High Performance Work System of P格式排版.docVIP

High Performance Work System of PG in China High Performance Work System of Procter Gamble in China Contents Background 2 High Performance Work System (HPWS) of PG 2 HRM Development of PG 2 High Performance Work System 3 Campus Recruitment 3 Internal Promotion 4 Training 5 Salary System 5 Shortcomings of HR System and Recommendations 6 Reference 7 High Performance Work System of PG in China Background Procter Gamble (PG) was founded in 1837，headquartered in Cincinnati, Ohio, USA, which is one of the largest consumer goods companies. There are more than 138000 employees, over 70 plants and subsidiaries all around the world. More than 300 brands have been created including shampoo, skin care, cosmetic, baby care, food, drinks, fabric and personal cleaning etc. In the financial year of 2010, the total sales reach to $79,697 billion. It was reported by Fortune Magazine, that PG ranked in 66 among biggest 500 industry/service companies. At the same time, itwas regarded as the most respected company as well. The core value of PG is based on its brands and people, which not only contributes to make consumers，life more beautiful, but helps its employees achieve its value as well. In terms of its value, it has been pursuing to recruit the talents all over the world. It focus on the internal development, selecting, promoting and awarding better performed employees according to its performance instead of any other factors. It also treatsits employees as its valuable wealth. In 1988，PG established the first joint venture in Guangzhou, China, called PG (Guangzhou) Co. Ltd. Since then, PG began to develop its new market in China. The headquarter of PG greater China region is located in Guangzhou, it also have many plants or subsidiaries in Guangzhou, Beijing, Shanghai, Chengdu, Tianjin, Dongguan and Nanping, whose employees are more than seven thousand and total investment is over $1.7 billion. After the rapid development over 20 years, PG have founded leading brands and perfec