Tài liệu GLOBAL HIRING ppt

GLOBAL HIRING Global Policy We hire the most capable people we can find, and we value the diverse workforce this policy produces. We normally hire for entry-level positions and promote from within. Hiring decisions are based on an objective assessment of evidence of the applicant’s past and projected performance, work related employment requirements, and the needs of the business. Linkage to Purpose/Core Values/Principles We attract and recruit the finest people in the world. We build our organization from within, promoting and rewarding people without regard to any difference unrelated to performance. A. New Hires Intent We attract and recruit the most capable people in the world to build the best organizations in order to achieve our Company purpose. We select employees using methods that predict future success and that establish uniformly high entry standards around the world. Global Guidelines 1. We proactively recruit and employ the most capable people, with a strong commitment to a diverse workforce and to the communities in which we do business. 2. Current or former employees of competitors may only be considered for employment with the prior consultation of P&G Legal and Human Resources. This ensures that we do not obtain unfair advantage over competitors which could result by hiring their current or former employees in the same area of business. 3. On occasion, an individual who is an employee of a customer, supplier, university, government, etc. approaches the Company for possible employment. We only consider such an individual for employment if it is consistent with developing close, mutually productive, superior relationships with all the parties who contribute to fulfilling our Corporate purpose. 4. We use globally standardized assessment tools for evaluating evidence of past and projected performance. B. Family Employment Intent We hire family members applying the same criteria used for all new hires. Family members are part of the pool of talented people from which we hire. Family members must be neither advantaged nor disadvantaged because of their family relationships. Global Guidelines 1. Members of the Global Leadership Council (GLC) are P&G’s most senior leaders and have a large span of responsibility. It would be difficult to consider for employment the family member of an employee on the GLC without creating a real or perceived advantage. For this reason, members of the immediate family (spouse, child, parent, sibling, or in-law) of the Global Leadership Council (GLC) are not considered for employment. 2. To remove any perception of advantage or disadvantage, we apply the following conditions if a member of the immediate family of a Company officer applies for a position with Procter & Gamble. For the purpose of this policy, a Company officer is an employee with the title of vice president or above: • The appropriate GLC member is made aware of the application and agrees it is appropriate for the family member to work in the organization for which he or she is applying. • The applicant is not assigned to work in a part of the organization where he or she reports on a direct-line basis to his/her family member. • The Company officer involved will not participate in, nor have any influence over, the hiring decision. 3. Once employed, individuals are not placed in a position where they can directly participate in performance reviews or decisions regarding another family member’s employment, salary, promotion, or job placement. C. Rehiring Former Employees Intent Because we build our organization from within, we generally discourage rehiring former employees. However, in specific limited circumstances rehiring former employees may be in the best overall interest of the Company. Determining this requires considering the circumstances of the individual’s leaving and the likelihood of continued employment. Global Guidelines 1. If a former employee left the Company for performance reasons or termination for cause, we would not rehire. 2. Consideration to rehire a former employee who has left the Company for other business or personal reasons must take into account: • the impact on others, • time since separation, • work performance, • circumstances surrounding the employee’s leaving, • likelihood of continued employment. 3. We strongly discourage the rehiring of any former employee whose interim experience was with a competitor. Any consideration requires P&G Human Resources and Legal concurrence. 4. Upon reemployment, a former employee must return at an appropriate re-entry level of salary and responsibility. Advanced education and experience may be considered in determining the appropriate re-entry level of salary and responsibility. This is handled with consideration for the impact on others who have remained given our promote from within approach. D. Retirees as Independent Contractors/Consultants Intent Retirements provide natural opportunities to rethink how work is done and to develop employees and the organization. In addition, our staffing and succession planning and compensation and benefits arrangements assume retirees do not continue to work for P&G. For these reasons, we do not rehire retirees as employees. We do allow the limited utilization of personal services of a retired employee as an independent contractor or consultant when it: • meets special business needs, • does not interfere with growth opportunities of employees, • is cost-effective, and • meets the needs of both the Company and the retiree. Global Guidelines 1. Utilizing retired employees as contractors or consultants is limited to situations that require special skills, experience, or continuity. Normal guidelines relating to contractors or consultants must be followed. 2. This practice is not a substitute for robust, effective succession/staffing planning. 3. When the business need is ongoing, the utilization of a retiree’s services requires a plan to transition the “special talents” of the retiree to other employees. 4. Before utilizing a retiree’s services, impact on all of the individual’s retirement benefits must be considered. 5. Retirees have earned their retirement. They are under no obligation to respond positively to these requests. 6. Compensation must be consistent with pre-retirement levels to avoid providing an incentive for creating or sustaining these arrangements. . GLOBAL HIRING Global Policy We hire the most capable people we can find, and we value. nor disadvantaged because of their family relationships. Global Guidelines 1. Members of the Global Leadership Council (GLC) are P&G’s most senior