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Chapter Two Literature Review: 2.1 Meaning of Human Resource Management
Chapter Two Literature Review: 2.1 Meaning of Human Resource Management
Human resource management (HRM) is a relatively modern label for the range of
themes and practices involved in managing people. It is defined and described in a
variety of (sometimes contradictory) ways.
Human resource management (HRM) is the function within an organization that
focuses on recruitment of, management of, and providing direction for the people who
work in the organization. Human resource management can also be performed by line
managers.
Human resource management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management,
organization development, safety, wellness, benefits, employee motivation,
communication, administration, and training.
According to Mathis & Jackson (1997, p.1) “Human Resource (HR) Management as
the design of formal systems in an organization to ensure the effective and efficient
use of human talent to accomplish organizational goals”.
According to Barney (1995, p.50) “Human Resources include all the experience,
skills, judgment, abilities, knowledge, contacts, risk-taking and wisdom of individuals
and associates within an organization”.
According to Dessler & Varkkey (2010, p.2) “Human Resource Management is the
process of acquiring, training, appraising and compensating employees, and of
attending to their labor relations, health and safety, and fairness concerns”.
Development
Systematic efforts affecting individuals’ knowledge or skills for purposes of personal
growth or future jobs and/or roles.
Employee development programs are designed to meet specific objectives, which
contribute to both employee and organizational effectiveness. There are several steps
in the process of management development. These includes reviewing organizational
objectives, evaluating the organization’s current management resources, determining
individual needs, designing and implementing development programs and evaluating
the effectiveness of these programs and measuring the impact of training on
participants quality of work life. Employee development depends on education and
skills, training effectiveness and quality of work life.
In view of various aspects and definitions on training and development, it suggests
that training helps in changing the behavior, knowledge, skill and attitude of
individual which leads to motivation in a direction to increase organizational goal
achievement and development means the advancement in one’s experience, skills and
attitudes to become or remain successful leaders in organizations.
In the corporate world training is considered as very important, training for
performance, training for improvement and training for development. Technological
advancements are constantly changing in every field, in addition jobs are becoming
increasingly complex and that’s why training is essential even though the employees
highly meet the job demands. This necessitates acquisition of different skill sets by
the employees as skilled human resources are needed everywhere to carryout various
activities. Training and development are closely related to each other, training a
person for bigger and higher job is development. Training helps employees improving
the preference on the current job or prepares them for an intended job. Development
covers not only those activities which improve job performance but also those which
bring about growth of the personality.
Development is intended to equip the persons to earn promotion and hold greater
responsibility. Development also includes imparting specific skills and knowledge
and improving certain personality and mental attitudes. Training includes updating
knowledge, skill and attitude in tune with the changing requirements of the
organization. Accordingly the training process ensures the improvement in the
employees' behavior and organizational effectiveness.
Training Development
Oatey (1970) stated that training improves a person’s skill at a task. Training helps in
socially, intellectually and mentally developing an employee, which is very essential
in facilitating not only the level of productivity but also the development of personnel
in any organization.
Mathis and Jackson (1982) stated that training is related to improving upon the
present job experience.
Raymond Noe and Neal Schmitt (1986) studied influence of trainee attitudes on
training effectiveness. They stated that the influences of trainees’ characteristics on
training effectiveness have focused on the level of ability necessary to learn program
content. Motivational and environmental influences of training effectiveness have
received little attention. This analysis integrates important motivational and
situational factors from organizational behavior theory and research into a model
which describes how trainees' attributes and attitudes may influence the effectiveness
of training.
Beach (1991) focused on need based nature of training and he termed training as “The
organized procedure by which people learn knowledge or skill or attitude for a
definite purpose”.
Oribabor (2000) said that training and development aim at developing competencies
such as technical, human, conceptual and managerial for the furtherance of individual
and organization growth.
Analyze
Evaluate Design
Impleme
Develop
nt
Step Description
Needs analysis Measuring the disparity between current and desired skill
levels
Task assessment Collection of data on job tasks and the subsequent
identification of learning requirements and possible
difficulties
Stating objectives Creation of concise statement of objectives and purpose
as a benchmark
Assessment/testing Development of testing materials designed to measure
the performance of the objectives
Development of Selection of effective instructional strategies followed by
materials the development of materials based on the chosen
strategies
Plot programs Plotting the program to gauge the effectiveness of the
materials as well as identify potential weaknesses
through subsequent evaluation
Evaluation Evaluation of the efficacy of the methods and materials
Training and Development Methods
There are several training and development methods available. The use of a particular
method depends which method accomplishes the training needs and objectives. There
are various methods of training, which can be divided in to cognitive and behavioral
methods71. Trainers need to understand the pros and cons of each method, also its
impact on trainees keeping their background and skills in mind before giving training.
Cognitive methods are more of giving theoretical training to the trainees.
The various methods under Cognitive approach provide the rules for how to do
something, written or verbal information, demonstrate relationships among concepts,
etc. These methods are associated with changes in knowledge and attitude by
stimulating learning. Behavioral methods are more of giving practical training to the
trainees. The various methods under Behavioral approach allow the trainee to
behavior in a real fashion. These methods are best used for skill development.
Training and development methods
On Job Training
On the job training is the employee training at the place of work while doing the
actual job. Usually a professional trainer or sometimes an experienced employee
serves as the course instructor using hands on training often supported by formal
classroom training.
Off the Job Training
Off the job training is the employee training at the site away from actual work
environment. This method requires trainees to leave their workplace and concentrate
their entire time towards the training objectives.
These days’ off-the-job training methods have become popular due to limitations of
the on-the-job training methods such as facilities and environment, lack of group
discussion and full participation among the trainees from different disciplines etc. In
the off-the job methods, the development of trainees is the primary task rest
everything is secondary.
1 Coaching Lectures
Implement the
Evaluation
Program
3. Validation-Validation is the third step in which the bugs are socked out of the
preparing program by introduction it to a little agent audience.
Nestlé S.A
Nestlé with headquarters in Vevey, Switzerland is the world’s leading nutrition,
health and wellness company. Nestlé has divided its worldwide operations into three
zones-
Europe regions (Adriatic, Benelux, Iberian and Russia + Eurasia).
Americas 4 Regions (Austral‐America, Bolivarian, Caribbean and Central
American).
AOA 3 regions (Asia, Oceania, and Africa).
Nestlé was founded by the Henri Nestlé (10 August 1814 – 7 July 1890), a German
confectioner in Vevey, Switzerland in 1866. Ever since then, in the food industry
Nestlé is the most trusted name, with its one and only target putting a seal on it -
Good food Good Life.
This is also the mission of Nestlé, driving the company to provide consumers with the
most nutritious choices in a wide range of food and beverage categories. 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.
Globally Recognized Brands of Nestlé
The brand portfolio delivers the message once again how big Nestlé in the food
industry. It is the trust and effort of the Nestlé professionals which created the win
wining scenario. Today Nestlé covers almost every food and beverage category –
giving consumers tastier and healthier products.
1. Baby foods: Cerelac, Lactogen, NAN, Gerber, Gerber Graduates, NaturNes,
Nestum
2. Bottled water: Nestlé Pure Life, Perrier, Poland Spring, S.Pellegrino
3. Cereals: Chocapic, Cini Minis, Cookie Crisp, Estrelitas, Fitness, Nesquik
Cereal
4. Chocolate & confectionery: Aero, Butterfinger, Cailler, Crunch, Kit Kat,
Orion, Smarties, Wonka
5. Coffee: Nescafé, Nescafé 3 in 1, Nescafé Cappuccino, Nescafé
Classic,NescaféDecaff, Nescafé Dolce Gusto, Nescafé Gold, Nespresso
6. Culinary, chilled and frozen food: Buitoni, Herta, Hot Pockets, Lean
Cuisine, Maggi, Stouffer's, Thomy
7. Dairy: Carnation, Coffee-Mate, La Laitière, Nido • Drinks: Juicy Juice, Milo,
Nesquik, Nestea
8. Food service: Chef, Chef-Mate, Maggi, Milo, Minor’s, Nescafé, Nestea,
Sjora.
9. Healthcare nutrition: Boost, Nutren Junior, Peptamen, Resource
10. Ice cream: Dreyer’s, Extrême, Häagen-Dazs, Mövenpick
Its total authorized capital is TK1.5 billion and total paid up capital is TK 1.1 billion.
The only factory of the company in Bangladesh is situated at Sreepur, 55 km north of
Dhaka. The factory produces the instant noodles and cereals and repacks milks, soups,
beverages and infant nutrition products. The Company is continuously growing
through the policy of constant innovation, concentrating on its core competencies and
its commitment to high quality food to the people of Bangladesh.
Take into account new packaging materials and processes that reduce the
impact on the environment;
Avoid the use of substances that can adversely impact the environment during
packaging production and disposal
Decrease packaging waste at all stages, including package manufacturing,
utilization and disposal
Increase the use of recycled materials wherever possible; and
Increase the recyclables and compatibility of its packages with existing waste
management schemes.
Strategies
Nestlé Bangladesh has these strategically key Success Factors:
4. Product availability
Regions of NBL
Nestlé Bangladesh Limited markets its products throughout the country with the
help of its distributors. Apart from that, Nestlé Professional is a separate function
which is responsible for the institutional sale, though it is breaking out of its threshold
and going for a more aggressive way of selling the products personally in crowded
places such as Robindro Shorobor. There are currently 80 distributors of Nestlé
Bangladesh products of which 76 are retail distributors and remaining 4 are Nestlé
Professional’s distributors providing products for the out of home consumptions. The
whole country is divided into seven regions:
A. Dhaka North
B. Dhaka South
C. Chittagong
D. Bogra
E. Khulna
F. Sylhet
G. Barisal
MANAGING
DIRECTOR
NESTLE
PROFESSIONALS
GENERAL
MANAGEMENT
MARKETING
Human
ManufacturingDi Finance & Corporate Supply Chain NUTRITION
ResourcesDirecto
rector ControlDirector Affairs Director Director Director
r
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