INTRODUCTION

The objective of this project is to conduct a job analysis, competency mapping

and required proficiency level of my dream job which is Human resource
manager in Procter & Gamble Co.
I started with secondary research collecting the information regarding the job
role and responsibilities of a Human Resource Manager in a firm. After that I
moved to Primary research where I interviewed authorities working as HR
managers in reputed firms
This exercise helped me in understanding the role, competencies needed to be a
HR manager in a firm. It also helped in understanding organizational hierarchy.

THE POSITION AND THE FIRM

Procter & Gamble Co.
P & G is an American multi-national consumer goods corporation, founded by
William Procter and James Gamble in 1837. It is one of the largest and among
the fastest growing consumer goods company in India, it was established in
1964 in India, currently serving 650 million consumers.
It is operating under three entities in India out of three, two are listed – “Procter
& Gamble Hygiene and Health Care Ltd” and “Gillette India Ltd” and the third
one is 100% subsidiary of parent company in the USA.
P&G focusses on superior product propositions and technological innovations.
It is currently a market leader in major categories in India. It has five plants and
nine manufacturing units. It is currently providing employment to 2600 people
in the country.
It also gives importance to Environmental protection and social responsibility
for the betterment of society.

Position
At P&G, I wish to work as a “Human Resources Manager”. As an HR, the
responsibilities are leading organization through design, assessment, transition,
improving work processes. It includes understanding areas such as employee
engagement, compensation, employee and labour relations, training and
development, benefits etc.
 JOB ANALYSIS
Methodology
There are mainly three methodologies that are used widely

Interview
Observation
Method
Method

Questionnaire
Method

 Primary Source of Information Interview Method: People working in

P&G as HR managers)

This method was adopted because in this case I get to know the honest
feedback from the person in the position, he/she will be more able to
explain the nuances of the job so that I can comprehend the competencies
I need to have to become fit for the job role.

Following questions were asked to gather information regarding the

competencies required:

1. What are the major tasks a HR manager performs on daily basis

2. What core competencies required
3. Frequency of critical incidents they have faced
4. Educational qualifications needed
5. Working environment and number of hours spent on job
6. Basis of performance reviewing and evaluation
  Secondary Information (Online research regarding the current trends and
job description)
Besides Interview method, I have done secondary research on how digital
technology has disrupted or enhanced the HR management of firms and
how it is helping them to manage teams worldwide and help the firm to
acquire talent across the world. So that I can be industry ready according
to the changing dynamics of the environment.

 Following Key insights have been identified for Human Resource

Manager:
1. Good analysing skills are needed to design creative processes
2. One should know how to set priorities and delivering what is
committed
3. One should be comfortable in multicultural and diverse
environment
4. Good interpersonal skills to persuade, influence and motivate
people

Competency Mapping
Competency mapping refers to the process of identifying key competencies
required.

Core Competencies
 Integrity
 Diversity
 Value Customers
 Sustainable Innovation
People Competencies
 Interpersonal skills
 Listening and writing skills
 Persuasion skills
 Motivational skills
Technical Competencies
 Good Knowledge of Labour laws
 Knowledge of Accounting software, Enterprise resource planning,
 Knowledge of principles and methods for curriculum and training design
 Knowledge of principles and procedures for personnel recruitment,
selection, training, compensation and benefits, labor relations and
negotiation, and personnel information systems.

Administrative Competencies
 Communicating with Supervisors, Peers, or Subordinates
 Resolving Conflicts and Negotiating with Others
 Staffing Organizational Units
 Resource Allocation
 Human Resources Modelling

Leadership Skills

COMPETENCY WEB
 Level of Competencies Required
Core Competencies
5

1
Administrative
0 People Competencies
Competencies

Technical Competencies

JOB SPECIFICATION
Job Duties Task Statement Relative Competencies Time
Importance needed
(% of
total
working
hours)
1. Communication Providing 5 Knowledge 40%
with Information to
supervisors, supervisors, co- 1. English Language
peers and workers and 2. Basic knowledge
subordinates subordinates by of computer
telephone, in-
written form, Skills
email and in- 1. Active
person listening skills
2. Speaking
Skills
3. Persuasion

Abilities
1. Oral
Comprehension
2. Clarity of speech

2. Ensuring Allocation of 5 Knowledge 20%

planning, resources,
monitoring and Identifying best 1. Knowledge of
appraisal of strategies for using employee
employee and appraisal of database
forming employees 2. Knowledge of
compensation models required
plans for monitoring
and appraisal of
employees

Skills
  Analytical
Skills
 Negotiation

Abilities

1. Identifying
best appraisal
method for the
compensation
3. Employee Organizing 4 Knowledge 15%
Engagement various activities  Knowledge of
for employees, number of
Devising employees
strategies for falling under
retaining different age
employees groups
 Creative ideas
for devising
activities

Skills

 Social
perceptiveness
 Monitoring
employees

Abilities

 Persuasion
 Negotiation
4. Recruitment  Recruiting 4 Knowledge 25%
and Talent employees
Acquisition  Internal  Knowledge of
and Job portals
external  Sound knowledge
hiring of Job role

Skills
 Judgement and
decision making
  Active listening
during interviews

Abilities

 Persuasion
 Relevant
questions during
interview
according to job
role

JOB DESCRIPTION
Job Summary
TheImanagementIandIdevelopmentIofIallIaspectsIofIHRIandITalentIManagementIforItheIcompany,I

including:

 1. Recruitment and Selection

 2. Learning and Development
 3. Talent Management
 4. Management of the HR department
 5. Compensation and Benefits positioning
 6. Employee Relations

Reporting to: Group Director, P&G India

Location of Role: Procter & Gamble, India P&G plaza, Cardinal Gracias Road, Chakala, Andheri (E),
Mumbai – 400099

Key Responsibilities

1. Developing and implementing HR strategies aligned to business strategies

2. Responsible for HR management and development that includes recruitment and selection
policies and processes, salary and conditions, training and development, driving
performance appraisals, handling employee grievances, mentoring
3. Reviewing company's talent management processes
4. Well informed about HR legislation by researching and attending necessary events before
providing suitable interpretation to Directors and Managers
5. Delivering and reporting on the annual employee engagement survey to ensure feedback
from employees is collected and interpreted correctly to help improve employee
engagement
Basic Qualifications

 Minimum of Master’s Degree in Human Resource Management

 Minimum experience of 2 years in Human Resource Management
 Expertise in Microsoft Suite (Including MS Excel, MS Word, PowerPoint)
 Minimum 60% marks in masters, graduation, secondary and senior secondary Education

Professional Skills

 Strong Communication skills

 Strong Negotiation skills
 Knowledge of Employment legislations
 Persuasion skills