EVALUATION OF HUMAN RESOURCE FUNCTION

NESCAFE TECHNOLOGY SOLUTIONS

Profile
Nescafe Technologies Solution is an American multinational company providing business
consultancy, information technology and consultancy services. It’s headquartered in the
Silicon Valley of California in the United States of America.
Nescafe Technologies is part of the NASDAQ-100 and trades under CTSH.

History
Nescafe Technologies Solutions began as a Coffee Bean Software (CBS) established a Coffee
& Bean in house technologies unit focused on implementing large scale I.T projects for
Coffee & Bean business. In 1994, the company started pursuing customers beyond Coffee &
Beans.
In 1996, Coffee & Beans spun off several of its subsidiaries to form a new company called
Nescafe Corporation headquartered in Kolkata, India. Three months later, in 1997, Coffee
Bean Software renamed itself to Nescafe Technology Solution operating as a division of the
Nescafe Corporation, the company focused on Y-2k related projects and web development.
In 1998, headquarters were moved to the United States. This year the parent company
Nescafe Corporation split into two companies: Bru Health and Davidoff Media Research.
After this restructuring, Nescafe Technology Solutions became a public subsidiary of Bru
Health.
Nescafe Technologies Solutions experienced a period of fast growth during the 2000’s, as
reflected by its appearance in Fortune magazine’s “100 Fastest Growing Companies” list for
ten consecutive years from 2003-2012.

Management & Governance Mechanism:

Nescafe Technology Solutions is organized into several verticals and horizontal units. The
Vertical units focus on specific industries such as Banking and Financial Services, Insurance,
Healthcare, Manufacturing and Retail.
The horizontal units focus on specific technologies or process areas such as Analytics, mobile
computing, BPO and testing. Both horizontal and vertical units have business consultants,
who together form the organization wide Nescafe Technologies Solutions’ consulting team.
The following organogram gives out the management and governance mechanism:
 NESCAFE TECHNOLGY SOLUTIONS

CEO

HEAD OF
CPO CMO CFO CAO GLOBAL
DELIVERY

PRESIDENT PRESIDENT
DIGITAL DIGITAL PRESIDENT
BUSINESS BUSINESS AND NORTH
OPERATIONS TECHNOLOGY AMERICA
CHAIRMAN
INDIA

PRESIDENT
GLOBAL
GROWTH
MARKETS

People:
The company has 3,01,200 employees globally, of which 150000 are in India across eleven
locations with a popularity in Kolkata. The company has local ,regional and global delivery
centers in the UK, Hungary, The Netherlands, Spain, China, Phillipines, Canada, Brazil,
Argentina, Australia and Mexico.

Products & Services:

Nescafe Technology Solutions provides Information Technology, Information Security,
Consulting, ITO & BPO services. These include business and Technology Consulting,
System Integration, Application Development and maintenance, IT Infrastructure Services,
Artificial Intelligence, Digital Engineering, Analytics, Business Intelligence, Data
Warehousing, Customer Relationship Management, Supply Chain Management, Engineering
& Manufacturing Solutions,Enterprise Resource Planning, Research & Development
Outsourcing and testing solutions.

Market Performance:
Nescafe Technology Solutions was listed on NASDAQ in 1998 and added to the NASDAQ -
100 index in 2004.After the close of trading in 2006, the company moved from the mid cap
S&P 400 to the S&P 500. The company became a Fortune 500 company in 2013.

Mission and Vision:

Mission. Nescafe Technology Solutions single minded mission is to dedicate our
business process and technology innovation know-how, deep industry expertise and
worldwide resources to working together with clients to make their business stronger.
Vision. Nescafe Technology Solutions vision is to become the preeminent technology
services partner to the global 2000 C- suite. To achieve this vision the company is now
several quarters into executing a strategy with four related priorities
• Repositioning the Nescafe Technology Solution Brand
• Globalizing the company
• Accelerating digital modernizing businesses
• Increasing client relevance
How is the mission and vision drawn:
In line with the company’s strategy , Nescafe Technological Solutions reshaped their
portfolio of services and solutions by exiting non-strategic business and investing organically
and inorganically.
The company complemented their talented teams with the hiring of a diverse highly skilled
leaders , among them new executive committee members. They also lifted the engagement
levels of their associates to new highs.
Nescafe Technological Solutions strategic, commercial and operational progress was a tribute
to the engagement of nearly 3,00,000 associates who stepped up to deliver tremendous value
to clients, colleagues and the communities in which they worked and lived. From here flowed
the company’s mission and vision of making the business stronger and getting into the Global
‘C’ suite.

Mechanisims to continiously share the vision:

The mechanisims to continiously share the vision is by executing the four strategies . The
executing of these strategies will lead the company towards the path of achieving its mission
and vision and ultimately will help the company to become the preeminent technology
services partner to the Global 2000 C-Suite. The mechanisim to share the mission and vision
are enumerated in the following paras.
• Building a stronger, global brand: Nescafe Technological Solutions main aim is to
position the company as a preeminent technology services leader with world class
digital solutions and the talent to deliver transformative business outcomes to clients.
Accordingly, the company is investing substantially in the company’s brand and
executing a fully integrated marketing approach that combines experimental
engagement, sponsorships, broad reach advertising, flagship thought leadership and
an always on digital presence along with public relations, employee communication
and social media campaigns.
• Globalizing the business: Nescafe Technological Solutions is elevating the visibility
of the brand dovetailing with the aim to further globalize. Since three quarters of the
revenue comes from India it creates a substantial opportunity to diversify the
company’s revenue mix by scaling the business internationally. The company is
investing for growth in select countries by acquiring companies that specializes in
data analytics, AI, digital services, experience design and cloud. Also its investing in
R&D for connected, autonomous, and electric vehicles. In addition the company is
extending its global Delivery Network with a geographically diverse footprint that
will ensure greater robustness and resilience in the company’s capabilities, Further
industrialize and automate the distributed work models and provide more access to
local talent.
• Accelerating digital and modernizing businesses: The pandemic’s shockwaves
have driven digital into the heart of clients’ operating models and processes. Clients
are shifting from an industrial to a software-centric model, transforming their business
and IT architectures in parallel and developing agile workflows underpinned by AI
and data. In response, the company is helping clients deploy a new business and
technology stack to modernize their businesses. That way they can innovate faster,
 become more agile, and stay relevant to the customers. To strengthen the ability to
engineer modern businesses, the company invested more than $1 Billion in
acquisitions focussed on building leadership positions in experience driven software
engineering, data and AI cloud, and IoT.The company has also built close
relationships with the world’s leading hyperscale and SaaS companies and can help
clients run their core applications and create more agile workflows in the cloud with
the company’s dedicated business groups for Microsoft, Amazon Web Services, and
Google cloud Platform. The company expects to be one of the biggest beneficiaries of
clients moving digital into the heart of their businesses.
• Increasing Client Relevance: The company is grateful to its clients. The
clients inspire the company to learn, grow, and provide increasing value year after
year. In return the clients depend on the company to bring them insights and
innovative thinking. To increase the company’s relevance to clients, the company is
determined to present a deeply informed point of view about their business
challenges, along with the technology solutions and partner orchestration required to
solve them.
Therefore, the company is deepening its industry and sub industry knowledge to better serve
the client’s business priorities. In keeping with the company’s evolution to more outcome-
based client engagements, the company is drawing on its rich history in application and data
services, the scale and breadth of skills and ability to develop and deliver industry – specific
solutions that leverage the partner ecosystem.

Organisational Stategy
Nescafe Technology solutions is the biggest IT services company after Tata Consultancy
Services in terms of revenue among those with much of their operations in India. In fact, the
bulk of the US-headquartered firm’s staff is based in India. The technology services company
has a growing position in digital services. On the digital services front, it is outgrowing the
industry. The company’s goal, is to ensure that the digital services front records a bigger
portion of the IT company’s sales. Nescafe Technology solutions’s sales for the third quarter
this fiscal rose by 4.2 percent to $4.5 billion from the year-earlier period.
Nescafe Technology solutions has a two-fold strategy.
The first is to protect and expand its traditional strengths in IT services outsourcing which
entails improving efficiency, reducing the cost of delivering services, winning renewals
aggressively and expanding into markets other than North America.

The second is around “winning in key digital battlegrounds”, including cloud computing,
digital engineering—which involves building cloud-first applications—data analytics and IoT
(Internet of Things). IoT is set to explode in 3-5 years with advances in electronics as well as
the adoption of 5G wireless technologies.
Financials

INCREASE/DECREASE

DOLLARS IN MILLIONS

2020 2019 $ %

REVENUE 16652 16783 (131) (0.8)

NET INCOME 2114 2453 (339) (13.8)

DILUTED EPS 1392 1842 (450) (24.4)

OTHER FINANCIAL INFORMATION

ADJUSTED INCOME FROM 2394 2787 (393) (14.1)

OPERATIONS

ADJUSTED DILUTED EPS 3.42 3.99 (0.57) (14.3)

The company focussed on continued investment in four key areas of digital: IoT, AI,
experience-driven software engineering and cloud. The company tailor’s its services and
solutions to specific industries with an integrated global delivery model that employs client
service and delivery teams based at client locations and dedicated global and regional
delivery centres. The global COVID-19 pandemic has caused and is continuing to cause
significant loss of life and interruption to the global economy, including the curtailment of
activities by businesses and consumers in much of the world as governments and others seek
to limit the spread of the disease. In response to COVID-19, the company prioritized the
safety and well-being of its employees, business continuity for our clients, and supporting the
efforts of governments around the world to contain the spread of the virus. In light of the
company’s commitment to help its clients as they navigate unprecedented business
challenges while protecting the safety of the company’s employees, the company took
numerous steps, and may continue to take further actions, to address the COVID-19
pandemic. The company also undertook a significant effort to enable its employees to work
from home by providing them with computer and Internet accessibility equipment while
seeking to maintain appropriate security protocols. Additionally, as a result of the ongoing
pandemic, the company experienced reduced client demand, project deferrals, furloughs, and
temporary rate concessions, which adversely affected revenues across all of business
segments in 2020. For the year ended December 31, 2020, the company incurred $65 million
of costs in response to the COVID-19 pandemic, including certain costs incurred to enable
employees to work remotely. In 2020, the company incurred costs related to the execution of
multi-year 2020 Fit for Growth Plan aimed at accelerating revenue growth. This plan refined
the company’s strategic focus and launched a series of measures to improve the operational
and commercial models and optimize cost structure in order to partially fund investments in
key digital areas of IoT, AI, experience-driven software engineering and cloud and advance
our growth agenda. The 2020 Fit for Growth Plan included the decision to exit certain
content-related services that are not in line with the strategic vision for the Company. The
optimization measures that were part of the 2020 Fit for Growth Plan resulted in total charges
of $221 million, primarily related to severance and facility exit costs that are expected to
generate an annualized savings run rate, before anticipated investments, of approximately
$530 million in 2021. The COVID-19 pandemic may adversely impact the company’s ability
to realize the benefits of our strategy and various transformation initiatives, including the
2020 Fit for Growth Plan. The company’s exit from certain content-related services
negatively impacted 2020 revenues by approximately $178 million within Communications,
Media and Technology segment in North America. On April 20, 2020, there was a security
incident involving a Maze ransomware attack. The lost revenue and containment,
investigation, remediation, legal and other costs incurred due to the ransomware attack may
exceed the company’s insurance policy limits or may not be covered by insurance at all. The
company’s financial results were negatively impacted by its exit from certain content-related
services, the Proposed Exit, the ransomware attack and the COVID-19 pandemic. The
company continued to experience pricing pressure within its core portfolio of services as its
clients optimize the cost of supporting their legacy systems and operations. At the same time,
clients are adopting and integrating digital technologies and their demand for our digital
services and solutions has continued to increase since the beginning of the COVID-19
pandemic as a result of increased demand for mobile workplace solutions, e-commerce,
automation and AI and cybersecurity services and solutions.

Competitors:
The major competitors of Nescafe Technology solutions are as follows
• Accenture
• TSC
• IBM Global Services
• Infosys
• Capgemini
• Tech Mahindra
• Cognizant
• Wipro
Organizational Structure
Human
Resources

Compensation & Employee Training & Workforce

Recruitment
Benefits Relations Development Planning

Performance Strategy Identify the Internal Job

Job Posting
Appraisal Planning Demand Posting

Applicant Employee Conflict Identity the Shortlist

Sourcing Benefits Resolution Supply Candidates

Interview Rewards & What is the Allocation of

Policy Making & Resource
Arranging Recognition Outcome
Implementation

Applicant
Shortlisting

Onboarding

The role of Human Resources (HR) in an organization is to maximize the productivity of an

organization by optimizing the effectiveness of its employees. At Nescafe Technology
Solutions, the role of HR is very crucial as the add the value to organization by motivating
the leaders to groom and upskill the employees and reward strong performance through
increased compensation and regular recognition in form of promotions and employee
benefits.
Personal objectives are thought to be realized through training and development and
compensation and benefits, while on other hand organizational benefits are achieved though
Human Resource planning, employee relations, recruitment, and workforce planning.
Various aspects of HR at Nescafe Technology solutions have enabled the organization to
nourish the culture of individual, group, and business development. Thus, covering the 360
Degree approach for an employee life cycle.
• Recruitment – Identifying the requirement or need of the business, filtering the
candidates by scrutinizing the profiles with support of interview panels from business
helps in getting right employees onboarded.
• Compensation and Benefits – At an industry level bench marking the various
benefits an employee can entitle for at regular intervals.
• Employee Relations – Working on the policies which help employee to be aligned
with the expectations of behaviour at an organization.
• Training and Development – Be it the new hires or the experienced employees have
to go through a training to understand not only about the organization, but also to
clear and get trained in case of any skill gap.
• Workforce Planning – As and when the projects are upgrading to new technologies,
associates should be reskilled and redeployed based on business requirement.
A hallmark of a well-aligned organization is its ability to adapt and realign as needed. To
ensure long-term viability, Nescafe Technology solutions has adjusted its structure to fit new
economic realities without diminishing core capabilities and competitive differentiation. This
realignment helped the company in closing the structural gaps impeding organizational
performance. At Nescafe Technology solutions there are no structural gaps in roles, work
processes, accountabilities and critical information flows because there was no elimination of
middle management levels thus ensuring that employees don’t take on additional
responsibilities. Diminished capacity, capability and agility issues never arise at Nescafe
Technology Solutions because lower-level employees don’t step in middle management
because they are ill-equipped to perform the required duties and higher-level executives never
take on more tactical responsibilities which will minimize the value of their leadership skills.
Due to a sound Human Resource structure at Nescafe Technology solutions disorganization
and improper staffing which can affect a company's cost structure, cash flow and ability to
deliver goods or services is never seen. Being an agile organization, the company is able to
rapidly deploy people to address shifting business needs. Since resources are not cut to the
bone, the staff members can focus not only on their immediate responsibilities but also
outside their current job scope.
Management System
Flowing from the philosophy and core principles of governance, Corporate Governance in
Nescafe Technology Solutions shall take place at three interlinked levels
Strategic supervision by the Board of Directors
Strategic management by the Chief Management Committee comprises of Presidents –
Operations from all the locations.
Executive management ( For each geographical location) comprising of the Chief
Executives of all SBUs.
It is Nescafe Technology Solutions belief that the right balance between freedom of
management and accountability to shareholders can be achieved by segregating strategic
supervision from strategic and executive management. The following Three Level Structure
ensures this fact
Strategic supervision (on behalf of the shareholders), being free from involvement in the task
of strategic management of the Company, can be conducted by the Board with objectivity,
thereby sharpening accountability of management.
Strategic management of the Company, uncluttered by the day-to-day tasks of executive
management, remains focused and energised; and

Management Styles

At Nescafe Technologies Solutions every individual contributor hold themselves accountable

for demonstrating the Leadership Principles set by the Organization. These visionary style of
Leadership Principles describe how Nescafe Technology Solutions does business, how
leaders lead, and how they keep the customer at the centre of their decisions. The unique
culture of the Organization, described by the guiding principles, helps Nescafe Technology
Solutions relentlessly pursues its Vision of becoming the preeminent technology services
partner. Nescafe Technology Solutions believes in the notion that a “LEADER” motivates the
organization by creating a unique climate through selective leadership style and follows these
unique principle as outlined.

➢ A leader needs to impart a vision providing focus to the organization: A leader is

responsible to impart vision and setting direction, providing a unique focus to the
organization which emphasize more on the future prosperity of the organization.

➢ A successful leader is a servant of the people: Servant leaders have a positive

impact on the organizations by adopting an affiliative style of leadership which
focuses on building emotional bonds with the people. The combination of a stated
vision coupled with an affiliative leadership approach which produces excellent
results.
➢ You cannot manage people into greatness, they must be led: An effective leader is
one who takes responsibility for the future of the Organization by preparing the
people to change from an average to great. Nescafe Technology Solutions believes
that a servant leader must seek out talented people that are humble and willing to
serve to ensure and establish a culture that understands the meaning of “customer
service.” The culminating accomplishment and trait of a successful leader is to
achieve the goals and develop future leaders.
Being a Multinational Company, Nescafe Technology Solutions always ensured to set the
culture and leadership by understanding and adapting the host culture. Its principles built
upon a good blend of universal principles of effective management styles with a multicultural
mindset.

Values

CUSTOMER
FOCUS

INTEGRITY EXCELLENCE

EMPOWERMENT INNOVATION
These values give employees a purpose to work towards and help them achieve goals in a
manner that not only benefits them but also the organization. Having a set of values as
guiding principles, as well as putting the responsibility of leadership on every employee, is a
unique way of Nescafe Technologies to faithfully execute its mission and reach its goals.
Nescafe’s leadership principles have helped them become extremely successful and will
likely keep the company on its current upward trajectory.

Human Resource Management

As the coronavirus moves around the globe, it will dramatically reshape the economy, the
labour force and the future of work. The pace of change will escalate the importance of HR’s
role within Nescafe Technology Solutions. As the company experiences titanic shifts in how it
works, the technology tools that it uses, and where and how it works, employees are
increasingly turning to their employers for guidance on how to close the skills gap in their
discipline. It’s also forcing HR leaders to rethink their mission and propose new ways of
working, learning and collaborating across the enterprise. More and more technology pervades
the work the company does inside and especially outside of the HR function. And yet humans
– and the notion of “essential workers” – have never been more integral to business than today.
Thus Nescafe Technology Systems is a people’s company which lays great emphasis on the
workforce and their wellbeing. Detailed HR systems followed in Nescafe Technology
Solutions with reference to the broad HR system framework is outlined below.

Career System Nescafe Technology Solutions attracts and retains human resources in the
following processes shown through various organogram

HIRING

CAREER SYSTEM
RETENTION

HIRING
 RETENTION

Driving Differentiated Key Retention Career Path to Rewards & Organization

Performance Program High Potential Recognition Impact
Performance Culture
Review

Building Leadership
Competency Certifications, Location
Enhancement Technical Pipeline & Consistent
Organization Rotation
Mentorship Higher
Capabilities Tool Trainings Program Employee
Satisfaction

Creating Motivating Diversity & Learning & Cultural & CSR Initiatives
Employee Development Sports
Work Environment Wellbeing Consistent
Higher
Employee
Satisfaction

Work System Nescafe Technology Solutions has a strong work culture and utilizes
human resources as shown through the undermentioned organogram

Lower Attrition
compared to
Industry
Driving Business Through smart processes & Standard
benchmark with best practices

Driving Building Creating Motivating

Performance Culture Organization Capabilities Work Environment

Enhance Differential Enhance Building Developing Provide HR initiatives

Focus on Reward & Productivity pipeline of skills based Career Path to fostering
Performance Recognition Of Human future ready on focus For High team spirit,
Review program Resources Leaders areas of Potential agile working
Mechanism growth
 Development System Nescafe Technology Solutions takes care of its employees
through various functions and develops its human resources through the undermentioned
organogram

Culture Compensation
▪ Open and transparent ▪ Performance Pay linked to
▪ High integrity workplace individual & company results
▪ Equal opportunity ▪ Effective Reward &
employment Recognition Programs
▪ Strong trust relationships
▪ Empowered employees

Career Creating Value

▪ Brand equity ▪ Training on soft skills &

▪ Job Rotation / Location Technical skills
Mobility ▪ Use of E-learning tool
▪ Established criteria for ▪ Enhanced Employee
career progress Satisfaction Survey
▪ Opportunity to work with
advanced technology

Self-Renewal System: Nescafe Technology Solutions rejuvenates itself through the

following processes

Team Outings or recreational

Pulse Survey Helpdesk for employees issues
activities

Digitization Mercer Remuneration survey

Cultural System Nescafe Technology Solutions creates the learning environment
through which the company grows with its employees. The following diagram shows the
things followed in the company.

Leadership & Culture

Corporate Social Responsibility

Fun @ work

FIT is FUN

Reward and Recognition

ER Auditing In support of Nescafe Technology Solutions management relations efforts,

the Office of Human Resources Management (OHRM) administers and coordinates a number
of programs and services as appended below

• Awards and Incentives Program

• Employee Relations Program
• Employee Assistance Program
• Equal Opportunity and Affirmative Action Program
• Employee Communication - Nescafe Technology Solutions Staff Newsletter, a joint
effort by the Office of Human Resources Management and Office of Public Affairs.

Nescafe Technology Solutions also focusses on short term Value Of Investment (VOI).
Under this the company has a Holistic Wellness Program. This program has five major
dimensions.
• Physical activity
• Prevention and screening
• Stress management
• Nutrition
• Well being

Higher short-term value of investment includes increased awareness about health and health
program. The employees are free to choose from a variety of activities like yoga, Zumba
dance, Tai Chi etc. Women employees are helped during their pregnancies with various
pregnancy programs. Diet and exercise programs keep the employees physically fit.
Meditation helps them to remain mentally alert and helps in combating stress. Other than this
various stress management programs are carried out. Employees are also given a 12week
health challenge free of cost to improve their overall functional abilities.
HR Department And Competency

The transition from the industrial era to a knowledge and information economy is the main
reason for the transformation of Human Resource Management function over the years.
Evaluating employee competencies and designing relevant developmental plans to enhance
competences are the key to success in this new environment. Nescafe Technologies Solutions
has, therefore, begun to develop a new language focused on aspects such as talent
management, Competency measurement and development.Accordingly, actions have been
adapted by the HR function, so as to involve people and value their contribution. This model
focus include continuing education and competency development, optimizing selection,
recognition of effort, use of employees’ full potential and the creation of a favourable
working climate. All of these activities are based on valuing the talents and competencies of
HR professionals. They must be part of an integrated and coherent set of HR practices.

COMPETENCY IDENTIFICATION PROCESS

Clarify
Organizational Competency Generate
Strategy and identification competency model
context

• Analyze work role Validate, Refine

and process work and implement
role and process
• Gather data
through BEI and
focus group
interview
• Conduct
benchmark study

DEVELOPING ROLE SPECIFIC COMPETENCY (KSA) DOCUMENT.

For each competency the overall definition, sub-competencies associated with the primary
competency, behaviours demonstrated by individuals highest in proficiency on that
competency, and behavioural standards in which an HR professional at the relevant career
stage should engage to be successful.
Developing a competency document occurs in three phases. The first phase is Identification
of critical tasks of a particular role, the second phase is identifying the Knowledge, Skillset &
Attitude which are required to perform the task, and the third phase is criterion validation.
This Competency model has further categorized each competency i.e., Knowledge, Skills &
Attitude into four levels which evaluates each individuals competency level against each
critical tasks.
Key Focus is on to identify critical tasks related to one’s job role
• Clarity on level of competency for easier communication of performance expectations
to team members
• Provide a clear foundation for dialogue to occur between the Team Leader and
Members about the competency levels, expectations, development and career plans.

Competency Based Training Framework

Once the competency assessment is completed, feedback on assessment is shared and action
plan is discussed with each individually in terms of where they stand competency-wise. This
assessment provides a clear information on gap between the Employee – Job fit and the
specific area in which he/she needs training to reach the desired level of competency.

Evaluate current Required

competency level of Competency gap competency level
the employee for a specific job
role

Design relevant
Competency
Training &
assessment
development
programme
HR Culture
At Nescafe Technology Solutions Each member of the team takes responsibility
for creating a culture that enables exceptional outcomes. Thus the following evolves from
this
Start with
a point of
view
Seek data, Always
build strive ,
knowledge Never settle

Create conditions
Do the right thing, for everyone to
the right way thrive

Work as
one
Nescafe Technology Solutions commitment to its customers, employees, shareholders and
society is to act with integrity at all times. This guides everything it does—the way it serves
its clients and the work it does to help them build better businesses. The company believes it
is critical to maintain the highest ethical standards. All company employees follow not only
those policies set forth by its clients, but also Nescafe Technology Solutions comprehensive,
strictly enforced core values and Code of Ethics.

CODE OF ETHICS

• In a highly competitive industry, everyone at Nescafe Technology Solutions

recognizes that it is the reputation, the behaviour of the employees and the quality of
its work that determines whether or not customers decide to work with the
company—and stay with the company.
• At Nescafe Technology Solutions no one cuts corners, bend the rules or look for
shortcuts. And the company has a zero tolerance policy toward those who do.
• Whether the company’s associates work in a development centre, on-site with our
customers, in our corporate office or elsewhere, each one of us recognizes the
importance of handling our clients’ systems, confidential information or sensitive
intellectual property with the utmost care.
• The company goes above and beyond the required standards and aggressively
challenge itself to maintain a level of compliance that is the best of any employer in
the industry.
• The company fully believes that one cannot succeed in business without adhering to
the law. Global laws and their implementation can be challenging, but that is never an
excuse to do the wrong thing.
Overall Assessment
• Overall strengths : The first important point in Nescafe Technology Solutions is that
there is a hierarchy but its not necessary to follow the hierarchy in terms of an issue
or anything of that kind. The employee is free to do anything which is in the code of
conduct of the company. Another important point is that the work environment is
very friendly and an employee will not feel out of place. Every employee’s
experience with Nescafe Technology Solutions is more of a family relationship more
than an employee and a company relationship. Infrastructure, salary and benefits are
very much better in comparing with other companies. Also the company has a good
hiring and retention process. The company looks after the mental health of its
employees through various programs. The company is gender neutral and gives equal
opportunities to everyone. The HR function of the company is deep rooted in its
values and as a result the company strong talent acquisition strategies and
comprehensive employee retention strategy. The company provides flexible working
hours, maternity and paternity leave, unpaid extended leave, childcare, pension plans,
retirement plans, stock or equity options and performance bonus. The sound HR
functions help the company to mange all these amongst its employees and gives a
new meaning to the satisfaction level. The company has always focussed on strategic
actions which keep employees motivated and focused so they elect to remain
employed and give their best for the success of the Organization.
• Overall area of improvement: Nescafe must focus more on designing and
implementing a robust employee development programme which focuses on the
following
• Centre around short and long term goals
• Motivate and encourage employees
• Cater to the needs and interests of employees at all levels

CONCLUSION
Human resource is a key part of any organization and works within while outsiders hardly
understand its core value proposition. HR has both strengths as well as weaknesses which
reflect on company’s or organization’s activities. This project has helped us understand the
various facets of HR and its workings. It has given us insights as to the various building
blocks required to build up a competent company. This project has opened our minds to the
arenas of employee organisation relationship, people management, culture etc.