SHRM

FINAL PROJECT

Abhijna Mukherjee| DM21B02

 Sector Company
Information Information
Business Business and HR
Model Strategy
Recruitment
Strategy Recruitment
Practices
Various
CONTENT metrics Training
Strategies
Performance
Strategies Compensation & Benefit
Strategy
HR
Technology Technology & HRM
Corelation
Role of
HRBP HR
Challenges
 SECTOR
FMCG
INFORMATION
 SECTOR
INFORMATION

Market
Size
 • Fast-moving consumer goods (FMCG)
sector is India’s fourth-largest sector with
household and personal care accounting
for 50% of FMCG sales in India.

• GDP contribution 20%

SECTOR • The FMCG market in India is expected to
INFORMATION increase at a CAGR of 14.9% to
reach US$ 220 billion by 2025, from US$
110 billion in 2020.

• The FMCG sector's revenue growth will

double from 5-6% in FY21 to 10-12% in
FY22, according to CRISIL Ratings.
 • Reckitt (legally incorporated as Reckitt Benckiser Group
plc), is a British multinational consumer goods company
headquartered in Slough, England.

• It is a producer of health, hygiene and nutrition products.

The company was formed in March 1999 by the merger of

RECKITT British company Reckitt & Colman plc and Dutch

company Benckiser N.V.. Now the company has about
43,500 employees all over world.
BENCKISER • Reckitt's brands include the antiseptic brand Dettol, the
analgesic Disprin, the sore throat medicine Strepsils, the
hair removal brand Veet, the immune support supplement
Airborne, the indigestion remedy Gaviscon, the baby food
brand Mead Johnson, the air freshener Air Wick, and other
brands and products
Business Model
R&D
Marketing & Ad Brand Reputation
Manufacturing Discounts &
• Retailers & Production & • Variety of • Mass
promotions
Vendors Distribution products Market
• Media & • Quality • Household,
AD Products Housewives
agencies • Availability • Segmented
• Suppliers Distribution • Trusted by hygiene,
• E-commerce
• Distributors Logistics brand health
• Retailers
Manufacturing
• Supermarket
factories
• Stores
Staffing

• Marketing
• Manufacturing
• Employees Salary Sales of Product
• Logistics
Business Strategy
The RB strategy has always been simple: hire the
right people to promote above-average sector
growth and convert it into revenue and cash.
Making sure this main point is properly
understood by all parties involved is a smart
business decision.
Both shareholders and employees can feel secure
that they are aware of the company's vision and
the plan of action to reach their goals by
concentrating on the shared target.

Employing and keeping individuals with the

appropriate values and behaviours contributes to
RB's distinctive culture and business philosophy.
RB needs a leadership team, creative thinking,
and people that are prepared to take a chance on
new ideas to stay ahead of the competition.
Business Strategy
Rebuilding fundamental competencies that will
enable sustainable growth, such as eRB, R&D,
product quality, marketing excellence, supply
chain performance, and sustainability, is at the
heart of RB's strategy
Drag & Drop or Insert Your Picture
By investing in and utilising established
capabilities to accelerate developments in D2C,
marketplaces, and through Bricks and Clicks
channels, where customer behaviour changes as
more consumers migrate online have driven the
strongest growth, RB are enhancing their digital
and e-commerce strategy, Be Big, Be Fast, and Be
Bold.
 HR STRATEGY

Freedom within a Reward Developing talent

framework
 Recruitment
Strategy

1.
5. Social Media
Headhunting 3. Employee
Referral

2. Talent 4. Campus
Poaching hiring
RECRUITMENT PRACTICES

Advances in
Internal Social media Recruiting
recruitment
recruiting entrepren-eurs
Hiring Artificial
Intelligence (AI) with purpose
RECRUITMENT PRACTICES

Online Data-Driven
Talent Pools
Recruitment Recruiting
 Revenue per
Employee

Profit per Employee

VARIOUS
METRICS FOR
ORGANISATION Human Capital ROI

& HR
PERFORMANCE Overtime per
Employee

Number of Overtime
Hours Worked
 Number of sales

Number of units
VARIOUS produced

METRICS FOR
ORGANISATION Net promoter score
& HR
PERFORMANCE
Absenteeism Rate

Employee Turnover
Rate
TRAINING STRATEGIES
♦ Developed and implemented role-specific training in
high-risk areas and functions on issues like corporate
security, competition legislation, and data privacy.

♦ Every reasonable effort is taken to help an employee in

continuing their work and arranging suitable training,
whether the employee has an existing disability or
becomes disabled while they are employed.

♦ Reckitt Benckiser has the opinion that learning on the

job, as opposed to in a classroom, is the best way to
advance one's personal development.
TRAINING STATEGIES
♦ Reckitt's required training programme now covers topics
including the Code of Conduct, product safety, human rights,
privacy, and cyber security, as well as topics like anti-bribery
& corruption and competition law.

♦ Reckitt's workforce received data privacy training;

additionally, workers in high-risk roles and regions were given
additional, role-specific training

♦ The Group's dedication to staff development is strengthened

via a continuous training and development programme. The
Group recognises the significance of employee health and
well-being and offers all employees the same opportunities and
flexibility to achieve at work
 PERFORMANCE
STRATEGY

Performance
Alignment and
objectives
Diagnosis
structure

Competence
Model
 PERFORMANCE
STRATEGY

Performance
Training
Cycle

Process
Interfaces
 1.Interviews with management responsible for the
collation and accuracy of the Selected Data.

2. A review of the methodologies, guidance

documents and processes for reporting the Selected

PERFORMANCE
Data.

MANAGEMENT
3. Carried out analytical procedures over the
Selected Data.

PROCEDURE 4. Reviewed the Report for the appropriate

presentation of the Selected Data, including the
discussion of limitations and assumptions relating
to the data presented.

5. Reviewed and challenged the validation and

collation processes undertaken by RB management
in relation to the Selected Data
 COMPENSATION & BENEFIT
STRATEGIES

Incentives-
competitive
Competitive
compared to
remuneration
market
practice
Benefits in
addition to
Performance
salaries, bonuses
philosophy
and long-term
incentives
HR TECHNOLOGY

Performance
Analytics

. Workforce
Applicant
Management Tracking
System

Succession
Planning
HR TECHNOLOGY

Candidate
Relationship
Management

Recruitment Benefits
Marketing Administration

Compensation
Management
Software
 
TECHNOLOGY AND HRM CORELATION

Better services
Effective
to line
recruiting
managers

Enhancing
management
TECHNOLOGY AND HRM CORELATION

Inventory
management
tools and
human
resource
management
Data
management Cost-reduction
and critical and efficiency
analysis
 TECHNOLOGY AND HRM
CORELATION

Career
development and . Availability of Automation of HR
human capital HR tools processes
management
ROLES OF HRBP
Workforce planning
HRBPs and TA have a clear
central objective and a
coordinated plan of attack when
they have a talent strategy, which
includes a hiring plan that
addresses both present and future
business needs
Hiring activity and
performance transparency
HRBP will always have the best
grasp of the talent requirement
on the HR team, once the request
is granted and allocated, the TA
frequently connects directly with
the hiring manager.
ROLES OF HRBP
 Staff Development & Coaching
HR offer managers and staff
members specialised professional
development and training
initiatives. These are crucial for the
company's ability to create value
since they not only boost
productivity but also drive it.
 Strategic Control of HR
Processes
HRBPs have the strategic
vision necessary to spot
bottlenecks early on and
manage effective, seamless
hiring and recruiting
procedures.
 EMPLOYEE RETENTION

REMOTE VS ONSITE
HR
WORKING
CHALLENGES

DELIVERING ON DIVERSITY,
EQUITY AND INCLUSION
Tell your audience how they ♦ One
PROMISES
can put what you have shared
♦ Two
with them into practice
♦ Three
THANK YOU