Title ：What type of diversity strategy is (P&G) using in addressing its talent management challenges? 1.Introduction （the organization ） 2.Type of Diversity Strategy （P&G） 3.Talent management challenge (P&G) 4.ConclusionTalent Management Challenges at
Procter & Gamble
Introduction
❖Talent management entails the hiring and retention of talented
workers through corporate culture, processes, and systems.
❖It is a strategic human resource management tool for identifying and
meeting the expectations of the workforce.
❖Performance review, coaching, succession planning, compensation,
promotions are some of the elements of talent management.
❖The impacts of the practice include job satisfaction, employee
retention, and increased productivity.
❖Therefore, large and medium-sized companies must address issues
that impact their talent management strategies adversely.
P& G Talent Management
❖ Procter and Gamble is one of the leading international
manufacturing companies in the world.
❖It requires talented and competent employees to achieve its
strategic and tactical corporate objectives sustainably.
❖Also, it s talent management practices include processes and systems
that inspires to remain with the company for long period.
❖However, the company has been facing challenges with the
management of talents.
❖Therefore, it is imperatives for the management of Procter & Gamble
to identify the core talent management challenges
Performance Appraisal
❖ Performance appraisal is major talent management problem at P&G.
❖ As Cappelli and Tavis (2018) stated, the use of the wrong appraisal procedures and
systems becomes a talent management issue.
❖ In the case of P&G, managers who conduct performance do it wrongly because it
does not result in good employee relations.
❖ Also, the managers use the processes to demonstrate authority instead of using to
highlight opportunities for employee growth.
❖ However, talents are interested in feedbacks that result in improvements of their
skills, knowledge, and abilities (Zhang, Zhao, Tang, Zhu, & Xiong, 2020).
❖ As a result, the approaches that managers use to conduct performance appraisal at
P&G is identified as one of the sources of the talent management challenges that the
company face.
Coaching Issues
Coaching is designed to contribute to improved employee
performance.
The failure of P&G managers to use coaching to build their
subordinates or team members create a knowledge transfer gap.
The gap makes working environment uninspiring and
counterproductive to the company’s retention, succession, and
career planning strategies (Tafti, Mahmoudsalehi, & Amiri, 2017).
Managers with poor coaching skills are known to be judgmental than
transformational.
Hence, coaching at P&G is not designed to support talent
management objectives.
Conclusion
The talent management challenges that Procter & Gamble
faces is due to issues with its performance appraisal processes
that result in poor coaching of talented and competent
employees.
These issues are limiting the effectiveness of existing talent
management strategies.
Finally, the training and development of managers in effective
coaching and performance appraisal are some of the strategies
for accomplishing these objectives.
References
❖ Cappelli, P., & Tavis, A. (2018). HR goes agile. Harvard Business Review, 96(2),
46-52.
❖ Tafti, M. M., Mahmoudsalehi, M., & Amiri, M. (2017). Critical success factors,
challenges and obstacles in talent management. Industrial and Commercial
Training.
❖ Zhang, X., Zhao, Y., Tang, X., Zhu, H., & Xiong, H. (2020, January).
Developing Fairness Rules for Talent Intelligence Management System.
In Proceedings of the 53rd Hawaii International Conference on System
Sciences.
Running head: TALENT MANAGEMENT CHALLENGES AT P&G
Talent Management Challenges at Procter & Gamble
Name
Institution
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TALENT MANAGEMENT CHALLENGES AT P&G
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Talent Management Challenges at Procter & Gamble
Procter & Gamble is one of the leading international manufacturing companies in the
world that requires talented and competent employees to achieve its strategic and tactical
corporate objectives sustainably. In this regard, its talent management practices are not only
required to attract the right workers must include processes and systems that inspire them to
remain with the company for long periods. However, the company has been facing challenges
with the impacts of this strategic human resource function and responsibility on its growth
aspirations since talent management is not only challenging for most large multinational
companies but one that requires the alignment of other strategies and policies to achieve desired
outcomes. Also, the review of the literature on the company showed its efforts to use severe
procedures for retaining talented employees, such as succession programs and career planning
had not yielded the desired impacts on its talent management goals. Therefore, it is imperatives
for the management of Procter & Gamble to identify the core talent management challenges as
foundational measures for determining the strategies to overcome them tactically and
strategically.
One of the key talent management challenges that P&G faces in its efforts to align with
diverse-rich culture with hiring and retention of talented and competent employees is the design
of its performance appraisal system. According to Cappelli and Tavis (2018), the use of the
wrong appraisal procedures and systems becomes a talent management issue when they fail to
support employee retention, increase satisfaction, and improve the level of commitment of the
workers to the company goals. In the case of P&G, the review showed that its managers who
conduct the appraisal processes are more focused on the execution of their power other than
focusing the procedures on forming good relations with their team members. Also, the focus of
TALENT MANAGEMENT CHALLENGES AT P&G
2
managers on the use of the appraisal process to demonstrate their authority instead of gauging
their performance in ways that lead to rewards and better opportunities limits their potential to
contribute to the attainment of the overall talent management goals (Zhang, Zhao, Tang, Zhu, &
Xiong, 2020). Similarly, talented and competent workers are interested in frequent assessments
and feedbacks that highlight areas of strengths and weaknesses that require improvements and
not a reminder of the organizational structure and the reporting lines that they missed during the
performance of their duties. As a result, the approaches that managers use to conduct
performance appraisal at P&G is identified as one of the sources of the challenges that the
company faces with its talent management strategies.
Additionally, the failure of the managers at P&G to harness the benefits of the
performance appraisal process was found to create another challenge that increases the
company’s difficulty in managing its talents effectively. While coaching is designed to contribute
to improved employee performance and failure of the managers to use its elements to building
their subordinates or team members create a knowledge transfer gap that makes the working
environment uninspiring and counterproductive to the company’s retention, succession, and
career planning strategies. Tafti, Mahmoudsalehi, & Amiri (2017) claimed that coaching is part
of the responsibilities of the modern manager because it promotes workforce development
through the identification of performance issues and the provision of solutions that are applied
under various circumstances. Also, managers with poor coaching skills are known to be
judgmental than transformational because their reviews are not focused on building the strengths
and competencies of their subordinates. Similarly, the role of coaching in the transfer of
knowledge across the enterprise is diminished when it is not integrated into the performance
review processes or designed to support talent management objectives. Therefore, it is
TALENT MANAGEMENT CHALLENGES AT P&G
2
imperative for the management of P&G to consider measures to improve the coaching skills of
team leaders and managers as part of the strategies to accomplish its talent management goals.
In conclusion, the critical analysis of the talent management challenges that Procter &
Gamble faces revealed that issues with its performance appraisal processes that result in poor
coaching of talented and competent employees are responsible for the problem. While the
company has measures that are designed to attract and retain the most talented workers from the
labor market to achieve its corporate objectives, these issues are limiting their effectiveness.
Hence, the strategies that are used to improve the processes must recognize the factors and
consist of programs and actions that address them both tactically and strategically. Finally, the
training and development of managers in effective coaching and performance appraisal are some
of the strategies for accomplishing these objectives.
References
Cappelli, P., & Tavis, A. (2018). HR goes agile. Harvard Business Review, 96(2), 46-52.
Tafti, M. M., Mahmoudsalehi, M., & Amiri, M. (2017). Critical success factors, challenges and
obstacles in talent management. Industrial and Commercial Training.
Zhang, X., Zhao, Y., Tang, X., Zhu, H., & Xiong, H. (2020, January). Developing Fairness Rules
for Talent Intelligence Management System. In Proceedings of the 53rd Hawaii
International Conference on System Sciences.
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