Abhijna Mukherjee DM21B02 SHRM Final Presentation

SHRM
FINAL PROJECT
Abhijna Mukherjee| DM21B02

Sector Company
Information Information
Business Business and HR
Model Strategy
Recruitment
Strategy Recruitment
Practices
Various
CONTENT metrics Training
Strategies
Performance
Strategies Compensation & Benefit
Strategy
HR
Technology Technology & HRM
Corelation
Role of
HRBP HR
Challenges
SECTOR
FMCG
INFORMATION
SECTOR
INFORMATION
Market
Size
• Fast-moving consumer goods (FMCG)
sector is India’s fourth-largest sector with
household and personal care accounting
for 50% of FMCG sales in India.
• GDP contribution 20%

SECTOR • The FMCG market in India is expected to
INFORMATION increase at a CAGR of 14.9% to
reach US$ 220 billion by 2025, from US$
110 billion in 2020.
• The FMCG sector's revenue growth will

double from 5-6% in FY21 to 10-12% in
FY22, according to CRISIL Ratings.
• Reckitt (legally incorporated as Reckitt Benckiser Group
plc), is a British multinational consumer goods company
headquartered in Slough, England.
• It is a producer of health, hygiene and nutrition products.

The company was formed in March 1999 by the merger of
RECKITT British company Reckitt & Colman plc and Dutch

company Benckiser N.V.. Now the company has about
43,500 employees all over world.
BENCKISER • Reckitt's brands include the antiseptic brand Dettol, the
analgesic Disprin, the sore throat medicine Strepsils, the
hair removal brand Veet, the immune support supplement
Airborne, the indigestion remedy Gaviscon, the baby food
brand Mead Johnson, the air freshener Air Wick, and other
brands and products
Business Model
R&D
Marketing & Ad Brand Reputation
Manufacturing Discounts &
• Retailers & Production & • Variety of • Mass
promotions
Vendors Distribution products Market
• Media & • Quality • Household,
AD Products Housewives
agencies • Availability • Segmented
• Suppliers Distribution • Trusted by hygiene,
• E-commerce
• Distributors Logistics brand health
• Retailers
Manufacturing
• Supermarket
factories
• Stores
Staffing
• Marketing
• Manufacturing
• Employees Salary Sales of Product
• Logistics
Business Strategy
The RB strategy has always been simple: hire the
right people to promote above-average sector
growth and convert it into revenue and cash.
Making sure this main point is properly
understood by all parties involved is a smart
business decision.
Both shareholders and employees can feel secure
that they are aware of the company's vision and
the plan of action to reach their goals by
concentrating on the shared target.
Employing and keeping individuals with the

appropriate values and behaviours contributes to
RB's distinctive culture and business philosophy.
RB needs a leadership team, creative thinking,
and people that are prepared to take a chance on
new ideas to stay ahead of the competition.
Business Strategy
Rebuilding fundamental competencies that will
enable sustainable growth, such as eRB, R&D,
product quality, marketing excellence, supply
chain performance, and sustainability, is at the
heart of RB's strategy
Drag & Drop or Insert Your Picture
By investing in and utilising established
capabilities to accelerate developments in D2C,
marketplaces, and through Bricks and Clicks
channels, where customer behaviour changes as
more consumers migrate online have driven the
strongest growth, RB are enhancing their digital
and e-commerce strategy, Be Big, Be Fast, and Be
Bold.
HR STRATEGY
Freedom within a Reward Developing talent

framework
Recruitment
Strategy
1.
5. Social Media
Headhunting 3. Employee
Referral
2. Talent 4. Campus
Poaching hiring
RECRUITMENT PRACTICES
Advances in
Internal Social media Recruiting
recruitment
recruiting entrepren-eurs
Hiring Artificial
Intelligence (AI) with purpose
RECRUITMENT PRACTICES
Online Data-Driven
Talent Pools
Recruitment Recruiting
Revenue per
Employee
Profit per Employee
VARIOUS
METRICS FOR
ORGANISATION Human Capital ROI
& HR
PERFORMANCE Overtime per
Employee
Number of Overtime
Hours Worked
Number of sales
Number of units
VARIOUS produced
METRICS FOR
ORGANISATION Net promoter score
& HR
PERFORMANCE
Absenteeism Rate
Employee Turnover
Rate
TRAINING STRATEGIES
♦ Developed and implemented role-specific training in
high-risk areas and functions on issues like corporate
security, competition legislation, and data privacy.
♦ Every reasonable effort is taken to help an employee in

continuing their work and arranging suitable training,
whether the employee has an existing disability or
becomes disabled while they are employed.
♦ Reckitt Benckiser has the opinion that learning on the

job, as opposed to in a classroom, is the best way to
advance one's personal development.
TRAINING STATEGIES
♦ Reckitt's required training programme now covers topics
including the Code of Conduct, product safety, human rights,
privacy, and cyber security, as well as topics like anti-bribery
& corruption and competition law.
♦ Reckitt's workforce received data privacy training;

additionally, workers in high-risk roles and regions were given
additional, role-specific training
♦ The Group's dedication to staff development is strengthened

via a continuous training and development programme. The
Group recognises the significance of employee health and
well-being and offers all employees the same opportunities and
flexibility to achieve at work
PERFORMANCE
STRATEGY
Performance
Alignment and
objectives
Diagnosis
structure
Competence
Model
PERFORMANCE
STRATEGY
Performance
Training
Cycle
Process
Interfaces
1.Interviews with management responsible for the
collation and accuracy of the Selected Data.
2. A review of the methodologies, guidance

documents and processes for reporting the Selected
PERFORMANCE
Data.
MANAGEMENT
3. Carried out analytical procedures over the
Selected Data.
PROCEDURE 4. Reviewed the Report for the appropriate

presentation of the Selected Data, including the
discussion of limitations and assumptions relating
to the data presented.
5. Reviewed and challenged the validation and

collation processes undertaken by RB management
in relation to the Selected Data
COMPENSATION & BENEFIT
STRATEGIES
Incentives-
competitive
Competitive
compared to
remuneration
market
practice
Benefits in
addition to
Performance
salaries, bonuses
philosophy
and long-term
incentives
HR TECHNOLOGY
Performance
Analytics
. Workforce
Applicant
Management Tracking
System
Succession
Planning
HR TECHNOLOGY
Candidate
Relationship
Management
Recruitment Benefits
Marketing Administration
Compensation
Management
Software

TECHNOLOGY AND HRM CORELATION
Better services
Effective
to line
recruiting
managers
Enhancing
management
TECHNOLOGY AND HRM CORELATION
Inventory
management
tools and
human
resource
management
Data
management Cost-reduction
and critical and efficiency
analysis
TECHNOLOGY AND HRM
CORELATION
Career
development and . Availability of Automation of HR
human capital HR tools processes
management
ROLES OF HRBP
Workforce planning Hiring activity and

performance transparency
HRBPs and TA have a clear
central objective and a HRBP will always have the best
coordinated plan of attack when grasp of the talent requirement
they have a talent strategy, which on the HR team, once the request
includes a hiring plan that is granted and allocated, the TA
addresses both present and future frequently connects directly with
business needs the hiring manager.
ROLES OF HRBP
 Strategic Control of HR
 Staff Development & Coaching Processes
HR offer managers and staff
members specialised professional HRBPs have the strategic
development and training vision necessary to spot
initiatives. These are crucial for the
bottlenecks early on and
company's ability to create value
since they not only boost manage effective, seamless
productivity but also drive it. hiring and recruiting
procedures.
EMPLOYEE RETENTION
REMOTE VS ONSITE
HR
WORKING
CHALLENGES
DELIVERING ON DIVERSITY,
EQUITY AND INCLUSION
Tell your audience how they ♦ One
PROMISES
can put what you have shared
♦ Two
with them into practice
♦ Three
THANK YOU

Abhijna Mukherjee DM21B02 SHRM Final Presentation

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SHRM

Abhijna Mukherjee| DM21B02

• GDP contribution 20%

• The FMCG sector's revenue growth will

• It is a producer of health, hygiene and nutrition products.

RECKITT British company Reckitt & Colman plc and Dutch

Employing and keeping individuals with the

Freedom within a Reward Developing talent

Profit per Employee

♦ Every reasonable effort is taken to help an employee in

♦ Reckitt Benckiser has the opinion that learning on the

♦ Reckitt's workforce received data privacy training;

♦ The Group's dedication to staff development is strengthened

2. A review of the methodologies, guidance

PROCEDURE 4. Reviewed the Report for the appropriate

5. Reviewed and challenged the validation and

Workforce planning Hiring activity and

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