Introduction

Name : Talha Ateel

Class: MSC
Topic: Hr Policies of Nestle
How Hrm work?
History Of Nestle
The pioneer years
Our history begins in 1866, with the foundation of the Anglo-Swiss
Condensed Milk Company. Henri Nestlé develops a breakthrough infant
food in 1867, and in 1905 the company he founded merges with Anglo-
Swiss, to form what is now known as the Nestlé Group. During this period
cities grow and railways and steamships bring down commodity costs,
spurring international trade in consumer goods.
1905_ Belle Époque
In 1905, Nestlé & Anglo Swiss has more than 20
factories. As World War One approaches, the firm
benefits from the period of prosperity known as the
Belle Époque or ‘Beautiful Age’, and becomes a global
dairy company.
Riding out the storm
He Comes First
The outbreak of World War Two in 1939 affects virtually every market, but
Nestlé & Anglo-Swiss continues to operate in difficult circumstances,
supplying both civilians and armed forces. In 1947, the company adds Maggi
soups and seasonings to its product range, and adopts the name Nestlé
Alimentana.
Fast forward to present time,
Creating Shared Value
Nestlé articulates its Creating Shared Value approach to
business for the first time, and launches its Nestlé Cocoa Plan
and Nescafé Plan to further develop sustainable supply chains
in cocoa and coffee. While strengthening its position in
traditional segments, infant formula and frozen foods, Nestlé
strengthens its focus on medical nutrition.
 Our Vision and Mission

• People understand that food is a source of nourishment and

satisfaction, but also pleasure, health, happiness and peace of
mind. They are increasingly aware that their food and beverage
choices can impact their quality of life and affect the lives of
others.
• Innovation has been at the heart of our company since its
beginning. Ever since Henri Nestlé invented Farine Lactée to
alleviate infant mortality, we have been dedicated to enhance
people’s lives.
 Each day we strive to make our products tastier and healthier choices that help
consumers care for themselves and their families. This would not be possible without our
unmatched R&D capability, nutrition science and passion for quality in everything we do.
Our Products
Nestlé currently has over 2000 brands with a wide range of
products across a number of markets, including coffee, bottled
water, milkshakes and other beverages, breakfast cereals, infant
foods, performance and healthcare nutrition, seasonings, soups
and sauces, frozen and refrigerated foods, and pet food.
 Principle of our company

Our company is based on these fundamental principles and values.

•High commitment to quality products and brands
•Respect of other cultures and traditions
•Commitment to strong work ethic
•Personal relations based on trust and mutual respect
•Proactive cooperation
•Favoring decentralization and networking
•Being committed to work and quality
•Preferring the long-term perspective to short-term
thinking
.
Human Resource Management
Human Resource Management (HRM) is the function within an
organization that focuses on the recruitment of, management of, and
providing direction and guidance for the people who work in an
organization.
The HRM department members provide the knowledge, necessary
tools, training, administrative services, coaching, legal and
management advice, and talent management oversight that the rest
of the organization needs for successful operation.
Recruitment
Process
•What we look for
•Register for our talent pool
•Receiving CV’s
•Professional Knowledge
•Personality
•Motivation
•Recruiting process
 The Interview Process

•Graduate Program
•Professional applicants
•Internships applicants
 Graduate -Applicants

Regular group interview sessions are held throughout the

year for most of the Graduate Programs.
This is a one-day sessions that consists of discussions about
potential jobs and career developments, individual
interviews with HR and line managers, group and/or
individual case studies.
If you are successful at the group stage, you will be invited
for an individual interview day with HR and line managers.
 Professional -Applicants

You should expect a series of individual interviews with HR

and line managers.
These will generally focus on your background and
motivation as they’ll as how you likely fit Nestle's culture
and values.
 Internships applicants

You will be interviewed by HR as they’ll as a line manager.

These interviews will generally focus on your background and
motivation as they’ll as how you likely fit Nestle's culture and
values.
 Training And Development
Training
•Management Trainee Programmed

They hire fresh graduates as potential managers to develop new competencies

and skills through on-the-job development.
Once you've completed the program, you will be assigned independent
responsibilities supporting the company's business needs.
They begin sourcing Management Trainees in January.
interviews and screening is organized according to the graduation schedules of
Pakistani and foreign universities, and are followed by interviews with senior
management.
 Development
• As nutrition and our insights into nutrition
evolve, so too will our NQ Nutrition training,
helping Nestle employees to keep abreast of
new developments and maintain a high level
of credibility through the breadth and depth
of our nutrition expertise.
 The Nestle Human Resource Policy

• This policy encompasses those guidelines which constitute a

sound basis for efficient and effective HR Management in the
Nestle Group around the world. As Nestle is operating on a
worldwide basis, it is essential that local legislation and practices
be respected everywhere.
• Also to be considered is the degree of development of each
market and its capacity to advance in the management of their
human resource.
• The Nestle Management and Leadership Principles include the
guidelines inspiring all the Nestle employees in their action and in
their dealings with others.
 Working environment at Nestle

• Knowledge transfer
• Employment at Nestle
 Knowledge transfer

• Knowledge Transfer is about making the very

best out of our huge intellectual assets and
resources and ensuring that this information is
shared with our partners and within our
communities.
 Employment at Nestle

• The Corporate Business Principles outline the Company’s commitment to fully

endorse and to respect a series of principles and international conventions
concerning employee’s rights, the protection of children against child labor and
other important issues.
• These principles are to be respected everywhere and under all circumstances.
The management will implement the necessary processes to ensure that these
principles are enforced at all levels.
• Furthermore, any form of harassment, moral or sexual, will not only be
prohibited but actively tracked and eliminated.
• Internal Rules and regulations will explicitly deal with discrimination and
harassment issues so as to obtain the best possible prevention.
• Nestle considers that it is not enough to avoid discrimination or harassment.
• It is essential to build a relationship based on trust and respect of employees at
all levels.
 Professional development

• Learning
• Industrial relations
 Learning

• Each employee, at all levels, is conscious of the need to

upgrade continuously her/his knowledge and skills.
• The willingness to learn is therefore a non- negotiable
condition to be employed by Nestle.
• First and foremost, training is done on-the-job.
• Guiding and coaching is part of the responsibility of
each manager and it is crucial to make each one
progress in her/his position.
• Therefore they are proposed in the framework of
individual development programs.
 Industrial relations

• Nestle upholds the freedom of association of its employees and the

effective recognition of the right to collective bargaining.
• The HR manager should not only have the skills and competencies
from a purely professional standpoint but also have the charisma and
the credibility to be a trustworthy partner to her/his colleagues.
• Whereas the HR function should indeed provide flawless
administrative support, its main role is to add value to the business
and to play a proactive role in every situation where HR action is
required.
• With the evidence that the human capital is of increasing importance,
HR plays indeed a pivotal role in the conception and implementation
of the people strategies that impact financial results and the
organization’s overall reputation and effectiveness.
How Nestle Provide Better Service
• The Nestle Spirit
• Human Rights
• Child Labor
• Protection of the Environment
 The Nestle Spirit

• Nestle have a unique set of values and guiding

principles that have been built up over time.
• To sum up the unique spirit of the entire Nestle Group:
They believe in people, rather than systems.
• They are committed to creating value for our
shareholders, but they will not favor short-term profits
at the expense of long-term business development.
• They are as decentralized as their basic policy and
strategy decisions will allow.
 Human Rights

• Nestle fully supports the United Nations

Global Compact’s two guiding principles on
human rights.
• Nestle therefore: Supports and respects the
protection of international human rights
within its sphere of influence.
 Child Labor

• It is generally acknowledged that the causes of

child labor are complex and include poverty,
differing stages of economic development,
social values and cultural circumstances.
• Nestle believes policy development must take
into account the social and legal situation of
individual countries.
 Protection of the Environment

• Since its early days Nestle has been committed

to environmentally sound business practices
throughout the world and continues to make
substantial environmental investments.
• Nestle contributes to sustainable development
by meeting the needs of the present without
compromising the ability of future generations
to meet their own needs.
Thankyou For Your Attention