Prepared By:

Ruchi | Vijay Chandrasekar | Anant Kapoor | Neha Kandpal|

Arjun KV | Jaskaran Singh

FMCG Sector in India

Fourth largest sector in the Indian
economy
Rising income

Growing
Demand

Growing awareness, lifestyle

Growing young population

Attractive
Opportunitie
s

R&D and innovation

2011
30 Billion
US $

Market Size

2018
74 Billion
US $

Employer Brand
Management
Brand
positioning

Steps for building a

strong Employer
Brand:
Understand your organization

Brand promise
Delivery of
promise
Long term
value

Create a 'compelling brand

promise' for employees

Develop standards to measure

the fulfillment of the brand
promise

Execute and measure

Marico

Incorporated on 13th October 1988, under the name of

Marico Foods Ltd., later renamed as Marico Industries Ltd in
1989

Provides consumer products and services in the areas of

Health and Beauty

Adds value to the life of 1 in every 3 Indians

The Make a difference approach

Have a flat organizational structure, having just five levels

between the Managing Director and the shop floor operator.

Marico as an Employer

Members rather than Employees

Talent Acquisition

Performance Management System

Talent Development

Leadership Development

Member Wellness

Recruitment Process

Filling of the Company Application Form

Managerial Values Questionnaire

Career Anchors Questionnaire

Interviews

Reference Check

Medical check-up and remuneration finalization

Procter and Gamble

Procter and Gamble
Established in 1837 in Cincinnati, USA
About 80 worldwide brands

Procter and Gamble, India

Established in 1964
Serves about 650 million customers
Creates about 26K jobs directly and indirectly
Known for Brands
Cosmetics, Dishwashing, Hygiene
Food, HealthCare, Skin Care products

Hiring Process at P&G

Employer Branding
Principles
Build
from
within

Hire the
person
not the
position

Hire the
best

Use of
social
media for
youth
connect

Comparative Analysis
P&G

Parameters
Economic and
Emotive benefits

Interview Process

Induction program

Working Environment

Retention
Strategies

Marico

Emotive benefit of working for a

well-established
M&C. Career
growth
opportunities
off
economic and emotive benefits
as well.

Equal
importance
offered.
Joining bonus is lucrative. 30
day leaves a year.

Online application,
resume
submission, online assessment,
aptitude test at P&G, 3 rounds of
interview

Lateral hiring at lower levelInterview process

Campus placements 2 GDs
+PI

3-day
long
organisational
workings

Address by HODs, interaction

with CEO and Chairman.
Outbound training for full-time
employees

to
explain
structure
and

Friendly and comfortable

Boundary-less offices. No fixed

working hours.

Fast career growth and superior

pay

25% salary is variable.

Personal goal realization
programs.

Sample Q & A- Marico

Q. At the time of joining, what are the benefits both in terms of rational and emotive benefits that
are offered by the company? Which one is considered more important by your company?
A. According to me, both are given equal importance. A joining bonus of 1.5 LPA is offered.

Q. Can you please share the details of the interview process?

A. For lateral hiring there is a written test for lower level managers. For campus placements, there
are 2 rounds of Group Discussions followed by the personal interview round. A partner level person is
a part for the hiring process.

Q. Please tell us something about the induction program.

A. It is very well planned. The heads of each department address the entire batch followed by
interaction with the CEO and the Chairman. There is also an outbound training for the Full time
employees.

Q. The working environment is the one of the most important factors for employee satisfaction. How
is it there at your office?
A. Our office is called Boundary less office. There is no closed cubical. No fixed working hours are
there and we are entitled to 30 days leave in a year.

Q. How are seniors and executives addressed at your office?

A. Everyone is addressed only by their first name in the head office.

Q. What are the strategies to retain talent at your organization?

A. 25% salary is variable which acts as a key motivating factor. Also there is a program, PDP, which
helps in realization of personal goals.

Sample Q & A- P&G

Q. What are the rational and emotive benefits that company offers to the employees while joining?
Which one does your company holds more important?
A. The company values both benefits. An employee feels very excited to work for one of the oldest
multinational company. Also the company provides the employee with fast growing career opportunities,
global and challenging roles which keep them motivated always.

Q. What is the interview process?

A. P&G has a very extensive interview process. The candidate needs to apply online via P&G portal. On
the portal he/she needs to submit their resume and undergo an online assessment. It is followed by an
aptitude test at P&G office and 3 rounds of interview. P&G believes in growth from within, hence most of
the recruitment is done via colleges.

Q. How is the induction program?

A.. There is a 3 day- long induction program organized by the company in which leaders from different
organizations share their experience and tips to do well in the company. It is a well-planned event for a
new hire to understand the working principles and organization structure.

Q. How is the working environment?

A. It is a very friendly working environment. People are companys biggest asset and company ensures
that people are working in a very comfortable environment.

Q.. How are seniors addressed in your office?

A. Everyone is addressed by their first name in all offices in P&G.

Q. What are various retention strategies used by your organization?

A. Fast growth and superior pay compared to market is a key retention strategy used by the
organization.

Conclusion
Both the companies give high importance to emotive benefits and
have an open and approachable culture
Both companies have intensive hiring procedures in place to ensure
right job-person match
While both have induction programs conducted by senior level
executives, Marico also holds outbound training focused on teambuilding skills.
The environment at P&G was described as friendly and comfortable,
as opposed to Marico which was said to have an open door policy.
While P&G offers strong career growth as an incentive to continue
working for it, Marico focuses on monetary benefits like a 25%
variable pay.