Colgate-Palmolive is structured on a functional basis. However, being an MNC and hence part of a large global corporation, we also have a matrix structure.

In India, our people report to the Function Heads of each function, who in turn report to the Managing Director. Each Function Head also reports to the Divisional Function Head, who in turn reports to the Global Category Head.

All products categories are handled centrally and there are no separate divisions or SBUs for each category. This gives our employee the opportunity of handling a broader portfolio and also helps in developing a holistic view of the business.

Our Sales & Distribution function operates through four branches Mumbai, Delhi, Kolkota & Chennai. Each branch comprises a multifunctional sales team and field force, to plan and implement various trade schemes and drive sales volumes. The Distribution system is also common for all products (except Colgate Oral Pharmaceuticals for legal reasons).

• Functional Competencies
• Leadership Competencies

We want people with: a firm grounding in functional knowledge, strong analytical skills, a drive to achieve results and the business acumen to bring about continuous improvement.

Along with functional competencies, we look for leadership competencies which enable people to have a long term perspective and people who can build strong teams and empower them to achieve long term plans.

Above all, we look for people who exhibit passion at work, display a 'can do' attitude and possess high levels of energy.

The culture at Colgate is one of openness and transparency in all our interactions - internally and externally.

We strongly believe in the principles of Managing with Respect with all our fellow employees, business partners and customers. All processes and programs are so designed that these values are upheld under both favorable and unfavorable circumstances.

The value of Caring (one of our three core values) permeates all that we do. Above all, we believe in a strong code of ethics.

At Colgate, it's not only achieving results that counts, it is achieving results by following proper means that puts an employee at an advantage.

At Colgate-Palmolive, all the HR processes are tied to a competency framework (Leadership & Functional). Employees exhibiting high performance and potential, can grow in the organization through the following paths :

• Vertical Growth - Higher levels of responsibility in the same function
• Lateral Growth - Cross-functional assignments. There are several examples within the company for this.
• International Assignments - Taking up important international assignments.

We do not differentiate between modes of entry. Employees who display the Leadership and Functional competencies on the job and get business results through systematic means, are the ones who grow into future leaders.

We recognize that the lateral recruits bring in a lot of fresh perspective through their rich experiences across the industry, which is very valuable. There are many examples where the lateral recruits employees have reached positions of seniority and responsibility in a relatively short span of time.

The Business Leadership Program gives the Management Trainees (MTs) structured inputs and wide exposure, which is very useful to them in the initial years to build an overall perspective. The Company is committed to its Business Leadership Program to source MTs. However, the Company does not put any employee at a disadvantage because they have not been through the MT program.

Colgate-Palmolive (India) is recognized for its rich talent pool. Employees who are identified as having high performance and potential, have various opportunities to go beyond the National boundaries and make a mark at the international level.

There are plenty of examples of employees who have moved to Divisional/Global assignments and successfully delivered business results. Opportunities are available in each and every function.

International assignments are not restricted to Senior Management. We have had employees right from the MT cadre, going on the international assignments.

The Performance review year for Colgate-Palmolive is January December. At the beginning of each year in January, employees take on objectives for the year, which are cascaded down from the Organizations goals. Employees are appraised at the year-end, on achievements against these objectives.

• Achievement against Objectives
• Process by which Objectives are achieved
• Additional accomplishments
• 'Managing with Respect' Principles Adopted

In addition to the formal appraisal process, there is a half yearly review of performance. There is a lot of emphasis on day to day coaching and feedback aimed at the development of the employee.

We offer competitive compensation. Compensation depends on the level of responsibility, qualification and experience of the candidate.

• Compensation data of the market
• Internal compensation structure and parity
• Performance and Potential of the employee