Presented To:

Sir Imran Hussain

Presented By:
Abdullah Razaq (314 Ms 070)
Amna Maqsood (313 Ms 054)
Rabia Fahad (313 Ms 049)
Azadar Hussain (313 Ms 060)
Hafsa Shahbaz (313 Ms 034)
Job Analysis in Nestlé

Nestlé Introduction

Nestlé 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 bn, with a net profit of CHF 8 bn. Nestlé Employ around
250,000 people from more than 70 countries and have factories or operations in almost every country in
the world. Nestlé is today the world’s leading food company, with a 135-year history and operations in
virtually every country in the world. Nestlé’s principal assets are not office buildings, factories, or even
brands. Rather, it is the fact that they are a global organization comprised of many nationalities, religions,
and ethnic backgrounds all working together in one single unifying corporate culture.

Nestlé History
The history of Nestlé began in Switzerland in 1867 when Henri Nestlé, the pharmacist, launched his
product Farine Lactée Nestlé, a nutritious gruel for children. Henri used his surname, which means ’little
nest’, in both the company name and the logotype. The nest, which symbolizes security, family and
nourishment, still plays a central role in Nestlé’s profile. Since it began over 130 years ago, Nestlé’s
success with product innovations and business acquisitions has turned it into the largest Food Company
in the world. As the years have passed, the Nestlé family has grown to include chocolates, soups, coffee,
cereals, frozen products, yoghurts, mineral water and other food products. Beginning in the 70s, Nestlé
has continued to expand its product portfolio to include pet foods, pharmaceutical products and cosmetics
too.

HR Department of Nestlé, and Polices

Introduction
At Nestlé, we recognize that our employees are the key to our success and nothing can be achieved
without their engagement. This document encompasses the guidelines which constitute a solid basis for
effective Human Resources Management throughout the Nestlé Group around the world. It explains to all
Nestlé employees the vision and mission of the Human Resources function and illustrates every aspect of
the Nestlé employee lifecycle. The Nestlé Management and Leadership Principles inspire all the Nestlé
employees in their actions and in their dealings with others. The Corporate Business Principles refer to all
the basic principles which Nestlé endorses and subscribes to on a worldwide basis. Both these
documents are the pillars on which the present policy has been built. The implementation of this policy will
be inspired by sound judgement, compliance with local market laws and common sense, taking into
account the specific context. Its spirit should be respected under all circumstances and could be
summarised in one sentence: At Nestlé we put people at the centre of everything we do.

Human Resource Policy

The long-term success of the Company depends on its capacity to attract, retain and develop employees
able to ensure its growth on a continuing basis. This is a primary responsibility for all managers.
The Nestlé policy is to hire staff with personal attitudes and professional skills enabling them to develop a
long-term relationship with the Company.
Therefore the potential for professional development is an essential standard for recruitment.
Each new member joining Nestlé is to become a participant in developing a sustainable quality culture
which implies a commitment to the organization and a sense for continuous improvement leaving no room
for complacency.
Therefore, and in view of the importance of these Nestlé values, special attention will be paid to the
matching between a candidate's values and the Company culture.

Performance of Human Resource Management in Nestle:

Nestle, the largest FMCG Company is working all over the world with more than 500 factories in 86
countries making up of most of the continents. Henri Nestle set up Nestle in Switzerland. Customers are
provided with more than 500 products by Nestle. Nestle was entitled by Henri Nestle.
The logo of the company consists of his family coat of arms, the nest with a mother bird protecting her
young. The symbol of the company is associated with its care and attitude to lifelong nutrition. The Nestle
nest bears the meaning of nourishment, security and sense of family that are important to life.

Need to create Job

Our Nestlé Company located 308 Mall Rd, Lahore, Pakistan, Nestlé is proud to provided safe quality
nutrition for more than 140 years, 2000 brands worldwide, around about 339,000 employees. Object to be
leader in nutrition health and wellness.  We believe that leadership is not just about size; it is also about
behavior. Our people are our most important asset and – true to our culture – we believe investing in our
talent is an investment in our shared future.

The Human Resources Assistant manages the day-to-day operations of the Human Resource office. This
position manages the administration of the human resources policies, procedures and programs and
contributes to the accomplishment of Human Resources practices and objectives that will provide an
employee-oriented, high performance culture that emphasizes empowerment, quality, productivity, goal
attainment, and the recruitment and ongoing development of a superior workforce.

Job Description

Responsible for providing a full range of HR services in a highly responsible and confidential manner.
This Assistant Human Resources Manager is designed to be a succession plan feeder to the Human
Resources Manager role.

Job Identification
POSITION: Assistant Human Resources Manager\
COMPANY: Nestlé
DEPARTMENT: Human Resources
SCHEDULE: Full-time
SEX: Male\Female
JOB POSTING: Apr 16, 2015, 6:48:56 PM
LOCATION: Lahore\Islamabad
REPORTS TO: Director, Human Resources & Corporate Communications

Primary Responsibilities
• Manages the day-to-day efficient operations of the HR Department.
• Assists with the implementation of services, policies, and programs.
• Maintains employee files, including medical, FMLA, I-9, etc.
• Insure compliance to regulatory concerns and reporting, i.e., Affirmative Action, FMLA, ADA, etc.
• Assists with compliance of local, state, and federal legislation in relation to HR policies.
• Administer administrative payroll
• Manage attendance database and corrective action notices.
• Maintain communication with the Plant Manager, Department Managers and Team Leaders on all
matters relating to and affecting all employees.
• Assists employees with their general inquiries and answers questions of prospective employees.
• Maintain personal communication with employees through visits to all shifts/departments.
• Oversees the hourly recruitment process.
• Manage Hourly Job Opportunity job postings, interviews and selection.
• Coordinate new employee orientation for all new employees.
Qualification\Skills
A university degree in business. Specialization or professional Human Resource designation is an asset
5-8 years of experience in human resources.
Capable of appropriately handling highly confidential documents and information.

Excellent interpersonal and communication skills (verbal and written).

Strong analytical skills with a high attention to detail.

Ability to take initiative, learn new concepts and adapt to changes.

Ability to handle multiple priorities in a fast paced environment with minimal supervision.

Working knowledge of ESA, Human Rights Code and other related legislation required.

Strong Computer Skills: MS Word, Excel, PowerPoint, Outlook. SAP, Enterprises and LinkedIn Recruiter
an asset.

Experience
Minimum of two years’ clerical experience or training required (experience with Human Resource
responsibilities preferred).
Must have strong personal computer and Microsoft Office skills, (Word, Excel, Access, PowerPoint).
GC Services is an equal opportunity employer: M/F/Disabled/Vet
Recruitment Process in Nestle

WHAT THEY LOOK FOR

It takes a special sort of person to come and work at Nestlé Pakistan. That's why, when selecting
candidates, they look for a set of interrelated characteristics encompassing three key areas: knowledge,
personality and motivation.

Professional Knowledge
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 .

Personality
To succeed at Nestlé 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 and on paper.

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.

Recruitment
In nestle, recruitment utilizes several outlets: internally, externally or an internal promotional. In most
cases company will allow current employees to apply for the position before posting the position
externally.
Internal Recruitment
When a position opens in an organization, it is typically posted on the company's intranet and in common
areas, such as cafeterias, break rooms and departmental information boards. If an employee is interested
in the position, she is normally required to go through a similar process as an external candidate. The
employee will submit her resume and cover letter to human resources, and if she is qualified, the
employee will be scheduled for an interview with human resources and the hiring manager. Nestle prefer
internal recruitment.
External Recruitment
If no internal candidates are selected for an open position, the company will post the position externally
on Internet job boards, local newspapers and ask its employees
for referrals. In most cases, employee referral programs are established and if an employee refers an
outside candidate that is hired, the employee will receive a cash bonus. Human resources will screen
resumes of candidates that applied, and select resumes that are qualified for the position.

Source of External Recruitment

Advertisement
Employment agenesis
Social Media

Recruitment strategy
In this case where department need employee to work on equal basis and report discrimination and un
effective activities going in to the department . nestle dose not decentralized structure but tjis job requires
good understanding of practices going on in the department and reporting every thing to the senior
management .
Selection

Application Form
The Nestlé Application Form is the first stage and is your opportunity to shine because it will be the first
impression Nestlé will form about you. They get thousands of applications every year so yours really
needs to stand out in order to get noticed.

SCREENING INTERVIEW

Before moving further into the selection process, Nestlé prefer to do a screening interview of those
applicants that appear qualified based on information submitted on their résumé and application.
Screening interviews are usually conducted by telephone. The interviewer asks a few straightforward
questions to determine the candidate’s job qualifications and appropriateness for the open position. If it is
determined that the applicant is not appropriate for the position, the interviewer may refer the candidate to
another open position within the organization if there is something available that matches the applicant’s
skills. If there is nothing else available and the candidate is obviously unqualified for the position, the
process ends there, saving both the candidate and the organization the time and expense of going further
into the selection process.

Completion of the Application Form

The Application Asking the candidate to complete an application form is generally done early in the
selection process. Despite the widespread use of application forms for employee selection, research
demonstrates that illegal (or inappropriate) application items are still quite common. Questionable items
are those that request information on gender, race, national origin, education dates and disabilities. The
most commonly found inappropriate questions involve past salary levels, age, driver’s license information,
citizenship information and Social Security numbers. Questions about past salary are considered
inadvisable since they can perpetuate lower salaries for women and minorities as compared with white
males. The application form should include sections for the applicant’s name, address, telephone number,
education, military background, work experience and reference information. There should be a place for
the applicant to sign and a preprinted statement that the applicant’s signature indicates his or her
attestation that everything on the form is true; if not, the candidate can be released. When it is not
prohibited by state law, 8 © 2008 Society for Human Resource Management.
Selection
It is important to hire a right a person.In Nestle new employees are expected to respect the company’s
culture and it is required from all employees.
Nestle employees are characterized by creativity and dynamism. Nestle uses a systematic method of
selection for employees. In the selection process of Nestle particular care of taken of the treatment of
each candidates ,regardless of the outcome of the selection process.
Once we receive your application, we’ll analyze your skills and experience to assess your match to the
role profile. You’ll then be contacted by one of our recruitment team.
The next phase is a series of individual interviews with the Human Resources team – either by phone or
face-to-face interview. If you’re successful, you will then be interviewed by the appropriate hiring
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.
Throughout the process, we’ll use competency-based interviewing techniques that will draw on your
experiences and real examples from your professional life.
If you are applying for a graduate position and you are successful at interviewing stage, you may be
asked to an Assessment Centre.

Employment Test
Any instrument used to make a decision about a potential employee. There are a number methods Nestle
use to determine if an applicant has the potential to be successful on the job. Selection tests are used to
identify applicant skills that cannot be determined in an interview process. Nestle Take Assessment
Centre Test. It Include

Psychometric Testing
The assessments in Nestle cover the following areas – abstract, verbal and numerical reasoning as well
as personality and motivational profiling.
We use this to give us additional information on your suitability for the position that you are applying for.
You will be given the opportunity to receive verbal feedback as part of the psychometric testing stage.

Medical assessment
Some positions may require you to undergo a pre-placement medical assessment. The details of an
assessment will be given to you if relevant to the position you are applying for.

Case-Study Presentation 
You will be required to read a brief and then prepare a presentation based on your conclusions and
recommendations. This presentation will be carried out in front of an assessor.

Comprehensive interview
Candidates who want to join Nestle are asked questions pertaining to how they would handle job-related
situations, job knowledge, worker requirements, and how the candidate would perform various job
simulations. Interviews tapping job knowledge offer a way to assess a candidate's current level of
knowledge related to relevant implicit dimensions of job performance (i.e., "tacit knowledge" or "practical
intelligence" related to a specific job position)

Background investigation
Nestle will conduct at least two reference checks from previous employers to ensure that potential fit
with our culture is right, as well as exploring such things as your management and leadership style.
Nestle has right to work in the country of our employment, and original copies of our qualifications, will
also be validated by our recruitment team.

Job Offer
The first thing offer in Nestle is congratulations on reaching this stage. We’ll welcome you to the Nestlé team and
give you more information about your induction. To reach this stage generally takes about nine weeks.
Training and Development at Nestlé

Culture at Nestlé and Human Resources Policy

Nestlé culture unifies people on all continents. The most important parts of Nestlé’s business strategy and
culture are the development of human capacity in each country where they operate. Learning is an
integral part of Nestlé’s culture. This is firmly stated in The Nestlé Human Resources Policy, a totally new
policy that encompasses the guidelines that constitute a sound basis for efficient and effective human
resource management. People development is the driving force of the policy, which includes clear
principles on non-discrimination, the right of collective bargaining as well as the strict prohibition of any
form of harassment. The policy deals with recruitment, remuneration and training and development and
emphasizes individual responsibility, strong leadership and a commitment to life-long learning as required
characteristics for Nestlé managers.

Five steps of training and development processes

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

Need analysis
Identifies the specific job performance skills needed, assessed the prospective trainee’s skills, and
develops specific, measurable knowledge and performance objectives based on any deficiencies.

Instructional design 
This process is a process where we decide on, compile and produce the training programe content,
including workbook, exercises, and activities.

Validation step
These programs are represented in front of the small representative audience.

Implementation 
This step comprises of actually training the targeted employee group.
Evaluation
Management assesses the program’s success or failures

Training Process

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.

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.

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.

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

Training and Developments

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 are 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

Performance Appraisal

The process of monitoring individual and group performance, and giving helpful feedback for
improvement, is generally called performance appraisal. The purpose of appraisals is
Helping the employee to overcome any problems or obstacles to performance.

Identifying where an employee’s potential for improved performance and greater challenge could be
better fulfilled.
Setting goals and prioarities for further monitoring and development.
The process will look at the employee as an individual, but will also ask how the employee help the
organization to achieve its objectives.

Training Programs at Nestlé

The willingness to learn is therefore an essential condition to be employed by Nestlé. First and foremost,
training is done on-the-job. Guiding and coaching is part of the responsibility of each manager and is
crucial to make each one progress in his/her position. Formal training programs are generally purpose-
oriented and designed to improve relevant skills and competencies. Therefore they are proposed in the
framework of individual development programs and not as a reward.

Literacy Training

Most of Nestlé’s people development programs assume a good basic education on the part of
employees. However, in a number of countries, we have decided to offer employees the opportunity to
upgrade their essential literacy skills. A number of Nestlé companies have therefore set up special
programs for those who, for one reason or another, missed a large part of their elementary schooling.

Local Training
Two-thirds of all Nestlé employees work in factories, most of which organize continuous training to meet
their specific needs. In addition, a number of Nestlé operating companies run their own residential
training centers. The result is that local training is the largest component of Nestlé’s people development
activities worldwide and a substantial majority of the company’s 240000 employees receive training every
year.

International Training

Nestlé’s success in growing local companies in each country has been highly influenced by the
functioning of its international Training Centre, located near our company’s corporate headquarters in
Switzerland. For over 30 years, the Rive-Reine International Training Centre has brought together
managers from around the world to learn from senior Nestlé managers and from each other. Country
managers decide who attends which course, although there is central screening for qualifications, and
classes are carefully composed to include people with a range of geographic and functional backgrounds.
Typically a class contains 15–20 nationalities

Conclusion

Nestlé’s overarching principle is that each employee should have the opportunity to develop to the
maximum of his or her potential. Nestlé do this because they believe it pays off in the long run in their
business results, and that sustainable long-term relationships with highly competent people and with the
communities where they operate enhance their ability to make consistent profits. It is important to give
people the opportunities for life-long learning as at Nestle that all employees are called upon to upgrade
their skills in a fast-changing world. Enhancing this virtuous circle is the ultimate goal of their training
efforts at many different levels through the thousands of training programs they run each year.

Health and Safety

SAFETY AT WORK:
Nestlé is committed to being a leader in workplace safety and health. 
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, reinforcing
our commitment that “Safety is non-negotiable”. 
They are also working towards external certification of our factories against OHSAS 18001. This will
provide a common language around our health and safety management systems, and make it easier to
demonstrate implementation of these standards to our stakeholders. 
The number of workplace injuries has been reduced. For example, in 2008 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.

Major focus on preventing accidents: 

Over the years, Nestlé has developed a strong network of local Safety, Health and Environment functions
that develops and shares best practices in accident prevention across the world. 

Involving employees
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. 

Tools to manage safety performance

Custom-made tools have been put in place to track workplace safety key performance indicators. Safety
practitioners and managers have access to reports about their local performance and those of other sites,
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. Nestlé country or market organizations worldwide presented applications to the jury. Each
country or market organized an internal safety award competition and designates one champion team to
participate in the Nestlé Safety Award. Local winners are recognized with Gold, Silver and Bronze awards
and the global winners will be announced at the end of March.  
The winners are presented with their trophies at the Nestlé Market Conference.

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.
The Nestle Policy on Health and Safety at Work is based on the Nestlé Corporate Business Principles,
which are binding for the whole Nestlé Group.

Prevention of work-related injury and illness

Nestlé believes that work-related injuries and illnesses can be prevented. They integrate health and
safety into management of the business by establishing local safety organizations that proactively
advance a strong safety culture. Further, they implement worldwide our mandatory Nestlé.

Operational Safety, Health and Risk – Management

Strategy, 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. 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.

Nestlé regards its people as its most valuable asset and places the highest priority on protecting them. In
every country where we operate, our company emphasizes the need for safe working environments,
which must meet our strict global corporate standards.
We are determined to provide a safe working environment for all our employees, contractors and visitors
and we are vigilant in continuing to implement Health and Safety practices and programs at all our
sites.
• Valuing our people by providing a safe place to work.
• Identifying, assessing and reducing risk and preventing injury or illness to our employees,
contractors and visitors.
• Operating our business to meet health, safety, legislative and other requirements applicable to
Nestlé.
• Continually monitoring, reviewing and establishing new objectives aimed at eliminating or
minimizing work related injury or illness.
• Developing and implementing effective and efficient injury management systems which enable a
safe and sustainable return to work for affected employees.
• Providing information, training and supervision to employees and contractors to ensure they
understand their roles and responsibilities in eliminating or minimizing the risk of workplace injury
or illness.
• Encouraging a similar Health and Safety commitment from our suppliers and contractors.
• Consulting with employees and other stakeholders on Health and Safety Matters.