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HISTORY INTRODUCTION VISSION & MISSION MAIN PRODUCTS HUMAN RESOURCE SAFETY AT WORK RECRUITMENT Training CAREER MANAGEMENT NESTLE SPIRIT CORPORATE BUSINESS RELATIONSHIPS AGRICULTURAL RAW MATERIAL CORPORATE SOCIAL RESPONSIBILITIES EARTHQUAKE RELIEFE REFRENCES
History The key factor which drove the early history of the enterprise that would become The Nestlé Company was Henri Nestlé's search for a healthy, economical alternative to breastfeeding for mothers who could not feed their infants at the breast. In the mid-1860s Nestlé, a trained pharmacist, began experimenting with various combinations of cow's milk, wheat flour and sugar in an attempt to develop an alternative source of infant nutrition for mothers who were unable to breast feed. His ultimate goal was to help combat the problem of infant mortality due to malnutrition. He called the new product Farine Lactée Henri Nestlé. Nestlé's first customer was a premature infant who could tolerate neither his mother's
milk nor any of the conventional substitutes, and had been given up for lost by local physicians. People quickly recognized the value of the new product, after Nestlé's new formula saved the child's life and within a few years, Farine Lactée Nestlé was being marketed in much of Europe. Henri Nestlé also showed early understanding of the power of branding. He had adopted his own coat of arms as a trademark; in Swiss German, Nestlé means 'little nest'. One of his agents suggested that the nest could be exchanged for the white cross of the Swiss flag. His response was firm: "I regret that I cannot allow you to change my nest for a Swiss cross .... I cannot have a different trademark in every country; anyone can make use of a cross, but no-one else may use my coat of arms." Meanwhile, the Anglo-Swiss Condensed Milk Company, founded in 1866 by Americans Charles and George Page, broadened its product line in the mid-1870s to include cheese and infant formulas. The Nestlé Company, which had been purchased from Henri Nestlé by Jules Monnerat in 1874, responded by launching a condensed milk product of its own. The two companies remained fierce competitors until their merger in 1905. Nestlé is today the world¶s leading food company, with a 135-year history and operations in virtually every country in the world. Their 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. Their culture unifies people on all continents, with roughly half their factories and people located in the developing world. A qualified workforce, trained by Nestlé or emerging from a strong educational and industrial context, strongly influences the company¶s ability to be globally competitive. The fair treatment and development of company staff and the strengthening of the local workforce are essential long-term investments. They reinforce the conditions for growth and sustained economic development in the locations where Nestlé operates. Nestlé¶s ability to employ thousands of people each year is an important contribution the company makes towards future generations, providing income to families who can enhance their chances at better education, healthcare and standard of living for entire families and communities. INTRODUCTION OF NESTLE
Nestlé Corporate Business Principles will continue to evolve and adapt to a changing world, their basic foundation is unchanged from the time of the origins of their Company, and reflects the basic ideas of fairness, honesty, and a general concern for people. Nestlé is committed to the following Business Principles in all countries, taking into account local legislation, cultural and religious practices: * Nestlé's business objective is to manufacture and market the Company's products in such a way as to create value that can be sustained over the long term for shareholders, employees, consumers, and business partners. * Nestlé does not favor short-term profit at the expense of successful long-term business development. * Nestlé recognizes that its consumers have a sincere and legitimate interest in 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. * Nestlé believes that, as a general rule, legislation is the most effective safeguard 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. * Nestlé 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. * Nestlé continues to maintain its commitment to follow and respect all applicable local laws in each of its markets. Mission Statement At Nestlé, we believe that research can help us make better food so that people live a better life. Good Food is the primary source of Good Health throughout life. We strive to bring consumers foods that are safe, of high quality and provide optimal nutrition to meet physiological needs. In addition to Nutrition, Health and Wellness, Nestlé products bring consumers the vital ingredients of taste and pleasure. Vision statement
Nestlé aim is to meet the various needs of the consumer every day by marketing and selling food of a consistently high quality. The confidences that consumers have in our brands is a result of our company¶s many years of knowledge in marketing, research and development, as well as continuity ± consumers relate to this and feel they can trust our products. MAIN PRODUCTS Good Food, Good Life: the key to health, nutrition and wellness. With over 140 years of experience and expertise, we take great pride in bringing you the best products because happy, healthy consumers are important to us. We develop our products keeping your preferences, tastes and needs in mind. We understand that you, along with millions of other consumers, know that you can trust our products to deliver purity, quality, convenience and nutrition. Our products are carefully aligned to Pakistani tastes and needs. We're always trying hard to develop new products and improve existing ones, and serve our consumers better. That's why through constant renovation and innovation we're always testing or launching value added products and making them available in sizes that will suit every requirement. So explore the world of health with Nestlé products, and find out what suits your family's needs!
HUMAN RESOURCE HR is dedicated to their employees, and ensures that they have all the right people with the right skills, in the right places at the right time. Understanding that their people are the bedrock of all their business strategies, it is their mandate to enhance their skills with cutting-edge training and provide them with world-standard facilities. They select flexible, innovative people who are ready to confront new challenges and make a difference. Their groundbreaking Management Trainee Programmed aims to develop talented young men and women and help them achieve their potential in a dynamic and enabling environment.
Here you'll fit into a corporate culture that's based on a set of fundamental principles and values. The Nestlé Difference . At Nestlé Pakistan their opinion counts. and as times change. and their success is built on their people. and fulfill their potential to the utmost. learn. GETTING STARTED: Nestlé is the world¶s largest and most respected food company. These are: High commitment to quality products and brands Respect of other cultures and traditions Commitment to strong work ethic Personal relations based on trust and mutual respect Proactive cooperation Being pragmatic rather than dogmatic Favoring decentralization and networking Being committed to work and quality Preferring the long-term perspective to short-term thinking They're proud of their traditions and heritage. WHAT THEY BELIEVE IN: They are a people company.Over a hundred people travel out of the country every year to take advantage of their international training and development events. Their 140 years of experience has taught us that people are more important than systems & processes. They offer you an attractive and dynamic working environment where you'll find constant opportunities for development: a place where you can grow. and nothing can be achieved without their commitment and energy. these core values keep evolving. Their people are their greatest strength.
making us the most preferred employer in the market. When they employ staff. Nestlé caters to the needs of diverse consumers. This linkage helps us define a growth-oriented culture.At Nestlé you'll find their self in a dynamic and invigorating environment. surrounded by people who are passionate about their work. This is only possible due to the diverse backgrounds and interests of their people and their firm commitment to embracing diversity at all levels. and have established a comprehensive Maternity Benefits Scheme for their female employees. They recently set up a day-care centre. Family & Female-Friendly Organization: Diversity is central to the nature of their business. The benefits of working at Nestlé go beyond the financial. Their remuneration is benchmarked against other organizations and surveyed on a regular basis to ensure that they remain competitive. you'll find a structure to help you fulfill their ambitions and support their lives. Their pay and compensation strategy is tied to the achievement of their business objectives. You and their colleagues shape and lead the organization ± their energy is its greatest strength. Total Competitive Remuneration: At Nestlé you can be sure you'll get competitive and fair remuneration structures. As a global organization. they make a commitment to provide them with good working conditions. and high performers can develop fast. . Growth: New employees are given responsibility at an early stage. You'll feel empathized to contribute to the company's business objectives and to achieve their own personal and professional goals. Here. Female employees and their employees' families know that Nestlé Pakistan has a friendly and caring attitude.
SAFETY AT WORK Nestlé is committed to being a leader in workplace safety and health. If you're qualified and ready to confront new horizons. And you'll get competitive working conditions. For example. and make it easier to demonstrate implementation of these standards to our stakeholders. That's why you'll find their self working with people who want to know more. Here. Here. you might fit in very detail at Nestlé Pakistan. Learning: If you want to keep learning and improving every day of their working life.Their international and multicultural working climate is conducive to creativity. From their very first day. The number of workplace injuries has been reduced. Major focus on preventing accidents: Over the years. This will provide a common language around our health and safety management systems. Nestlé has developed a strong network of local Safety. Health and . innovation and personal development. reinforcing our commitment that ³Safety is non-negotiable´. where learning is a continuous process rather than an occasional programme or event. you'll have the chance for a truly international career. you'll get the room to add value and make a real difference. you'll thrive in an environment of lifelong knowledge enrichment. and for the organization. do more and achieve more ± for themselves.. a compensation package and social benefits in line with their company's high standards. They are also working towards external certification of our factories against OHSAS 18001. The Nestlé Occupational Health and Safety Management System (NSMS) was revised in line with the 2007 edition of the international standard OHSAS 18001 and reissued to all Nestlé operations. in 2007 the number of injuries leading to one or more days away from work in Nestlé decreased to almost one quarter of that seen in 2001. you will start to acquire new skills that may take you to the very top. and to the furthest corners of the world.
Prevention of work-related injury and illness Nestlé believes that work-related injuries and illnesses can be prevented. Nestlé Policy on Health and Safety at Work: Nestlé regards its people as its most valuable asset and places the highest priority on protecting them. they implement .Environment functions that develops and shares best practices in accident prevention across the world. Safety practitioners and managers have access to reports about their local performance and those of other sites. Behavior based safety programs are being implemented in all operational sites (including factories and distribution centers). Further. The Nestlé Policy on Health and Safety at Work is based on the Nestlé Corporate Business Principles. Tools to manage safety performance: Custom-made tools have been put in place to track workplace safety key performance indicators. enabling easy internal benchmarking and identification of best practices. Safety at Work Award: In order to reinforce a culture of safety in the company Nestlé has created a 'Nestlé Safety at Work Award' 2008. Involving employees: Employees at all levels are employed to assume ownership of workplace safety. Each country or market organized an internal safety award competition and designates one champion team to participate in the Nestlé Safety Award. The winners are presented with their trophies at the Nestlé Market Conference. Nestlé country or market organizations worldwide presented applications to the jury. Local winners are recognized with Gold. Silver and Bronze awards and the global winners will be announced at the end of March. Safety observations made by those most concerned are gathered and analyzed and measures to eliminate or manage risks are implemented. They integrate health and safety into management of the business by establishing local safety organizations that proactively advance a strong safety culture. which are binding for the whole Nestlé Group.
all Nestlé managers are accountable for managing workplace health and safety with strong leadership and credibility. work practices and systems as a result of monitoring safety performance and analyzing accidents or occupational health problems. regard health and safety management as an important consideration in supplier and contractor selection. As an integral part of managing the business. Furthermore. Therefore. they establish emergency and contingency plans to deal with residual risks. Management leadership and employee involvement Nestlé recognizes the critical role of our people to ensure a safe and healthy work environment. which meets or surpasses the requirements of the health and safety laws applicable in the countries in which they operate conduct risk assessments and take appropriate corrective action to minimize threats to human health and safety. Operational Safety.worldwide our mandatory Nestlé. They build a proactive safety culture by actively engaging our employees and other relevant . Nestlé and third parties Nestlé understands the responsibility of the community and third parties in managing safety. This approach also minimizes threats to the business. they communicate with relevant local communities and their emergency services. Nestlé enforces this policy on third parties operating on our sites and encourages our suppliers and contractors to apply similar standards of Nestlé sites. They encourage joint training and exercises with local emergency services where appropriate ensure that all third parties entering Nestlé sites have sufficient relevant information and training and are properly equipped to safely execute their tasks on our sites. continuously improve our performance by adapting processes. protecting our shareholders¶ interests. Health and Risk ± Management Strategy. providing them with adequate health and safety information on our operations.
Health and Risk Management System. Health and Risk Management Strategy through consultation and communication with staff at all levels educating. Health and Risk ± Management Strategy by guiding managers on the most effective implementation approach. and to become actively involved in programs to improve health and safety performance in the workplace. practices and regulations.stakeholders to drive implementation of all elements of our Nestlé Operational Safety. However. Health and Risk ± Management Strategy to ensure a consistent and coherent standard worldwide. employees at all levels are accountable to work in a safe manner to prevent injury to themselves and fellow workers. setting targets and monitoring performance to drive continuous improvement of our achievements. supports the Nestlé Operational Safety. training and equipping staff at all levels to ensure that they are employed to avoid unsafe situations and to respond rapidly to unexpected events. Local management is accountable to implement an adapted safety organization to comply with this policy. while providing the needed resources to ensure a safe working environment. Key Figures: . The Nestlé Operational Safety. the specific methods of managing health and safety at work depend on local social norms. Further. Implementation Nestlé implements this policy through the Nestlé Operational Safety.
In the period 2003-2007. when selecting candidates. and the drive necessary to succeed in a competitive environment? . significant progress has been achieved. RECRUITMENT WHAT THEY LOOK FOR: It takes a special sort of person to come and work at Nestlé Pakistan. commitment and hard work? Can you show us you have a sharp analytical mind. That's why. This tracking covers approximately 275. Professional Knowledge: Do you have a great academic record that demonstrates their intelligence. Since then.000 contractors (those that work at Nestlé sites) across the world. they look for a set of interrelated characteristics encompassing three key areas: knowledge.Tracking workplace injuries: Five-year Evolution: Nestlé started tracking injuries that lead to days away from work and/or to medical treatment at corporate level in 1998. the number of injuries with time away from work (for employees and contractors) per million hours worked reduced by 65%. personality and motivation.000 employees and 50.
assignments. are also given the right. They like candidates who show leadership. However. and are self-confident. inspire others. though very important. both verbally and on paper. They look for candidates who can identify a problem. energy and enthusiasm. they expect their people to be critical and . understand and integrate the opinion of others. language theses and any other significant extracurricular activities and achievements. is not the only criterion for selection. People. an open mind. who can listen. and a willingness to dig in and learn new skills and ideas. and come to reasoned conclusions. look at different options. who can initiate a project and follow through to the end. people who can express their ideas clearly. People who have a positive attitude to work and are willing to work hard. They look for good academic results at university or equivalent qualifications. They're looking for applicants who are dynamic and communicative. you may be right for Nestlé Pakistan. They want people with drive and tenacity. even under pressure. analyze it. the class of the degree you have obtained. All these skills are vital during a career at Nestlé Pakistan. yet realistic. Personality: To succeed at Nestlé Pakistan. you need more than professional knowledge. and to solve problems in complex situations. You need a flair for the field of activity of their choice. Motivation: While they expect loyalty to their company. previous jobs. even with very different partners. They want people who like to negotiate.If you think you fit the bill.They seek people who can be objective in their assessment of themselves and of others. Other experiences during their studies.
In any case. who consider Nestlé their own business. and who show an entrepreneurial spirit. but people who have knowledge and skills in more than one field. Only selected candidates will be contacted.suggest improvements wherever necessary. Create your CV by filling out the online form. Register for our talent pool: If there is no job opening suitable for you. What Will Make You Right for Nestlé? A Nestlé employee is characterized by creativity and dynamism. you will receive an e-mail telling you when the job you applied for has been filled. They want people who take responsibility for their actions. though not at the expense of others. . Once the application is complete. they want people with purpose and ambition. Receiving CVs: They will review and select CVs that best match open jobs. They like people who are motivated themselves & can motivate others. you can still register your details in our database. you will receive a confirmation message telling you that it has been received and is being processed. with broad interests. To sum up. You will then be considered as a potential candidate for new up coming positions. you might be just the person they're looking for! Recruiting process: Applying for a current job / graduate program / internship Please look through the vacancies and choose which you are interested in. They don't only look for specialists. If you think you fit the Nestlé profile. Please note that only completed CVs will be taken into account.
Internships applicants: You will be interviewed by HR as they¶ll as a line manager. The Interview Process Graduate Program Applicants Regular group interview sessions are held throughout the year for most of the Graduate Programs. These interviews will generally focus on your background and motivation as they¶ll as how you likely fit Nestlé's culture and values. Professional applicants: You should expect a series of individual interviews with HR and line managers.They regularly review CVs and jobs to try to match registered candidates with job openings. You will only be contacted if they find a suitable match. you will be invited for an individual interview day with HR and line managers. These will generally focus on your background and motivation as they¶ll as how you likely fit Nestlé's culture and values. individual interviews with HR and line managers. This is a one-day sessions that consists of discussions about potential jobs and career developments. If you are successful at the group stage. group and/or individual case studies. TRAINING .
they have developed the NQ (Nutritional Quotient) training program for employees. and leverages the nutrition expertise of Nestlé scientists and health marketing specialists. A modular program NQ training comprises engaging modules suitable for all employees. when communicating with consumers about balanced diets. to provide profitable growth in the future. Once you've completed the program. Employee Nutrition Training Building a continuous nutrition learning culture within Nestlé is a key element in our journey to become a nutrition. ensuring that Nestlé is regarded as a knowledgeable partner in nutrition matters. centered on the activities of Nestlé Nutrition and our R&D network.a major aim of the program is also to help employees make informed and healthy nutrition choices for themselves and their own families. based on the principle that nutrition is everybody¶s business at Nestlé. Preliminary interviews and screening is organized according to the graduation schedules of Pakistani and foreign universities.Management Trainee Programmed: If you're young. the knowledge gained by Nestlé employees through the NQ program will help make nutrition and wellness tangible to consumers. with Nestlé nutrition . giving everyone the confidence to apply this knowledge in their work. 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. from the Executive Board to plant operators. Not only this . Nestlé¶s expert nutrition knowledge is long-established. and are followed by interviews with senior management. health and wellness company. For example. Implementation began in 2007. bright and hard working. They begin sourcing Management Trainees in January. you will be assigned independent responsibilities supporting the company's business needs. The program combines nutritional knowledge with commercial application. The NQ program is designed to widen and increase the knowledge base among employees in other job functions. To support this objective. irrespective of the area in which employees work. You'll be hired in one of various departments at inductee level on a 12-month training program.
y y y A complete toolkit The NQ program toolkit comprises a suite of materials for trainers. For trainees themselves. They offer project-based internship positions in various departments at Nestlé Pakistan. The toolkit also comprises awareness-raising and motivational material that can be used and adapted to meet local needs. customized modules designed to encourage people to participate and put knowledge into action. his or her personal lifestyle choices. Key to the success of the NQ training are interactive. including posters. . learning takes place in an engaging way using a variety of media and formats. including interactive games. Internships: Internships are a great way to apply the knowledge and skills you are developing at university and get experience in a leading corporation. These are tailored to specific needs: y Foundation module: a stand-alone program of learning and development for Nestlé employees whose jobs are principally non consumer or customer facing. Advanced module: core learning for staff who are engaged with external bodies and consumers/customers. so too will our NQ Nutrition training. helping Nestlé employees to keep abreast of new developments and maintain a high level of credibility through the breadth and depth of our nutrition expertise. questionnaires and certificates. in an entirely confidential way. including training manuals and slide sets. Ongoing development As nutrition and our insights into nutrition evolve. motivational video content and an on-line quiz. Specialist modules: place particular emphasis on understanding the consumer and application of the Nestlé nutrition and wellness strategy in specific product categories.experts and marketing specialists taking part in "train the trainer" sessions across our zones to support the cascade of knowledge to all employees. This is used to measure collective progress and to allow each trainee to evaluate.
These policies are addressed to all those who have a responsibility in managing? People as they will as to HR professionals?? The Nestlé Management and Leadership Principles include the guidelines inspiring all the Nestlé employees in their action and in their dealings with others. As Nestlé is operating on a worldwide basis. Both these documents are the pillars on which the present policy has been built. A SHARED RESPONSIBILITY: HR managers and their staff are there to provide professional support in handling people matters but should not substitute themselves to the responsible manager. Should any HR policy conflict with local? Legislation. 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.You may be hired as an intern at various points during their academic career: during undergraduate study or graduate school. you may be considered for employment opportunities after you have completed their studies. If you impress us with their talent & hard work. . Most internship assignments are offered during the summer months and generally run for 6 to 8 weeks. compliance with local market laws and common sense. Its spirit should be respected under all circumstances. Therefore its implementation will be inspired by sound judgment. The Nestlé Human Resource Policy This policy encompasses those guidelines which constitute a sound basis for efficient and effective HR Management in the Nestlé Group around the world. taking into accounts the specific context. local legislation will prevail. it is essential that local legislation and practices be respected everywhere. Also to be considered is the degree of development of each market and its capacity to advance in the management of their human resource. The Corporate Business Principles refer to all the basic principles which Nestlé endorses and subscribes to on a worldwide basis. They are in essence flexible and dynamic and may require adjustment to a variety of Circumstances.
Moreover. The communication skills of the HR staff must be appropriate to deal with all delicate matters as they occur frequently in human relations issues. for managerial positions specific leadership qualities and business acumen will be required. This partnership is the key for efficiency in people management. ensuring their consistent application and coherent implementation with fairness. Furthermore. Each new member joining Nestlé is to become a participant in developing a sustainable quality culture which implies a commitment to the organization. Nestlé wishes to maintain and develop its reputation as an employer of high repute. Contacts with universities. she/he proposes best practices and provides state-of-the-art support and counseling to her/his colleagues. a sense for continuous improvement and leaves no place for complacency. retain and develop employees able to ensure its growth on a continuing basis. Therefore. the HR manager advises and offers solutions which results in positive impact on the organization¶s effectiveness. They gain their credibility not only from their professional contribution but also through the care and the excellence of their communication skills. The Nestlé policy is to hire staff with personal attitudes and professional skills enabling them to develop a long-term relationship with the Company. Acting as business partners. This is a primary responsibility for all managers. a clear communication of these principles and values from the very beginning of the recruitment process is required. Hence. CAREER MANAGEMENT JOINING NESTLE: The Nestlé Human Resource Policy The long-term success of the Company Depends on its capacity to attract. Therefore the potential for professional development is an essential standard for recruitment.Their prime responsibility is to contribute actively to the quality of HR management throughout the organization by proposing adequate policies. Together they act as co-responsible partners for all HR matters. attendance at recruitment events and other contacts are to be undertaken so as to ensure good visibility of the Company vis-à-vis . special attention will be Paid to the matching bettheyen a candidate¶s values and the Company culture. and in view of the importance of these Nestlé values.
gender or age. suggestions .relevant Recruitment sourcing. Whereas from new employees it is expected to respect their company¶s culture. 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. Whilst adequate recruitment tools may improve the hiring process. Employees who are not abiding with the Corporate Business Principles and the Nestlé Management and Leadership Principles cannot be maintained in employment and will be requested to leave the organization. hygiene and security. The management will implement the necessary processes to ensure that these principles are enforced at all levels. EMPLOYMENT AT NESTLE The Corporate Business Principles outline the Company¶s commitment to fully endorse and to respect a series of principles and international conventions concerning employee¶s rights. These principles are to be respected everywhere and under all circumstances. No consideration will be given to a candidate¶s origin. Also their main suppliers and providers of out sourced services should be informed of the Corporate Business Principles and should comply with those. Under no circumstances should the decision to hire or not to hire be left in the hands of an outside consultant or expert. it is accordingly required from all employees to show an open mind towards new ideas and proposals coming from outside. 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. Even when promoting employees intensively from within the organization. Nestlé provides a working environment which protects the health and there welfare of the employees according to the highest? Affordable standards of safety. race. only relevant skills and experience and the adherence to the above Principles will be considered in employing a person. nationality. Each employee should not only Care for her/his own safety but also that of her/his colleagues. As mentioned in the Nestlé Management and Leadership Principles. Particular care will be given to the treatment of each Candidacy regardless of the outcome of the selection process. the protection of children against child labor and other important issues. Therefore. it is understood that the decision to hire a candidate remains in the hands of the responsible manager Supported by the HR staff. religion.
Reasonable efforts will be deployed to reduce. no such discrimination will be tolerated towards Nestlé¶s employees. any form of harassment. religion. as much as possible. The funds are also be used to train community structures on maintaining the pumps and improve overall hygiene practices. whenever this is possible. The research and business models that have proved of great success within Nestlé have been taken on into communities and used to enable and their other businesses and initiatives. A social plan will be elaborated taking into account the legitimate interests of the concerned staff. The most recent example of this is the participation of Nestlé in donating funds for the drilling of deep wells and the installation of 22 community water supplies to provide clean and safe water for some 40 000 people. Whenever. Nestlé considers that it is not enough to avoid discrimination or harassment. nationality. It will be handled in full respect of local legislation and of the Corporate Business Principles. an operation activity cannot be maintained within the Nestlé sphere. Internal Rules and regulations will explicitly deal with discrimination and harassment issues so as to obtain the best possible prevention. . moral or sexual. reasonable steps will be undertaken to avoid overall loss of employment by identifying an external Business willing to take over activity from Nestlé. Nestlé favors a policy of long-term employment. Knowledge transfer: Knowledge Transfer is about making the very best out of our huge intellectual assets and resources and ensuring that this information is shared with our partners and within our communities. using internal surveys or other valuable approaches. the negative Social impact of such a situation. In the same way that no discrimination for reason of origin. Furthermore. If this is not possible. Therefore. Gender or age will be tolerated when joining Nestlé. will not only be prohibited but actively tracked and eliminated.for improvement are they come and will be given prime consideration. a closing down may be unavoidable. race. It is essential to build a relationship based on trust and respect of employees at all levels. it is indispensable for each manager to know how her/his employees feel in their work. In larger units it may be necessary to organize such feedback on a regular basis.
in particular the goal to reduce by half the number of people without sustainable access to safe water and sanitation by 2015. religious or voluntary organizations it being understood that any activity during working theirs be first approved by the Company. and they will be able to report on it in future publications. Work/Life Balance: At Nestlé they believe that the employee¶s private and professional life should have a good balance. Nestlé is conducting a global employee survey. loyalty and enhances Productivity but also because it positively reflects on the Company¶s reputation. cultural. Various initiatives they are implemented as a result. Nestle globally conducted an independent survey. In the same spirit. which has set a framework for scalingup action and partnership to contribute to the UN Millennium Development Goals. Nestlé is willing to support employees who wish to take an active part in the life of the community or by assuming responsibilities in professional. It helps attracting and retaining people and reconciles economical imperatives with they¶ll being. Listening and responding to employee views Businesses throughout Nestlé listen and respond to employees. PROFESSIONAL DEVELOPMENT: . Nestlé provides flexible working Conditions whenever possible and provides its employees to have interests and motivations outside work. Not only because it reinforces employee¶s satisfaction. which provided constructive feedback from employees on a range of topics.The project is under the umbrella of the International Federation¶s Global Water and Sanitation Initiative (GWSI) launched in 2005. This is currently underway. Nestle responded firstly by running structured workshops to help translate opinions into action. These range from new opportunities to meet and share ("mystery lunches" and monthly departmental meetings) to improved information sources (intranet and publications library). A clear finding was that Nestle employees wanted the business to take a fresh look at internal communication. civic.
As a consequence. According to needs they should be made available at shop floor level and enlarge the access to training. Therefore they are proposed in the framework of individual development programs. training is done on-the-job. concentrate on the next career step and not on vague promises or remote hypotheses. is conscious of the need to upgrade continuously her/his knowledge and skills. It is the role of each manager to assess progress achieved as a result of training Programs. at all levels. regional or global resource of the Group. as much as possible. Such opportunities should take into account the potential of each employee and be discussed with transparency. . The Company provides its employees to express their objectives and expectations in an open dialogue. It is the responsibility of HR staff to assist the management in the elaboration of training programs. Attending: A program should never be considered as a reward. They will be based on defined possibilities. Assessing and Developing each employee is in charge of her/his own professional development.Learning: Learning is part of the Company culture. Adequate training programs are developed at the level of each operating company capitalizing on the availability of local. They also strive to strengthen corporate cohesion as they¶ll as to promote networking throughout the Group. When formal training programs are organized they should be purpose oriented and designed to improve relevant skills and competencies. Great importance will be attached to programs enhancing the language skills of the employees. Guiding and coaching is part of the responsibility of each manager and it is crucial to make each one progress in her/his position. The willingness to learn is therefore a non-negotiable condition to be employed by Nestlé. Each employee. be based on action learning and reduce ex-cathedra teaching to the strict minimum. It is necessary to make optimal use of e-learning programs as a complement to or a substitute for formal training programs. Training programs organized at the International Training Centre Rive-Reine aim at developing and sharing best practices of the various management disciplines practiced in the Group. the Company endeavors to offer the opportunity to progress for those having the determination and the potential to develop their capabilities. First and foremost. However. Training programs should.
where appropriate. In an organization with flat structures this supports better delegation. preferably once a year. it is understood that each manager is co-responsible for preparing. This feedback is meant to stimulate performance and should take place through an open dialogue based on mutual trust and willingness to progress. they will be reconciled. appropriate training measures but also on shaping a Stimulating working environment. Such termination should be handled with due respect of the person and should include. Whereas succession plans forecast the Company needs. In case of serious underperformance. Regular counseling and guidance are the best tools for improving performance and for helping people develop their skills. However. assessment will be based essentially on agreed objectives and their level of achievement. having in mind the necessary flexibility to cope with unforeseen situations. Direct personal contact should always been given preference over written communication whenever possible. a termination of employment should be envisaged. Focus should be essentially on continuous improvement. It is requested to provide written evidence of such meetings. with individual development plans. Assessment of performance should be based on facts rather than opinions. The necessary time should be dedicated to the monitoring and the follow-up of the progressive achievement of objectives during the year. separation terms that take into account the employee¶s personal situation. Formal assessment should take place on a regular basis.The objective is to retain and motivate employees by offering attractive but realistic career moves allowing them to develop their skills over a long-term period within the framework of economic reality and a changing environment. When assessing potential it should be . inasmuch as possible. Each manager has the duty to act as a mentor for his employees. It also allows to correct errors swiftly and to transform them into a positive learning experience. Efficient performance management emphasizing the achievement of agreed Objectives is a prime responsibility for each manager. Both the positive and negative aspects of individual performance should be frankly addressed. The resource necessary to the development of the Company as this is also part of his accountability. For managerial positions. Its purpose is to provide feedback on past performance and future potential as they¶ll as on other relevant aspects concerning a staff member¶s work including the development of his skills and competencies. HR management provides the support for implementing the necessary planning tools.
by maintaining a level of competitiveness adapted to its economic environment. religion or age. The development of expertise in specific areas of competence is determinant for the Company¶s success. to sustain the long-term development of the Company. both union members and non-members. Industrial relations are a clear responsibility of local management and will be handled at the appropriate level: first at site level (factories. also through its relationship with unions and other representative associations. may be asked to move to other locations. Nestlé will ensure that direct and frequent communication is established with its employees. gender. as mentioned in the Nestlé Management and Leadership Principles. insight. International experience and participation in group development initiatives such as GLOBE. Nestlé wishes. nationality. race. Industrial relations: Nestlé upholds the freedom of association of its employees and the effective recognition of the right to collective bargaining. Flexibility is a requirement for ensuring a positive professional evolution. Staff may be requested to move to other positions. local practices as they¶ll as those international recommendations to which Nestlé has adhered to on a voluntary basis as stated in the Corporate Business Principles. SMPT and others can be acquired in all countries of the Group and are a requirement for holding high-level positions. Therefore responsibility should be given as early as reasonable to allow people to prove themselves. Candidates for managerial positions should clearly have demonstrated their willingness and ability to apply the Nestlé Management and Leadership Principles. it should not result in threatening their expertise in key areas of Professional Development. Promotions will exclusively be based on competence. warehouse) subsequently at regional or national level. Managers. according to local law and practices. performance and potential with the exclusion of any consideration for origin. Therefore job rotation should be practiced with caution.kept in mind that the best indicator of talent is achievement. especially international staff. both to the benefit of the employees and of the Company. Contacts with union delegates should create a further opportunity to provide . Whilst job rotation might be useful under certain circumstances. Relations with unions will be established under strict observation of national law.
The human perspective should be present at all times and under all circumstances. Specific HR KPI¶s are useful in assessing the performance of an HR unit.information allowing their members and other representative associations to acquire a full understanding of the business activities and the goals of Nestlé. Processes and systems as they¶ll as professional HR tools are there to support HR management but never to the detriment of the human dimension. The HR function should report to the manager responsible for a defined operation (Region. they will be duly prepared with the full involvement of line management and take into account both the Company¶s and the employees¶ legitimate interest. The HR manager should not only have the skills and competencies from a purely professional standpoint but also have the charisma and the credibility to be a trustworthy partner to her/his colleagues. The Nestlé Spirit: You could be forgiven for expecting to see a mission statement here. summing up our beliefs and principles in a few slick phrases. its main role is to add value to the business and to play a proactive role in every situation where HR action is required. it should be kept in mind that the HR contribution aims in the first place at optimizing the overall company performance through improving people performance. With the evidence that the human capital is of increasing importance. In accordance with local legislation. . But that's not the approach they take. Market. it will be ensured that management prerogatives be properly maintained. Whenever negotiations take place. Whereas the HR function should indeed provide flawless administrative support. Nestlé will refrain from any action restricting the employee¶s right to be or not to be affiliated to a union. In dealings with unions. HR plays indeed a pivotal role in the conception and implementation of the people strategies that impact financial results and the organization¶s overall reputation and effectiveness. However. Nestlé will not engage with any union or other representative association in activities or discussions other than those relating to employment and working conditions as they¶ll as issues relating to the workplace. and Factory) with a functional relation to the market HR according to the size of that operation. The fact that Nestlé is more people and product than systems oriented is reflected in the way HR is functioning and is organized. Country.
They have a unique set of values and guiding principles that have been built up over time.every day of your career? y They are committed to the continual training and personal development of our people. one-off changes Above all. To engender the unique spirit that permeates the entire Nestle Group: y y They believe in people. spare a few minutes to read through the questions below. To try to summarize them in a sentence or two would make them meaningless. they are pragmatic and not dogmatic If these are values that strike a chord with you. but they will not favor short-term profits at the expense of long-term business development They are as decentralized as our basic policy and strategy decisions will allow They are committed to continuous improvement rather than dramatic. Our people must be: y y y creative excited by the future flexible Are you open minded and ready to learn . rather than systems They are committed to creating value for our shareholders. To keep us ahead in the ever-changing food industry. A world of opportunities quite literally awaits those who are prepared to: learn something new every day adapt to new environments develop multi-lingual skills y y y . they'd like to hear from you. But that doesn't mean they are stuck in the past.Nestlé is not like other companies. y y y y Do you look forward to change? Nestlé is proud of its traditions and heritage. they are constantly driving forward the boundaries of our industry. If you can tell them all with 'yes'.
It is a human company providing . They expect that same commitment to quality from our people. So get in touch with us if you are: y y y enthusiastic dedicated ready to be part of our success Many other companies say that people are their most precious asset. To deliver products that meet the needs of individual consumers. Nestlé is only satisfied with the best. They know that what makes our company unique is our staff: the people who share our beliefs and principles and who work constantly to keep Nestlé in its leadership position. or a chocolate bar that's purely for pleasure. and Nestlé endeavors to integrate itself as much as possible into the cultures and traditions of the countries where it operates. they need people who: y y y respect other cultures embrace diversity never discriminate on any basis Are you ready to be the best? Whether they are creating a product to fulfill a nutritional need. The development of our business depends on finding people who are ambitious for themselves and for our company.Do you have courage in your convictions and keep your cool under stress? Then you could have what it takes to be a Nestlé manager. who can: y y y communicate and innovate motivate and inspire delegate without abdicating responsibility Do you want to explore new countries and adopt new cultures? Nestlé has been an international company since its very beginning. Nestlé is not a faceless company selling to faceless consumers. Food is intrinsically linked with local eating and social habits.
Nestlé operates in many countries and in many cultures throughout the world. as a general rule.response to individual human needs the world over. employees. Nestlé continues to maintain its commitment to follow and respect all applicable local laws in each of its markets. legislation is the most effective safeguard of responsible conduct. No single document can capture every legal obligation that may be required in each of these countries. such interpretation should not be followed in that country Nestlé Corporate Business Principles: Nestlé is committed to the following Business Principles in all countries. although in certain areas. is to manufacture and market the Company¶s products in such a way as to create value that can be sustained over the long term for shareholders. and that of management and employees at all levels. taking into . If an interpretation of anything contained in this document is construed as contrary to local laws. This rich diversity is an invaluable source for our leadership. and that without its consumers the Company would not exist. 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. Indeed. conduct and the responsible attitude of its management and employees. and to finance investments. Nestlé does not favor short-term profit at the expense of successful long-term business development. Nestlé is conscious of the fact that the success of a corporation is a reflection of the professionalism. taking into account local legislation. business partners and the large number of national economies in which Nestlé operates. Corporate Business: Nestlé is committed to the following Business Principles in all countries. Nestlé believes that. Therefore recruitment of the right people and ongoing training and development are crucial. there may be conflicting legal requirements. consumers. Nestlé recognizes that its consumers have a sincere and legitimate interest in the behavior. cultural and religious practices: Nestlé's business objective. beliefs and actions of the Company behind brands in which they place their trust. but recognizes the need to generate a healthy profit each year in order to maintain the support of our shareholders and the financial markets.
± Nestlé does not favor short-term profit at the expense of successful long-term business development. ± Nestlé believes that. conduct and the responsible attitude of its management and employees. 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. by complying in a responsible way with the Nestlé Corporate . cultural and religious practices: ± Nestlé¶s business objective. This rich diversity is an invaluable source for our leadership. National Legislation and International Recommendations: Nestlé emphasizes that. such interpretation should not be followed in that country. its employees must comply with the laws applicable in the countries in which it operates. as a minimum. beliefs and actions of the Company behind brands in which they place their trust. consumers. as a general rule. Nestlé recognizes that its consumers have a sincere and legitimate interesting the behavior. although in certain areas. and that of management and employees at all levels is to manufacture and market the Company¶s products in such a way as to create value that can be sustained over the long term for shareholders. Nestlé ensures that the highest standards of responsible conduct are met throughout the organization. there may be conflicting legal requirements. legislation is the most effective safeguard of responsible conduct. Therefore recruitment of the right people and ongoing training and development are crucial. If an interpretation of anything contained in this document is construed as contrary to local laws. Nestlé is conscious of the fact that the success of a corporation is a reflection of the professionalism.account local legislation. employees. Nestlé operates in many countries and in many cultures throughout the world. 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. Indeed. business partners and the large number of national economies in which Nestlé operates. No single document can capture every legal obligation that may be required in each of these countries. Nestlé continues to maintain its commitment to follow and respect all applicable local laws in each of its markets. and that without its consumers the Company would not exist.
The Company is committed to responsible consumer communications that: do not mislead as to the benefits derived from use of the product.Business Principles: That guide Company activities and relationships worldwide in each sector of business interest. as a general rule. support and enact. cultural or social groups. provided they have been developed in full consultation with the parties concerned. safe food products. Also. The Global Compact asks companies to embrace. an initiative of the United Nations Secretary-General. labor standards and the environment. ± do not exploit violence. political. ± do not depict discriminatory or offensive attitudes to religious. for its Corporate Business Principles. ± do not portray competitors¶ products inaccurately. sex or profanity. ethnic. Consumers: Nestlé aims to create value that can be sustained over the long term by offering consumers a wide variety of high-quality. Nestlé uses the revised Organization for Economic Co-operation and Development (OECD) Guidelines for Multinational Enterprises. Nestlé recognizes that increasing globalization is leading to the development of more and more international recommendations. Although. a set of core values in the areas of human rights. Among others. Nestlé endorses relevant commitments and recommendations for voluntary self regulation issued by competent secretarial organizations. at affordable prices. These include the International Chamber of Commerce (ICC) Business Charter for Sustainable Development. ± avoid demonstrations that encourage dangerous or inappropriate use of the product. Nestlé supports and publicly advocates the United Nations Global Compact and its nine principles. these recommendations are addressed to governments. they inevitably impact on business practices. within their sphere of influence. Nestlé believes that consumer communications such as advertising play an important function in enabling consumers to exercise their right to informed choice. nor denigrate competitors¶ . The Nestlé Seal of Guarantee is its basic promise to the consumer. Nestlé has incorporated relevant International Labor Organization Conventions.
± Advertising to children should not portray children in unsafe situations nor encourage them to accept invitations from people they do not know. In addition to the above principles. Nestlé does not sponsor consumer communication vehicles such as television and radio programs or magazines whose strategy of attracting readers is to exploit violence. Nestlé expects each market to respect and follow the local laws and regulations concerning human rights¶ practices. which are an important factor for sustainable development. . Nestlé therefore: Supports and respects the protection of international human rights within its sphere of influence (Principle 1) And ensures that its own companies are not complicit in human rights¶ abuses (Principle 2) Nestlé aims to provide an example of good human rights¶ practices throughout its business activities and has an interest in encouraging the improvement of social conditions. Children as Consumers Nestlé has developed the following principles for advertising to children: ± Advertising to children should not attempt to undermine the authority. sex or offensive attitudes to consumers. When collecting consumer data. ± avoid the exploitation of media events that could be in bad taste. responsibility or judgment of parents or care providers. Nestlé also recognizes that governments are ultimately responsible for the establishment of a legal framework for protecting human rights within their markets. Human Rights: Nestlé fully supports the United Nations Global Compact¶s two guiding principles on human rights. Nestlé complies with applicable data protection regulations and applies Nestlé standards where specific legislation is not yet in place. the principles applied to other forms of communication will be applied here. ± Communications should not demonstrate either unsafe or irresponsible consumption.products. As programming is increasing in importance as a marketing communications vehicle.
± abides by national laws in all countries which it has operations and complies with the International Labor Organization (ILO) Convention 138 on the Minimum Age for Employment and the ILO Convention 182 on the Worst Forms of Child Labor. The ILO recommendations are based on the United Nations Convention of the Rights of the Child (Article 32). Nestlé therefore supports and applies: ± The International Chamber of Commerce revised rules on extortion and bribery in international business transactions. ± offers its co-operation with the relevant United Nations agencies. which include the encouragement of universal primary education and all aspects of economic development worldwide. which was signed by all the . Nestlé believes policy development must take into account the social and legal situation of individual countries.Child Labor: It is generally acknowledged that the causes of child labor are complex and include poverty. Nestlé: ± is against all forms of exploitation of children. 1996). ± OECD Recommendations on Bribery and International Business Transactions of May 1994 and the OECD Convention to counteract corruption. and expects its business partners and industry suppliers to apply the same standards. which recommend governments to prohibit extortion and bribery for any purpose (adopted by the ICC Executive Board on March 26. The Company does not provide employment to children before they have reached the age to have completed their compulsory education. Action to eliminate child labor must be guided by the best interests of the child. Business Partners: Nestlé insists on honesty. as ill-considered policies and commercial measures can make the situation worse for children. Therefore. as defined by the appropriate authorities. social values and cultural circumstances. differing stages of economic development. governments and the business community in their efforts to deal with the problem of child labor. integrity and fairness in all aspects of its business and expects the same in its relationships with all business partners and suppliers of materials. goods and services.
Supplier relationships are benchmarked and evaluated with the objective of striving for continued improvement in the areas of quality. RELATIONSHIPS Relationship with Suppliers Nestlé aims to deal only with reputable suppliers who are willing to apply Nestlé quality standards. ± Nestlé deals fairly with its customers and suppliers. territories or product markets in agreement or collusion with competitors. As a relationship between a supplier and Nestlé strengthens and progresses.member countries and by Argentina. Chile and Slovakia in 1997 (the signatories undertake to consider corruption of foreign officials a penal act under their national law). ± Nestlé also supports OECD efforts to have non-member nations adhere to the OECD recommendations for fighting against corruption. Nestlé personnel will maintain the highest standards of integrity and professional competence in all business relationships. Competition: Nestlé supports free enterprise and therefore competes fairly and recognizes other companies¶ equal rights to do so. Sanctions will be applied in the event of misconduct or abuse of established corporate standards and guidelines. Nestlé does not allocate customers. service. In particular: ± Nestlé sets its commercial policy independently and does not fix prices in agreement or collusion with competitors. Whenever instances of non-compliance are brought to the Company¶s attention. Key suppliers with which Nestlé has a contractual relationship are audited in order to ensure that they comply with the Nestlé Corporate Business Principles or that they are working actively to achieve compliance. in accordance with competition laws. . etc. Brazil. The Company supports the development of competition laws to protect this principle. Bulgaria. it may evolve into one of preferred supplier status. Nestlé will demand that corrective measures be initiated.
Protection of the Environment Since its early days Nestlé has been committed to environmentally sound business practices throughout the world and continues to make substantial environmental investments. . ± respects and complies with existing laws and regulations in local markets concerning environmental issues. the security of information. designs and operates facilities and conducts its activities taking into consideration the efficient and sustainable use of renewable resources. Nestlé fully supports the United Nations Global Compact¶s three guiding principles on environment. Nestlé supports industry self-regulation and respects the local laws of the markets it serves in this domain. This Charter requires the establishment of policies. Nestlé also adheres to the International Chamber of Commerce (ICC) Business Charter for Sustainable Development.information. In this way Nestlé contributes to sustainable development by meeting the needs of the present without compromising the ability of future generations to meet their own needs. and the safe and responsible disposal of residual wastes. The Nestlé Policy on the Environment underlines this commitment. and relates also to tracking technologies. programs and practices for conducting operations in an environmentally sound manner. the minimization of adverse environmental impact and waste generation. Nestlé therefore: Supports a precautionary approach to environmental challenges (Principle 7) Undertakes initiatives to promote greater environmental responsibility (Principle 8) Encourages the development and diffusion of environmentally friendly technologies (Principle 9) Nestlé: ± integrates environmental policies. programs and practices into each business as an element of management in all its functions. ± develops.
carried out by Nestlé specialists. herbs. changes in agricultural policies or trade regulations. social and ecological aspects of farming and consequently on food safety and quality aspects. This is a continuous process. This activity. packaging. from producing and purchasing of raw materials. availability. Nestlé engages in constructive dialogue with government institutions (primarily through professional organizations). coffee. cocoa. checks results and defines future actions. mean that Nestlé must adapt its sourcing strategies accordingly. as a consequence. to manufacturing. principally milk. cereals. Governments and/or political institutions regulate farming and the trade of farm products.± applies Nestlé internal standards suitable to local conditions in those regions where specific environmental legislation is nonexistent or insufficient. and co-operates with local authorities. distribution and finally to the consumer. Sourcing strategies and production methods are subject to an everchanging environment. ± supports professional associations such as the International Chamber of Commerce and the World Business Council for Sustainable Development in their work relative to environmental protection. sugar and spices. Agricultural Raw Materials Agricultural raw materials. as they¶ll as efforts to set up environmental management guidelines. are vital factors affecting the quality and costs of Nestlé manufactured food products and. ± establishes environmental objectives. ensures the continuous improvement of environmental performance throughout the supply chain. In this context Nestlé: ± supports farming practices and agricultural production systems that are sustainable. vegetables. the Company¶s business performance. ± improves environmental protection relevant to its activities on a continuous basis. ± provides appropriate information. ecological and social . New technological developments in the field of agriculture. and on the economic. fruit. monitors progress. communication and training to build internal and external understanding about its environmental commitment and action. and evolving consumer preferences. new technologies in food processing. domestic and international trade. that is those practices and systems that satisfy long-term economic. Because of the effect of such regulation on pricing.
quantity and cost. ± supports mechanisms that contribute to a more regular income for farmers. including the opportunities offered by today¶s bioscience when their positive effect on food safety. They gain a reliable supply of high quality milk. Nestlé Pakistan is committed to continuing this tradition. socially acceptable and ecologically sound and therefore encourages sustainable farming practices. ever since they took over the milk collection system in 1992. . safety. Thus. but the greatest benefits.ensure ongoing supply at competitive conditions .transfer know-how . our Agricultural Services have endeavoured to help the farmers of the milk district with their husbandry. ± sources its agricultural raw materials either through trade channels or directly from farmers and is not engaged itself in its own commercial farming activities. agricultural practices and production efficiency are scientifically confirmed and accepted by consumers.obtain raw materials that meet quality and safety specifications ± supports an agricultural production system that is economically viable. environment. ± supports the application of new technologies and advances in agricultural science.requirements. They include: ± Company requirements in terms of quality. are to the farmers themselves. both immediate and long-term. ± Where appropriate. provides agricultural assistance to farmers in order to: . Agricultural services: Nestlé has a long tradition of helping the farmers who provide our raw material. Better animals means there will be better milk. and supports its preservation as a public good. they consider it a way of engaging in a mutually profitable partnership with our suppliers. Agricultural raw materials procured directly from farms The decision to establish or maintain a direct procurement system depends on a number of factors. ± recognizes the importance of genetic diversity as a pillar for future developments in agriculture and life science.
no matter where in the world it operates. such as nutrition education & research. leading and supporting cultural or welfare initiatives. ± transparent price policy providing farmers a reference level of prices for their raw materials. ± Reliability in supply and the local conditions for sustainable production.± Proprietary characteristics of individual raw materials. they do our best to encourage a host of other activities: they support charities. Nestlé may assist farmers to improve their quality. In times of crisis they are often amongst the first on the scene to help with humanitarian relief aid and food donations. v Through the realization that businesses create social and environmental impacts. both positive & negative. There are two ways of fulfilling our responsibility and practicing corporate Social Responsibility: v Through social investments: giving to charities. Direct procurement provides the following benefits to farmers and co-operatives: ± An understanding of Nestlé¶s quality and safety requirements. and agricultural assistance. If warranted. ± Quality premiums that encourage farmers to achieve and maintain high quality standards. sport events and HIV/AIDS prevention. Our operations throughout the world are committed to making full use of these tools. through the daily operations of their value chain. They are heavily involved in projects relating to our own areas of expertise. education and training initiatives. thus leaving them with the choice as to where to sell their produce. cultural & economic life. art and cultural events. Corporate Social Responsibilities They believe that every single company. yield and economic competitiveness. health projects. ± Objective and transparent evaluation of raw material quality. and give back to the societies to which they belong. Responsibility to society: . They must be good corporate citizens. To help culture & society flourish. ought to be fully integrated into the local social. Thus Nestlé people everywhere are involved in the many programs and projects they have designed to strengthen local communities and nations.
and strictly follow the code of corporate governance: v They deal fairly with stakeholders. Our Sheikhupura & Kabirwala factories have elaborate water treatment systems to .e. Our factories are equipped with complete testing and monitoring facilities for waste and air emissions. To eliminate air pollution. Nestlé Pakistan is dedicated to playing its role in helping to protect the environment. waste and emissions. they have stopped using heavy fuel oil in our factories. increase production while minimizing resource consumption. and try to ensure that at every stage of our operations. Thus. v During our manufacturing process they are careful to minimize environmental impact and value employee welfare highly. When it comes to production. high quality products & communicate with them responsibly. Responsibility to environment: In line with Nestlé's global commitment.Taking the Nestlé concept of corporate Social Responsibility to heart. they support sustainable agricultural and dairy farming practices. Our dairy suppliers in the Punjab's milk district can attest to the agricultural and technical support they offer them. They comply with the Environmental Act (1997). v Adhere to environmentally safe industrial practices v Actively involved in several social action programs (SAPs) to improve the lives of our country's under-privileged people. which are now run on clean natural gas. v They adhere to the global Nestlé philosophy of Creating Shared Value. v Serves our consumers through safe. the environmental impact is minimal. nutrition and wellness. they try to benefit our consumers by spreading awareness about healthy nutrition and lifestyles as they¶ll as constantly developing or improving existing products for health. including environmental protection. i. v They are committed to Pakistan's long-term betterment. they are deeply involved in social investment and humanitarian aid. at the raw materials stage. This has reduced our emissions into the atmosphere to they¶ll below the legal limits. v Finally. all our factories try to maximize eco-efficiency.
Our factories have environment committees to manage routine environment issues and review performance. The same day. Within two days. Within two days our teams reached the worst-hit areas around Muzaffarabad. they went out and distributed Nestlé products to the affecters. bearing bottled water. Instead of burdening the government and relief agencies. Despite blocked roads. In step with the rest of the nation. Environmental impact assessment is done in advance for every new project and measures are adopted to minimize adverse impacts on the environment. they had established a crisis committee under the supervision of our Managing Director. Our employees regularly undergo training to inculcate awareness about environment-friendly practices. the first six Nestlé trucks left our factories. Bagh and Mansehra. powdered and UHT milk and ready-to-cook MAGGI noodles. Nestlé Pakistan responded instantly. They immediately donated food and beverage items. and by 11 October. They worked in collaboration with the Pakistan Air Force and arranged for supplies to be airdropped to the most inaccessible areas.prevent wastewater from polluting the environment. Natural gas incinerators at our Sheikhupura & Kabirwala factories are used to safely dispose of material that cannot be recycled & dumped. the biggest natural calamity in our history struck Pakistan. First response: When the earthquake struck. grave logistical challenges & an atmosphere of fear and suffering. even before the magnitude of the disaster had dawned upon the nation. Other teams of Nestlé volunteers supported relief work undertaken by other agencies . Thousands died and millions they are left homeless after a massive earthquake hit our mountainous northern areas. Nestlé Pakistan responded immediately. the management team left to visit the affected areas. they aggressively reactivated our own shattered distribution channels to bring supplies to the people who needed them most and established six camps to distribute relief goods. our teams. consisting of about forty Nestlé employees and distributors. Earthquake Relief In October 2005. putting its infrastructure and resources to work in the affected areas.
Nestlé SA has donated an additional Rs 16 million for reconstruction and rehabilitation work. They have compensated all employees. Lahore. though a few lost family members and property. As a result of our swift and carefully planned action. Two 10-ton trucks of drinking water they are dispatched to Muzaffarabad Hospital. raised through employee contributions. they are able to distribute 80 trucks of goods.3 million from their own salaries. They are immeasurably proud of our people for their contributions: Nestlé employees donated Rs 3. distributors and their staff for homes destroyed. v They are thankful that no Nestlé employee was personally affected. A medical detailing team worked with the students of King Edward Medical University. and our volunteer teams ensured that goods they are distributed fairly and efficiently to those who needed them most. After a month: After the crisis comes a time for rebuilding shattered lives. to the tune of Rs 4. to collect medicines worth Rs 175. matching grants and contributions from other Nestlé markets. Nestlé employees in other countries also stepped forward and donated to the Nestlé relief fund.around the affected areas. Pitching in: Nestlé employees worked tirelessly to bring aid to earthquake victims. v They intend to build an orphanage in the affected areas for the hundreds of children who lost their parents in this disaster. Nestlé SA has donated an additional Rs 16 million for reconstruction and rehabilitation work. worth Rs 20 million.1 million. This amount will be used to adopt and reconstruct a model village in Azad Kashmir. Our parent company. Among our reconstruction efforts are the following initiatives: v They have allocated an amount of Rs 20 million.000. Five teams of staff volunteers worked day and night in the affected areas to ensure that relief goods got where they are needed. v Our parent company. v They are initiating a livestock health improvement program to help the locals rebuild their shattered lives. .
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