Why People are a Company’s Products, Too

Product innovation is at the heart of Procter & Gamble’s success in numerous consumer product categories. But that isn’t the only ingredient in P&G’s secret sauce.

For a legacy company to maintain its competitive edge, it has to constantly be strategizing about the next wave of leadership that will drive results. That’s why P&G applies the same level of attention and rigor to its talent pipeline as it does to its product pipeline. says Mark Biegger, chief human resources officer for P&G.

Although the talent management process may be owned by human resources, line executives do the work, says Biegger. “We have hundreds of line leaders from all over the world involved in on-campus interviews, for example.” Those entry-level hires are seen as critical additions to P&G’s talent pipeline.

Senior executives are involved in every step, from recruiting and vetting new talent to training and development to managing employee relations issues and ultimately shepherding high potentials through their careers at P&G. “We believe that’s the role [of line executives]—to deliver the business and also to build the organization,” says Biegger, who adds that executive performance is judged, and compensation awarded, in part by how well they execute on building talent.

“We believe that’s the role [of line executives]—to deliver the business and also to build the organization.”

That tone is set from the top. David Taylor, P&G’s CEO, spends hours regularly reviewing talent strategy with Biegger and Laura Mattimore, vice president of global talent. “He also coaches other line leaders on managing talent, sharing his approach and how he’s done it,” says Biegger. “It’s a major part of who he is.”

As long as a company’s CEO is intimately involved and a believer in talent management as a business opportunity rather than strictly the task of HR, company size makes no difference as far as implementation. “I think it would be even easier to do some of these things in a smaller company,” says Mattimore, noting that small and mid-size organizations don’t have the same global complexity and hierarchies to deal with. “Even the sophisticated technologies we use today, we didn’t always have those tools at our disposal. We started doing this on simple Excel spreadsheets,” she says. “The concepts and principles have merit regardless of size.”


MORE LIKE THIS

  • Get the CEO Briefing

    Sign up today to get weekly access to the latest issues affecting CEOs in every industry
  • upcoming events

    Roundtable

    Strategic Planning Workshop

    1:00 - 5:00 pm

    Over 70% of Executives Surveyed Agree: Many Strategic Planning Efforts Lack Systematic Approach Tips for Enhancing Your Strategic Planning Process

    Executives expressed frustration with their current strategic planning process. Issues include:

    1. Lack of systematic approach (70%)
    2. Laundry lists without prioritization (68%)
    3. Decisions based on personalities rather than facts and information (65%)

     

    Steve Rutan and Denise Harrison have put together an afternoon workshop that will provide the tools you need to address these concerns.  They have worked with hundreds of executives to develop a systematic approach that will enable your team to make better decisions during strategic planning.  Steve and Denise will walk you through exercises for prioritizing your lists and steps that will reset and reinvigorate your process.  This will be a hands-on workshop that will enable you to think about your business as you use the tools that are being presented.  If you are ready for a Strategic Planning tune-up, select this workshop in your registration form.  The additional fee of $695 will be added to your total.

    To sign up, select this option in your registration form. Additional fee of $695 will be added to your total.

    New York, NY: ​​​Chief Executive's Corporate Citizenship Awards 2017

    Women in Leadership Seminar and Peer Discussion

    2:00 - 5:00 pm

    Female leaders face the same issues all leaders do, but they often face additional challenges too. In this peer session, we will facilitate a discussion of best practices and how to overcome common barriers to help women leaders be more effective within and outside their organizations. 

    Limited space available.

    To sign up, select this option in your registration form. Additional fee of $495 will be added to your total.

    Golf Outing

    10:30 - 5:00 pm
    General’s Retreat at Hermitage Golf Course
    Sponsored by UBS

    General’s Retreat, built in 1986 with architect Gary Roger Baird, has been voted the “Best Golf Course in Nashville” and is a “must play” when visiting the Nashville, Tennessee area. With the beautiful setting along the Cumberland River, golfers of all capabilities will thoroughly enjoy the golf, scenery and hospitality.

    The golf outing fee includes transportation to and from the hotel, greens/cart fees, use of practice facilities, and boxed lunch. The bus will leave the hotel at 10:30 am for a noon shotgun start and return to the hotel after the cocktail reception following the completion of the round.

    To sign up, select this option in your registration form. Additional fee of $295 will be added to your total.