Human Resourse Managenment

HR practices in NESTLE

Nestle is the world’s largest food group, not only in terms of

Its sales but also in terms of its product range and its
Geographical presence Nestlé covers nearly every
Field of nutrition like infant formula, milk products,
Chocolate and confectionery, instant coffee products,
Frozen ready-made Meals, mineral water etc Submitted to Sir Tariq Shareef
Marium Shabbir
• 13024854-083

Sonia Noreen
• 13024854-084

Maryam Nazir
• 1304854-073

Nukhba Jurri
• 13024854-098
Contents
Executive Summary:...........................................................................................................................5

Introduction To Nestle ................................................................................................................................6

o History: ......................................................... 6
o Human Resource: .................................................. 6
o Objectives: ....................................................... 6
o Safety at work: .................................................... 6
o Operational safety health and risk management: ............................. 7
o Employee involvement: .............................................. 7
o Management leadership and employee involvement: .......................... 7
o Implementation: ................................................... 8
o Hierarchy Structure of Nestle: ......................................... 8

Recruitment............................................................................................................................................9
o Nestle company look for .............................................. 9
o Professional Knowledge .............................................. 9
o Personality ....................................................... 9
o Motivation ...................................................... 10
o Recruiting process................................................. 10

The Interview Process................................................................................................................................ 11

Here are the 5 Stages of the Interviewing Process: .............................. 11
o Applicants dealing in different ways..................................... 12

TRAINING:........................................................................................................................................... 13

 Five steps of training and development processes: .............. 13

o Training processes: ................................................ 14
o Objectives of trainings: ............................................. 16
o Progress........................................................ 16
o Percentage of workforce trained on the NQ Foundation Module ................. 16
Management Trainee Program: ........................................... 17
o Ongoing Development:.............................................. 17
o Internships: ..................................................... 17
 o The Nestle Human Resource Policy:..................................... 17
o Shared responsibilities: ............................................. 17

Employment Activities at Nestle: ................................................................................................................... 18

o Expectation of Employees: ........................................... 19
o Knowledge transfer ................................................ 20
o PROFESSIONAL DEVELOPMENT OF EMPLYEES: ........................ 21
o Unions: ........................................................ 21
o Role of HR manager: ............................................... 22
o Performance Management at Nestle: .................................... 23
o Competency profile mapping: ......................................... 23
o Critical Analysis of HR Performance: ................................... 23
o The Nestle Spirit .................................................. 24
o Look forward for change:............................................ 24
o Explore new countries and adopt new cultures ............................. 25
o Considering people as Asset:.......................................... 25
o Social Responsibility ............................................... 26

Conclusion: .......................................................................................................................................... 26
Executive Summary:
Nestle is the world’s largest food group, not only in terms of its sales but also in terms of its
product range and its geographical presence: Nestlé covers nearly every field of nutrition:
infant formula, milk products, chocolate and confectionery, instant coffee products, frozen
ready-made meals, mineral water etc. Nestle also a major producer of pet food. Nestle
management provided their employees functionally with good environment, they also
influences their employees various steps, like gives their employees various training and
knowledge’s .For this reason these employee more motivated and ready to make much more
contribution to the organization. Mainly we focus this report that how human recourse
activities and practices are performed in nestle company. We have discussed the recuretment,
interviewing and employment at nestle company & how to evaluate their employees
performance appraisal. And what types of training and development process should be
followed for their employees increasing knowledge and skills.
Introduction To Nestle
o History:
Nestle was founded in 1866 by Henri Nestlé and is today the world's biggest food and beverage
company. Sales at the end of 2005 were CHF 91 billion, with a net profit of CHF 8 bn. Nestle
employ around 250,000 people from more than 70 countries and have factories or operations in
almost every country in the world. Nestle is the world’s largest and most respected food company,
and their success is built on their people.

o 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.

o Objectives:
 High commitment to quality products and brands.
 Respect of other cultures and traditions.
 Personal relations based on trust and mutual respect.
 Being committed to work and quality.
 Preferring the long-term perspective to short-term thinking.
o Safety at work:
Nestle is committed to being a leader in workplace safety and health. The Nestle Occupational
Health and Safety Management System (NSMS) were revised in line with the 2007 edition of the
international slandered and reissued to all Nestle operations. His Moto is “safety is nonnegotiable”.
They provide healthy environment.
o Operational safety health and risk management:
Strategy, which meets 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. Furthermore, they establish emergency and contingency plans to
deal with residual risks. This approach also minimizes threats to the business, protecting our
shareholders’ interests; continuously improve our performance by adapting processes, work
practices and systems as a result of monitoring safety performance and analyzing accidents or
occupational health problems.

o Employee involvement:
Employees at all levels are employed to assume ownership of workplace safety. Behavior based
safety programs are being implemented in all operational sites (including factories and Distribution
centers). Safety observations made by those most concerned are gathered and analyzed and measures
to eliminate or manage risks are implemented.

o Management leadership and employee involvement:

Nestle recognizes the critical role of our people to ensure a safe and healthy work environment. All
Nestle managers are accountable for managing workplace health and safety with strong leadership
They build a proactive safety culture by actively engaging our employees and other relevant
stakeholders to drive implementation of all elements of our Nestle Operational Safety, Health and
Risk Management Strategy through consultation and communication with staff at all levels
educating, training and equipping staff at all levels to ensure that they are employed to avoid unsafe
situations and to respond rapidly to unexpected events. Employees at all levels are accountable to
work in a safe manner to prevent injury to themselves and fellow workers, and to become actively
involved in programs to improve health and safety performance in the workplace
o Implementation:

Nestle implements this policy through the Nestle Operational Safety, Health and Risk
management Strategy to ensure a consistent and coherent standard worldwide. However, the specific
methods of managing health and safety at work depend on local social norms, practices and
regulations. Local management is accountable to implement an adapted safety organization to
comply with this policy. The Nestle Operational Safety, Health and Risk Management System,
supports the Nestle Operational Safety, Health and Risk Management Strategy by guiding managers
on the most effective implementation approach.

o Hierarchy Structure of Nestle:

Recruitment
Recruitment is basically process of attracting individuals on a timely basis in sufficient numbers and
with appropriate qualifications to apply for job with an organization

o Nestle company look for

It takes a special sort of person to come and work at Nestle Pakistan. That's why , when selecting
candidates, they look for set of interrelated characteristics ( Knowledge, personality, motivation).

o Professional Knowledge

If you think you fit the bill, you may be right for Nestle Pakistan.
They look for good academic results at university or equivalent qualifications. However, the class of
the degree you have obtained, though very important, is not the only criterion for selection. Other
experiences during their studies, previous jobs, assignments, language theses and any other
significant extracurricular activities and achievements, are also given the right.
They look for candidates who can identify a problem, analyze it, look at different options, and come
to reasoned conclusions. They want people with drive and tenacity, energy and enthusiasm, who can
initiate a project and follow through to the end. All these skills are vital during a career at Nestle
Pakistan.

o Personality

To succeed at Nestle Pakistan, you need more than professional knowledge. You need a flair for the
field of activity of their choice, an open mind, and a willingness to dig in and learn new skills and
ideas. They're looking for applicants who are dynamic and communicative. People, who can listen,
understand and integrate the opinion of others, people who can express their ideas clearly, both
verbally an d on paper. They want people who like to negotiate, even with very different partners,
and to solve problems in complex situations. They like candidates who show leadership, inspire
others, and are self-confident, yet realistic. People who have a positive attitude to work and are
willing to work hard, even under pressure. They seek people who can be objective in their
assessment of themselves and of others.
 o Motivation

While they expect loyalty to their company, they expect their people to be critical and suggest
improvements wherever necessary. They like people who are motivated themselves & can motivate
others.

o Recruiting process

i. Application

Our global Recruiting solution includes opportunities in 48 countries. If your search doesn’t
reveal the right role for you there, or you are looking to explore opportunities in other countries,
investigate our search for jobs page.

ii. Selection
After we receive your application, we’ll analyze your CV and background to measure your
match against the role profile. You’ll then be contacted by one of our recruitment team.
 Receiving CV’s
In CV you have to give your all education history and experience, your interest, your skills. They
will review and select CVs that best match open jobs. Please note that only completed CVs will
be taken into account.
Only selected candidates will be contacted.
In any case, you will receive an e-mail telling you when the job you applied has been filled.
 Register for talent candidate
If there is no job opening suitable for you, you can still register your details in our database. You
will then be considered as a potential candidate for new upcoming positions. 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.
iii. Job offer

The first thing we offer you is congratulations on reaching this stage. We’ll welcome you on to
the Nestlé team and give you more information about your induction. To reach this stage
generally takes about two months.
iv. Induction

Our induction programs vary from market to market. However, they all include a welcome to
your department, an overview of our business and an introduction to your function and role
objectives. Throughout, you’ll have all the support and help you need to succeed
The Interview Process
The next phase is a series of individual interviews with Human Resources team – either by phone,
on-line or face-to-face interview. Excel and you’ll then be interviewed by the appropriate line
manager. It is worth noting that we’ll be looking at your potential fit with our culture as well as
exploring your achievements and motivations.
If you are applying for a graduate program and you excel at interviewing stage, you’ll be asked to an
Assessment Centre. Here you’ll be assessed alongside other candidates and you’ll have the
opportunity to demonstrate you have the knowledge, skills and abilities to make a lasting impression.

Here are the 5 Stages of the Interviewing Process:

1. Preparation:
Learn as much about the company as you can before your interview. Find out what they do, what
they make, what kind of services they provide and determine if your skills can fit with what they do.
Determine what you can offer the company. Arrange and confirm the time for your interview. Make
sure you arrive early. Don't be late. Ask for directions when you confirm your appointment, if
needed. Make a list of what questions you may want to ask them. More importantly, make a list of
those questions you anticipate they might ask you and decide how you will answer these questions.
You then are prepared how to answer them.
2. Introduction:
Make sure your initial non-verbal contact is positive. For example, smile when you first see the
person interviewing you. Have a firm handshake and establish good eye contact when talking. You
be the one to start off the conversation. Go prepared with your list of specific questions to ask them
about the job and the company. Don't forget to bring the questions with you.
3. Presentation:
When asked questions always listen to their questions carefully. If you don't understand any
question, ask them to clarify the question. If you do not know the answer to the question be honest
and say so but do offer to get back to them with the answer later and DO GET back to them.
4. Obtain Information for Yourself:
Remember, this job interview is for your benefit also. Ask questions about the actual job
requirements, benefits and type of work that you will be expected to do. Determine if the job will fit
in with your educational background and career goals. (Have you written down your career goals?).
Be prepared to take notes during the interview. This "shows" you came prep(ared. Write down all
the names of the people you meet and their position. Name tags for a leg up networking in. Be active
in the interview process. Don't just sit there
5. The Final Stage:
Write down all the reasons for the company to hire you. Ask if your background matches what the
company is looking for. Ask if they are interviewing other people for the same position and when
can you expect a decision.
o Applicants dealing in different ways

 Graduate Program Applicants:

Regular group interview sessions are held throughout the year for most of the Graduate
Programs. This is a one-day sessions that consists of discussions about potential jobs and
career developments, individual interviews with HR and line managers, group and/or
individual case studies. If you are successful at the group stage, you will be invited for an
individual interview day with HR and line managers.

 Professional Applicants:
Professionals Individual interviews with HR and line managers. These will generally
focus on your background and motivation as they’ll as how you likely fit Nestle's culture
and values.
 Internships Applicants:

Internee will be interviewed by HR as they’ll as a line manager. These interviews will

generally focus on your background and motivation as they’ll as how you likely fit
Nestle's culture and values.
TRAINING:
The training we offer is designed to help our employees adopt a healthy, balanced diet, develop their
careers, contribute to our environmental objectives and achieve our business goals. At the end of
2014, we successfully embedded Creating Shared Value learning into all courses at our international
training centers and seek to do the same now with the Nestlé Corporate Business Principles.

 Five steps of training and development processes:

To make an efficient and well maintained management and training process a company can follow
five steps which can be key success for the training process of the company, those cores five stages
are:

 Step-1 Need analysis:

Identifies the specific job performance skills needed, assessed the prospective trainees skills, and
develops specific, measurable knowledge and performance objectives based on any deficiencies.
 Step-2 Instructional design:
This process is a process where we decide on, compile and produce the training programe
content, including workbook, exercises, and activities.
 Step-3: Validation step:
These programs are represented in front of the small representative audience.
 Step-4: Implementation:
This step comprises of actually training the targeted employee group.
 Step-5: Evaluation:
Management assesses the program’s success or failures
o Training processes:
After all the assessment they found that if they provide some facilities they the staffs could be
very efficient and those facilities are:

 On-the job training:

It’s a training which is operated at the sight of the company or training is carried out the
working is running, it is really a effective process played by various well leading company
and this system also played by the Nestle, but it is also a unavoidable risk because all new
staffs can make a mistake or cause a loss to the company, therefore company plays that
system when it’s right to do so. It is effective, when a major leveled employee do a mistake
by mistakenly then, for making an improvement Nestle company plays that system.
 Local training:
These trainings are carried out within the country by reputed training institution from,
Bangladesh slavery and labor training institute and consultant from foreign training institutes
are invited to conduct training. These trainings are usually take place at a different venue
other that the office.
 In- house training:
These trainings are basically held within the office premises and usually get conducted by the
senior managers who are specialist in different field.
 Training about the market survey:
Company plays a vital role in the market survey by sending their staff at market and operates
a project by management to get the fluency and efficiency of the staffs.
 Overseas training:
Company provides need based training to the employee through the usage of appropriate
external training in state, which are very often conducted overseas. Most of the functional
trainings are provided by foreign training.
 Diversification training:
It’s a process of training where staffs work at the different level and post of the management
and identify the efficiency and effectiveness of their work ability.
 Off-the job training:
This process is also an effective training for internal staffs but it can be painful and fluctuate
staff’s confidence and motivation, because it is quiet time consuming and costly which bared
by company, but in may stages of the efficiency of a company or to make an efficient staff
company may play this training. Where any temporary staff may work for the company with
or without wages and this is actually not a job but binding for the staff to be full time staff,
which is also depends on the performance of the staff.
  Apprenticeship training:
It is a process by which people become skilled worked through a combination of classroom
instruction and on the job training . it is widely used to train individuals for many
occupations. It traditionally involves having the learner apprentice study under the tutelage of
a master craftsperson.
 Computer based training:
Now a day all most all companies provide training to their staffs by computers and projectors,
this system is so much effective and time saving device. By this, companies can express their
plans, training, what to do and what is restricted by company and other authorities; it is a total
pack of direct communication and training process.
 Other training methods:
Training and development some employees may have skills from their education or from
previous jobs and therefore need little additional training. Others will need extensive training
how much and kind of training is needed will depend on the type of job involved and the
amount of training that has already been given through education and the coerces and the
natural skills of the person employed. This section will be looking primarily at the type of
training provided by organization to their employee. There is various type of training and
those types are:
 Case study involving role play or discussion.
 Use of internal and external communication system.
 Interactive video where the trainee is required to respond- depending upon the
response. The video will follow different sequence.
 Games and outdoor programs can teach a workforce to work in a team.
 Brainstorming
 Group reading
 Small group discussion
  Case study

o Objectives of trainings:
 By 2015: They aim to have all Nestlé employees trained at least once on the Nutrition Quotient (NQ)
Foundation Module.
 By 2016: They will embed Nutrition Quotient (NQ) training into the new employee orientation
programme at all of work sites.
 By 2016: Environmental awareness training will be run in all countries.
 By 2017: Nestlé Corporate Business Principles are fully embedded in all courses at international
training centre and e-learning made available to all employees.

o Progress
They have made great progress towards training all employees on the NQ Foundation Module, with
94.4% trained by the end of 2015 (cumulative since 2007), and extended their commitment to address all
joint ventures and employee turnover.

o Percentage of workforce trained on the NQ Foundation Module

Year 2013 2014 2015

Progress 70% 90% 94.4%

Management Trainee Program:
If you're young, bright and hard working, the Management Trainee Program may be the place for
you. They hire fresh graduates as potential managers to develop new competencies and skills
through on-the-job development. You'll be hired in one of various departments at inductee level on a
12-month training program . Preliminary interviews and screening is organized according to the
graduation schedules of Pakistani and foreign universities, and are followed by interviews with
senior management.

o Ongoing Development:
Ongoing development training As nutrition and our insights into nutrition evolve, so too will
our NQ Nutrition training, helping Nestle employees to keep abreast of new developments and
maintain a high level of credibility through the breadth and depth of our nutrition expertise.

o Internships:
Internships are a great way to apply the knowledge and skills you are developing at university and
get experience in a leading corporation. They offer project-based internship positions in various
departments at Nestle Pakistan. You may be hired during undergraduate study or graduate school.
Most internship assignments are offered during the summer months and generally run for 6 to 8
weeks.
If you impress us with their talent & hard work, you may be considered for employment
opportunities after you have completed their studies.

o The Nestle Human Resource Policy:

The Nestle Human Resource policy guidelines which constitute a sound basis for efficient and
effective HR Management in the Nestle Group around the world. They are in essence flexible and
dynamic adjustment to a variety of Circumstances. Therefore its implementation will be inspired by
sound judgment, compliance with local market laws and common sense, taking into accounts the
specific context. As Nestle is operating on a worldwide basis, it is essential that local legislation and
practices be respected everywhere. The Nestle Management and Leadership Principles include the
guidelines inspiring all the Nestle employees in their action and in their dealings with others. The
Corporate Business Principles refer to all the basic principles which Nestle endorses and subscribes
to on a worldwide basis. Both these documents are the pillars on which the present policy has been
built

o Shared responsibilities:
HR managers and their staff are there to provide professional support in handling people matters.
Their prime responsibility is to contribute actively to the quality of HR management throughout the
organization by proposing adequate policies. Acting as business partners, the HR manager advises
and offers solutions which results in positive impact on the organization’s effectiveness. Together
they act as co-responsible partners for all HR matters. This partnership is the key for efficiency in
people management. The communication skills of the HR staff must be appropriate to deal with all
human relations issues. They gain their credibility not only from their professional contribution but
also through the care and the excellence of their communication skills.

Employment Activities 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, the
protection of children against child labor and other important issues.

These principles are to be respected everywhere and under all circumstances. The management
will implement the necessary processes to ensure that these principles are enforced at all levels. Also
their main suppliers and providers of out sourced services should be informed of the Corporate
Business Principles and should comply with those. In the same way that no discrimination for reason
of origin, nationality, religion, race, Gender or age will be tolerated when joining Nestle, no such
discrimination will be tolerated towards Nestlé’s employees. Furthermore, any form of harassment,
moral or sexual, will not only be prohibited but actively tracked and eliminated. Internal Rules and
regulations will explicitly deal with discrimination and harassment issues so as to obtain the best
possible prevention. Nestle considers that it is not enough to avoid discrimination or harassment. It is
essential to build a relationship based on trust and respect of employees at all levels. Therefore, it is
indispensable for each manager to know how her/his employees feel in their work.

In larger units it may be necessary to organize such feedback on a regular basis, using internal
surveys or other valuable approaches. Nestle favors a policy of long-term employment. Whenever,
an operation activity cannot be maintained within the Nestle sphere, reasonable steps will be
undertaken to avoid overall loss of employment by identifying an external Business willing to take
over activity from Nestle, whenever this is possible.
 o Expectation of Employees:
First, employees’ actions should be in line with the company’s goals, Paul Broeckx Former Senior Vice
President of Nestlé’s Corporate Human Resources division Robert Hooijberg IMD Professor of Organizational
Behavior not their supervisors’ expectations. Furthermore, possessing experience is no longer enough:
employees must convert that experience into meaningful insight and action. Employees must also be
cooperative, not competitive. Finally, they need to take the initiative and not be passive. Organizations
therefore need to put the structures and systems into place that emphasize these four qualities and
eliminate those that encourage the limitations with the pyramidal model. Top management at Nestlé
recognized the need to change its structures and systems. It approved the design and implementation of the
“Nestlé on the Move” five-part program, described below. It aimed to change the mindset of its employees
and move toward a performance culture. The efforts mostly took place simultaneously
 Different types of motivation are frequently described as being either extrinsic or intrinsic.
Extrinsic motivations are those that arise from outside of the individual and often involve
rewards such as trophies, money, social recognition or praise. Intrinsic motivations are those that
arise from within the individual, such as doing a complicated cross-word puzzle purely for the
personal gratification of solving a problem.
Internal and external factors that stimulate desire and energy in people to be continually
interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a
goal.
“The only way to get people to like working hard is to motivate them. Today, people must
understand why they’re working hard. Every individual in an organization is motivated by
something different.

o Knowledge transfer
Knowledge Transfer is about making the very best out of huge intellectual assets and resources and
ensuring that this information is shared with partners and within communities. The research and
business models that have proved of great success within Nestle have been taken on into
communities and used to enable and their other businesses and initiatives. The most recent example
of this is the participation of Nestle in donating funds for the drilling of deep wells and the
installation of 22 community water supplies to provide clean and safe water for 40,000 people. The
funds are also be used to train community structures on maintaining the pumps and improve overall
hygiene practices.
PROFESSIONAL DEVELOPMENT OF EMPLYEES:
o Learning
Learning is part of the Company culture. Each employee, at all levels, is conscious of the need to
upgrade continuously her/his knowledge and skills. The willingness to learn is therefore a non-
negotiable condition to be employed by Nestle. First and foremost, training is done on-the-job.
Guiding and coaching is part of the responsibility of each manager and it is crucial to make each one
progress in her/his position. When formal training programs are organized they should be purpose
oriented and designed to improve relevant skills and competencies. Therefore they are proposed in
the framework of individual development programs.

o Industrial relations
Nestle upholds the freedom of association of its employees and the effective recognition of the right
to collective bargaining. Nestle wishes, also through its relationship with unions and other
representative associations, to sustain the long-term development of the Company, both to the
benefit of the employees and of the Company, by maintaining a level of competitiveness adapted to
its economic environment. Industrial relations are a clear responsibility of local management and
will be handled at the appropriate level:

i. First at site level

(Factories, warehouse)
ii. Secondly at regional or national level.

o Unions:
According to local law and practice. Nestle
will ensure that direct and frequent
communication is established with its
employees, both union members and non-
members. Relations with unions will be
established under strict observation of
national law, local practices as they’ll as those
international recommendations to which
Nestle has adhered to on a voluntary basis as
stated in the Corporate Business Principles. Contacts with union delegates should create a further
opportunity to provide information allowing their members and other representative associations to
acquire a full understanding of the business activities and the goals of Nestle.

In dealings with unions, it will be ensured that management prerogatives be properly maintained.
The fact that Nestle is more people and product than systems oriented is reflected in the way HR is
functioning and is organized. 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 human perspective
should be present at all times and under all circumstances.

o Role of HR manager:
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. Whereas the HR function should indeed provide flawless administrative support, its main
role is to add value to the business and to play a proactive role in every situation where HR action is
required. Specific HR KPI’s are useful in assessing the performance of an HR unit. However, 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, 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.
o Performance Management at Nestle:
The function of performance management is to ensure the fulfillment of goals in an effective and
efficient manner. Moreover, it watches performance of organization and process of production,
employees etc.
 Line managers and HR assess formally once in a year and get feedback.
 Subordinate managers can interrogate for an unfair evaluation.
 The HR department has enlisted specific key performance indicators.
 Remuneration structure and promotion criteria consider individual performance. HR staff
must help the management in elaborating training programs. Sufficient training programs are
developed at the level of every working company that capitalizes on the availability of local
regional or global resources of the group.
 Some training programs improve the language skills of the employees. These programs also
try to consolidate corporate cohesion as well as to promote networking throughout the group.
They develop and share best practices of the different management disciplines practiced in
the group.
 E-learning programs are alternative to formal training programs.

o Competency profile mapping:

 Competencies are accumulated by totalizing success factors important for obtaining good
results in a particular job or in a particular company at nestle. Success factors are made up of
knowledge, skills and attributes that are stated in case of particular behaviors and are
exhibited by efficient performers in those works.
 Attributes include personal characteristics, features, motives, values or ways of thinking
affecting an individual’s behavior:
 Competencies in organization can be divided into two categories-
1. Personal functioning competencies that include broad success factors untied to a
specific work function or industry. These competencies often notice leadership or
emotional intelligence behavior.
2. Functional/Technical competencies involve specific success factors within a given
work function at nestle.

o Critical Analysis of HR Performance:

 The performance of an organization must be analyzed for the development. This analysis
makes revaluation of existing strategy possible and easy to understand the faults so that
organization can rectify them at once.
 Recruitment, training and development of employee’s caliber have been done with high
standards.
 HR Management provides best working conditions with suitable growth opportunities.
 Employees must maintain rules and regulation of the country.
It is clear that Nestle emphasizes on personal achievement and the pay structure HR has
planned for its employees and the company also mixes practices like Job Enrichment and Job
enlargement, to motivate employees and to break the monotony of their Job tasks. An example of
Job enlargement is the correspondent who acts both in sales and brand management department.
o The Nestle Spirit
You could be forgiven for expecting to see a mission statement here, summing up our beliefs and
principles in a few slick phrases. But that's not the approach they take. Nestle is not like other
companies. They have a unique set of values and guiding principles that have been built up over
time. To try to summarize them in a sentence or two would make them meaningless.

 To engender the unique spirit that permeates the entire Nestle Group:
 They believe in people, rather than systems.
 They are committed to creating value for our shareholders, 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, one-off changes Above
all, they are pragmatic and not dogmatic
 If these are values that strike a chord with you, spare a few minutes to read through the
questions below. If you can tell them all with 'yes', they'd like to hear from you.

o Look forward for change:

Nestle is proud of its traditions and heritage. But that doesn't mean they are stuck in the past. To
keep us ahead in the ever-changing food industry, they are constantly driving forward the boundaries
of our industry. Our people must be:

 Creative
 Excited by the future
 Flexible

o Open minded and ready to learn - every day of your career

They are committed to the continual training and personal development of our people. 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
o Explore new countries and adopt new cultures
Nestle has been an international company since its very beginning. Food is intrinsically linked with
local eating and social habits, and Nestle endeavors to integrate itself as much as possible into the
cultures and traditions of the countries where it operates. To deliver products that meet the needs of
individual consumers, they need people who:

 Respect other cultures

 Embrace diversity
 Never discriminate on any basis
o Considering people as Asset:
Many other companies say that people are their most precious asset. 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 Nestle in its leadership position. Nestle is not a faceless company selling to
faceless consumers. It is a human company providing response to individual human needs the world
over.

o Human Rights
Nestle fully supports the United Nations Global Compact’s two guiding principles on human rights.
Nestle therefore: Supports and respects the protection of international human rights within its sphere
of influence

o Child Labor
It is generally acknowledged that the causes of child labor are complex and include poverty,
differing stages of economic development, social values and cultural circumstances. Nestle believes
policy development must take into account the social and legal situation of individual countries.
Action to eliminate child labor must be guided by the best interests of the child, as ill-considered
policies and commercial measures can make the situation worse for children.

o Protection of the Environment

Since its early days Nestle has been committed to environmentally sound business practices
throughout the world and continues to make substantial environmental investments. In this way
Nestle contributes to sustainable development by meeting the needs of the present without
compromising the ability of future generations to meet their own needs. The Nestle Policy on the
Environment underlines this commitment. Nestle also adheres to the International Chamber of
Commerce (ICC) Business Charter for Sustainable Development. This Charter requires the
establishment of policies, programs and practices for conducting operations in an environmentally
sound manner.
o Social Responsibility
They support sustainable agricultural and dairy farming practices, including environmental
protection. When it comes to production, all factories try to maximize eco-efficiency, i.e. increase
production while minimizing resource consumption, waste and emissions. Factories are equipped
with complete testing and monitoring facilities for waste and air emissions. To eliminate air
pollution, they have stopped using heavy fuel oil in our factories, which are now run on clean natural
gas. This has reduced emissions into the atmosphere to they’ll below the legal limits. Nestle
Sheikhupura & Kabirwala factories have elaborate water treatment systems to prevent wastewater
from polluting the environment.

Natural gas incinerators at Sheikhupura & Kabirwala factories are used to safely dispose of material
that cannot be recycled & dumped. Factories have environment committees to manage routine
environment issues and review performance. Environmental impact assessment is done in advance
for every new project and measures are adopted to minimize adverse impacts on the environment.
Our employees regularly undergo training to inculcate awareness about environment-friendly
practices.

Conclusion:

We conclude that effective interview is very necessary for any organization. To increase the
performance and to achieve the objectives of the organization, every organization need to select right
person for right job. In order to achieve this objective Nestle company give more emphasis on
selection of the candidates. The HRM department of Nestle company is very strong and this is one of
its core competencies to survive in market.