. In its 2018 Annual report, it was noted that P experienced sales growth and increased free cash-flow productivity for the seventh consecutive year, establishing its presence quickly in new regions. Despite well-planned marketing strategies, there are still challenges to overcome, particularly dealing with varying currency values in different markets. Additionally, providing professional training for employees remains a significant challenge for the company. While some obstacles have been successfully handled through local recruitment efforts, there is a steady demand for professional training. In conclusion, establishing a distinct position in the global market is not easy; however, P has managed to establish itself as a recognized player in international marketing.P;G's success can be attributed to its consumer-oriented services, employee performance, and prioritization of shareholders, staff, and management. Its worldwide prominence is also a result of offering cross-cultural criteria in its services and implementing an effective marketing strategy. P&G's HR management has played a significant role in its recognition in the international market. Additionally, the company has achieved sustainability by giving importance to ethical considerations in its professional ventures. These accomplishments serve as a notable example for other companies on how to effectively manage their HR departments.