QUESTIONS:

1. the main issues they face in the company (like within the internal management or
employee stuff)

Procter and Gamble is a build from within company so organization wise the challenge is to
ensure we build a high performing organization by 1) accelerating talent development and 2)creating a
great culture and strong employee engagement.

2. How they allocate their budget to the departments (or if ever they have a copy on the
net or something)

Every year there is a budget exercise done where each department budgets their expenses for
the following year, this gets rolled up as a country budget and region would approve/adjust the
country budget.

3. What are their programs for the employee development? (give a list and rank it
according to its importance)

Overall, P&G Philippines employer brand equity is still one of the best in class. We have historically
been #1 employer of choice across our target universities, driven by our signature programs (CEO
Academy and Dream P&G Internship) and increased visibility to our students via our go-to-campus
activities. Due to this favorable equity, we have been able to fill 100% of our entry-level needs year
 after year. Internships remain to be the lifeblood of our full-time needs. We ensure that we get a
sufficient number of interns per function every summer to meet our hiring needs forecast in time for
their graduation date. On leadership development, as we grow the Philippines business, weve made
deliberate efforts to accelerate leadership development through our 70/20/10 program: right
assignments (mission critical/crucible roles), talent exports, leadership exposure, business
projects/SWAT teams, targeted mentoring, and capability sessions to address opportunity areas on
Leadership Presence and Influence. We also execute a semi-annual top talent review and by-function
deep-dive talent review across all levels.

4. from the programs given, what are effective for managers? supervisor? rank and file
employees? Etc

Yes it is effective. Challenge is with field employees. They are not based in office so access to
trainings are limited.

5. Solutions they do for the issues presented or how they address to it related to # 1:

On Talent development answer provided # 3

On Culture and Employee Engagement

High Performance Culture strong performance management systems. Rewards are tied to
performance i.e. salary increases are defined based on performance rating.

Employee Engagement total employee value proposition.

o Health & Wellness: 1) National Fitbit Challenge w/ 90% participation 2) sports

competitions 3) partnership with external gyms and vendors and 4) corporate
trainings on managing wellbeing during QBP week
o Fun Workplace: multi-functional Fun team led the following events: Year end Party,
Pistahang Pinoy, Halloween Trick or Treat, Christmas Party, etc.
o Diversity and Inclusion
o Do the Right Thing Campain
o CSR programs
o Flexible work arrangements
o Rewards & Recognition Programs

6. objective or short and long term goals of the company

To become a 1Bn business and market leader in Philippines

7. how they implement their suggested soulutions led by HR supported by business leaders
across functions and engages employees across section of the organization as part of the team.
8. Given the allocation of funds and the nature of the business, do you think there are some
departments that deserve more funds or some that needs to be decreased? -- no
9. Does the company require more training managers?
No. Company believes in 70/20/10 talent development. See attached material.