Analyze the uniqueness of P&G company in operation.

Procter & Gamble has a comprehensive and standardized recruitment process. In the interview section, P&G has always been good at "getting to the bottom of the matter", hoping to get the high details of each question. Employees need to analyze questions accurately, and it is difficult for candidates without rich practical experience to answer these questions well.

When investigating the market demand, P&G not only takes simple consumer discussion, but goes deep into the front line of people's lives and observes the details of people's lives in order to carry out targeted product research and development.

Two. Innovation and risk tolerance

"For P&G, innovation is the blood of life." Procter & Gamble adheres to the concept of "360-degree innovation". The company's R&D innovation process involves all aspects. All products, functions, packaging, even advertising and display methods that make consumers feel comfortable come from innovation. Not to mention those subversive innovations, such as diapers and electric toothbrushes. Procter & Gamble invested US$ 80 million to establish the world's largest innovation center in Beijing, which facilitated Procter & Gamble's access to different levels of China consumers, and also helped Procter & Gamble recruit the world's best scientists, engineers and innovative talents from universities in China, as well as get in touch with excellent partners. The staff of the Innovation Center said that when they just entered P&G after graduating from college, although they were basic jobs, their positions were called "scientists", from which we can see the status of innovation in P&G. At the same time, P&G also creates an atmosphere of free exploration for employees, and rewards and reuses pioneers and innovators who have made contributions.

Xu Younian, technical director of Procter & Gamble, said that he often encourages employees to take risks and not be afraid of failure, because failure early is a good result, which can not only help R&D personnel find their way again, but also avoid unnecessary more investment. Every time a new product goes on the market, Beijing Procter & Gamble Company will produce a small number of products and put them into consumers for research to ensure that these products can meet the needs of consumers in terms of function and quality, and at the same time reduce the risk of new products going on the market.

Three. Team orientation

The core values and goals of Procter & Gamble unite Procter & Gamble people, and the diversified cultural atmosphere of the company enables everyone to realize the common values and business goals of the company with uniqueness.

Four. Employee orientation

Procter & Gamble is an employee-oriented company. Its rich activities and flexible working hours make employees always feel the atmosphere of attention, improve performance and retain talents. 150 For more than 50 years, Procter & Gamble has advocated many employee welfare plans, including profit sharing plans. P&G's "all-employee stock ownership plan" enables every employee to buy and own company shares, which can effectively stimulate employees' sense of ownership.

Verb (abbreviation for verb) is result-oriented.

Procter & Gamble has a set of perfect performance evaluation formulas and systems. P&G attaches great importance to human development, so its performance appraisal also fully embodies this concept and has been put into practice. While paying attention to employees' performance, P&G also attaches great importance to employees' training so that they can better accomplish their tasks.

Stability of intransitive verbs

Beijing P&G implements the internal promotion system, and most senior managers and technicians are trained and promoted internally, which gives internal employees more opportunities and maintains the stability of the team. P&G maintains a certain stability in personnel and closely inherits the heritage of the century-old brand in culture, but it will not be too conservative in decision-making, but fully mobilize the innovative spirit of employees to make the company develop faster and better.

Seven. infringe upon

In Procter & Gamble, we can't see the phenomenon of seniority and clear hierarchy in traditional state-owned enterprises in China. As a new employee, his initial training at P&G was not an apprentice who served tea and swept the floor, but an early responsibility. P&G is willing to take such risks and give these new employees important jobs. P&G believes that only by giving employees a challenging job can they grow rapidly. If you want to get promotion and career development in P&G, you don't have to stay in a certain position for a certain number of years. Anything is possible as long as you are capable and willing to work hard.