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COLGATE - Decison Sheet

Aditya Singh must determine salary offers for 5 candidates for a new toothbrush manufacturing facility in India. The factory will employ 500 workers including skilled technicians and unskilled operators. Aditya faces challenges attracting qualified candidates due to local hiring requirements, language barriers, and competition. He must create a pay strategy to attract, motivate and retain the right talent while aligning with Colgate-Palmolive's culture. Two of the candidates, Selvaraj and Venkat, are well-qualified for roles at the plant based on their experience in toothbrush manufacturing and language abilities.

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Sonakshi Kashyap
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52 views3 pages

COLGATE - Decison Sheet

Aditya Singh must determine salary offers for 5 candidates for a new toothbrush manufacturing facility in India. The factory will employ 500 workers including skilled technicians and unskilled operators. Aditya faces challenges attracting qualified candidates due to local hiring requirements, language barriers, and competition. He must create a pay strategy to attract, motivate and retain the right talent while aligning with Colgate-Palmolive's culture. Two of the candidates, Selvaraj and Venkat, are well-qualified for roles at the plant based on their experience in toothbrush manufacturing and language abilities.

Uploaded by

Sonakshi Kashyap
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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COLGATE- PALMOLIVE: DETERMINING A SALARY OFFER

Case Summary

Aditya Singh, the head of compensation for Colgate- Palmolive based in India is set with a
dilemma. Singh is to determine the salary/ pay scales for five candidates so that the hiring
process can be completed. Aditya faces a few setbacks within this process. It is important to
attract, retain, and motivate the best employees for the position so the stakes are high. Hiring
for this specific location had its share of challenges. Most qualified candidates were already
working in a similar field and were comfortable with their pay and happy with the company
they worked for. Highly skilled workers were reluctant to travel due to language issues and
plant supervisors in some cases had trouble communicating with local workers in the factory.
This makes the list of qualified candidates smaller. Also, the state requires local hiring. Even
if a person was qualified or willing to travel, state regulations had stipulations on doing so. The
company also faced the challenge of finding workers with the correct qualifications. To be
employed as a factory worker, the only necessity needed was a high school diploma. Due to the
tremendous unemployment rate, and the perks of working for a huge corporation, graduate
students applied for those same positions

1)FMCG Sector,
2)Market Share- 57.8% (Toothpaste) & 42.1% (Toothbrush)
3)Revenue- 28,055 million.

The production process for toothbrushes followed a six-stage process:


(1)Horizontal moulding
(2)Vertical moulding
(3)Tufting
(4) End rounding and profiling
(5)Packing
(6)Case filling and sealing.

PEOPLE IN THE CASE


Aditya Singh, head of compensation for Colgate-Palmolive (India) Limited
The Candidates- Selvaraj, Neeraj, Ganesh, Venkat, Nilesh
CASE STRUCTURE
1.Aditya Singh, head of compensation for Colgate-Palmolive (India) Limited (Colgate-
Palmolive) was poring over five resumes.
2. He had to determine appropriate pay scales for the five candidates so that the hiring
process could be completed.
3. The company had planned to set up a state-of-the-art toothbrush manufacturing facility in
India.
4. The factory planned to employ 500 workers, including both skilled technicians and
unskilled line operators.
5. The annual estimated capacity of the new plant was estimated at approximately 150,000
tonnes of product, or 220 million toothbrushes.
6. The project team had identified a site in Sri City, in the southern state of Andhra Pradesh,
on the border of the neighboring state Tamil Nadu.
7.At least 70 per cent of these workers would be hired from the local area, consistent with the
state government's mandate.
8.Workers at the plant were divided into six functional groups: 1) Projects, 2) Operations, 3)
Technical and Engineering, 4) Quality Assurance, 5) Human Resources, 6) Commercial.
9.In addition to these six functional groups, an Environmental and Occupational Health and
Safety group was also active at the plant.
10. Singh realized that determining the appropriate pay scale for these candidates involved
defining an appropriate pay philosophy and strategy for the organization to attract, motivate,
and retain the right talent at the Sri City plant.
11.That strategy would have to be consistent with the existing culture at Colgate-Palmolive.

CHALLENGES OCCURED
1.Production process involved unique tasks that required specific skills from workers, who
normally worked for smaller firms.
2.Attracting good workers to the plant was the state requirement for local hiring.
3.Language was an issue.
4.Finding workers with the right qualifications.
5.Poor infrastructure in Sri City.
6.Highly Competitive Labour Market.
7.Attracting workers from other toothbrush factories was also difficult.
SOLUTION FORMULATED
Colgate can start with hiring candidates who are job fit and culture fit for the organization and
are familiar with the Languages Tamil, Telugu and Hindi so that there are no issues related to
the language.

CASE HIGHLIGHTS
Salary offers pay scales moulding language issue
Manager of quality production operation organization structure
Functional groups local hiring tufting and manager team leader

RESUME SHORTLISTED FOR REFERNCE


Selvaraj would be my preference as
●Selvaraj has a experience of 14 years in toothbrush manufacturing and has been working in
the current position for two years.
●He is trained in toothbrush machine manufacturers.
●He was an ideal choice for the role of manager of engineering in the Sri City plant so if
certain benefits were added to his package as he has a family then he would be a great fit for
the organization.

Venkat would be my preference as


●He has overall ten years of experience with mainly four years of experience as senior
engineer of maintenance at a toothbrush manufacturing company.
●He is from Chennai and will be well versed with Tamil language so if the need arises, he
may only be needed to learn a little bit of Telugu the he would be fit for the job.
●Venkat was being considered for the role of team leader.
●He was a good worker and a favourable candidate for area leader in any
organization.
●His current Salary is also less as compared to others so if the company offers a hike in the
salary then he would be happy to join the
organization

Prepared by: Sonakshi Kashyap

Reg No: 2227455

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