Introduction --Nestle

Nestlé, over its long historical development from a small village operation to the world’s
leading food Company, has demonstrated an enviable capability to adjust to an ever-
changing external environment, without losing its fundamental beliefs and core values,
so important for long-term success. Over the years to come, this capability will continue
to be challenged even more as Nestlé is growing in size and complexity up to a
dimension which demands a continuous evolution of its organization and of the way in
which it is run.

This permanent transformation will be driven by the need to manage complexity with a
high level of efficiency, leveraging all the intangibles which enhance our competitive
edge. Our personal motivation based on willingness to learn and to question what we are
doing and why we are doing it, combined with our longstanding respect for certain
Nestlé values, will assure our success. In such a setting, every employee of Nestlé has
both an individual and complementary role to play in building the Company of
tomorrow. The Basic Nestlé Management and Leadership Principles were issued in
1997. The first version reflected the specific situation of the Company at that time, and
intended to build a bridge at a moment when it was essential to ensure that our Nestlé
values were recorded for future reference.

The new version not only re-emphasizes the values that have been and always will be
those of Nestlé, but focuses strongly on the skills that will ensure Nestlé’s future over the
years to come. It is also aligned with the Corporate Business Principles, which have been
revised in 2002. We wish that each of you carefully read this document, share it with
your collaborators, take pride in adhering to its principles and implement them with
conviction and enthusiasm. We believe indeed that these principles are there to be lived
not only through discussions with colleagues and during training sessions but mainly by
taking concrete action in the workplace. These principles should be applied everywhere
and at all times in our organization, thus becoming a tangible expression of our corporate
culture and a key component of our success.

NESTLE – A HUMAN COMPANY

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Nestlé is a human Company providing a response to individual human needs throughout
the world with specific concern for the well-being of both its consumers and its
employees. This is reflected in its attitude and its sense of responsibility towards people.
Nestlé aims to increase sales and profits but, at the same time, to raise the standard of
living everywhere it is active and the quality of life for everyone. Nestlé is also
convinced that it is the people who form the strength of the Company and that nothing
can be achieved without their commitment and their energy, which makes people its
most important asset. Involvement of people at all levels starts with appropriate
information on the Company’s activities and on the specific aspects of their work.
Through open communication and active co-operation, everyone is invited to contribute
to improvements enhancing Company results and personal development

MANAGEMENT COMMITMENT
Members of Nestlé Management at all levels are strongly committed to the Company, its
development and its culture as expressed in The Nestlé Management and Leadership
Principles. They practice what they preach and show the example in their daily work.
Apart from professional skills and insight, the capacity and willingness to apply these
principles are the main criteria for progressing in the organisation, regardless of origin,
nationality, religion, race, gender or age.

NESTLE -- VALUES, CULTURES & TRADITIONS

High commitment to quality products and brands

Worried by the high level of infant mortality at that time and relying on scientific
research, the Company founder, Henri Nestlé, created a revolutionary product, “Farine
Lactée Nestlé” (Nestlé Milk Cereal), which has helped to save the lives of many children
the world over. Nestlé’s coat of arms, the birds’ nest, which refers to his name, has
become a symbol for our products being a safe harbour for our consumers. Ever since,

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product safety and quality, Research & Development based innovation capacity and
strong brands are a priority for Nestlé.

Respect of other cultures and traditions

From its inception, Nestlé developed its business internationally and became aware of
the fact that food products have to be closely linked to local eating and social habits.
That is why Nestlé from the very start has always shown respect for diverse cultures and
traditions. Nestlé endeavours to integrate itself as much as possible into the cultures and
traditions where it is present, adding also to the local environment its own set of values
laid out in this document. Therefore, Nestlé embraces cultural and social diversity and
does not discriminate on the basis of origin, nationality, religion, race, gender or age.
Furthermore, Nestlé believes that its activities can only be of long-term benefit to the
Company if they are at the same time beneficial to the local community. In short, global
thinking and strategies can best be expressed through local action and commitment.

The Nestlé culture

Apart from its commitment to safety and quality and its respect for diversity, Nestlé is
committed to a number of cultural values. These values come partly from its Swiss roots
and have been developed during its history. They are also evolving so as to support the
permanent reshaping of the Company. They can be described as follows:
 Commitment to a strong work ethic, integrity, honesty and quality.
 Personal relations based on trust and mutual respect. This implies a sociable
attitude towards others, combined with an ability to communicate openly and
frankly.
 A personalised and direct way of dealing with each other. This implies a high
level of tolerance for other ideas and opinions, as well as a relentless commitment
to co-operate proactively with others.
 A more pragmatic than dogmatic approach to business. This implies being
realistic and basing decisions on facts.
 Openness and curiosity for dynamic and future trends in technology, changes in
consumer habits, new business ideas and opportunities, while maintaining respect
for basic human values, attitudes and behaviour.

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  Pride in contributing to the reputation and the performance of the Company. This
calls especially for nurturing a sense of quality and long-term achievement in the
daily workbeyond fashion and shortsighted gain.
 Loyalty to and identification with the Company.

NESTLE CORPORATE BUSINESS PRINCIPLES

Nestle is corporate to the following principles in all countries, taking into account local
legislation, cultural and religious practices :

 Nestlé’s business objective, and that of management and employees at all levels
is to manufacture and market the Company’s products in such a way as to create
value that can be sustained over the long term for shareholders, employees,
consumers, business partners and the large number of national economies in
which Nestle operates.
 Nestlé does not favor short-term profit at the expense of successful long-term
business development, but recognizes the need to generate a healthy profit each
year in order to maintain the support of our shareholders and the financial
markets band to finance investments; Nestlé recognizes that its consumers have a
sincere and legitimate interesting the behavior, beliefs and actions of the

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 Company behind brands in which they place their trust, and that without its
consumers the company would not exist.
 Nestlé believes that, as a general rule, legislation is the most effective safeguard
of responsible conduct, although in certain areas, additional guidance to staff in
the form of voluntary business principles is beneficial in order to ensure that the
highest standards are met throughout the organization; Nestlé is conscious of the
fact that the success of a corporation is a reflection of the professionalism,
conduct and the responsible attitude of its management and employees. 

Therefore recruitment of the right people and ongoing training and development are
crucial; Nestlé operates in many countries and in many cultures throughout the world.
This rich diversity is an invaluable source for our leadership. No single document can
capture every legal obligation that may be required in each of these countries. Indeed,
there may be conflicting legal requirements. Nestlé continues to maintain its
commitment to follow and respect all applicable local laws in each of its markets.

If an interpretation of anything contained in this document is construed as country to

local laws, such interpretation should not be followed in that country.

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NESTLE LEADERSHIP VALUE : ADDING VALUE
Members of the Nestlé Management at all levels are more concerned with continuously
adding value to the Company than exercising formal authority. This can only materialize
with a high involvement of each employee and a common mindset geared to results.
Contributing to results through project work and special assignments becomes more
frequent, reaching beyond conventional boundaries in order to contribute to wider group
performance. The broader the responsibility of a Nestlé Manager, the more the following
specific criteria should be considered, in addition to professional skills, practical
experience and result focus:
 Personal commitment and courage. This includes the capacity and the
willingness to take initiatives and risks as well as to maintain composure under
pressure.
 Ability to motivate and to develop people, addressing all those issues that allow
others to progress in their work and to develop their capabilities.
 Curiosity and open-mindedness as well as a high level of interest in other
cultures and life-styles. This also includes a commitment to continuous learning
and improving, as well as to sharing knowledge and ideas freely with others.
 A taste for initiative together with the ability to create a climate of innovation
and to think outside the box. This implies the right to make a mistake but also the
readiness to correct it and to learn from it.
 Willingness to accept change and the ability to manage it.

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  Adaptability of thought and deed, taking into account the specificity and the
complexity of the environment.
 Credibility as a result of coherent action, leadership and achievement.
 International experience and understanding of other cultures.

In addition, broad interests, a good general education, responsible behaviour as well as

fostering a balanced lifestyle are required to hold high-level management positions.

HUMAN RESOURCES
As a dynamic and flexible organization, Nestlé Waters North America recognizes that
our workforce – our human assets – is one of the most important characteristics that
differentiate us in the marketplace. Identifying, recruiting, and retaining top talent across
our company are only the beginnings of the story. Our human resources teams cultivate
our culture through employee learning and foster our sustained growth by ensuring
employee passion is directed to help deliver on business goals. Below is a snapshot of a
few of our key opportunities.

 Area Human Resources Manager

 Human Resources Manager
 Human Resources Associate

AREA HUMAN RESOURCES MANAGER

Area Human Resources Managers have field Human Resources leadership
responsibilities for a specific geography or business unit(s) in the specific areas of
Staffing, Regulatory Compliance, Compensation and Benefits, Employee Relations,
Organizational Development, and Diversity. They create hiring plans, develop local
sourcing strategies, host interview skills training, coordinate and executes selection
processes, and measure process effectiveness. In addition, Area Human Resources
Managers coordinate and execute new employee orientation, identify retention issues,
develop retention plans, administer exit interviews, and measure process effectiveness.
Furthermore, they also ensure compliance with all relevant employment regulations;
develop and monitor compenstation and benefits programs; manage employee relations
programs; and lead organizational development programs.

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HUMAN RESOURCES MANAGER
The Human Resources Manager leads staffing and recruitment efforts for the facility,
including identifying training needs and developing training plans with business partners
and leaders to ensure a successful start-up. In addition, the position support managers
and employees on day-to-day employee relations issues; conducts wage analyses, and
monitor labor market trends to ensure competitive pay practices; and maintains legal
compliance in HR related areas and conducts audits on employment practices.

HUMAN RESOURCES ASSOCIATE

The Human Resources Associate position at Nestlé Waters North America is designed to
develop individuals with high potential for leadership in Human Resources. Individuals
in this role will be responsible for providing human resources and project support for a
business group. This position provides an excellent opportunity for incumbents to
acquire and strengthen skills in core human resource areas. The position will provide
support for, and deliver results in: Staffing, Employee Relations, Compensation,
Benefits, and Training. Additional responsibilities will be guided by business initiatives.

NESTLE VISION & MISSION

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VISION

The consumer's voice is the key to Nestle vision and working. Whether  you
live in the remotest village or the city, Nestle consumer services team stands ready to
listen to your concerns and provide answers about our products and guidance on matters
of health and wellness.

Nestlé’s global vision is to be the leading health, wellness, and Nutrition Company
of the world. Nestle subscribes fully to this global vision. In addition to that,
Nestle also envisions to:
 Lead a dynamic motivated and professional workforce that is
p r o u d o f i t s heritage and bullish about the future
 Meet the nutritional needs of all age groups through a
d i v e r s i f i e d p r o d u c t range that contains an innovative portfolio of branded
food and beverages of the highest quality
 Maintain long-term growth and deliver shareholder value.
 Establishing responsible communication with the consumer which in turn can
provide us a better look into what changes need to be made to our products
 Strengthen the position as the best career destination fo
r   t a l e n t e d   a n d motivated individuals

NESTLE MISSION
“Nestle is dedicated to providing the best foods to people
throughout their day, throughout  their lives, throughout
t h e   w o r l d .   W i t h   o u r   u n i q u e   e x p e r i e n c e   o f   anticipating consumers'
needs and creating solutions, Nestle contributes to your  well-being and
enhances your quality of life.”

NESTLE GOALS AND OBJECTIVES

Nestle business objective is to manufacture and market the Company's products in s u c h

away as to create value that can be sustained have
t h e   l o n g t e r m   f o r   shareholders, employees, consumers, and business  partners.

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Nestle recognizes that its consumers have a sincere and legitimate interest in
the behavior, beliefs, and actions of the Company behind brands in which
they place their trust and that without its consumers the Company would not exist.
Nestle continues to maintain its commitment to follow and respect all applicable local
laws in each of its markets. A t t h e e n t r a n c e o f t h i s n e w m i l l e n n i u m ,
N e s t l é ’ s o b j e c t i v e I s t o c o n s o l i d a t e a n d strengthen its leading position
at the cutting edge of innovation in the food area in order to meet the needs
and desires of customers around the world, for pleasure, convenience, health
and well being.

NESTLE CURRENT STRATEGIES

“A social and managerial process where by individual & groups obtains good
food and good life through creating and exchanging products and  values.” 

THE PRICING STRATEGY

We can easily observe that Nestle itself is taking active part in social
welfare. We see the lower prices of the product as compared to the other
FMCGs Company’s p r o d u c t s l i k e U n i l e v e r a n d P r o c t e r & G a m b l e . I f

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w e l o o k a t t h e p r i c e s , w e c a n observe that Nestle is also using its
name for the promotional activities and pricing strategies also. They have to
maintain their level of efficiency and always provide the b e s t a t b e s t p r i c e . N e s t l e
c a r e s a b o u t t h e c u s t o m e r s . A s t h e t i m e i s o f i n f l a t i o n , nestle is trying to
overcome the pricing problems to the extent they can do.
Nestlép o i n t   o f   v i e w   i s   “ O n l y   b y   u n d e r s t a n d i n g   c o n s u m e r   n e e d s  
c a n   w e   s e r v e   o u r   consumers to the fullest”. P r o f i t e a r n i n g i s t h e c o r e
a i m o f e v e r y c o m p a n y b u t i n c a s e o f N e s t l e t h e i r p r o f i t margin is small
just for the sake of customers trust and happiness. Nestle is also one of the leader of
retaining their customers. This is one reason of their success.

PROMOTIONAL STRATEGIES
Nestle launch was, perhaps one of the most aggressive as far as processed Nestle product
concerned, with TV, print ads, radio commercials, billboards and plenty of BTL (below
the line) activities including direct consumer and shop branding activities. Due to this
aggressive marketing campaign, the competition seems to begetting tougher. So far ads
focus towards the younger generation, who want to feel f r e e , y o u n g a n d e x c i t e d ,
l e a d i n g a h e a l t h y l i f e s t y l e . T h e s e a d s a r e a p p e a l i n g s pecific social class.
They keep the information of the other companies what they are offering. Try
to improve their strategies from others so that they can promote their product
more. Like more companies are now coming in the market so there is more completion
in the market and they have to be up to date from the current situations

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EMPLOYMENT AT NESTLE

The Corporate Business Principles outline the Company’s commitment to fully endorse
and to respect a series of principles and international conventions concerning employee’s
rights, 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. Employees who are not abiding with the Corporate Business
Principles and the Nestlé Management and Leadership Principles cannot be maintained
in employment and will be requested to leave the organization. Also their main suppliers
and providers of out sourced services should be informed of the Corporate Business
Principles and should comply with those. Nestlé provides a working environment which
protects the health and there welfare of the employees according to the highest?
Affordable standards of safety, hygiene and security. Each employee should not only
Care for her/his own safety but also that of her/his colleagues. Therefore, suggestions for
improvement are they come and will be given prime consideration.

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In the same way that no discrimination for reason of origin, nationality, religion, race,
Gender or age will be tolerated when joining Nestlé, 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. Nestlé 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. Nestlé favors a policy of long-term employment. Whenever, an operation
activity cannot be maintained within the Nestlé sphere, reasonable steps will be
undertaken to avoid overall loss of employment by identifying an external Business
willing to take over activity from Nestlé, whenever this is possible.

If this is not possible, a closing down may be unavoidable. It will be handled in full
respect of local legislation and of the Corporate Business Principles. A social plan will
be elaborated taking into account the legitimate interests of the concerned staff.

Reasonable efforts will be deployed to reduce, as much as possible, the negative Social
impact of such a situation.

. 

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LABOUR POLICIES

 In Nestle, management dealing with people is respect and trust. There can be no
room for intolerance, harassment or discrimination of any kind as they are the
expression of an elementary lack of respect. This principle suffers no exception
and is to be applied at all levels and under all circumstances.
 Nestle management has work simplicity & honest in dealing with people for
efficient communication. Based on facts and sincere dialogue, such transparency
is the only solid basis for boosting continuous improvement.
 This is to be complemented by open communication with purpose of sharing
competencies and boosting creativity. It is particularly relevant in a flat
organization to convey systematically all information to those who need it to do
their work properly. Otherwise no effective delegation or knowledge
improvements are possible
 To communicate is not only to inform. It is also to listen and
t o e n g a g e i n dialogue. Every employee has the right to an open conversation
with superiors or colleagues.
 In case of discord between an employee and his/her superior or another
employee, the possibility must be offered for a fair hearing. The HR staff of
Nestle will provide assistance to ensure that the disharmony is dealt with
impartially and that each party the opportunity to explain her/his view point
regardless of hierarchical position.

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MOTIVATIONAL STRATEGIES

ADOPTION ASSISTANCE
Family is an important part of who we are, which is why Tetra pak offers a valuable
support for the families through various programs.

EMPLOYEE DISCOUNTS
Tetra Pak offers discounts on a broad range of products to their employees
also provide travel and quarters, electronics, gifts, financial services, clothing and more.

VOLUNTARY BENEFITS
Tetra Pak makes a number of voluntary benefits available to you through an outside
service provider, including auto and home insurance, prepaid legal services and pet
insurance.

SCHOLARSHIP PROGRAM
The Nestlé Scholarship Foundation is proud to sponsor a scholarship program that
provides financial assistance. Scholarship recipients are sele
c t e d   b a s e d   o n academic record, demonstrated leadership skills, and
participation in school and community activities.

LONG-TERM CARE
Long-Term Care insurance is available to protect employees and eligible
family members from the potential cost of nursing homes or other long-term care.

EMPLOYEE ASSISTANCE PROGRAM (EAP)

Nestlé provides EAP services at no cost to employees and their
e l i g i b l e f a m i l y members for confidential access to professional counselors
trained to help with a variety of personal and family issues.

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PICK AND DROP FACILITIES
Nestle provide their employee pick and drop facility, the timing of employee come into
the workplace is also not disturb. All employees are relatively on the time in
their workplace.

GOOD WORKING ENVIRONMENT

 W o r k i n g   e n v i r o n m e n t   i s   v e r y   s u i t a b l e   f o r   e m p l o y e e s . N e s t l e   i s
multi  national company  so  they  provide  their  employees 
e f f e c t i v e   w o r k i n g   e n v i r o n m e n t   t h a t encourage employee to done their work
continues effectively

SAFETY & HEALTH MEASURES

 Nestle 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 environment, 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.

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  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 a n d o t h e r
requirements applicable  to Nestlé.
 Continually monitoring, review 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.

HR ORGANIZATION DEVELOPMENT INTERNAL SHIP

PROGRAM -- NESTLE

A TEAM ENVIRONMENT:

HR Organization Development interns contribute as full members of their team during

their 6 month internship, with responsibilities in the areas of:
 Organizational development and a variety of learning solutions
 Learning Management and Mentoring Systems
 Design and implementation of e-learning modules
 Focus groups, survey work and data collection in support of development
solutions
 Organizational development marketing campaigns

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  Learning effective assessment strategies focused on behavioral-based
interviewing

HIGH IMPACT PROJECTS:

Our intern assignments are real world projects based upon business needs. You will gain
experience working with people from a variety of departments. Interns typically present
project findings to their HR team, as well as relevant department leadership.

PERFORMANCE FEEDBACK:

As a HR Organization Development Intern, you can expect informal feedback and

coaching to assist in your development throughout your internship.

WHO WE ARE LOOKING FOR:

When evaluating internship candidates, Nestlé Purina PetCare looks for people who are:
 Enrolled in a Masters degree program in Human Resources or Industrial-
Organizational Psychology
 Effective multi-takers
 Detail oriented
 Self-starters
 Independent workers
 Team oriented

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HR TRAINEE PROGRAM

A TEAM ENVIRONMENT:

HR Trainee positions are unique in that trainees will have the chance to take a hands-on
approach to learning in all areas of a manufacturing plant as well as focusing within your
own discipline. As an HR trainee, you will gain a holistic understanding of plant
operations. HR Trainees will contribute as full members of their team during their 18-24
month training period, with responsibilities in the areas of:
 Employee relations
 Recruiting/Selection process
 Training & Development
 Compensation/Benefits
 Affirmative Action Planning
 SAP

HIGH IMPACT PROJECTS:

Our intern assignments are real world projects based upon business needs. You will gain
experience working with people from a variety of departments. Interns typically present
project findings to their HR team, as well as relevant department leadership.

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PERFORMANCE FEEDBACK:

As an HR Trainee, you can expect informal feedback and coaching to assist in your
development throughout your internship.

Who We Are Looking For:

When evaluating internship candidates, Nestlé Purina PetCare looks for people with:
 A Bachelor’s Degree in Human Resource Management, Business
Administration, or a related field
 A willingness to work nights and weekends as required
 A willingness to relocate to any Nestlé Purina plant upon completion of the
program
 Co-op or practical experience
 Excellent communication and interpersonal skills

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CAREER MANAGEMENT

The Nestlé 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, a sense for continuous
improvement and leaves no place 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.

Hence, a clear communication of these principles and values from the very beginning of
the recruitment process is required. Moreover, for managerial positions specific
leadership qualities and business acumen will be required. Nestlé wishes to maintain and
develop its reputation as an employer of high repute. Contacts with universities,
attendance at recruitment events and other contacts are to be undertaken so as to ensure
good visibility of the Company visa vis relevant Recruitment sourcing. Particular care
will be given to the treatment of each Candidacy regardless of the outcome of the
selection process.

Even when promoting employees intensively from within the organization, it is the role
of management and HR to keep an eye on valuable candidates from outside and to

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Benchmark internal skills with external offers.
Whilst adequate recruitment tools may improve the hiring process, it is understood that
the decision to hire a candidate remains in the hands of the responsible manager
Supported by the HR staff. Under no circumstances should the decision to hire or not to
hire be left in the hands of an outside consultant or expert. As mentioned in the Nestlé
Management and Leadership Principles, only relevant skills and experience and the
adherence to the above 
Principles will be considered in employing a person. No consideration will be given to a
candidate’s origin, nationality, religion, race, gender or age.

It is as important to hire the right person as it is to integrate newcomers in the

organization so that their skills and behavior can merge smoothly with the Company
culture. Whereas from new employees it is expected to respect their company’s culture,
it is accordingly required from all employees to show an open mind towards new ideas
and proposals coming from outside.

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TRAINING AND DEVELOPMENT -- NESTLE

MANAGEMENT TRAINEE PROGRAMMED:

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. Once you've completed the program, you will be assigned independent
responsibilities supporting the company's business needs.
They begin sourcing Management Trainees in January. Preliminary interviews and
screening is organized according to the graduation schedules of Pakistani and foreign
universities, and are followed by interviews with senior management.

EMPLOYEE NUTRITION TRAINING 

Building a continuous nutrition learning culture within Nestlé is a key element in our
journey to become a nutrition, health and wellness company, to provide profitable
growth in the future. To support this objective, they have developed the NQ (Nutritional
Quotient) training program for employees, based on the principle that nutrition is
everybody’s business at Nestlé, irrespective of the area in which employees work.
Nestlé’s expert nutrition knowledge is long-established, centered on the activities of
Nestlé Nutrition and our R&D network. The NQ program is designed to widen and
increase the knowledge base among employees in other job functions, giving everyone
the confidence to apply this knowledge in their work.
The program combines nutritional knowledge with commercial application. For example,
when communicating with consumers about balanced diets, the knowledge gained by
Nestlé employees through the NQ program will help make nutrition and wellness
tangible to consumers, ensuring that Nestlé is regarded as a knowledgeable partner in
nutrition matters. Not only this - a major aim of the program is also to help employees
make informed and healthy nutrition choices for themselves and their own families.
A MODULAR PROGRAM 
NQ training comprises engaging modules suitable for all employees, from the Executive
Board to plant operators, and leverages the nutrition expertise of Nestlé scientists and
health marketing specialists. Implementation began in 2007, with Nestlé nutrition experts

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and marketing specialists taking part in "train the trainer" sessions across our zones to
support the cascade of knowledge to all employees.
Key to the success of the NQ training are interactive, customized modules designed to
encourage people to participate and put knowledge into action. These are tailored to
specific needs: 
1. Foundation module: a stand-alone program of learning and development for Nestlé
employees whose jobs are principally non consumer or customer facing.

2. Advanced module: core learning for staff who are engaged with external bodies
and consumers/customers.

3. Specialist modules: place particular emphasis on understanding the consumer and

application of the Nestlé nutrition and wellness strategy in specific product categories.

A COMPLETE TOOLKIT

The NQ program toolkit comprises a suite of materials for trainers, including training

manuals and slide sets. For trainees themselves, learning takes place in an engaging way
using a variety of media and formats, including interactive games, motivational video
content and an on-line quiz. This is used to measure collective progress and to allow
each trainee to evaluate, in an entirely confidential way, his or her personal lifestyle
choices. The toolkit also comprises awareness-raising and motivational material that can
be used and adapted to meet local needs, including posters, questionnaires and
certificates.

ONGOING DEVELOPMENT

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

INTERNALSHIPS:
Internships are a great way to apply the knowledge and skills you are developing at

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university and get experience in a leading corporation.
They offer project-based internship positions in various departments at Nestle.

You may be hired as an intern at various points during their academic career: during
undergraduate study or graduate school.
Most internship assignments are offered during the summer months and generally run for
6 to 8 weeks.
At the end of the internship you will be required to submit a project or program report to
the company on the topic assigned to you at the beginning of the internship program.

If you impress us with their talent & hard work, you may be considered for employment
opportunities after you have completed their studies.

PERFORMANCE APPRAISAL
A performance appraisal, employee appraisal, performance re
v i e w ,   o r   ( c a r e e r ) development discussion is a method by which the job
performance of an employee is evaluated (generally in terms of quality, quantity, cost,
and time) typically by the corresponding manager or supervisor .Nestle give
importance to their employees at their work place because Nestle totally d e p e n d   o n  
their  quality,  so  quality
b y   t h e   N e s t l e   o n   t h e   b a s e s   t h e i r   employees performance. So if
e m p l o y e e s a r e o n r i g h t t r a c k s o c o m p a n y g i v e s incentives to
their employees.

COMPENSATION BENEFITS

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Compensation is a key part of Nestlé Real Rewards package and helps to
attract, motivate, and retain a workforce of top performers. Our philosophy is to
provide and maintain disciplined compensation programs which value long
term relationships with employees while recognizing individual performance. Nestlé
is also committed t o o f f e r i n g c o m p e n s a t i o n p a c k a g e s ,
i n c l u d i n g   b a s e   p a y ,   s h o r t   a n d   l o n g - t e r m incentives and benefits, that
are competitive in today’s market.

BASE PAY
Your base salary is the fixed portion of your pay. Base salaries are designed
to be competitive, based on data specific
to each position as measured in the marketplace. High
performance over time is recognized by base pay that is higher  than the market.

SHORT-TERM INCENTIVES

Short-term Incentive pay is designed to reward you for accomplishments

during a specific performance period (typically annually). For most Staff and
Division level positions, Nestlé offers Awards for Performance Excellence.
Nestlé also offers a variety of Sales and Plant Incentive.

LONG-TERM INCENTIVES

Long-term Incentive plans, such as Nestlé are designed to motivate and

reward those in eligible leadership positions for the Company’s sustained
success over a longer period, often three years or more. LTIP target award
opportunities are set to be competitive within the market and are calculated as a
percentage of pay

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 BIBLIOGRAPHY

1. http://www.nestle.com/AllAbout/AllAboutNestle.htm

2. .http://www.scribd.com/doc/10552265/Nestle

3. .http://www.scribd.com/doc/10552265/Nestle

4. .http://www.nestle.pk/brands/our-brands.aspx

5. http://www.careers.nestle.com/life/career_training.htm

6. http://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-
BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdf 
 
7. .http://www.nestle.pk/community/she-
policy.aspxwww.nestle.pkwww.nestle.comwww.wekipdia.com

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 CONCLUSION

Nestle is the world leader in FMCG industry. People trust on the products
launched by the company even the product is facing some problems. Nestle
today move for new strategies to retain their customer and also
want to get new customer. Nestle enhance their internal and
external policies to satisfy their customers and also their employees.
HR plays a major role to maintain Nestle status in the market.

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