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a 135-year history and operations in virtually every country in the world. Nestlé’s principal assets are not office buildings, factories, or even brands. Rather, it is the fact that they are a global organization comprised of many nationalities, religions, and ethnic backgrounds all working together in one single unifying corporate culture. Culture at Nestlé and Human Resources Policy Nestlé culture unifies people on all continents. The most important parts of Nestlé’s business strategy and culture are the development of human capacity in each country where they operate. Learning is an integral part of Nestlé’s culture. This is firmly stated in The Nestlé Human Resources Policy, a totally new policy that encompasses the guidelines that constitute a sound basis for efficient and effective human resource management. People development is the driving force of the policy, which includes clear principles on non-discrimination, the right of collective bargaining as well as the strict prohibition of any form of harassment. The policy deals with recruitment, remuneration and training and development and emphasizes individual responsibility, strong leadership and a commitment to life-long learning as required characteristics for Nestlé managers.
Training Programs at Nestlé The willingness to learn is therefore an essential condition to be employed by Nestlé. First and foremost, training is done on-the-job. Guiding and coaching is part of the responsibility of each manager and is crucial to make each one progress in his/her position. Formal training programs are generally purpose-oriented and designed to improve relevant skills and competencies.
Production line worker. Literacy Training Most of Nestlé’s people development programs assume a good basic education on the part of employees. Apprentice Mechanic. missed a large part of their elementary schooling. more flexibility and more independence among work teams are sometimes needed if equipment is to operate at maximum efficiency. But our facilitators tell us to stand up because one day we might be in the parliament!” (Maria Modiba. Local Training Two-thirds of all Nestlé employees work in factories.” (Jair Andrés Santa. Nestlé Apprenticeship Program Apprenticeship programs have been an essential part of Nestlé training where the young trainees spent three days a week at work and two at school. a number of Nestlé operating companies run their own residential training centers. As the level of technology in Nestlé factories has steadily risen. It will be very useful for everything. La Rosa Factory Dosquebradas. It’s sometimes new working practices. These programs are especially important as they introduce increasingly sophisticated production techniques into each country where they operate. finance. budgeting. That is the reason I think that this is really something that is going to give meaning to my life. Apprentice Baker. For example. the manager is personally involved in the teaching. most of which organize continuous training to meet their specific needs. we also learn about microbiology.Therefore they are proposed in the framework of individual development programs and not as a reward. Babelegi factory. in a number of countries. In addition. Agbara Factory. for me the Nestlé Apprenticeship Program in Nigeria will not be the end of my training but it will provide me with the right base for further advancement. For this reason. Nestlé Nigeria) “It’s not only a matter of learning bakery. the need for training has increased at all levels. Much of this is on-the-job training to develop the specific skills to operate more advanced equipment. Positive results observed but some of these soon ran into a problem. we have decided to offer employees the opportunity to upgrade their essential literacy skills. and so on. Nestlé Columbia). “My two elder brothers worked here before me. A number of Nestlé companies have therefore set up special programs for those who. Like them. in many cases. Ensuring appropriate and continuous training is an official part of every manager’s responsibilities and. But it’s not only new technical abilities that are required. for one reason or another. costs. However. The result is that local training is the largest component of Nestlé’s people development activities worldwide and a substantial majority of the company’s 240000 employees receive training every year. Nestlé South Africa). sales. many students were hired away by other companies which provided no training of their own. We should have more apprentices here as we are trained so well!” (John Edobor Eghoghon. At the end of training. “Sometimes we have debates in class and we are afraid to stand up. how to treat the customer. part of the training structure in every company is .
Subjects include human assessment skills. collaboration with external institutes increases. they consist of a series of short courses typically lasting three days each. located near our company’s corporate headquarters in Switzerland. Even though most of my main key accounts are now supermarkets. “As part of the Young Managers’ Training Program I was sent to a different part of the country and began by selling small portions of our Maggi bouillon cubes to the street stalls. at convenient times. the ‘sari sari’ stores. The degree to which factories develop “home-grown” specialists varies considerably. this early exposure were an invaluable learning experience and will help me all my life. a high school diploma. The scope of local training is expanding. It has the great advantage of allowing students to select courses that meet their individual needs and do the work at their own pace. university entrance qualifications. In Mexico. Fees and expenses are reimbursed for successfully following courses leading to a trade certificate.focused on developing managers’ own coaching skills. The growing familiarity with information technology has enabled “distance learning” to become a valuable resource. I was fortunate to participate in Nestlé’s Young Managers Program at the start of my Nestlé career. generally in connection with the operation of new technology. Nestlé set up a national training center in 1965. But their approaches vary considerably. in my country. finance and human resources. Here too. the Rive-Reine International Training Centre has . not only to develop a broad range of skills but also to introduce new employees to company organization and systems. Additional courses are held outside the factory when required. some 100 people follow programs for young managers there every year. for example. CEO. Sales. Nestlé Philippines) Virtually every national Nestlé company organizes management-training courses for new employees with High school or university qualifications. Onthe-job training is also a key element of career development in commercial and administrative positions. Nestle Philippines). The variety of programs is very extensive. reflecting the availability of trained people on the job market in each country. Nestlé Pakistan runs 12-month programs for management trainees in sales and marketing. In addition to those following regular training programs. “Through its education and training program. most courses are delivered in-house by Nestlé trainers but. In Singapore. as well as in milk collection and agricultural services. These are based on a series of modules that allows tailored courses to be offered to each participant. International Training Nestlé’s success in growing local companies in each country has been highly influenced by the functioning of its international Training Centre. staff is given financial help to take evening courses in job-related subjects. to quote just one example.” (Juan Santos. These involve periods of fieldwork. They start with continuation training for exapprentices who have the potential to become supervisors or section leaders. Key Account Specialist. as the level rises. This foundation has sustained me all these years up to my present position of CEO of one of the top 12 Nestlé companies in the world. For over 30 years. in 1967. Nestlé manifests its belief that people are the most important asset. In my case. In Japan. and continue through several levels of technical.” (Diane Jennifer Zabala. and a bachelor’s degree. and many Nestlé companies have appointed corporate training assistants in this area. leadership and strategy as well as courses for new supervisors and new key staff. electrical and maintenance engineering as well as IT management.
often asking: “What would you do if you were a competitor?” Conclusion Nestlé’s overarching principle is that each employee should have the opportunity to develop to the maximum of his or her potential. It emphasizes industry analysis. Enhancing this virtuous circle is the ultimate goal of their training efforts at many different levels through the thousands of training programs they run each year.brought together managers from around the world to learn from senior Nestlé managers and from each other. a very vital and famous movement in the business had been long considered as the huge resurrection of the interest both in the training and development aspects. Nestlé do this because they believe it pays off in the long run in their business results. thus as the dawn of new millennium. and classes are carefully composed to include people with a range of geographic and functional backgrounds. and that sustainable long-term relationships with highly competent people and with the communities where they operate enhance their ability to make consistent profits. they not only enrich themselves as a company. The focus is on developing the ability to represent Nestlé externally and to work with outsiders. All course leaders are Nestlé managers with many years of experience in a range of countries. The Centre delivers some 70 courses. These courses focus on internal activities. and. more employable and open to new positions within the company. confident. although there is central screening for qualifications. The intention is to develop a real appreciation of Nestlé values and business approaches. By offering opportunities to develop. Typically a class contains 15–20 nationalities. Only 25% of the teaching is done by outside professionals.Country managers decide who attends which course. as the primary faculty is the Nestlé senior management. Training and Development : Case Study of Motorola 1 Introduction As of now. in turn. The participants have typically been with the company for four to five years. attended by about 1700 managers each year from over 80 countries. The programs can be broadly divided into two groups: Management courses: these account for about 66% of all courses at Rive-Reine. they also make themselves individually more autonomous. Executive courses: these classes often contain people who have attended a management course five to ten years earlier. the business environment is facing different changes. Most of the . It is important to give people the opportunities for life-long learning as at Nestle that all employees are called upon to upgrade their skills in a fast-changing world.
142). It is an approach or method that is used in order to ensure that the employees are focusing on the specific subject or skill that is needed to be learned. T&D program . individuals are already considered as less equipped in order to take time out from the work for jolly because of the fact that everyone is in great need of detectable changes (Landale 1999). 3) . Thus. organization can quickly fall behind in the process of getting the skill sets and the knowledge that are required in order to ensure the competitiveness of the work force (Buhler 2002. 245).organizations are tired and do not have that much money to waste in their ineffective as well as unproductive development. p. On the other hand. T&D programs is consists of a trainer and other experts that are standing in group of students or trainees and lecturing and teaching different knowledge and subjects. It is important to consider that without the help of an effective T&D program. For example. the choice of words that both the parties will use relies on the different educative types regarding the approach and meaning that are being taught. In addition. It can also help in the process of improvement and development of the entire performance and productivity that can help to maintain competitive advantage that will helps to maintain the organization’s current position in the market. some years ago. and up until now. T&D process is a vital factor or aspect of the company that helps to maintain the effectiveness and efficiency of the human resource. 2 Training and Development T&D program or agenda is applied and implemented in a company when a new skills and knowledge were done or when one of the existing skills or knowledge has been deemed (Arthur 1995. p. whether they like it or not (Rae 1999. p. Thus.
it can be said that the entire T&D cn help the process of change management that can help to prevent any refusal or negative response of the employees. This is due to the fact that inside the workforce. skills as well as devotion of the instructor and other entities that are involved in the entire process. thus many organizations are realizing that the workforce diversity is considered as one of the most important source of competitive advantage . 3 Changes and Development in Human Resource Approaches Due to the different changes in the business environment. Human resource development or HRD plays a vital role in the modern organizations. p. it is important to take note that the success of any T&D programs relies greatly on the different efforts. p. most of the businesses or organizations are focusing on the importance of the labor force or human resource as the most important resources. As a result. That is the reason why it is very important to assign great time as well as effort in the process of selecting the right instructors or trainers (Sims 2002. However. individual as well as the entire organization. personal growth that will help to improve the job. 175). 175). the entire demographics are changing. this is due to the fact that HRD is the organized learning activities that were arranged in the organization to improve the performance as well as personal growth in order to improve the performance. Currently the HRD environment is facing different problems as well as conflicts that make the HRD profession one of the challenging careers. Thus. specifically the employees and the management in the process of creating the instructions. knowledge.can be designed in order to prepare the employees to use new technology or system (Sims 2002.
it is important to align the HRD with the technical and technological requirements. HRD must also hit the different process of sharing information as well as transfer of knowledge that will drive the process of research and innovation (Sims 2006). As a result. Above all. experienced as well as skilled workers is vital. different technological trends like the demand and growth of more . Thus. thus the needs for more knowledgeable. This is connected to the different issues about ethnicity. it is also important to consider the ageing workforce that will push different HRD programs to focus on the needs and demands of younger as well as older employees (Sims 2006). it is important for any company to consider that the interests of the women in the process of seeking positions must be considered. The said condition shows that changes in the HRD are enormous. cultural and languages as well as prejudice that are related to the said subjects. or in simple term it is associated with differences. Aside from that said demographic changes. This is due to the fact that companies nowadays are discovering that it is always important not only to focus on the global changes. but also focus on the different local events and trends in order to communicate with their customers.(Sims 2006). Another important thing that must be considered is the growing number of populations of women that are emerging or entering the workforce. it shows that the different developmental opportunities are being focused not just on the organizational learning but also on the different acculturation process between the foreign and old employees. it is also important to consider the two most important and visible factors that affect the entire HRD and pushes the intensive T&D program: globalization and competition. In connection to that. and it is helpful in order to ensure maintenance of both global and local balance. As a result. and their vulnerability must be protected. Thus. This is due to the fact that it changes the process of HRD.
The said development is connected with the T&D processes and programs. This is because skills gap can threatens the productivity as well as competitiveness in the level of organization and operation that requires the entire HRM professional to start on cultivating the workforce from the period of recruitment. As a result. global network. Time and time again. streamlining of business. skills as well as experience that must be settled inside the workforce. that not all of the newly hired employees acquire social skills aside from the basic skills (Sims 2006). quicker innovations. most of the companies must invest on the different internal customers and employees that help them to take advantage of the entire human capital management. the said process is not easy because there are different works that require customization of different skills. On the other hand. the sense of ownership is a vital aspect that requires the HRD professionals to develop different strategies that will guarantee superior knowledge. quality improvement as well as revolution. This can be done by focusing on the different learning skills that will put .knowledge-intensive goods as well as services. the process of closing the skills gap is considered as one of the most critical and crucial area of HRD for any organization in terms of penetrating the market in continuous manner. it is important to take note that the process of building the organization is considered as a vital for existence and the survival of the organization in the modern industry. shows that companies and organizations as of now are more connected with each other. In addition. rapid response. Above all. this is due to the fact that most of the organizations nowadays are focusing on improving the knowledge and abilities of the individual. thus must synergized (Sims 2006). changes in the competencies of human.
p. 4 4. .1 Roles of Different Entities in T&D Employers The main responsibility of the employer is to ensure that the T&D process are connected to their entire strategy and goal. p. they are also responsible in guiding and giving assistance to the trainees and employees. Above all. the training professionals have the most important role this is due to the fact that they are the one that set the pace of the program. it is the responsibility of the employers to hire or employ training professionals that is suitable to the current organization and inform them regarding the different issues that are connected with the different rules and regulations as well as policies of the company. It is also the responsibility of the employers to inform the employees regarding the T&D process and how it can affect their position or their performance in the company. they are accountable or responsible in the process of evaluating the entire training and development program (Sims 2002. Above all. 177). and focuses on furnishing the subject-matter expertise. 19). 4. Aside from that. This is to prevent any conflict and misunderstanding.2 Training Professionals In the entire T&D program and process.the skills enhancement and will develop assignment and focus on the process of developing career and empowerment (Sims 2006. It is also important for the employers to ensure that the T&D program to be implemented is beneficial not only for the company but also for employees’ individual development growth.
As a result. Thus. in connection to good working environment.3 Employees Employees play one of the most vital roles in the process of T&D. imaginative and inventive. . an effective instructors must have the ability to deliver the different content of the T&D program in manner that they assists and make the entire learning process easier for the trainee employees.4 Labor Unions Labor union is considered as an organization of workers that have banded and gathered together in order to accomplish common goals in different areas like wages. hours as well as working conditions. This is because learning is considered as quicker and more long-lasting when the learner can participate in active manner (Sims 1990). 4. 176). are fair for the employees. creative. This focuses on the different skills such as the ability to: speak well. 4. it is the responsibility of the labor unions to make sure that the different policies and rules and regulations that are connected with the training or development process or initiatives. due to the fact that they are the direct player or beneficiaries of the program. write convincingly. p. it is important for the employees to focus on how they can help themselves in acquiring or absorbing the different subjects and knowledge that are being offered by the training professionals. Through the leadership of the labor union. it deals and negotiates with the employers (Lewis 2001). and more importantly encourage others in greater performance and success and smoothen the progress of the climate for learning (Sims 2006. As a support to the effort of the employer and the training professionals it is important for the employees to participate in the entire program. systematize and put into order the different works of other. It is also their responsibilities to ensure that the programs that are being implemented are conducive for the learning process and flow of the employees.That is why.
One of the most well-known brand or figure in the field of T&D is Motorola. 5 Application and Benefits of T&D There are different organizations and companies that are focusing on the process and programs of T&D in order to improve the products and services that they are offering towards their customers. the government is responsible in ensuring that the entire T&D process.4.5 Government The government plays a very crucial or vital role in the entire process and aspect of human resource or HR. 2009). as well as outsiders regarding the benefits of Six Sigma. the company had been able to establish their Motorola University that focuses on developing the learning process and knowledge of their employees. but also for the individual employees. It was crafted as an internal development course to be used in a blended learning environment. . As a result. It is the company that brings up the popularity of applying Six Sigma in their management process. the principles about leadership are all explained in different practical terms that are easily translated and applied in the actual workplace (Motorola Inc. Motorola University has long been the equivalent of Harvard or MIT in the organization. T&D programs are not just valuable for the organization alone. All of them are realizing that it has a great impact over their performance. Thus. due to the fact that it helps to develop the current abilities and skills. Thus. national as well as international standards. As a result. This is due to the fact the government focuses on ensuring that a respective organization or firm is following the given standards or procedures of the local as well as international law. together with the policies and procedures are following the standard of both the local. It is considered as highly respected in terms of corporate universities due to the fact that it offers leading-edge thinking that is related to the goals of Motorola.
it can help individual to make better decision and have an effective problem solving technique that helped them to encourage and achieve self-development as well as selfconfidence that will help individual to handle stress. As a result. therefore helps the employees to identify the goals of the organization. it can also help to improve the morale of the workforce.T&D development helps to improve the profitability as well as positive attitudes towards profit orientation that eventually leads to improvement of the job knowledge and skill all levels of management in the organization. 6 Conclusion T&D process and program focuses on improving the performance of each and every individual employee by feeding them new skills and information that will help them to grow. when employees are more skilled and knowledgeable. tension. This will increase the satisfaction of the employee that will cause motivation for better performance (Sims 1990). they are intended to develop more self-confidence and self-esteem that enables them to work and perform well. . On the side of the employees. frustration as well as conflict. Aside from that.
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