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INTRODUCTION --NESTLE
Nestl, over its long historical development from a small village operation to the
worlds leading food Company, has demonstrated an enviable capability to adjustto an ever-changing external environment, without losing its fundamental beliefs
and core values, so important for long-term success. Over the years to come, this
capability will continue to be challenged even more as Nestl is growing in size
and complexity up to a dimension which demands a continuous evolution of its
organization and of the way in which it is run.
This permanent transformation will be driven by the need to manage complexity
with a high level of efficiency, leveraging all the intangibles which enhance our
competitive edge. Our personal motivation based on willingness to learn and to
question what we are doing and why we are doing it, combined with our
longstanding respect for certain Nestl values, will assure our success. In such a
setting, every employee of Nestl has both an individual and complementary role
to play in building the Company of tomorrow. The Basic Nestl Management and
LeadershipPrinciples were issued in 1997. The first version reflected the specific
situation of the Company at that time, and intended to build a bridge at a moment
when it was essential to ensure that our Nestl values were recorded for future
reference.
The new version not only re-emphasizes the values that have been and always
will be those of Nestl, but focuses strongly on the skills that will ensure Nestls
future over the years to come. It is also aligned with the Corporate Business
Principles, which have been revised in 2002. We wish that each of you carefully
read this document, share it with your collaborators, take pride in adhering to its
principles and implement them with conviction and enthusiasm. We believe
indeed that these principles are there to be lived not only through discussions with
colleagues and during training sessions but mainly by taking concrete action in
the workplace. These principles should be applied everywhere and at all times in
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our organization, thus becoming a tangible expression of our corporate culture
and a key component of our success.
NESTLE A HUMAN COMPANY
Nestl is a human Company providing a response to individual human needs
throughout the world with specific concern for the well-being of both its
consumers and its employees. This is reflected in its attitude and its sense of
responsibility towards people. Nestl aims to increase sales and profits but, at the
same time, to raise the standard of living everywhere it is active and the quality of
life for everyone. Nestl is also convinced that it is the people who form the
strength of the Company and that nothing can be achieved without their
commitment and their energy, which makes people its most important asset.
Involvement of people at all levels starts with appropriate information on the
Companys activities and on the specific aspects of their work. Through open
communication and active co-operation, everyone is invited to contribute to
improvements enhancing Company results and personal development
MANAGEMENT COMMITMENT
Members of Nestl Management at all levels are strongly committed to the
Company, its development and its culture as expressed in The Nestl Management
and Leadership Principles. They practice what they preach and show the example
in their daily work. Apart from professional skills and insight, the capacity and
willingness to apply these principles are the main criteria for progressing in the
organisation, regardless of origin, nationality, religion, race, gender or age.
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NESTLE -- VALUES, CULTURES & TRADITIONS
High commitment to quality products and brands
Worried by the high level of infant mortality at that time and relying on scientific
research, the Company founder, Henri Nestl, created a revolutionary product,
Farine Lacte Nestl (Nestl Milk Cereal), which has helped to save the lives of
many children the world over. Nestls coat of arms, the birds nest, which refers
to his name, has become a symbol for our products being a safe harbour for our
consumers. Ever since, product safety and quality, Research & Development
based innovation capacity and strong brands are a priority for Nestl.
Respect of other cultures and traditions
From its inception, Nestl developed its business internationally and became
aware of the fact that food products have to be closely linked to local eating and
social habits. That is why Nestl from the very start has always shown respect for
diverse cultures and traditions. Nestl endeavours to integrate itself as much as
possible into the cultures and traditions where it is present, adding also to the
local environment its own set of values laid out in this document. Therefore,
Nestl embraces cultural and social diversity and does not discriminate on the
basis of origin, nationality, religion, race, gender or age. Furthermore, Nestl
believes that its activities can only be of long-term benefit to the Company if they
are at the same time beneficial to the local community. In short, global thinking
and strategies can best be expressed through local action and commitment.
The Nestl culture
Apart from its commitment to safety and quality and its respect for diversity,
Nestl is committed to a number of cultural values. These values come partly
from its Swiss roots and have been developed during its history. They are also
evolving so as to support the permanent reshaping of the Company. They can be
described as follows:
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Commitment to a strong work ethic, integrity, honesty and quality. Personal relations based on trust and mutual respect. This implies a
sociable attitude towards others, combined with an ability to communicate
openly and frankly.
A personalised and direct way of dealing with each other. This implies ahigh level of tolerance for other ideas and opinions, as well as a relentless
commitment to co-operate proactively with others.
A more pragmatic than dogmatic approach to business. This implies beingrealistic and basing decisions on facts.
Openness and curiosity for dynamic and future trends in technology,changes in consumer habits, new business ideas and opportunities, while
maintaining respect for basic human values, attitudes and behaviour.
Pride in contributing to the reputation and the performance of theCompany. This calls especially for nurturing a sense of quality and long-
term achievement in the daily workbeyond fashion and shortsighted gain.
Loyalty to and identification with the Company.
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NESTLE CORPORATE BUSINESS PRINCIPLES
Nestle is corporate to the following principles in all countries, taking into account
local legislation, cultural and religious practices :
Nestls business objective, and that of management and employees at alllevels is to manufacture and market the Companys products in such a w ay
as to create value that can be sustained over the long term for
shareholders, employees, consumers, business partners and the large
number of national economies in which Nestle operates.
Nestl does not favor short-term profit at the expense of successful long-term business development, but recognizes the need to generate a healthy
profit each year in order to maintain the support of our shareholders and
the financial markets band to finance investments; Nestl recognizes that
its consumers have a sincere and legitimate interesting the behavior,
beliefs and actions of the Company behind brands in which they place
their trust, and that without its consumers the company would not exist.
Nestl believes that, as a general rule, legislation is the most effectivesafeguard of responsible conduct, although in certain areas, additional
guidance to staff in the form of voluntary business principles is beneficial
in order to ensure that the highest standards are met throughout the
organization; Nestl is conscious of the fact that the success of a
corporation is a reflection of the professionalism, conduct and the
responsible attitude of its management and employees.
Therefore recruitment of the right people and ongoing training and development
are crucial; Nestl operates in many countries and in many cultures throughout the
world. This rich diversity is an invaluable source for our leadership. No single
document can capture every legal obligation that may be required in each of these
countries. Indeed, there may be conflicting legal requirements. Nestl continues to
maintain its commitment to follow and respect all applicable local laws in each of
its markets.
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If an interpretation of anything contained in this document is construed as country
to local laws, such interpretation should not be followed in that country.
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NESTLE LEADERSHIP VALUE : ADDING VALUE
Members of the Nestl Management at all levels are more concerned with
continuously adding value to the Company than exercising formal authority. This
can only materialize with a high involvement of each employee and a commonmindset geared to results. Contributing to results through project work and special
assignments becomes more frequent, reaching beyond conventional boundaries in
order to contribute to wider group performance. The broader the responsibility of
a Nestl Manager, the more the following specific criteria should be considered,
in addition to professional skills, practical experience and result focus:
Personal commitment and courage. This includes the capacity and thewillingness to take initiatives and risks as well as to maintain composure
under pressure.
Ability to motivate and to develop people, addressing all those issues thatallow others to progress in their work and to develop their capabilities.
Curiosity and open-mindedness as well as a high level of interest in othercultures and life-styles. This also includes a commitment to continuous
learning and improving, as well as to sharing knowledge and ideas freely
with others.
A taste for initiative together with the ability to create a climate ofinnovation and to think outside the box. This implies the right to make a
mistake but also the readiness to correct it and to learn from it.
Willingness to accept change and the ability to manage it. Adaptability of thought and deed, taking into account the specificity and
the complexity of the environment.
Credibility as a result of coherent action, leadership and achievement. International experience and understanding of other cultures.
In addition, broad interests, a good general education, responsible behaviour as
well as fostering a balanced lifestyle are required to hold high-level management
positions.
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HUMAN RESOURCES
As a dynamic and flexible organization, Nestl Waters North America recognizes
that our workforce our human assets is one of the most important
characteristics that differentiate us in the marketplace. Identifying, recruiting, andretaining top talent across our company are only the beginnings of the story. Our
human resources teams cultivate our culture through employee learning and foster
our sustained growth by ensuring employee passion is directed to help deliver on
business goals. Below is a snapshot of a few of our key opportunities.
Area Human Resources Manager Human Resources Manager Human Resources Associate
AREA HUMAN RESOURCES MANAGER
Area Human Resources Managers have field Human Resources leadership
responsibilities for a specific geography or business unit(s) in the specific areas of
Staffing, Regulatory Compliance, Compensation and Benefits, Employee
Relations, Organizational Development, and Diversity. They create hiring plans,
develop local sourcing strategies, host interview skills training, coordinate and
executes selection processes, and measure process effectiveness. In addition, Area
Human Resources Managers coordinate and execute new employee orientation,
identify retention issues, develop retention plans, administer exit interviews, and
measure process effectiveness. Furthermore, they also ensure compliance with all
relevant employment regulations; develop and monitor compenstation and
benefits programs; manage employee relations programs; and lead organizational
development programs.
http://careers.nestle-watersna.com/WhatWeDo/OurCareers/HumanResources.aspx#AreaHumanResourcesManagerhttp://careers.nestle-watersna.com/WhatWeDo/OurCareers/HumanResources.aspx#AreaHumanResourcesManagerhttp://careers.nestle-watersna.com/WhatWeDo/OurCareers/HumanResources.aspx#HumanResourcesManagerhttp://careers.nestle-watersna.com/WhatWeDo/OurCareers/HumanResources.aspx#HumanResourcesManagerhttp://careers.nestle-watersna.com/WhatWeDo/OurCareers/HumanResources.aspx#HumanResourcesAssociatehttp://careers.nestle-watersna.com/WhatWeDo/OurCareers/HumanResources.aspx#HumanResourcesAssociatehttp://careers.nestle-watersna.com/WhatWeDo/OurCareers/HumanResources.aspx#HumanResourcesAssociatehttp://careers.nestle-watersna.com/WhatWeDo/OurCareers/HumanResources.aspx#HumanResourcesManagerhttp://careers.nestle-watersna.com/WhatWeDo/OurCareers/HumanResources.aspx#AreaHumanResourcesManager7/29/2019 Human Resource Management Nestle
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HUMAN RESOURCES MANAGER
The Human Resources Manager leads staffing and recruitment efforts for the
facility, including identifying training needs and developing training plans with
business partners and leaders to ensure a successful start-up. In addition, theposition support managers and employees on day-to-day employee relations
issues; conducts wage analyses, and monitor labor market trends to ensure
competitive pay practices; and maintains legal compliance in HR related areas
and conducts audits on employment practices.
HUMAN RESOURCES ASSOCIATE
The Human Resources Associate position at Nestl Waters North America is
designed to develop individuals with high potential for leadership in Human
Resources. Individuals in this role will be responsible for providing human
resources and project support for a business group. This position provides an
excellent opportunity for incumbents to acquire and strengthen skills in core
human resource areas. The position will provide support for, and deliver results
in: Staffing, Employee Relations, Compensation, Benefits, and Training.
Additional responsibilities will be guided by business initiatives.
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NESTLE VISION & MISSION
VISION
The consumer's voice is the key to Nestle vision and working.
Whether you live in the remotest village or the city, Nestle consumer services
team stands ready to listen to your concerns and provide answers about our
products and guidance on matters of health and wellness.
Nestls global vision is to be the leading health, wellness, and Nutrition
Company of the world . Nest le sub scribes ful ly to th is glob al visi on. In
addition to that, Nestle also envisions to:
Lead a dynami c mot i va t ed and p r o f es s i ona l wor kf o r cet h a t i s p ro u d o f i t s heritage and bullish about the future
Meet t he nu t r i t i ona l needs o f a l l age g r oups t h r ough adiversified product range that contains an innovative portfolio of
branded food and beverages of the highest quality
Maintain long-term growth and deliver shareholder value. Establishing responsible communication with the consumer which in turn
can provide us a better look into what changes need to be made to our
products
S t r e n g t h e n t h e p o s i t i o n a s t h e b e s t c a r e e r d e s t i n a t io n f o r t a l e n t e d a n d motivated individuals
NESTLE MISSION
Nes t l e i s ded i ca t ed t o p r ov i d i ng t he bes t f oods t o peop l e
t h ro u gh o ut t he ir d a y, t h r o u g h o u t t h e i r l i v e s , t h r o u g h o u t
t h e w o r l d . W i t h o u r u n i q u e e x p e r i e n c e o f a nticipating
consumers' needs and creating solutions, Nestle contributes to
your well-being and enhances your quality of life.
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NESTLE GOALS AND OBJECTIVES
Nestle business objective is to manufacture and market the Company's products in
s u c h a w a y a s t o c r e a t e v a l u e t h a t c a n b e s u s t a i n e d h a v et h e l o n g t e r m f o r shareholders, employees, consumers, and business
partners. Nest le recogn izes that it s co ns umer s have a sincere and
legitimate interest in the behavior, beliefs, and actions of the Company
behind brand s in which they place their trust and that without its consumers
the Company would not exist. Nestle continues to maintain its commitment to
follow and respect all applicable local laws in each of its markets. A t th e
en t r ance o f t h i s new mi l l enn i um, Nes t l s ob j ec t i ve I s t o
co ns ol id at e an d strengthen its leading position at the cutting edge of
innovation in the food area in order to meet the needs and desires of
customers around the world, for pleasure, convenience, health and well
being.
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NESTLE CURRENT STRATEGIES
A social and managerial process where by individual & groups
obtains good food and good life through creating and exchanging
product s and values.
THE PRICING STRATEGY
We can easily observe that Nestle itself is taking active part in social
welfare. We see the lower prices of the product as compared to the
other FMCGs Companys pr oduc t s l i ke Uni l eve r and P r oc t e r &
Gam ble . I f we loo k a t th e p r ic es , we can observe that Nestle i s
also using its name for the promotional activities and pricin g strategiesalso. They have to maintain their level of efficiency and always provide the bes t
a t bes t p r i ce . Nes t l e ca r es abou t t he cus t omer s . As t he t i me i s
o f i n f l a t i on , nestle is trying to overcome the pricing problems to the extent
they can do.
Nestlp o i n t o f v i e w i s O n l y b y u n d e r s t a n d i n g c o n s u m e r n
e e d s c a n w e s e r v e o u r consumers to the fullest. Pr of i t ea r n i ng i s
t he co r e a i m o f eve r y comp any bu t i n cas e o f Nes t l e t he i r
p r o f i t margin is small just for the sake of customers trust and happiness. Nestle
is also one of the leader of retaining their customers. This is one reason of their
success.
PROMOTIONAL STRATEGIES
Nestle launch was, perhaps one of the most aggressive as far as processed Nestle
product concerned, with TV, print ads, radio commercials, billboards and plenty
of BTL (below the line) activities including direct consumer and shop branding
activities. Due to this aggressive marketing campaign, the competition seems to
begetting tougher. So far ads focus towards the younger generation, who want to
feel f r ee , young and ex ci t ed , l eadin g a hea l thy l i f es ty le . These
ad s a re app ea l in g s pecific social class. They keep the in formation of
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the other companies what they are offering. Try to improve their
strategies from others so that they can promote their product more.
Like more companies are now coming in the market so there is more completion
in the market and they have to be up to date from the current situations
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EMPLOYMENT AT NESTLE
The Corporate Business Principles outline the Companys commitment to fully
endorse and to respect a series of principles and international conventions
concerning employees rights, the protection of children against child labor and
other important issues. These principles are to be respected everywhere and under
all circumstances.
The management will implement the necessary processes to ensure that these
principles are enforced at all levels. Employees who are not abiding with the
Corporate Business Principles and the Nestl Management and Leadership
Principles cannot be maintained in employment and will be requested to leave the
organization. Also their main suppliers and providers of out sourced services
should be informed of the Corporate Business Principles and should comply with
those. Nestl provides a working environment which protects the health and there
welfare of the employees according to the highest?
Affordable standards of safety, hygiene and security. Each employee should not
only Care for her/his own safety but also that of her/his colleagues. Therefore,
suggestions for improvement are they come and will be given prime
consideration.
In the same way that no discrimination for reason of origin, nationality, religion,
race, Gender or age will be tolerated when joining Nestl, no such discrimination
will be tolerated towards Nestls employees. Furthermore, any form of
harassment, moral or sexual, will not only be prohibited but actively tracked and
eliminated. Internal Rules and regulations will explicitly deal with discrimination
and harassment issues so as to obtain the best possible prevention. Nestl
considers that it is not enough to avoid discrimination or harassment. It is
essential to build a relationship based on trust and respect of employees at all
levels. Therefore, it is indispensable for each manager to know how her/his
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employees feel in their work. In larger units it may be necessary to organize such
feedback on a regular basis, using internal surveys or other valuable approaches.
Nestl favors a policy of long-term employment. Whenever, an operation activity
cannot be maintained within the Nestl sphere, reasonable steps will be
undertaken to avoid overall loss of employment by identifying an external
Business willing to take over activity from Nestl, whenever this is possible.
If this is not possible, a closing down may be unavoidable. It will be handled in
full respect of local legislation and of the Corporate Business Principles. A social
plan will be elaborated taking into account the legitimate interests of the
concerned staff.
Reasonable efforts will be deployed to reduce, as much as possible, the negative
Social impact of such a situation.
.
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LABOUR POLICIES
In Nestle, management dealing with people is respect and trust. There canbe no room for intolerance, harassment or discrimination of any kind as
they are the expression of an elementary lack of respect. This principle
suffers no exception and is to be applied at all levels and under all
circumstances.
Nestle management has work simplicity & honest in dealing with peoplefor efficient communication. Based on facts and sincere dialogue, such
transparency is the only solid basis for boosting continuous improvement.
This is to be complemented by open communication with purpose ofsharing competencies and boosting creativity. It is particularly relevant in
a flat organization to convey systematically all information to those who
need it to do their work properly. Otherwise no effective delegation or
knowledge improvements are possible
To communi ca t e i s no t on l y t o i n f o r m. I t i s a l s o t o l i s t enand to engage in dialogue. Every employee has the right to an open
conversation with superiors or colleagues.
In case of discord between an employee and his/her superior or anotheremployee, the possibility must be offered for a fair hearing. The HR staff
of Nestle will provide assistance to ensure that the disharmony is dealt
with impartially and that each party the opportunity to explain her/his
view point regardless of hierarchical position.
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MOTIVATIONAL STRATEGIES
ADOPTION ASSISTANCE
Family is an important part of who we are, which is why Tetra pak offers a
valuable support for the families through various programs.
EMPLOYEE DISCOUNTS
Tetra Pak offers discounts on a broad range of products to their
employees also provide travel and quarters, electronics, gifts, financial services,
clothing and more.
VOLUNTARY BENEFITS
Tetra Pak makes a number of voluntary benefits available to you through an
outside service provider, including auto and home insurance, prepaid legal
services and pet insurance.
SCHOLARSHIP PROGRAM
The Nestl Scholarship Foundation is proud to sponsor a scholarship program that
p r o v i d e s f i n a n c i a l a s s i s t a n c e . S c h o l a r s h i p r e c i p i e n t s a r e
s e l e c t e d b a s e d o n academic record, demonstrated leadership
skills, and participation in school and community activities.
LONG-TERM CARE
Long-Term Care insurance is available to protect employees and
el igib le fami ly members from the potential cost of nursing homes or other long-
term care.
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EMPLOYEE ASSISTANCE PROGRAM (EAP)
Nes t l pr ov id es EAP s e rv ice s a t n o c os t t o empl o yee s an d
th ei r el ig ib le fa mi ly members for confidential access to professional
counselors trained to help with a variety of personal and family issues.
PICK AND DROP FACILITIES
Nestle provide their employee pick and drop facility, the timing of employee
come into the workplace is also not disturb. All employees are relatively on the
time in their workplace.
GOOD WORKING ENVIRONMENT
Wor k i ng env i r onment i s ve r y s u i t ab l e f o r empl oyees . Nes t l e
i s mul t i na t i ona l company s o t h ey p r ov i de t he i r
emp loye es ef fe ct iv e wor kin g env iron men t tha t encourage
employee to done their work continues effectively
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SAFETY & HEALTH MEASURES
Nestle regards its people as its most valuable asset and places the highestpriority on protecting them. In every country where we operate, our
company emphasizes the need for safe working environment, which mustmeet our strict global corporate standards. We are determined to provide a
safe working environment for all our employees, contractors and visitors
and we are vigilant in continuing to implement Health and Safety practices
and programs at all our sites.
Val u i ng our peop l e by p r ov i d i ng a s a f e p l ace t o wor k . I den t i f y i ng , a s s es s i ng and r educ i ng r i s k and p r even t i ng
i n j u r y o r i l l nes s t o ou r empl oyees , con t r ac t o r s and
v i s i t o r s .
Operating our business to meet health, safety, legislative ando t he r r equ i r emen t s app l i cab l e t o Ne s t l .
Cont i nua l l y moni t o r i ng , r ev i ew and es t ab l i s h i ng newobj ec t i ves a i med a t e l i mi na t i ng o r mi n i mi z i ng wor k
r e l a t ed i n j u r y o r i l l nes s .
Deve l op i ng and i mpl emen t i ng e f f ec t i ve and e f f i c i en ti n j u r y management s ys t ems whi ch enab l e a s a f e and
s us t a i nab l e r e t u r n t o wor k f o r a f f ec t ed empl oyees .
Providing information, training and supervision to employees andcontractors to ensure they understand their roles and responsibilities in
eliminating or minimizing the risk of workplace injury or illness.
Encouraging a similar Health and Safety commitment from our suppliersand cont ract ors .
Cons u l t i ng wi t h empl oyees and o t he r s t akeho l de r s onHea l t h and Sa f e t y ma t t e r s .
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HR ORGANIZATION DEVELOPMENT INTERNAL
SHIP PROGRAM -- NESTLE
A TEAM ENVIRONMENT:
HR Organization Development interns contribute as full members of their team
during their 6 month internship, with responsibilities in the areas of:
Organizational development and a variety of learning solutions Learning Management and Mentoring Systems Design and implementation of e-learning modules Focus groups, survey work and data collection in support of
development solutions
Organizational development marketing campaigns Learning effective assessment strategies focused on behavioral-based
interviewing
HIGH IMPACT PROJECTS:
Our intern assignments are real world projects based upon business needs. Youwill gain experience working with people from a variety of departments. Interns
typically present project findings to their HR team, as well as relevant department
leadership.
PERFORMANCE FEEDBACK:
As a HR Organization Development Intern, you can expect informal feedback and
coaching to assist in your development throughout your internship.
WHO WE ARE LOOKING FOR:
When evaluating internship candidates, Nestl Purina PetCare looks for people
who are:
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Enrolled in a Masters degree program in Human Resources orIndustrial-Organizational Psychology
Effective multi-takers Detail oriented Self-starters Independent workers Team oriented
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HR TRAINEE PROGRAM
A TEAM ENVIRONMENT:
HR Trainee positions are unique in that trainees will have the chance to take ahands-on approach to learning in all areas of a manufacturing plant as well as
focusing within your own discipline. As an HR trainee, you will gain a holistic
understanding of plant operations. HR Trainees will contribute as full members of
their team during their 18-24 month training period, with responsibilities in the
areas of:
Employee relations Recruiting/Selection process Training & Development Compensation/Benefits Affirmative Action Planning SAP
HIGH IMPACT PROJECTS:
Our intern assignments are real world projects based upon business needs. You
will gain experience working with people from a variety of departments. Interns
typically present project findings to their HR team, as well as relevant department
leadership.
PERFORMANCE FEEDBACK:
As an HR Trainee, you can expect informal feedback and coaching to assist in
your development throughout your internship.
Who We Are Looking For:
When evaluating internship candidates, Nestl Purina PetCare looks for people
with:
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A Bachelors Degree in Human Resource Management, BusinessAdministration, or a related field
A willingness to work nights and weekends as required A willingness to relocate to any Nestl Purina plant upon completion
of the program
Co-op or practical experience Excellent communication and interpersonal skills
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CAREER MANAGEMENT
The Nestl Human Resource Policy The long-term success of the Company
Depends on its capacity to attract, retain and develop employees able to ensure its
growth on a continuing basis. This is a primary responsibility for all managers.
The Nestl policy is to hire staff with personal attitudes and professional skills
enabling them to develop a long-term relationship with the Company.
Therefore the potential for professional development is an essential standard for
recruitment.
Each new member joining Nestl is to become a participant in developing a
sustainable quality culture which implies a commitment to the organization, a
sense for continuous improvement and leaves no place for complacency.
Therefore, and in view of the importance of these Nestl values, special attention
will be Paid to the matching between a candidates values and the Company
culture.
Hence, a clear communication of these principles and values from the very
beginning of the recruitment process is required. Moreover, for managerial
positions specific leadership qualities and business acumen will be required.
Nestl wishes to maintain and develop its reputation as an employer of high
repute. Contacts with universities, attendance at recruitment events and other
contacts are to be undertaken so as to ensure good visibility of the Company visa
vis relevant Recruitment sourcing. Particular care will be given to the treatment of
each Candidacy regardless of the outcome of the selection process.
Even when promoting employees intensively from within the organization, it is
the role of management and HR to keep an eye on valuable candidates from
outside and to Benchmark internal skills with external offers.
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Whilst adequate recruitment tools may improve the hiring process, it is
understood that the decision to hire a candidate remains in the hands of the
responsible manager Supported by the HR staff. Under no circumstances should
the decision to hire or not to hire be left in the hands of an outside consultant or
expert. As mentioned in the Nestl Management and Leadership Principles, only
relevant skills and experience and the adherence to the above
Principles will be considered in employing a person. No consideration will be
given to a candidates origin, nationality, religion, race, gender or age.
It is as important to hire the right person as it is to integrate newcomers in the
organization so that their skills and behavior can merge smoothly with the
Company culture. Whereas from new employees it is expected to respect their
companys culture, it is accordingly required from all employees to show an open
mind towards new ideas and proposals coming from outside.
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TRAINING AND DEVELOPMENT -- NESTLE
MANAGEMENT TRAINEE PROGRAMMED:If you're young, bright and hard working, the Management Trainee Program may
be the place for you. They hire fresh graduates as potential managers to develop
new competencies and skills through on-the-job development.
You'll be hired in one of various departments at inductee level on a 12-month
training program. Once you've completed the program, you will be assigned
independent responsibilities supporting the company's business needs.
They begin sourcing Management Trainees in January. Preliminary interviews
and screening is organized according to the graduation schedules of Pakistani and
foreign universities, and are followed by interviews with senior management.
EMPLOYEE NUTRITION TRAINING
Building a continuous nutrition learning culture within Nestl is a key element in
our journey to become a nutrition, health and wellness company, to provide
profitable growth in the future. To support this objective, they have developed
the NQ (Nutritional Quotient) training program for employees, based on the
principle that nutrition is everybodys business at Nestl, irrespective of the area
in which employees work.
Nestls expert nutrition knowledge is long-established, centered on the activities
of Nestl Nutrition and our R&D network. The NQ program is designed to widen
and increase the knowledge base among employees in other job functions, giving
everyone the confidence to apply this knowledge in their work.
The program combines nutritional knowledge with commercial application. For
example, when communicating with consumers about balanced diets, the
knowledge gained by Nestl employees through the NQ program will help make
nutrition and wellness tangible to consumers, ensuring that Nestl is regarded as a
knowledgeable partner in nutrition matters. Not only this - a major aim of the
program is also to help employees make informed and healthy nutrition choices
for themselves and their own families.
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A MODULAR PROGRAM
NQ training comprises engaging modules suitable for all employees, from the
Executive Board to plant operators, and leverages the nutrition expertise of Nestl
scientists and health marketing specialists. Implementation began in 2007, with
Nestl nutrition experts and marketing specialists taking part in "train the trainer"
sessions across our zones to support the cascade of knowledge to all employees.
Key to the success of the NQ training are interactive, customized modules
designed to encourage people to participate and put knowledge into action. These
are tailored to specific needs:
1. Foundation module: a stand-alone program of learning and development for
Nestl employees whose jobs are principally non consumer or customer facing.
2. Advanced module: core learning for staff who are engaged with external
bodies and consumers/customers.
3. Specialist modules: place particular emphasis on understanding the
consumer and application of the Nestl nutrition and wellness strategy in
specific product categories.
A COMPLETE TOOLKIT
The NQ program toolkit comprises a suite of materials for trainers, including
training manuals and slide sets. For trainees themselves, learning takes place in an
engaging way using a variety of media and formats, including interactive games,
motivational video content and an on-line quiz. This is used to measure collective
progress and to allow each trainee to evaluate, in an entirely confidential way, hisor her personal lifestyle choices. The toolkit also comprises awareness-raising and
motivational material that can be used and adapted to meet local needs, including
posters, questionnaires and certificates.
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ONGOING DEVELOPMENT
As nutrition and our insights into nutrition evolve, so too will our NQ Nutrition
training, helping Nestl employees to keep abreast of new developments and
maintain a high level of credibility through the breadth and depth of our nutrition
expertise.
INTERNALSHIPS:
Internships are a great way to apply the knowledge and skills you are developing
at university and get experience in a leading corporation.
They offer project-based internship positions in various departments at Nestle.
You may be hired as an intern at various points during their academic career:
during undergraduate study or graduate school.
Most internship assignments are offered during the summer months and generally
run for 6 to 8 weeks.
At the end of the internship you will be required to submit a project or program
report to the company on the topic assigned to you at the beginning of the
internship program.
If you impress us with their talent & hard work, you may be considered for
employment opportunities after you have completed their studies.
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PERFORMANCE APPRAISAL
A p e r f o r m a n c e a p p r a i s a l , e m p l o y e e a p p r a i s a l , p e r f o r m a n
c e r e v i e w , o r ( c a r e e r ) development discussion is a method by which
the job performance of an employee is evaluated (generally in terms of quality,
quantity, cost, and time) typically by the corresponding
managerorsupervisor .Nestle give importance to their employees at their work
place because Nestle totally d e p e n d o n t h e i r q u a l i t y , s o
q u a l i t y b y t h e N e s t l e o n t h e b a s e s t h e i r e mp lo ye es
pe r f o rman ce . So i f e mplo ye es a re on r igh t t r a ck s o co mp an y
g i ve s incentives to their employees.
COMPENSATION BENEFITS
Compensation is a key part of Nestl Real Rewards package and helps to
at trac t, motivate, and retain a workforce of top performers. Our philosophy is to
provide and maintain disc ip lined co mpensation programs which val ue
long term relationships with employees while recognizing individual
performance. Nestl is also committed t o o f f e r i n g c o m p e n s a t i o n
p a c k a g e s , i n c l u d i n g b a s e p a y , s h o r t a n d l o n g - t e r m
incentives and benefits, that are competitive in todays market.
BASE PAY
Your base salary is the fixed portion of your pay. Base salaries are
designed to be c o m p e t i t i v e , b a s e d o n d a t a s p e c i f i c
t o e a c h p o s i t i o n a s m e a s u r e d i n t h e marketplace. High
performance over time is recogniz ed by base pay that is highe r than the
market.
SHORT-TERM INCENTIVES
Short-term Incentive pay is designed to reward you for
accomplishments during a specific performance period (typically
annually). For most Staff and Division level positions, Nestl offers
Awards for Performance Excellence. Nestl also offers a variety of Sales
and Plant Incentive.
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LONG-TERM INCENTIVES
Long-term Incentive plans, such as Nestl are designed to motivate and
reward those in eligible leadership positions for the Companys
sustained success over a longer period, often three years or more. LTIP target
award opportunities are set to be competitive within the market and are calculated
as a percentage of pay
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BIBLIOGRAPHY
1. http://www.nestle.com/AllAbout/AllAboutNestle.htm2. .http://www.scribd.com/doc/10552265/Nestle3. .http://www.scribd.com/doc/10552265/Nestle4. .http://www.nestle.pk/brands/our-brands.aspx5. http://www.careers.nestle.com/life/career_training.htm6. http://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-
406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdf
7. .http://www.nestle.pk/community/she-policy.aspxwww.nestle.pkwww.nestle.comwww.wekipdia.com
http://www.nestle.com/AllAbout/AllAboutNestle.htmhttp://www.scribd.com/doc/10552265/Nestlehttp://www.scribd.com/doc/10552265/Nestlehttp://www.nestle.pk/brands/our-brands.aspxhttp://www.careers.nestle.com/life/career_training.htmhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.nestle.pk/community/she-policy.aspxhttp://www.nestle.pk/community/she-policy.aspxhttp://www.nestle.pk/http://www.wekipdia.com/http://www.wekipdia.com/http://www.nestle.pk/http://www.nestle.pk/http://www.nestle.pk/community/she-policy.aspxhttp://www.nestle.pk/community/she-policy.aspxhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/life/career_training.htmhttp://www.nestle.pk/brands/our-brands.aspxhttp://www.scribd.com/doc/10552265/Nestlehttp://www.scribd.com/doc/10552265/Nestlehttp://www.nestle.com/AllAbout/AllAboutNestle.htm7/29/2019 Human Resource Management Nestle
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CONCLUSION
Nestle is the world leader in FMCG industry. People trust on the
products launched by the company even the product is facing some
problems. Nest le today move for new strategies to retain their
customer and also want to get new customer. Nestle enhance
their internal and external policies to satisfy their customers
and also their employees. HR plays a major role to maintain Nestle
status in the market.