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0 Company Profiles

Nestle Alimentana, Switzerland, a wholly owned subsidiary of Nestle Holdings Ltd. the Company
expanded its product range with new products in instant coffee, noodles, sauces, pickles, culinary
aids, chocolates and confectionery, dairy products and mineral water. Nestlé can trace its origins back to
1866, when the first European condensed milk factory was opened in Cham, Switzerland, by the Anglo-
Swiss Condensed Milk Company. One year later, Henri Nestlé, a trained pharmacist, launched one of the
world’s first prepared infant cereals ‘Farine lactée’ in Vevey, Switzerland. With headquarters still based
in the Swiss town of Vevey. We employ around 280 000 people and have factories or operations in
almost every country in the world. Nestlé sales for 2010 were almost CHF 110 bn. today Nestlé
Bangladesh Ltd. is a strongly positioned organization. The Company will continue to grow through our
policy of constant innovation and renovation, concentrating on our core competencies and our
commitment to high quality, with the aim of providing the best quality food to the people of
Bangladesh.

Background of the company

Nestlé – the world’s largest food group, not only in terms of its sales but also in terms of its product
range and its geographical presence: Nestlé covers nearly every field of nutrition: infant formula, milk
products, chocolate and confectionery, instant coffee, ice-cream, culinary products, frozen ready-made
meals, mineral water etc. We are also a major producer of pet food. In most of these product groups
and in most markets, Nestlé is the leader or at least a strong number two. This is very focused Company,
with more than 94 percent of the sales coming from the food and beverage sector. Nestlé is present
around the globe, on all continents, with around 230,000 people working in more in an 84 countries
with 466 factories and with sales representatives in at least another 70 countries. Many of our brand
names are familiar: Nescafé, Nido, Maggi, Polo, Smarties, Milo, Perrier, Friskies, KitKat, Crunch.

The Company’s strategy is guided by several fundamental principles. Nestlé’s existing products grow
through innovation and renovation while maintaining a balance in geographic activities and product
lines. Long-term potential is never sacrificed for short-term performance. The Company’s priority is to
bring the best and most relevant products to people, wherever they are, whatever their needs,
throughout their lives.
Training Program at Nestle
The willingness to learn is therefore an essential condition to be
employed by Nestlé. First and foremost. Training is done on-the-job.
Guiding and coaching is part of the responsibility of each manager and is
crucial to make each one progress in his/her position. Formal training
programs are generally purpose-oriented and designed to improve
relevant skills and competencies. Therefore they are proposed in the
framework of individual development programs and not as a reward.

4.4 Learning, Training & Engagement Learning is part of the Company culture. Employees at all
levels are systematically encouraged to consider how they upgrade their knowledge and skills.
The Company determines training and development priorities. The responsibility for turning
these into actions is shared between employees, line managers and the Human Resources.
Experience and on-the-job training are the primary source of learning. Managers are responsible
for guiding and coaching employees to succeed in their current positions. Nestlé employees
understand the importance of continuous improvement, as well as sharing knowledge and ideas
freely with others. Practices such as lateral professional development, extension of
responsibilities, and cross functional teams are encouraged to acquire additional skills, enrich job
content and widen accountability. Nestlé also offers a comprehensive range of training activities
and methodologies to support everyone’s learning and growth. Attending a programme should
never be considered as a reward but as a component of on-going development. Additionally,
corporate leadership programmes help us develop and retain the best-qualified management.
Leaders have the opportunity to attend either international training courses, which build
integrated business understanding and solidify and reinforce Nestlé values and principles, or
programmes conducted by their strategic learning partners.

Most of the trainings are given internally, some are given externally. Some of the common trainings that
are given are:
For Organizational Knowledge:
 Overview of Nestlé Leadership Framework -To enable employees to develop understanding around
Leadership Behaviours. Discussion on these behaviours, share examples and case studies on practising
the above, invite individual experience sharing
 Nutrition Quotient Introductory Training - To raise the level of nutrition knowledge across the
Company and to increase the credibility and ability to add value to Consumers' lives
 Product Knowledge - Gain the knowledge of all NBL product categories and understand the NBL
product portfolio, target group, Product specification, Pricing, legal compliance, benefits, features,
communications, competitions etc. After this course participants will able to understand about all NBL
product categories, which product for whom, basic ingredients, target customers, contribution to the
business etc.
 Proud to be Nestlé - To build a deep sense of pride in Nestlé, its legacy, history, values and dynamic &
vibrant culture that promotes "Unleashing 100% People Potential".
For Leadership Skills:
 Everyday Coaching for Leaders - To prepare you to be everyday coaches and understand the important
of creating a coaching culture at Nestlé.
 Leadership Through 360 Degree Feedback - The program has been designed around Nestlé Leadership
Framework, and provides useful insights about Leadership roles, qualities & behaviours.
 Value Creation Workshop
 Unlocking Personal Capability - Personal commitment to achieve business objectives, keen sense of
business priorities

 Interpersonal & Networking Skills - Build interpersonal & networking skills which today are imperative
in making business dealings both with the external clients as well with internal stakeholders.
 Competency Based Interviewing Skills
 Presentation Skills - To provide the participants with required tools and techniques in order to develop
and deliver an Effective Presentation so that s/he can use these skills while making presentations on the
job
 Communication Skills - To learn the basics of communication and to avoid common mistakes of
business communication, to reduce the misunderstanding while communication and take advantage of
nonverbal communication, to achieve and produce the maximum from communication
 New Managers’ Workshop - Within the organization, new Manager are those employees who transit
from being individual contributors to team leaders. These new managers are not only responsible for
their job but also for the work that is done by their team members. Hence it is important to equip them
with necessary people management skills & sound understanding of HR processes for managing teams.
RECRUITMENT AND SELECTION AT Nestlé
Any kind of employees are chosen very carefully at Nestlé; let it be permanent, contractual
of even interns. The Recruitment and Selection process is of three types:
a) Interns:
Nestlé has very recently developed a new internship program, though which interns after being
selected, will go through 4 steps of assessments through every quarter, in order to make it as a
permanent employee. There is the general first 3 months, where the interns will be assessed by
everything – work, etiquette, compliance with the regulations of the organization, and so on.
Failure to do so will not have an extension, and the intern in question will be asked to leave.
Those who succeed will get another extension of 3 months, and the process will be continued
for 2 more quarters or until the authorities find the intern ready to become a permanent
employee. The decision deadline is 1 year highest.
Now the stages of selecting an intern in the first place go as such:

1. Intern request: The department in requirement of an intern, will fill out a form and submit it to the
Talent Acquisition Manager, along with all the requirements needed and job descriptions.
2. Initial search: CVs are usually gathered through Career Service Offices of well known universities,
through job fairs, or through employee referrals.
3. Initial Selection: When a CV meets the specific criterion, it is put in the pool of candidates to appear
for the written exam.
4. Call for interviews: Certain amount of marks is set for different departments. Candidates are then on,
selected based on that marks.
5. Final selection: In the interview, the candidate is marked based on a) Attitude, b) Interest and c)
Competence. The candidate scoring highest, is finally selected.

b) Permanent employees:
Very similar to the intern recruitment process, details given as follow:
1. Employee request: The department in requirement of an intern will fill out a form and submit
it to the Talent Acquisition Manager, along with all the requirements needed and job
descriptions.
2. Initial search: CVs are usually gathered through Career Service Offices of well known
universities, through job fairs, through job portals or through employee referrals.
3. Initial Selection: When a CV meets the specific criterion, it is put in the pool of candidates to
appear for the first interview, which is usually only with the Human Resource department, for
judging the initial competitiveness.
4. Call for second interview: If the Human Resource department thinks the candidate is capable
to make it as a prospective candidate to the final interview, the candidate is selected, where
he/she is interviewed by the Human Resource Director and the Director of the department
he/she is to be hired for.
5. Final selection: In the interview, the candidate is marked based on a) Attitude, b) Interest and
c) Competence. The candidate scoring highest, is finally selected, and after a medical test, is
good to go.
c) Contractual/Temporary employees: 
While the process is the same as permanent employees, the selection process varies,
as contractual employees are searched through by headhunters or agencies such as people
scape.

Introduction:

Today’s Nestlé, the world's largest food and nutrition company, founded by the Henri Nestlé
(10 August 1814 – 7 July 1890); a German confectioner in Vevey, Switzerland in 1866. In the
food industry Nestlé is the most trusted name with high quality products. ―Good food Good
Life‖ is the mission of Nestlé, which drives the company to provide consumers with the best
tasting and most nutritious choices in a wide range of food and beverage categories and eating
occasions. The vision of ―creating shared value‖ and the very own ―Corporate Business
Principles‖ shaped the company culture and made them a reliable investor over 86 countries of
the world. Today Nestlé employs around 280000 people and have factories or operations in
almost every country of the world with a total equity of CHF 62.60 billion.

Training :

In a year most of the trainings are conducted to improve the efficiency of the employees. In the

year of 2011 the trainings are:

Communication Skill

This training mainly emphasizes on the corporate communication. In different situations of

different positions employees need to communicate in different layers of the organization. In this

training trainers are mainly the senior employees in the managerial position. Most interesting

aspect of this training is that, after the training session the trainers and trainees arrange a role

playing session to practice the skill in real life model.

Presentation Skill

Here employees are trained about the presentation skills which are very necessary in day to day

life. The trainers of this session are also the senior employees in the management level or

sometimes the training team brings experts for it. Especially for the employees of the Nutrition

function doctors are bought up by the training team. It is mostly class room based training.

Training on Nutrition Awareness

Nestlé itself is very well-known for its nutrition related products; as a result the company also

arranges awareness session to aware the employees about the nutrition in our day to day life.

Mainly the nutrition specialists are welcome to conduct the session. Along with that the company
also arrange nutrition awareness program in the different schools in the rural arrears of the

country.

Everyday Coaching Awareness Session

This training program is mainly to get familiar with the rules and regulation to conduct business

in the food industry. As a wellbeing company Nestlé is bound to maintain the compliance issues;

as a result this training session mainly focus on the existing and new rules imposed by the Government
and WHO (world health organization). Along with that Nestlé also has its own principle to ensure the
nutrition and quality factors for its product which are also discussed here.

Product Knowledge

Particularly this training is organized for the new joiners of the company; in compare to world

market the product line is not so extended in Bangladeshi market. However day by day new

products are being introduced in this region. As a result this training is arranged with the help of

marketing team by the HR training team for the new joiners.

Leadership through 360 Degree Workshop

This program is fort all the employees of Nestlé; the company nurture the talent from the very
beginning of an employee to become a leader and as well as a good successor. Moreover in this training
it is also emphasized that how to work in a team and follow leadership; senior employees and as well as
the renowned trainers for leadership training is bought here. It’s basically class room based training.

Proud to be Nestlé

It is not actually a training session, here employees from different functions come and share their
success stories or challenges that they face in Nestlé. The main motto behind this session is to develop
the team bonding and reduce the communication gap. It used to run as a gathering for sharing success
stories but some time people come with their new ideas which will help their life to become easier.