Managing Successful Business Project (MSBP)

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Contents
Task 2: Small Scale Research (P4) ......................................................................................................... 3
2.1 Introduction ................................................................................................................................... 3
2.2 Literature Review.......................................................................................................................... 4
2.3 Methodology ................................................................................................................................. 5
2.4 Analysis (P5)................................................................................................................................. 6
2.5 Discussion ..................................................................................................................................... 9
2.6 Conclusion and Future research (P6) ............................................................................................ 9
Task 3: Reflection (P7) ......................................................................................................................... 10
References ............................................................................................................................................. 11
Appendix ............................................................................................................................................... 12
Project log book ................................................................................................................................ 12
Questionnaire .................................................................................................................................... 13

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Task 2: Small Scale Research (P4)
2.1 Introduction
Human resources or manpower is the main driver of business performance and thus it is an
important concern for any business entity from the very ancient time. Now a day’s business
has converted into complex dimension due to globalization as it has spread the business
operation area beyond the country border (Bieler et al, 2018). MNCs in a business industry is
the most modern result of globalization and globalization has posed several challenges for the
operation of MNCs. UK is the 5th largest economy in the world and its business world is
comprised of several MNCs. Business operation of MNC has turned into much advanced from
and human resources working in MNC needs to get the efficiency to operate beyond national
comfort zone adopting with several challenges posed by international market. Nestle s one of
the largest food beverage MNC in UK that needs to focus on improving manpower team
according to MNC operation criteria to ensure sustainable success.

So emphasizing on the growing importance of improvement in selection, recruitment and

training process for Nestle team, the aim of the research is to find out the factors that are needed
to incorporate in HR policy of Nestle to bring improvement in selection, recruitment and
training of employees to meet the international operation criteria. The objectives of the research
are as follows,

a) To find out the factors that are emphasized in the current selection and recruitment
process of Nestle
b) To find out the issues that needs to be focused to bring improvement in current selection
and recruitment process of Nestle to meet stated purpose.
c) To find out the current training policy of Nestle scenario and the required factors to be
incorporated to bring improvement
d) To define the issues that need to be focused to implement the improved HR policy of
Nestle mentioned in other objectives

And the research questions are as follows,

a) What is the current scenario of recruitment, selection and training process of Nestle?
b) What are the deficiency which is making obstacle to meet international requirement?
c) What factors needs to be incorporated to develop the improvement in the process?

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2.2 Literature Review
Caravatti, (2015) defined recruitment as a process where a business organization attract,
shortlist and prepare a potential employee team from which the required manpower will be
selected. Recruitment process has gone beyond to its general definition. Nguyen, (2011)
defined recruitment in modern business as the process of targeting the employee team that will
ultimately lead the business towards success. For MNC the process far complex process due to
its international operation. According to Guymon, (2016) recruitment for MNC also refers the
finding of eligible employee team but for this, HR will have to think beyond the country and
national market border. He emphasized that for an international business, recruitment process
must vary with the change of national border due to applicable law at that area, but effective
team can only be targeted if it can ensure cross border interaction.

According to Lagerström, et al (2018), selection process mainly represent the criteria that
employer focus on making final decision about which employee will be selected as the member
of business employee team. Daspro, (2012) has conducted its research on 7 Mexico and US
based MNCs and suggested that selection process in MNC is very much different from general
business selection process. He emphasized on the fact that mere focusing on regional boundary
and recruitment will cause the ultimate downgrade performance of the business. Giuliani,
(2018) suggested that, beyond border educational background is always helpful to prepare the
people for international business operation within shortest possible time. Along with this, he
also focused on cross border technical and leadership skill that will be the ultimate introducer
of worthiness of an employee while meeting international business operation.

Price, (2018) stated training as the main process to ensure the effective and efficient work team
for a business. This the ultimate process that a business can offer to its employee team to
enhance their skill and efficiency level. However for MNC training process is defined in
different way. Zheng, et al, (2017) mentioned that MNC conducts its operation in different
countries and its ultimate success depends on how successfully performance of work team from
each country can be collaborated. So mere regional focus training program will not provide the
ultimate better result. According to the researcher, training policy in MNC should include
optimum combination of regional and multinational focus.

So considering all these discussion, it is noticeable that recruitment, selection and training
process in MNC must have regional focus. But without international focus it is not possible to
ensure any effective performance and presence of skilled employee team in a business which

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is operating international basis like Nestle. Even after ensuring both, still the process can be
less effective due to macro factors present in each economy and thus research gap initiated here
by sating the need of focusing on globalization factors to set up appropriate HR process for
MNC.

2.3 Methodology
Research methodology paves the way following which a research is completed by the
researcher to develop an outcome based on aims and objectives of the research. This research
will be conducted following a mix method of qualitative and quantitative research method.
Qualitative research method suggests to conduct research focusing on qualitative criteria and
in this research this will be used to develop the factors influencing and affecting the stated
process. Quantitative approach suggests to make recommendation based on calculative
outcome developed using mathematical or statistical tools (Martin, et al, 2013) and in this
research collected response will be analyzed using such tools to derive conclusion.

Data collection will be conducted on sample rather than population. Population of the research
is the total employees of Nestle i.e. 308,000 including 250 regional managers around the world
which is huge. So the research survey will be conducted on a sample with 20 regional and
division managers in Nestle. Sample will be selected using stratified random sampling.
However research will be conducted using primary data and to collect data questionnaire
survey will be used. Taking proper appointment through email or over phone, the survey on
the respondents will be conducted. Data will be stored using MS excel and will be analyzed
through statistical tools like graph, chart etc. To ensure the reliability and accuracy of data,
researcher will make direct interaction with respondents and will ensure appropriate
methodology use to confirm validity of the research.

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2.4 Analysis (P5)

Figure 1 Summary of responses regarding current recruitment policy in Nestle. Source: Author

In this segment, first question was asked whether recruitment policy of Nestle is host country
focused only. Among the respondent managers in the sample, 50% agreed that the process is
host country focused where 25% remained neutral where 25% denied the fact. In the second
question, they were asked whether there is lack of cultural mix opportunity. Among the
responding managers, 65% agreed on it, 15% didn’t give any view and 20% denied on it. In
the third question, managers were asked if the recruiting process vary in different international
branches and 55% responding managers thinks it vary with change of markets in international
area, 20% didn’t provide any response on it and 20% disagreed with it. In the last question of
this segment, question was made about presence of biasness for nationality while recruiting.
Among the managers in sample, 60% thinks there is existence of biasness, 20% remained
neutral and 20% disagreed with it.

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Figure 2 Summary of responses regarding questions about current selection process. Source: Author

The segment was designed to ask question about the current selection process of Nestle. The
first question was about preference for regional focus skill. Among the respondent managers,
65% agreed that selection criteria is focused on regional base skills, 30% denied it where 5%
remained neutral. Second question was asked about professional and international base
technical skill focus in selection criteria. Among the respondents, 30% agreed on it, 20%
remained neutral and 50% disagreed. The last question in this segment was about focus on both
the technical and leadership skills in selection process. 60% responding managers agreed about
the fact, 25% responding managers remained silent where 15% managers denied the fact.

Figure 3 Summary of responses regarding question about current training policy of Nestle. Source: Author

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This segment’s questions were designed focusing on the current training policy of Nestle. The
first question was if Nestle employees get regular overseas training opportunity. In the
response, 40% agreed that employees get regular opportunity where 60% disagreed saying
employees in Nestle don’t get regular opportunity for overseas training. The other question of
this segment was if current training program is enough to meet international requirements.
Among the respondents, 35% managers agreed that current program is enough, 10% didn’t
provide any feedback where 55% managers don’t think current program is enough to meet the
international operation requirement.

Figure 4 Summary responses regarding question about improvement factors. Source: Author

The last segment of questionnaire was designed with the question about the factors that need
to be incorporated in the HR policy to bring improvement in recruitment, selection and training
process of Nestle. The first question was about whether Nestle HR policy for recruitment
process should focus a mix of culture and nationality in employees. 65% of responding
managers agreed on it where 35% responding mangers disagreed on it. The second question
was whether employee selection criteria should consider such technical and leadership skills
that should refer beyond country border. 75% of respondents think it should be focused, 5%
remain neutral and 20% denied it. Third question was about presence of international
professional degree as criteria where recruiting and selecting mid-level and top level managers.
Among the responding managers, 80% agreed on it, 5% didn’t give any feedback and 15%
disagreed with it. The fourth question was asked about modification of training program

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ensuring optimum mix of national and international focus. 90% responding managers
supported the idea, 5% didn’t give any response and 5% didn’t give support. The final question
was asked about ensuring more flexibility in work environment which is expected to help in
successful implementation of improved HR policy. 60% respondents think more flexibility is
required, 20% didn’t give any response where 20% managers think there is no need for further
flexibility.

2.5 Discussion
Considering the findings in above discussion, it can be said recruitment process in Nestle host
country focused and provide little opportunity for cultural mix. However, this problem has been
focused by Guymon, (2016) based on which that researcher emphasized on imposing
recruitment policy that will focus beyond the country boundary. Again the selection process in
Nestle emphasized on technical and leadership skill but the skill is not international focused. It
is almost similar with the problem addressed by Giuliani, (2018) in his study for which he
suggested cross border educational background as mentioned in the literature segment of this
report. Finally training program of Nestle is lack of opportunity for employees to have overseas
training program appropriately. Zheng, et al, (2017) addressed this problem in his research.

2.6 Conclusion and Future research (P6)

Based on above analysis and discussion, it can be said Nestle needs to incorporate cultural mix
focus in recruitment process, overseas adaptable technical and leadership focus in selection
process and optimum foreign training opportunity have to be ensured for improved recruitment,
selection and training program for Nestle. However, researcher face many problems in
conducting questionnaire survey and there is risk some response are distorted. So semi
structured interview would give better result here. However following recommendation can be
provided for future research

a) Research survey can be conducted through semi structured interview.

b) Research can be conducted by developing two samples- one comprising managers and
the other comprising employees
c) This research can be conducted by taking more than one MNC.

The slides have been incorporated with the report.

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Task 3: Reflection (P7)
The journey of completing the research was a great experience for me. It has enhanced my
academic knowledge background as well as taught me how to use this academic knowledge
into practical life. I always heard about globalization but through this research I got the deep
and inside view about how globalization can make business operation more complex and
competitive. Through undertaking the research, I have come to know how business operation
like recruitment, selection and training of human resource require more inclusion and
improvement when there comes the question of operating business in multinational basis.
Along with this, to complete the research, I have got the opportunity to implement a project in
practical life. Through this, I have get to know, how to use basic project process to prepare the
planning and then using the planning to achieve the target. Initiating with project aim and
objective determination, I have gone through different phases of project to complete the
research successfully. At every phase of project, I have faced several problems and has
developed solution through several learnings. However, this was the first time and due to lack
expertise, the overall performance of the project was not that satisfactory. Though I have
managed to complete the project properly, I think there is still room for performing better and
if I get chance to do such research again, I will be happy to do it again with better performance.
However while doing this research, I have got the opportunity to find out my strength and
weakness. So I hope working more on my weakness I can improve my performance. This will
help me not only in academic learnings, but also in the future when I will continue my career
life. This journey not only guided me to cherish the old learnings, but also helped me to learn
so many new things that is helping me to see any problems and think the solution from better
angle. I am grateful to my teacher for giving me the opportunity to have wonderful learning
journey experience.

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References

Bieler, A., Lindberg, I. and Pillay, D. (2018). Labour and the challenges of globalization.
London: Pluto Press.

Caravatti, M. (2015). The Business of International Teacher Recruitment. Bildung und

Erziehung, 68(4).

Daspro, E. (2012). A Cross-Cultural Comparison of Multinational Firms' Recruitment

Practices in Mexico and the United States. Latin American Business Review, 10(1), pp.1-19.

Giuliani, E. (2018). Why multinational enterprises may be causing more inequality than we
think. Multinational Business Review.

Guimon, J. (2016). Universities as multinational enterprises? The multinational university

analyzed through the eclectic paradigm. Multinational Business Review, 24(3), pp.216-228.

Heerkens, G. (2015). Project management. [Place of publication not identified]: Mcgraw-Hill

Education.

http://www.nestle.co.uk. (2019). Home. [online] Available at: https://www.nestle.co.uk/

[Accessed 24 Mar. 2019].

Lagerström, K., Schweizer, R. and Jakobsson, J. (2018). Building R&D capability in

subsidiaries – conceptualization of a process perspective. Multinational Business Review.

Martin, E., Firth, J. and Vanhonacker, W. (2013). Business statistics. New York: Facts on File.

Nguyen, Q. (2011). The empirical literature on multinational enterprises, subsidiaries and

performance. Multinational Business Review, 19(1), pp.47-64.

Price, T. (2018). Planning training programmes to support business initiatives: a model for
business and training partnership. Human Resource Development International, 11(4), pp.427-
434.

Zheng, C., Hyland, P. and Soosay, C. (2007). Training practices of multinational companies in
Asia. Journal of European Industrial Training, 31(6), pp.472-494.

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Appendix
Project log book
Week 1 I completed study on previous literature, determined research aim
and objectives, arranged two associates and planned for cost and
resources. I faced problem in understanding some knowledge in
literature study and developing aim and objectives. Discussing with
teacher and classmates, I have overcome the problems.
Week 2 I planned for questionnaire and survey, arranged the resources,
developed the questionnaire and started the survey. I faced problem
in developing my questionnaire and getting access to respondents.
Discussing with customers and using my links I have overcome the
problem.
Week 3 I completed the survey, analysed the data, develop recommendation
and report and submit the report. I faced problem in drawing
conclusion. By conducting further study on different journals and
articles I have overcome the problem.

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Questionnaire
Questions Agree Neutral Disagree
Questions regarding current recruitment process
1. Is the recritment process focused on host
country only?
2.Does current policy lack of cultural mix
opportunity?
3.Does recruitment process vary with different
international market practice?
4. Do you think there is existence of nationality
biasness in recruitment process of Nestle?
Questions regarding current Selection policy
1. Does the current selection criteria focus on skills
fit to regional area only?
2.Is the proffessional and international base
technical skill focused?
3. Are both the technical and leadership skills
focused?
Questions regarding current training policy
1. Is there regular opportunity for Nestle employee
to have overseas training?
2. Does current training program enough to meet
efficient international business operation?
Questions regarding improvement in policies
1.Should mix of culture and nationality be focused
in recruitment process?
2. Dou you think technical and leadership skill
focus in selection criteria sould refer beyond border
of country?
3. Should the presence of international professional
degrees be focused while selecting mid-level and
top level managers?
4. Do you think training program should be
modified creating optimum mix of national and
international focus?
5. Do you think more flexibiliy in work environment
should be focused to ensure succeesful
implementation of improved policies?

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