Executive Summary

Human resource management is the vital department of any organization as it manages the human
capital of organization. In managing HR efficiently, HRM department focus on developing employees
and different training and development programs are developed by them. In this paper, the training
and development programs of P&G, a multinational consumer goods company, is discussed in detail.
P&G develops various different T&D programs such as leadership development program, negotiation
skills training program, driver training program, technical training program and etc. While on-the-job
and off-the-job training methods are the two traditional training methods incorporated by P&G for
training their existing and new employees. P&G uses 70:20:10 model for designing the training and
development programs for its employees. This is the traditional method so OSF model is suggested
to implement for better results.

1.Introduction

Training and development is the important function of human resource management. It is related
with enhancement of skills, abilities and knowledge of employees. In the workplace, employees
improve their performance with the help of training and development programs. According to
Armstrong (2001) in the changing work world, the demand for training and development programs is
increased because improved job performance of employees is linked with these programs and
employees acquire skills and knowledge for present and new projects with these programs. In the
same line of thought, Bass and Vaughan (1996) defined training and development process as “the
organizational improvement process that makes significant changes through modifying employee
skills, abilities, knowledge and attitudes to perform the present and future job effectively”. Without
knowledgeable and skilled professionals no enterprise or business can achieve its desired objectives
and succeed so constant employee training and development is fundamental for the long and short-
term success of every non-profit and profit business (Chermack and Lynham, 2002). Many
organizations have realized the importance of training and development programs and trying to
design the effective T&D programs. Procter & Gamble is likewise among these organizations who
focus on developing effective training and development programs. Procter & Gamble, a
multinational company, commonly known as P&G is the consumer goods manufacturing company
founded by two Britishers William Procter and James Gamble in 1837.

The company believes that training, education, mentoring and constant development of skills are
essential elements responsible for the growth of employees. Currently, there are around 95
thousand employees working in P&G worldwide (Statista, 2017) and the company gives various

training and development opportunities to its employees so that they can grow and help the
company to remain the leading consumer goods company. In this paper, the important elements of
the training and development programs of P&G will be discussed. Along with this, the weaknesses in
the training and development programs will be highlighted and recommendations will be suggested
to improve the programs.