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SELECTION PRACTICES

TERM PROJECT ON NESTLE

Presented to; Mr. Salman Awan By; Syed Ahmad Ali Mohammed Arif Ali Akbar Khan

Their products cater to human needs. A History of Service In line with their parent company's global philosophy. Good Food is the primary source of Good Health throughout life. Mission Statement At Nestlé. We strive to bring consumers foods that are safe. of high . nutritious and tasty food. Convenience is at the heart of the Nestlé philosophy. They at Nestlé Pakistan ensure that their products are made available to consumers wherever in the country they might be. and are recognized as producers of safe. first acquired a share in Milkpak Ltd. From spreading awareness about nutrition and wellness to digging wells in the Thar desert and succoring earthquake victims. and leaders in developing and uplifting the communities in which they operate. and they are active in the communities they serve.Nestlé has been serving Pakistani consumers since 1988. quality. when their parent company. the Switzerland-based Nestlé SA. we believe that research can help us make better food so that people live a better life. and their aim is to bring products to people's doorsteps. Today they are fully integrated in Pakistani life. they are committed to serving our country and its people. and value. they are proud of their commitment to excellence in product safety.

gender. race. sexuality. Their groundbreaking Management Trainee Programme aims to develop talented young men and women and help them achieve their potential in a dynamic and enabling environment It’s Nestlé’s policy to provide an environment where respect is shown to all individual employees and where employees are valued. Nestlé is opposed to any form of unfair discrimination and believe that an inclusive approach will be of maximum benefit to all our . innovative people who are ready to confront new challenges and make a difference. it is their mandate to enhance their skills with cutting-edge training and provide them with world-standard facilities. religion or disability. In addition to Nutrition. They select flexible. Understanding that their people are the bedrock of all their business strategies. and ensures that they have all the right people with the right skills. The confidences that consumers have in their brands is a result of their company’s many years of knowledge in marketing. Health and Wellness.quality and provide optimal nutrition to meet physiological needs. recognised and rewarded on the basis of their talent and their contribution rather than any consideration of age. As an organisation. as well as continuity ±consumers relate to this and feel they can trust their products HUMAN RESOURCE DEPARTMENT HR is dedicated to their employees. in the right places at the right time. research and development. Vision statement Nestlé aim is to meet the various needs of the consumer every day by marketing and selling food of a consistently high quality. Nestlé products bring consumers the vital ingredients of taste and pleasure.

training. assessment and retention of our people will always be supported by these principles of equality of opportunity.R.employees as well as our wider business goals and the society in which we live.O.D. Head of Legal affairs . employment. procedures and practices that will actively promote equality of opportunity and optimize the abilities of their workforce. ORGANISATIONAL STRUCTURE B. progression. Decisions relating to the recruitment.’ In addition. This ethos can be summed up in the following statement: ‘We believe that to succeed we must recruit and retain talented individuals and value and respect the differences each of those individuals brings with them.s Managing Director Head of Sales Head of Technical Head of supply chain Head of H. they have a strong ongoing commitment to developing policies.

This is firmly stated in The Nestlé Human Resources Policy. People development is the driving force of the policy. to help others and to learn is a required basis for advancement and promotion within our company. This document outlines the people focus that is at the base of our company ’s philosophy.long learning as required characteristics for Nestlé managers . specifically in the area of interpersonal relations . learning is an integral par t of our company culture. Some of the major elements are: — A prerequisite for dealing with people is respect and trust. VALUES AND PRINCIPLES REGARDING PEOPLE The Basic Nestlé Management and Leadership Principle document describes the management style and the corporate values of Nestlé.Nestlé’s Culture . This is complemented by open dialogue with the purpose of sharing competencies and boosting creativity. strong leadership and a commitment to life. a totally new policy that encompasses the guidelines that constitute a sound basis for efficient and effective human resource management. — To communicate is not only to inform. — The willingness to cooperate. which includes clear principles on non-discrimination. The policy deals with recruitment. remuneration and training and development and emphasizes individual responsibility. — Transparency and honesty in dealing with people are a sine qua non for efficient communication. it is also to listen and to engage in dialogue. the right of collective bargaining as well as the strict prohibition of any form of harassment . Indeed.The willingness to learn is therefore an essential condition to be employed by .

training is done on.job.Nestlé.the.         Planning Recruitment Selection Training & Development Compensation Performance Appraisal System Occupational Health and Safety measures Career Planning and Development HR Planning: The HR department planned the following:  Regression Method  Use of historic data to predict the forecasted labour demand  Leading indicator forecasted sales. employment level and new expeditions. Guiding and coaching is part of the responsibility of each manager and is crucial to make each one progress HR Practices at Nestle: These are few of the HR practices that we have learned from our resource person. First and foremost. .

. Professional Knowledge: Do you have a great academic record that demonstrates your intelligence. they look for a set of interrelated characteristics encompassing three key areas: knowledge. That's why. you may be right for Nestlé Pakistan. Labor surpluses – Transferring – Work sharing – Selling the operations to other firms  Labor Shortages – Temporary Workers (80:20) RECRUITMENT WHAT THEY LOOK FOR? It takes a special sort of person to come and work at Nestlé Pakistan. commitment and hard work? Can you show us you have a sharp analytical mind. personality and motivation. and the drive necessary to succeed in a competitive environment? If you think you fit the bill. when selecting candidates.

energy and enthusiasm.They look for good academic results at university or equivalent qualifications. The process of recruitment begins with the:  Recruitment budget  Hiring request  Prepare advertisement First of all the Hr department is analyses the following thing. description of responsibilities and competencies Search for the suitable candidates Evaluation of candidates Selection of the most suitable candidate Incorporation and adaptation . 5. analyze it. 4. the class of the degree you have obtained. language theses and any other significant extracurricular activities and achievements. 1. is not the only criterion for selection. However. are also given the right. and come to reasoned conclusions. assignments. look at different options. Other experiences during their studies. All these skills are vital during a career at Nestlé Pakistan. though very important. who can initiate a project and follow through to the end. They want people with drive and tenacity. They look for candidates who can identify a problem. Definition of needs and objective. 2. 3. previous jobs.

Sources of recruitment .         Internal Advertisement Databank. Employee referrals Walk in candidates. Advertising in media Private employment agencies Head hunters/executive search organizations. Colleges and Universities Sources of Internal Recruitment Employee referrals Internal advertising Transfers Sources of External Recruitment Job fairs University Hunts Advertising Emplacement Agencies Walk in candidates Employee Referrals .

However exceptionally good candidates may be considered.) Internal Recruitment a. b. No candidate under the age of eighteen will be considered. Selected candidates will join the new job/position after getting clearance from existing line manager. spouses. Who have completed two year of service. To avoid conflict of interest.External Recruitment: a. c. (This criteria does not apply to technicians/riggers and ancillary staff. Minimum qualifications must be a Bachelor degree or equivalent. Hiring supervisors will need to explain in their assessment of the candidate their qualities that justify hiring. A final decision will rest with the concerned Divisional Head who will need to ensure that there is no conflict of interest. . brothers/sisters in law) will not be encouraged. sisters. d. e. However candidates falling in this category who have exceptionally good credentials may be considered. Human Resources will advise Department Heads on salary ranges to be offered to the applicant keeping internal and external equity in perspective. first cousins. b. A-Level or equivalent may be considered for call centre/support staff however will require approval of the VP Human Resources & Administration. Internal candidates must be confirmed employees of Nestle. hiring of close relations (brothers.

Education (Academic / Professional). General conditions for recruitment: All recruitment will be done through the Human Resources Department in consultation with the Officers and Heads of the concerned Department. 4. Profile and Psychometric Tests Interviews. An applicant’s knowledge. 5. . Experience. 3.c. skill and aptitude related to the position shall be judged according to a range of factors including: 1. Prospective candidates whose spouses work for competition will not be considered for hiring. Spouse of an existing employee will not work for direct competition and either one will have to resign from service. 2. References.

they will be required to fill the standard application form of the Company. when considered for a specific position.  Interview Call: When shot listing is completed by the department. However.SELECTION PROCESS  Application Sorting: Applicants may apply online by registering with the web based recruitment portal. HR officer call the suitable candidates for preliminary interview.  Written Test: It is necessary to every candidate to qualify the written test. All applications will be kept on HR database for a period of 6 months only.  Job Offer If the candidate passes all the stages of recruitment successfully.  Application short list: After the sorting of best application which is suitable for required job. he is offered the job at this stage. the HR department short list the candidates. The written consists of some general questions and some questions which is related with the required job. .

Appointment will be subject to satisfactory references being received. The Human Resources Department would place internal advertisements and / or shortlist suitable candidates from the databank. Lead-time of at least ten working days should be given for selection of candidates. advertisements will be placed in media. .Process of selection: Departments must submit Hiring Request and / or Transfer Request Form to the HR Department and duly signed. upon the department’s request. The department will do another sift if necessary and conduct interviews with the immediate Supervisor / Department / Divisional Head or his / her nominee and any job related selection tests. If no suitable candidate is found. The Human Resources Department may conduct Profile and Psychometric Tests for the selected candidate in order to evaluate the suitability of the candidate. provide screened CVs. Information regarding qualifications and job description should be forwarded for identification of suitable candidates. The Human Resources Department shall. Two Reference checks will be completed for the selected candidate either before hiring or during the probationary period. Short Listed Candidates will be invited for a final interview with the HR department.

maintains and implements HR policies pertaining to employees training. medical and retirement benefits. retention and superannuation. . you'll get the highest salaries ever. And that's a major part of its compensation philosophy . So be you an experienced professional or a fresher. besides carrying out succession planning. Highest Salaries: The salary packages Nestle offer its employees the highest remuneration package that's far above the industry average. at Nestle. The annual salary rewards are linked to employee performance. including.TRAINING AND DEVELOPMENT : The HR department. Assessing training needs of employees and ensuring adequate training is also carried out by the professional HR team at Nestle. An Employee Share Option Scheme operated by the Employees Trust offers new employees the opportunity to acquire ownership in the Company.to always keep employees above their profile's market value. COMPENSATION AND BENEFITS/ PERFORMANCE APPRAISALS: The Company's Total Remuneration package is competitively aligned to the best in the industry and is appropriately balanced between providing cash compensation and benefits.

all their employees have the flexibility to trade salary and holiday.their people . The package includes the following elements: Travelling and Subsistence Expenses: All employees will be reimbursed for any travel and subsistence expenses incurred in the course of their duties.Gain Sharing: On top of their highest salaries and outstanding benefits are their performance based bonuses.they base it on a certain percentage of the top performers among you. Car Allowance: For consulting positions a car allowance is included in the package. For this reason. they value quality human resource. Employees can choose between 15 days and 30 days holiday per year. Benefits: At Nestle. So every quarter. to financial and recreational. for some people this amount is either too much or not enough. They want to keep their most important asset . They don't base employee’s performance on defined targets . . It offers unparalleled employee benefits. However. with the maximum rising to 40 days per year after two years' service. And its performance gauge is very different. ranging from medical. the top 50% performers qualify for bonuses.healthy and happy. Their employees lend the creativity and passion to meet business challenges with bold new ideas. Holiday: Each employee is entitled to a basic 23 days holiday per year.

APPRAISAL PROJECTS: Reward management: The reward management however are strictly performance driven and every opportunity is used to reinforce the culture of reward for performance. Permanent Health Insurance: Nestle provides Permanent Health Insurance to all employees from their first day. to ensure that these remain suitable. en elaborate performance assessment and employee development system has been institutionalized which by design forces objectivity in employee appraisal against given dimensions of performance evaluation.Pension and Life Assurance: After three months' service. every employee has the option to join the company's group personal pension scheme. All employees are covered under Life Assurance from their first day with Nestle. The company contributes to the scheme and reviews its contributions on a periodic basis. or to take a cash alternative. attractive and fair. To promote and strengthen a keenly competitive environment within the organization for enhanced quality and productivity. .

Whichever country you are working in. communicating knowledge as part of their daily routine . and they place as much importance in their professional development as in the research and development of our products. not solely professional trainers. by working with people from many different countries and cultures in the course of your career It gives you the chance to develop skills that will enable you to move to different areas of the business It promotes a common set of values that engender a Nestlé culture and spirit you will experience wherever you work for us It is based on 'on the job' training given by Nestlé people. you will be given the knowledge and tools you need to respond to local needs It encourages you to broaden your horizons. Their approach is unique in many ways:      It reflects the company's decentralized nature.CAREER PLANNING AND DEVELOPMENT People are their greatest asset. That means our managers must be both mentors and teachers.

RECOMMENDATIONS  Nestle should promote external hiring o Differentiation  Training implication o Cultural Integration o Standardization  In expatriates. proper training and awareness  Diversified Projects o Judgmental method  Balance between Internal & external Pay equity .