Course: Strategic Human Resource Management (HRM390)

Submitted to: Mr. Abdullah Al Ahad

Lecturer, Department of Human Resource Management

School of Business and Entrepreneurship

Independent University Bangladesh (IUB)

Submission Date: 10th August 2022

Submitted by

Name ID Task Distribution

Tazrian Islam 1811044 Point 01

Sadaf Sumdani Nirvik 1930675 Point 02

Fardin Mursalin Rabbi 1920479 Point 03

Nowshoba Rahman 1811342 Point 04

Imtiaz Hridoy 1811181 Point 05

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“Strategic Human Resource Management of Nestle”

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 Acknowledgment

In completing our assignment, we had to take the help and guideline from our respected faculty
who deserves our greatest gratitude. The completion of this assignment gives us much pleasure.
We would like to show our gratitude to Mr. Abdullah Al Ahad, Lecturer, Independent University
Bangladesh, for giving us a solid guideline for the assignment throughout numerous consultations.
We would also like to expand our deepest gratitude to all those who have guided us directly and
indirectly in writing this report.
Many people, especially our team members themselves, have made valuable comments and
suggestions on this proposal which gave us an inspiration to improve our task by a large margin.
We thank all the people for their contribution to our assignment.

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 Executive Summary
Nestlé expects to build the business, rundown of clients, benefits and deals be that as it may,
simultaneously, to work on the Standard of living wherever it is dynamic and the personal
satisfaction for everybody. Nestlé is likewise persuaded that settle representatives is the strength
of the Company and it is difficult to accomplished without their energy and their responsibility,
which makes individuals its most significant resource. Contribution of individuals and furthermore
showing their advantage at all levels begins with the fundamental and fitting data on the Company's
exercises and furthermore on the particular parts of their work. Through shared their perspectives,
thoughts and correspondence and centered vision, everybody is welcome to impart and contribute
there insights and perspectives to upgrades improving Company self-improvement and results.

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Table of Contents
Identify and explain strategic role of Human Resource Management in that organization. Draw a
rich picture to illustrate your findings. ............................................................................................ 7
Introduction ..................................................................................................................................... 7
Influence of Technology, Globalization and sustainability in strategy formulation and
implementation: .............................................................................................................................. 9
Technology ................................................................................................................................. 9
................................................................................................................................................... 10
Information and Communication Technology (ICT) can make the following major impacts in
Human Resource Management. ................................................................................................ 10
1. Better services to line managers .................................................................................... 10
2. Enhancing management ................................................................................................. 10
3. Effective recruiting ......................................................................................................... 11
4. Customer service and human resource management .................................................. 11
Nestlé’s IT HR Transformation: Realizing Values on a Global Scale ..................................... 11
Globalization ............................................................................................................................. 11
Globalization of Human Capital ............................................................................................... 12
Corporate and Cultural Differences .......................................................................................... 12
Long-Distance Communication Challenges ............................................................................. 13
Nestlé and globalization ............................................................................................................ 13
Sustainability............................................................................................................................. 13
Sustainability Affects Morale ................................................................................................... 14
HR Is Poised to Integrate Sustainability ................................................................................... 14
Why Integrate Sustainability? ................................................................................................... 15
Explain how an organization should develop training program for strategy attainment. Do you
consider remote training significant for today’s world? Why? .................................................... 16
Dissect your necessities and objectives .................................................................................... 16
Recognize expertise holes ......................................................................................................... 16
Focus on .................................................................................................................................... 16
Plan and convey the preparation ............................................................................................... 16
Sorts of preparing accessible .................................................................................................... 17
Organization spending plan ...................................................................................................... 17
Secure administration and staff purchase in ............................................................................. 17

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 Examine preparing endeavors and their effect.......................................................................... 17
Think long haul ......................................................................................................................... 18
What is remote preparation? ..................................................................................................... 18
Describe the significance of different sourcing approaches for human resources for strategic
purpose. Identify how job analysis assist in sourcing people at global market. ........................... 26
Identify different challenges that organizations are confronting to redesign their strategies with
human resources due to this pandemic caused by Covid-19. Provide some recommendations for
possible solutions. ......................................................................................................................... 30
Conclusions and Recommendations ............................................................................................. 32
References ..................................................................................................................................... 33

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Identify and explain strategic role of Human Resource Management in that organization.
Draw a rich picture to illustrate your findings.

Introduction
Anglo-Swiss Condensed Milk Company, which laid the groundwork for Nestle, was established
in 1866. In 1867, Henri Nestlé creates a revolutionary baby food, and in 1905, the company he
founded combines with Anglo-Swiss to create the Nestlé Group. During this time, cities expand,
and the development of railroads and steamships lowers the cost of commodities, promoting
commerce in consumer products internationally.

Throughout the years Nestle reform their strategy to become clean and environment friendly brand.
In 2006 Nestlé describes its "Creating Shared Value" corporate philosophy, according to which
each action taken to benefit shareholders must also benefit the communities in which it operates
and larger society. Jenny Craig and Australian morning cereal maker Uncle Toby's have been
acquired by Nestlé.

Nestlé introduces its Nestlé Cocoa Plan and Nescafé Plan, two initiatives aimed at advancing the
creation of sustainable supply chains for cocoa and coffee, respectively. Nestlé sharpens its focus
on medical nutrition while maintaining its leadership position in enduring markets like infant
formula and frozen goods.

Nestlé human resource strategy mostly based on creating value for the brand. Let`s demonstrate
their growth and strategy by the charts.

Customer Portfolios with Contribute to the

demands the right products healtheir
environment
histoey
Value creating

Know the consumer

Clean products

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To keep up with consumer expectations, their portfolio is always changing. Respect for the future
is at the heart of our long-term plan. They set objectives that contribute to a healthy environment
and shape the range with items that are appropriate for consumers.

For the sustainability Nestlé produce different types of product from baby food to pet food. They
create so many diverse food for us that we couldn`t resist the brand or their food. Their most
popular foods are Maggi, Milo and Nido.

For more market growth and sustainability they focus on:

continous oparetional digital

innovation efficiency technology

Now come the implementation which means how they operate this idea and work through. For the
past 150 years this company doing their research on how to grow stronger and how to connect with
people.

Pioneering nutrition science and culinary expertise, bring distinctive, premium ideas to market
that are motivated by creative inquiry and customer insights.

As customers vary their diets, provide more plant-based food and beverage options to be their
first choice.

Allocating resources and capital with focus and understanding of priorities, especially through
purchases and sales.

Outcome from the implementation:

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 7.1% growth in
12% growth in premium
reasonble nutrition
prodduct
product

Growth or
profits

8.2% in organic growth

18.2% growth in recent
in high growth
acquisition
catagories

Influence of Technology, Globalization and sustainability in strategy formulation and

implementation:
Technology
Rapidly changing markets, industries, and services require an organizational environment that can
constantly adapt to great innovative ideas and accelerate time to market. In this competitive reality,
HRM plays a more key role than ever, as new ways of doing business require new ways of
engaging people.

Business-savvy entrepreneurs today recognize the power of information technology (IT) tools to
achieve their business goals. It not only helps you achieve your company's goals, but it also
optimizes your work processes.

Human Resource Management (HRM) includes activities such as recruiting, training, developing,
and rewarding employees within an organization. HRM should aim to achieve HR competitiveness
by providing continuing education and training programs for the personal and professional
development of the organization's employees.

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Information and Communication Technology (ICT) can make the following major impacts
in Human Resource Management.
1. Better services to line managers
The primary concern of HR and line managers is the success of the company. The Human Resources
department's primary job is to meet the talent needs of the organization. Strategic planning between HR
managers and line managers helps to ensure forecasts of future business needs, whether to train current
employees, prepare them for promotion, and improve current employee knowledge. It is important for
deciding whether to hire highly skilled candidates to supplement the base. Therefore, training and further
education of line managers on IT tools prepares them for various administrative tasks

2. Enhancing management
HR IT tools that can complement management and increase efficiency and effectiveness leading
to overall organizational success. His

Companies around the world strive to improve their performance, regardless of company size or
industry. Managers within the organization measure performance by comparing it to benchmarks.
Analyze and evaluate findings and design controls accordingly to improve organizational
performance.

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3. Effective recruiting
Businesses today recognize that effective recruitment is impossible without IT. Organizations now
use online job portals to find the best candidates for their positions. The process has been made
more effective with the use of the internet as more people are more likely to be aware of the offer
and hire efficient employees.

4. Customer service and human resource management

An organization's performance can also be explained by evaluating service reliability and
understanding the quality of the organization's customers. Value comes from providing reliable
service. This allows customers to know that they will receive service on time and with excellent
service standards. Organizational change is inevitable, so key success factors and key performance
indicators need to be revised, and relevant HR IT tools developed to improve the quality of work.
Quality work and quality results improve organizational performance.

Nestlé’s IT HR Transformation: Realizing Values on a Global Scale

The Swiss multinational food and beverage processing conglomerate has developed into the
world's largest food company, based on strong values. This includes respect for society and nature,
diversity and inclusion. Nestlé is operationalizing these values and other strategic objectives
through a global, multi-year IT-HR transformation.

The SAP Success Factors Customer Enrichment and Community team recently interviewed
Giancarlo Pala, his head of IT HR at Nestlé and an avid skier, to explore the IT-HR transformation,
the impact of the COVID pandemic and his innovations locally. shared his views on the importance
of.

Globalization
When companies expand their operations overseas, globalization has a greater impact on human resource
development and management. Organizations often must consider a variety of practical arrangements to
hire, train, retain and support a multinational workforce with different cultural identities. HR departments
must adapt their thinking and actions to cultural differences, foreign regulations, and technological
developments.

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Globalization of Human Capital
Perhaps the greatest resource a company has is the people it hires and retains. As companies
expand their presence abroad, the impact of this globalization on HR processes extends to new
hires as well as current employees. As part of HR's role in globalization, HR needs to do more to
support current employees as they seek new roles abroad. You will need assistance with visas,
work permits and housing, as well as training in cultural issues and language learning. New local
talent must also be acquired and developed. A company's ability to enter new markets depends on
its ability to meet demand for skilled workers. In some situations, local workers may meet the
criteria, while in other situations, we may be looking for qualified and already trained employees
who can be transferred to positions at new overseas locations. higher. In this case, employee
willingness to be mobile can be a key factor in productivity.

Corporate and Cultural Differences

Another important impact of globalization on workforce development is the need to accommodate cultural
differences inside and outside the workplace. Companies usually have their own corporate cultures and
ways of working, but there are also social and cultural differences between people. Cultural norms within
society influence the workforce and how workers view work, especially in relation to time spent with family
and ideas about work expectations. Some cultures may have different conventions regarding gender roles,
especially those of women in leadership positions. While it's not uncommon for women to hold leadership
positions in American culture, it's not the case in many other places as well. Similarly, a manager brought
in from a home office may not be the best person to lead a foreign staff. 5 hours may vary significantly. A

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worker may be used to starting his day early in the morning, taking a long break for lunch to rest at noon,
and finishing work by evening.

Long-Distance Communication Challenges

At a small local company, HR managers may ask employees to stop by the HR department to sign
forms, discuss salary issues, or troubleshoot policy-related issues. Globalizing HR management
means managing employees in remote locations and possibly in multiple locations around the
world.

HR departments face greater challenges in communicating with employees. They often must rely
on technologies such as email and conference calls to relay information, removing some of the
more direct human interaction elements. The office is also open 24 hours a day at different times,
so even simple issues can take a long time to resolve. Forms and HR software should be
standardized across the company, but language differences may also need to be considered.

Nestlé and globalization

Embracing the current inward sentiment that seems to be sweeping many countries, Nestlé is
moving away from its global nutrition business and towards a more local model. Nestlé started its
global nutrition business 11 years ago, when global was the name of the game. However, times
have changed and the ability to adapt to local and regional conditions is considered essential,
especially for some large companies.

Nestlé has therefore announced that it will abandon its Global Nutrition division in favor of
regional management. Zone America, Zone Europe, Middle East and North Africa, Zone Asia,
Oceania and Sub-Saharan Africa. They are responsible for implementing the company's global
strategy at the local level. It will also create a strategic business unit to oversee innovation,
compliance and global manufacturing capabilities.

Sustainability
When you think about going green in your company, HR probably doesn't come to mind. However,
HR plays a central role in implementing sustainable practices, and sustainable practices influence
many HR-related issues. Here are some ways to connect HR and sustainability. This can be useful
when rethinking policies.

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Sustainability Affects Morale
Companies that focus on sustainability are often perceived more positively by the public. This can
affect employees' attitudes towards working for the company and even the way they interact with
customers and customers. Customers and employees feel they can make a difference when a
company strives to reduce its negative impact on the environment.

Promoting sustainability as a core value also helps attract top talent. Many of the brightest minds
in every industry are interested in working for companies that put ethics above profit and are
committed to creating a better world. This will enrich your talent pool, improve your hiring
standards, and help you build better teams.

HR Is Poised to Integrate Sustainability

HR can provide impetus for adopting more sustainable practices. Recruitment, onboarding, and
training are integral functions of HR, so HR professionals can ensure that sustainability is built
into a new hire's perspective on the company from the start. Talking about reducing waste during
onboarding and training helps lay the foundation for more sustainable practices. HR departments
can also promote sustainable practices throughout an employee's life cycle and routine. HR
professionals can save paper while increasing efficiency within an organization by helping set up
software that handles time and attendance tracking, scheduling, succession planning, goal setting,
and more. In addition to preaching sustainability and implementing more sustainable systems, HR
can help employees get excited about sustainability by implementing programs and soliciting
employee feedback and ideas. You can also When your employees are truly practicing
sustainability, you can be confident that they are also doing their part to minimize waste for your
company.

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Why Integrate Sustainability?
Developing more sustainable practices is critical to ensuring a clean future on our planet, healthy
and happy employees, and many other thorny issues that some business leaders ignore. But
sustainability is good business. If your employees are serious about eliminating waste and
improving the efficiency of your business, it can pay off in money.

Sustainability is at least something that every forward-thinking company should consider when
developing strategies for improvement and growth. Sustainability is truly the future.

In Nestle they believe in the power of food to enhance quality of life.

This belief drives our commitment to leverage our global reach, resources and expertise to
contribute to a healthier future for people and the planet.

“Creating Shared Value” (CSV) is at the heart of our approach to achieving our goals. It is about
unlocking the power of food to improve the quality of life for all today and for generations to
come. We strive to base our business approach on decisions that are good not only for us and our
shareholders, but also for society and the planet.

Our work is guided by our desire to contribute to nutritious and sustainable diets, protect, renew
and restore natural resources, strengthen our communities and act responsibly increase.

Our commitment to regenerative agriculture, farm livelihoods and child labor risks, as well as our
Forest Positive Strategy and Nestlé Waters Pledge, build on our Net Zero Roadmap and address a
range of interconnected issues indicates the potential to have a positive impact. That is why we are
taking action to advance the regenerative food system on a scale.

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Explain how an organization should develop training program for strategy attainment. Do
you consider remote training significant for today’s world? Why?
It very well might be enticing to put off staff preparing endlessly, holding on until there is
additional time or more cash, yet for your business to succeed, your representatives' ranges of
abilities should be finished and exceptional. Representative improvement is perhaps of the main
interest in any industry.

Dissect your necessities and objectives

Find opportunity to painstakingly investigate the business and representative necessities while
planning the preparation plan. This will assist the organization with picking the right preparation
type for all prerequisites. Far in excess of the business needs are to audit the patterns in the
particular business. Will it need to prepare occasional staff for new wellbeing and security
conventions? Or on the other hand maybe they might have to put resources into upskilling existing
representatives for future necessities.

Recognize expertise holes

Associations can do this by taking a gander at a composed set of working responsibilities and
contrasting the abilities the position requires and your representatives' abilities to ongoing.
Understanding where there might be holes will assist the organization with distinguishing the sort
of preparing they need.

Focus on
Allot the preparation organization might want to give into classes. Is it required or ideal to have?
Assuming it's required, preparing for the staff becomes basic. On the off chance that it mirrors a
very smart arrangement that isn't promptly practical, the organization will be aware to make
arrangements for it in the more extended term.

Plan and convey the preparation

When the organization has surveyed and focused on the requirement for preparing, the following
stage is to get what sort of preparing the organization will utilize and how they will offer it. There
are a few variables to consider:

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Sorts of preparing accessible
Inner assets: Ask yourself what assets you have in-house. Prepared workers might be perform
taking interpretation of training or tutoring jobs. Cheap to give, these are among the best sorts of
preparing.

Outside assets: Formal classes, gatherings, confidential coaches, and recordings are great learning
techniques. These instruments are for the most part more costly yet are expertly evolved and
frequently yield great outcomes.

Organization spending plan

It's fundamental for balance the need to save with the drawn out advantage of creating staff.
Attempt to decide the most ideal kind of preparing that anyone could hope to find for the sum you
have accessible to spend.

Secure administration and staff purchase in

Before an organization can execute a preparation program, getting an aggregate understanding
from senior administration in your organization that preparing is really important will go far. You
will require their help completely and consent to achievements, expenses, dates, and expectations.

Getting representative purchase in is additionally required. Converse with all the staff about the
objectives for preparing and why it's vital to the business that they attempt the learning exertion.
Most frequently, workers will answer well to associations' interest in their turn of events. The
present workers look past their paycheques; they worth and embrace valuable chances to master
new abilities.

Examine preparing endeavors and their effect

Preparing can be expensive, so the organization will need to survey its effect. Be that as it may,
some of the time its impact can't be made an interpretation of essentially into primary concern
dollars and pennies.

In a perfect world, an association could follow factors when preparing to confirm upgrades after
improvement endeavors. On the off chance that the preparation zeroed in on client support, the
final product might be less client protests and additionally an expansion in deals. Preparing on
another PC framework might net less blunders or speedier handling. The association might have
to survey why you looked for preparing, in any case and whether your interests have been helped.

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Think long haul
Changes may not happen out of the blue, so showing restraint is significant. Preparing is a drawn
out venture, and frequently the advantages are not promptly self-evident. Be that as it may, the
association's endeavors in fostering individuals will help the organization in numerous ways. Staff
will be more learned, they'll be bound to keep close by, and your obligation to preparing will assist
you with procuring a standing as a business of decision.

What is remote preparation?

Remote preparation is a kind of representative preparation that happens a good ways off, and is a
piece of learning and improvement process. It's focused on individuals who telecommute or
remotely as opposed to at an office.

Remote training is usually delivered through virtual classes, online courses, podcasts, webinars,
and other e-learning tools. This happens synchronously or asynchronously.

Why is there an increasing need for remote training?

The number of remote workers in the next five years is expected to nearly double compared to the
pre-pandemic state, with 36.2 million Americans working remotely by 2025. Companies like

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Dropbox, Spotify, or Slack are letting their employees work remotely forever, while other
organizations are adopting hybrid work models.

As per TalentLMS's remote work overview, 67% of telecommuters need additional preparation
from their managers. So whether your representatives have forever been telecommuting or have
as of late been left with no other option, it's more imperative than any time in recent memory to
have a strong design set up for preparing far off workers.

Here are a few prescribed procedures for preparing far off workers.

1. Utilize different preparation arrangements and record types

The best methodology is to utilize a mix of various preparation designs. For example, you can
consolidate live, coordinated meetings with a teacher with nonconcurrent or on-request learning,
miniature getting the hang of/learning chomps, or a Q&A meeting with an educator which will
battle the test of restricted criticism.

Make certain to utilize a scope of document types, including:

 Sound
 Video
 Downloadable worksheets
 Cheat-sheets
 Agendas
 Introductions
 Online courses or virtual teacher drove preparing

For instance, to prepare your HR office, you can consolidate live teacher drove addresses with
adaptable, online independent learning.

It is additionally fundamental to furnish students with valuable chances to apply their recently
procured information and abilities. This incorporates down to earth activities and ventures they
can deal with.

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Utilizing different record designs takes care of various learning styles and helps keep
representatives locked in. Besides, it makes a more private encounter and assists with information
maintenance.

Contemplate what might keep you connected with, and begin there.

2. Make the preparation dynamic

Far off representatives aren't continuously telecommuting and will not necessarily in every case
have their PC or PC reachable. To this end it's crucial to guarantee your preparation is versatile
and can be gotten to anyplace whenever. Truth be told, 82% of far off representatives have finished
preparing beyond working hours, so why not make it as simple for them as could really be
expected?

In the event that you pick the right remote preparation programming, this is a straightforward cycle.

3. Make a student local area

Correspondence and efficiency instruments like Slack, Asana, Trello, and Monday.com make
remote working and preparing less difficult than any time in recent memory.

These devices permit you to make a space for different workers on a similar remote preparation
program to participate in conversations in a great way and offer tips and information. This allows
your distant workers an opportunity to draw in with one another and feel a piece of the group,
reproducing an in-person preparing experience.

A student local area likewise wipes out a portion of the correspondence issues examined before,
in addition to customizes the experience of remote preparation.

4. Measure preparing viability

Following the viability of your remote preparation for some reasons is urgent. It assists you with
understanding whether your workers are engrossing the material, figure out which courses and
phases of preparation are best and which ones need improving or supplanting.

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There are multiple ways of estimating preparing viability in a remote setting. These include:

 Conversations
 Reviews and polls
 Post-preparing tests and evaluations to check assuming that the students have gained the
objective abilities
 Assessments

Kirkpatrick's preparation assessment model is useful in estimating remote preparation viability in

various phases of the preparation, as well concerning building a KPI system for your preparation.
Choosing the right key exhibition markers empowers you to make preparing that are powerful and
add to your association's primary concern.

5. Think about utilizing a remote preparation programming

A remote preparation programming or learning the board framework (LMS) outfitted towards
distant settings can help plan, carry out, and convey your preparation program without a hitch,
especially in the event that you're a huge association.

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Transferring your preparation materials and messaging them to your workers is a choice, yet this
will lead you to pass up large numbers of the advantages that accompany internet preparing.

A LMS permits you to exploit this multitude of advantages and will be both a remote preparation
instrument and a virtual preparation stage for you.

The right LMS will empower you to:

 Make, alter and store your substance on the web

 Add far off representatives to your entrance and access the substance anyplace whenever
 Track the advancement and finish paces of students
 Survey and assess students' information
 Have live online classes and Q&A meetings

Instances of corporate LMS:

 Docebo
 Pluralsight
 SAP Litmos
 CoAssemble
 Looop
 Span

General internet learning stages:

 Infosec Flex
 TalentLMS
 Udemy
 A Cloud Guru
 LearnWorlds
 Thinkific

6. Sustain a learning society

To encourage a learning society, the idea of gaining should be imbued in your workers from the
time they join your association, and this ought to go on over the course of their experience with

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you. This implies the remote preparation you proposition ought to be ordinary and constant as
opposed to an oddball occasion.

Research has found that over 70% of organizations who effectively upgrade their representatives'
presentation rush to convey new preparation to address the issues of the business. This supports
that continuous remote preparation is an unquestionable necessity, and distant representatives
ought to approach preparing consistently.

The advantages of remote training

An ever increasing number of organizations around the world are seeing remote preparation. Only
a portion of these are:

1. It's financially savvy

There are a few reasons that it's all the more monetarily suitable. First and foremost, you cut the
expense of human work associated with homeroom based teacher drove preparing.

Furthermore, all remote preparation expects to be finished is a representative, a PC or cell phone,

and web access which 4.6 billion individuals as of now approach.

Remote preparation is likewise paperless, which disposes of the expense of printing. This might
appear to be immaterial, yet printing is an amazing secret expense to organizations it's assessed
that up to 3% of yearly income is spent on it.

2. It gives workers more control and adaptability

96% of individuals worth and believe that adaptability in respects should work. In any case, just
47% have it. The fate of work is adaptable and remote preparation takes special care of this
adaptability. It isn't time-subordinate, so representatives learn in their own particular manner.

People groups' timetables aren't uniform - no two representatives have similar responsibilities
everyday. One of the greatest draws of remote preparation is that it empowers workers to finish
learning at their own speed, and around their own timetable.

This is better adjusted to people groups' regular efficiency stream. They will finish preparing on
occasion ideally fit to them, rather than the efficiency disturbance associated with shoved present
assignments to the side to cut out hours for formal preparation.

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3. It tends to be finished anyplace

The 'gain from anyplace' nature of remote preparation is guaranteed - it's verifiable in its name.
Representatives, specialists or workers for hire needn't bother with to be attached to an actual area
to finish it. This gives organizations adaptability and an option in contrast to how to prepare their
labor force.

Not exclusively is this now appropriate because of Covid-19, which has constrained the worldwide
labor force to go remote, yet numerous businesses, from retail, to friendliness, to operations to on-
request are innately remote. Their labor force has forever been scattered and work area less.
Remote preparation separates geological obstructions and makes it with the goal that you can
arrive at anybody, anyplace.

4. It saves time

We are know about the articulation that time = cash. Remote preparation saves time for both
worker and manager.

For instance, when another starter goes along with, it is custom that they go through an acceptance,
as a rule did by the HR division. Suppose you have an acceptance day consistently for all new
starters who joined that month.

This is inconceivably tedious for the HR office, however every division authoritatively who
conveys early on introductions on nowadays. With remote preparation, when the material has been
made, it very well may be carried out boundlessly from there on. This implies that the main info
required is that of the underlying substance creation.

As far as time saved from a worker's side, remote preparation implies they don't have to invested
energy going between preparing areas. What's more, as it will in general be more limited structure
in nature, they invest less energy on the actual preparation.

5. It's harmless to the ecosystem

In 2018, 28% of absolute ozone depleting substance emanations came from transportation. At the
point when individuals get preparing from a distance, it isn't required that they travel anyplace -
the preparation meets them where they are.

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Huge scope working from home is known to decrease fossil fuel byproducts - when individuals
are voyaging less even only a couple of days seven days it means a 54 million decrease in metric
lots of ozone depleting substance outflows. This is what could be compared to taking 10 million
vehicles off the street for a year.

6. It's versatile

At long last, whenever you've made your learning material, it very well may be reused over and
over. Rather than being attached to an actual area that expects individuals to make a trip to, you
can send the onboarding course to anybody, anyplace, whenever. This favors versatility - you can
disseminate it to as many individuals across however many domains on a case by case basis at the
snap of a button. Similarly this is little contribution for a greatest, repeatable result.

Remote preparation isn't simply repeatable, however unsurprising. The reality it's normalized
guarantees quality as everybody will get a similar material, you can have confidence that it will be
conveyed to a similar norm, like clockwork.

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Describe the significance of different sourcing approaches for human resources for strategic
purpose. Identify how job analysis assist in sourcing people at global market.
In human resources, sourcing refers to proactively discovering, contacting, and engaging eligible
individuals for a job vacancy rather than waiting for them to apply on their own. Because sourcing
comes within the umbrella of talent acquisition, general recruiters may handle sourcing as one of
their tasks, but other businesses utilize professional sources who focus only on this work.

The basic purpose of sourcing is to attract qualified prospects, particularly passive ones, into the
recruiting process. To achieve this purpose, a recruiter may use a range of sourcing methods, such
as employee recommendations and social networking. Sourcing is increasingly becoming a digital
process, with talent acquisition experts identifying possible candidates using recruitment tools.
Most firms don’t employ sourcing for every job opportunity. For example, if a single post attracts
a high number of eligible applications, it may not be necessary to source specific people. However,
if a position is extremely specialized, needs a rare skill set, or would draw an excessive number of
unqualified people, a company may choose to source part or all its candidates.

To successfully execute sourcing, you must first have a clear grasp of your overall company
strategy, including what resources are necessary to achieve that plan as well as the market
dynamics and unique risks involved with implementing certain techniques. Obtaining low-cost
goods and services should not be the exclusive purpose of sourcing. Instead, procurement teams
should focus their sourcing efforts on building mutually beneficial relationships. Depending on
your sourcing requirements and the commodities you want to buy, you can engage directly with
wholesalers, producers, or distributors.

Strategic human resource management has gained popularity in recent years; however, definitions
of the phrase vary greatly. Strategic HRM often bridges the gap between company strategy and
HRM and focuses on the integration of HR with the business and its environment. The growing
literature on the impact of HRM practices on organizational performance is commonly
underpinned by the resource-based view of the firm, with its emphasis on gaining sustainable
competitive advantage through effective and efficient utilization of the organization's resources,
including valuable, rare, inimitable, and non-substitutable resources such as human resources.

Organizational strategies are defined as an organization's plans and policies for future business,
development, and interactions with customers and suppliers. Nestle's HR management relies on

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several policies and initiatives to support company goals. The working environment is seen to be
a key factor influencing employee performance. HR management provides an environment in
which workers feel at ease and are more motivated to do their tasks.

Human resource managers oversee projecting future personnel demands, as well as recruiting,
selecting, appraising, and rewarding people. The primary responsibility of human resource
management is to provide professional guidance and counseling to senior managers in order to
achieve high business results in anticipation of employee performance, while fostering a
responsible culture of respect and responsibility, including exemplary working conditions.

Job analysis is the process of identifying and recording job aspects as well as establishing the skills
and other needs required to execute the job. The primary goal of doing a job analysis is to provide
specifications that will assist in hiring the correct quality of workers into the business at the right
place and with the relevant abilities. A job assessment is the result of a work description and job
definition. Job analysis is a tool used in the selection, training, categorization, compensation, and
wage processes. Job analysis may be done in a variety of methods, including interviews, group
interviews, questionnaires, observation, the diary technique, and acquiring background
information such as duty statements and categorization requirements. Job analysis assists in
establishing what type of individual is necessary to do a specific job. It specifies the educational
requirements, amount of experience, and technical, physical, emotional, and personal abilities
necessary to do a job in the desired manner.

Nestle use a variety of ways to determine the appropriate job analysis. The organization employs
the following methods:

• Interviews with employees • Interviews with supervisors • Expert panels • Structured surveys •
Task inventories • Open-ended questionnaires

The business usually conducts employee interviews as well as supervisor interviews to determine
the activities that must be completed as part of a job. Such interviews might sometimes be panel,
group, or even solo. Every six months, structured surveys are completed by all employees and
managers within a certain department. Although observation is not the most common approach in
the business, it is utilized by supervisors to obtain all information pertaining to the job analysis of
a certain task.

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We asked Nestle the following questions on the Job Analysis: Specific responsibilities of various
jobs in the company: A duty is a substantial work segment made up of multiple tasks that an
individual does. Activities are described by duties. Responsibilities are the responsibilities to carry
out specific tasks and duties. The employer determines the obligations of every given employment.
Before an employee applies for a position with a company, he or she is briefed about the work
requirements and expected performance standards.

Nestle Bangladesh Limited has various opportunities and opportunities to develop professional
culture and working conditions. The people’s development department works perfectly with
processes that encourage and motivate employees to explore their existing potential. Employees
face challenging and competitive tasks that boost their confidence, then line managers provide
relevant feedback to their subordinates which in turn helps employees determine their own job
prospects and allow them to reflect on their weaknesses. Like other established and professional
firms, Nestle Bangladesh Limited has a good and sustainable long-term performance assessed
through promotions and various other awards. The company is always capable of developing and
promoting. Workers who are probably going to be effective in the association or in purposeful
circumstances. Nestle is focused on growth while eliminating all forms of gender bias based on a
decentralized work environment and flexible career paths. The human resources of the people
development team help to establish these policies more vigorously to help all people in
development.

Nestle has a high-performance work culture, and workers are given a clear grasp of how their job
affects Nestle's entire business. Employees and line managers share responsibility for performance
management, with the purpose of establishing highly challenging and explicit goals and
successfully evaluating performance throughout the performance period. Management properly
rewards excellent performance while encouraging poor performers to increase their level of
performance.

Line managers are held accountable for encouraging workers to articulate their professional
development objectives and expectations. Nestle also gives interested human resources the
opportunity to work on overseas projects to increase workforce diversity. Nestle promotions are
based on the sustainability of performance, both in terms of behavior and outcomes. Nestle
believes in succession 13 planning in this way, ensuring that a robust successor pipeline is available

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to meet future demands. Finally, human resource managers and line managers work together to
improve the organization's human resources to ensure Nestle's long-term competency.

Nestle's wage scheme combines a set base salary with a bonus plan to reward employees for
exceptional performance and behavior. As a result, Nestlé considers Fixed Pay, Variable Pay,
Benefits, Personal Growth and Development, and Work-Life Environment to be the most
important components of Total Rewards. To foster a high-performance culture, those
characteristics must correlate to what employee’s value in each market and illustrate Nestlé's
commitment to giving every person with the chance to grow, evolve, and contribute. Nestle's
rewards program begins on the first day. Employees are given financial guidance, access to health
and aid programs, and partner discounts. Nestle never stops an employee who wishes to leave and
offers retirement benefits.

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Identify different challenges that organizations are confronting to redesign their strategies
with human resources due to this pandemic caused by Covid-19. Provide some
recommendations for possible solutions.
Strategy is a plan of actions that is aligned with the future aims and goals. There are four types of
strategy for the business world we already know about that, which are- Corporate strategy,
business strategy , functional strategy and operational strategy. All of the companies and
organizations have to follow or going through this four types of strategy category to structured or
design their strategy to gain the competitive advantages and meet with the company goal and aim.

And if we want to align company strategies with the human resource management, then we have
to must follow the Strategic Human Resource Management. Strategic Human Resource
Management is a strategic way to align with company strategy on the basis of human resources.
Strategic Human Resource involved with the human capital to align all the activities and policies
that the human capital can be able to meet up with company’s overall goal, aims and strategy.
Those all 4 levels of strategy need to be aligned with the strategic human resource management.

Nestle is actually doing very good with their strategy and human resource strategy all over the
world, as nestle is a conglomerate and giant multinational company through out the world. In
present, Nestle is the world’s largest food company. But this multinational giant had to face some
major issues and problem due to pandemic- the Covid 19.

Covid-19 first spotted on the middle of the December, 2019. Then we all know what actually
happened. A lot of famous and stablished company had to shut down their business. But Nestle
din not shut down their business throughout the world at all, but the major problem that Nestle
faced that was the- Production problem. Means, the lower production than the demand.

Then the second problem that Nestle faced for the pandemic was the logistics problem. Nestle
actually can not provide their products to their customers because of the production problem or
lack of productions and this problem affect the whole logistics process of that company.

Then the third one is the communication problem. Communication between the employees is one
of the best positive sign for a healthy production of a company. A positive communication between
the employees and the management is also increase the productivity of the employees. But due to
covid 19, Nestle have to reduce their employees count, ensure the distance. So, employees can not

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comminate with others and this one of the reason of lack of the production of Nestle during this
Covid-19.

Though Nestle took great initiatives to resolve and overcome the bad situation of Covid – 19
pandemic. They actually redesign their overall strategies by taking this steps-

1. Nestle International reduced the workforce due to pandemic. This also reduced their
production, but at least they have continued the smooth production as much as possible.
2. They divided employee’s work schedule by shifts and employees can also do overtime
during this pandemic.
3. Nestle International did not forced anyone to join the work, they give the employees sick
leave for their betterment.
4. Nestle did not fired anyone from their valuable job. Instead of doing this, they reduction
the pay scale, salaries and wages of their employees.
5. For reducing the cost of the company and also make the smooth production, Nestle had
done their work by the senior employees and stopped their promotion temporarily.

There is no doubt that those initiatives or steps are undoubtedly correct. But we are like to add
some more suggestions regarding this matter.

1. Nestle can redesign their strategies with the strategic human resource management by
doing the downsizing the new, unexperienced employees and workers.
2. If Nestle did not want to downsize, they can follow the temporary leave method, means
employees will not lose their job, but they will not work in the organization temporarily
and will not get the salary for a certain period of time.
3. Nestle can implement some modern communication technology to ensure the proper and
smooth communication between the employees and management. This will also affect
positively of the overall production and employees productivity.
4. Nestle International should take some necessary steps to motivate their employees during
this disaster pandemic covid -19 period. This step can be make the employees more
mentally strong, more focused and more productive. This will also ensure the smooth
production of the Nestle International.
5. As Nestle International is multinational giant and currently they are serving around 191
countries around the world, this world largest food company can easily follow the work

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 sharing process. Work sharing is a process of Strategic human Resource to split the job or
responsibility between the employees that employees really can not feel pressured or alone
and work is also done on time and properly.

Nestle Internal is the world’s largest food company and their initiatives steps was successful
enough to recover the pandemic covid-19 situation. But in the end, Nestle was a high risk of losing
their 5.9 billion dollars revenue. But now, they have overcome all the bad situation and doing great
like before.

Conclusions and Recommendations

The Model employed by Nestle is one of High Performance, High involvement and high
commitment. Nestle is unique in the sense that it has been able to successfully inculcate its business
objective as well as its core values, consistently in its employees day-to-day activities starting from
recruitment till continuous performance appraisals. Like, open and flexible culture is ensured by
way of providing training programs to employees at all the levels.

This kind of culture is also supported by decentralized structure of Nestle. Transparent

performance appraisal systems and the freedom given to them to question their seniors benefit not
only the employees but even the organization as a whole. Nestle’s emphasis on individual
achievement is evident from the kind of pay structure HR has designed for its employees.

Need to develop consultation/awareness program to assist the employees for their better
understanding of the policies.

Nestlé, over its long historical development from a small village operation to the world’s leading
food Company, has demonstrated an enviable capability to adjust to an ever changing external
environment, without losing its fundamental beliefs and core values, so important for long-term
success. Over the years to come, this capability of using HR as a strategic partner in
implementation of company’s activities will continue to be challenged even more as Nestlé is
growing in size and complexity up to a dimension which demands a continuous evolution of its
organization and of the way in which it is run. Its motivation based on willingness to learn and to
question what it is doing and why it is doing it, combined with its long standing respect for Nestlé
values, will assure its success.

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References
 Strategic Hrm At Nestle Business Essay. (2022). Retrieved 10 August 2022
 What is Remote Training and How Does it Work?. (2022). Retrieved 10 August 2022
 Jay, S. (2021). 8 Best Practices for Remote Training at Your Organization - AIHR.
Retrieved 10 August 2022
 Research, M., & Trends, P. (2022). Nestlé - Coronavirus (COVID-19) Company Impact.
Retrieved 10 August 2022

 Covid-19 - Nestle facing production challenges - CEO. (2020). Retrieved 10 August 2022

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