HR LAB Assignment.

Name- Abhay Kumar

Roll No. 322SM1001
Group No. – 1.
Company Name- Nestle
Q1. Define the hr objectives as per the organisational objective.
Nestle's human resources objectives likely align with the company's overall goals and may
include:
1. Attracting and retaining top talent: nestle may aim to attract and retain employees
who have the skills and experience to help the company succeed.
2. Building a diverse and inclusive workforce: the company may strive to create a
workplace that values diversity and inclusivity, which can help to foster a positive and
innovative working environment.
3. Developing employee skills and potential: nestle may aim to provide employees with
opportunities to develop their skills and potential, both through on-the-job training
and through programs designed to support career advancement.
4. Fostering a positive and engaged workforce: the company may strive to create a work
environment where employees feel valued, motivated, and engaged, which can help to
drive performance and productivity.
5. Supporting work-life balance: nestle may aim to create a flexible and supportive work
environment that helps employees to balance their professional and personal lives.

Q2. Identify the manpower demand.

The manpower demand of nestle will depend on several factors, including the company's
business strategy, growth plans, and overall workforce needs. In general, nestle is likely to
seek employees with a wide range of skills and expertise, including marketing, sales,
engineering, finance, and operations.
The company may also need to hire workers with specialized skills in areas such as research
and development, food science, and supply chain management. In addition, nestle may seek
employees with strong interpersonal and communication skills, as well as the ability to work
well in a team-oriented environment.
The exact manpower demand of nestle will depend on a number of factors, including the
company's current workforce, its growth plans, and the job market. However, the company is
likely to continue to seek employees with the skills and experience needed to support its
ongoing success and growth.
Q3. Analyse the supply of man force.
The supply of manpower at nestle will depend on a variety of factors, including the job
market, the availability of skilled workers, and the company's own recruitment and retention
strategies.
In terms of the job market, the supply of manpower will be influenced by the overall
availability of workers with the skills and experience that nestle requires. For example, if
there is a shortage of workers with specific skills, such as food science or engineering, this
may make it more challenging for nestle to find the employees it needs.
Nestle's own recruitment and retention strategies will also play a role in determining the
supply of manpower. If the company has a strong reputation as an employer and offers
competitive salaries, benefits, and opportunities for growth and development, it may be able
to attract a larger pool of qualified candidates. Conversely, if nestle has a reputation for low
morale or high turnover, this may make it more difficult for the company to attract and retain
the employees it needs.
Overall, the supply of manpower at nestle will depend on a complex interplay of factors,
including the job market, the company's own recruitment and retention strategies, and
broader trends related to diversity and inclusion in the workforce.

Q4. Matching the manpower supply with manpower demand.

Matching the manpower supply with the manpower demand of nestle involves balancing the
company's need for employees with the available pool of qualified candidates. This process
requires a comprehensive understanding of both the company's workforce needs and the
supply of manpower in the job market.
To match supply with demand, nestle may use a variety of strategies, including:
1. Employee training and development programs: by investing in the development of its
current employees, nestle may be able to build a more robust and skilled workforce
that is better able to meet the company's ongoing needs.
2. Strategic recruitment efforts: nestle may target its recruitment efforts to specific
regions or industries in order to find candidates with the skills and experience the
company needs.
3. Competitive compensation and benefits: by offering competitive salaries and benefits,
nestle may be able to attract and retain employees who can help the company succeed.
4. Workforce planning: by regularly assessing its workforce needs and the supply of
manpower in the job market, nestle can adjust its recruitment and retention strategies
as needed to ensure that it has the employees it needs to support its ongoing success.
Ultimately, matching the manpower supply with the manpower demand of nestle requires a
flexible and adaptable approach that can respond to changes in the job market, the company's
business needs, and other factors. By using a combination of strategies, the company can
build a workforce that is well-equipped to support its ongoing success and growth.
Q5. Evaluating the hr plan of the nestle for present and future.
By evaluating its hr plan for both the present and future, nestle can identify areas for
improvement and develop strategies to better support its employees and achieve its overall
business goals. This may involve making changes to its recruitment and retention strategies,
investing in employee development and training, or revising its compensation and benefits
programs.
Overall, a forward-looking approach to hr planning will help nestle to ensure it has the
workforce it needs to meet the challenges of today and tomorrow, and to continue to succeed
in the years to come.