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