Download - HR Project Presentation
![Page 1: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/1.jpg)
HR Project
![Page 2: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/2.jpg)
Group Members
Irfan Tahir Khurrum Javed M. Usman Amir Shoukat Zulfiqar Ahmad
![Page 3: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/3.jpg)
Nestle
![Page 4: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/4.jpg)
Introduction
Transnational Company, with headquarters in Vevey,
Switzerland
Founded in 1866 by Henri Nestlé
World's biggest food and beverage company
Nestle employ around 250,000 people
![Page 5: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/5.jpg)
Nestle Brands
Baby Foods Dairy Products Breakfast Cereals Ice Cream Chocolate and Confectionary Prepared Foods Beverages Food Services Bottled Water Pet care
![Page 6: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/6.jpg)
Human Resource Department
![Page 7: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/7.jpg)
Recruitment
Definition of needs and objectives, description of responsibilities and competencies
Search for the suitable candidates
Evaluation of candidates
Selection of the most suitable candidate
Incorporation and adaptation.
![Page 8: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/8.jpg)
Training & Development
Training focuses on
1. Continuous training
2. Increasing personal competencies
3. Interdepartmental collaboration
4. International Training
![Page 9: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/9.jpg)
Development
Formal Training Programs Expatriation assignments Career Counseling and Guidance Management courses Executive courses Small Group Activities Sports and Recreation Succession planning Mentoring
![Page 10: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/10.jpg)
Approaches to Measuring Performances
Objective Bases Competency Based Functional know-how Results orientation Decision making or Problem solving Planning or Organization Communication or Collaboration Personal effectiveness Adaptability or Flexibility
![Page 11: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/11.jpg)
Remuneration and Recognition
It focuses on Rewards linked to performance Definition of total reward Analyze strategic parameters & trends Participation in market survey Maintenance of internal balance Determine salary brackets Reward of high performance
![Page 12: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/12.jpg)
Benefits provided by Nestle
Health insurance plan Pension plan Indemnity for departure 15 & 25 years of service Marriage gifts Baby scheme Mini market Restaurant
![Page 13: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/13.jpg)
Analysis
![Page 14: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/14.jpg)
Analysis
Transnational Company [TNC]– Decentralized SBU– People and product oriented than systems
Tasks are defined in broader terms with distinct job description– Job enrichment– Work/Life Balance
![Page 15: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/15.jpg)
Job analysis
Total Competency job analysis approach – link competencies to tasks in manner that increases the
effectiveness– Define KPIs
Motivational Job Design– High job satisfaction– Stress and mental overload– More training time
![Page 16: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/16.jpg)
HR Planning
Regression Method Use of historic data to predict the forecasted
labour demand Leading indicator
– forecasted sales, employment level and new expeditions.
![Page 17: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/17.jpg)
Recruitment
More Internal hiring – Not aligned with their mission and strategy– Limit Creativity and diversity
Leading the market strategy– Help to attract good talent
![Page 18: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/18.jpg)
HR Planning
Labor surpluses – Transferring
– Work sharing
– Selling the operations to other firms
Labor Shortages– Temporary Workers (80:20)
![Page 19: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/19.jpg)
Training & Development
Training & Development Team building Cross training
– Not fully aligned with strategy
Expatriating Employee willingness
![Page 20: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/20.jpg)
Analysis
Result Based Performance Appraisal– Through KPI– More contamination & Deficiency– Aligned with the strategy
Skill based Compensation– Internal Pay equity is disturbed
![Page 21: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/21.jpg)
Analysis
Cultural differences among employees SBU operates independently.
– These results a high cost to the company.
![Page 22: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/22.jpg)
Recommendations
Nestle should promote external hiring– Differentiation
Training implication– Cultural Integration– Standardization
In expatriates, proper training and awareness Diversified Projects
– Judgmental method
Balance between Internal & external Pay equity
![Page 23: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/23.jpg)
Qarshi Industries
![Page 24: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/24.jpg)
Background
Started “Matab Qarshi” (clinic) 75 years ago
In 1968 Qarshi Dawakhana (Cottage Industry)
Qarshi Industries (Pvt.) Ltd
– Natural products company in Pakistan
– Expanding its business in overseas
![Page 25: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/25.jpg)
Professional Pursuits
Main product includes– Jam-e-Shirin – Johar Joshanda– Springley (Natural
Mineral Water)– Herbal Medicines
Overall range consists of 200 products
![Page 26: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/26.jpg)
Operational Divisions
Natural Medicine Division Distribution Division Ethical Marketing Division International Marketing Division Juices & Farm Products Division Qarshi Health Shops
![Page 27: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/27.jpg)
Strategic Human Resources Management
as strategic partner
![Page 28: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/28.jpg)
Major responsibilities of HR department
Recruitment Performance Appraisal Training & Development Compensation Succession Planning
![Page 29: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/29.jpg)
The Analysis and Design of Work
Observation
Interviews
Questionnaire
Focus Group
Job Analysis Sources
![Page 30: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/30.jpg)
Human Resource Planning and Recruitment
Recruitment budget
Hiring request
prepare advertisement
![Page 31: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/31.jpg)
Indicators to predict future labour demand
Turnover New Ventures Expansion in existing projects Sales & Production targets
![Page 32: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/32.jpg)
Recruitment
– Direct Appointment– Promotion– Transfer– Going for internal and external recruitment
![Page 33: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/33.jpg)
Recruitment sources for hiring
Private employment agencies Advertisement Employee Referrals
![Page 34: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/34.jpg)
Labor information
Overtime is 3 Hours in a day Woman employee 02 % No downsizing Hiring of temporary worker
![Page 35: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/35.jpg)
Selection Processing
Application sorting Application Short listing Interview Call and preliminary interviews Written Test Job Offer
![Page 36: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/36.jpg)
Training needs
Through performance Appraisal
Through Questionnaire
Through Observation of Seniors
![Page 37: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/37.jpg)
Training methods
Questionnaire Interviews Observations Performance Appraisals Self- Assessment Group Meetings Attitude Surveys SME’s Test of Examinations Analysis of existing records or reports.
![Page 38: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/38.jpg)
Employees motivation for training
Opportunity to grow Incentives and Benefits Employees personnel development
![Page 39: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/39.jpg)
Performance management
– Personal traits
– Professional traits
– attribute approach
![Page 40: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/40.jpg)
Purpose and criteria
Purpose:
– Strategic Alignment
– employee development
Criteria:
– Strategic congruence
![Page 41: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/41.jpg)
Employee Development
Assessment centers
job experiences
interpersonal relationships
![Page 42: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/42.jpg)
Analysis
![Page 43: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/43.jpg)
Analysis
• Focus:
• Strategy:
• Employee role:
Efficiency
Related Diversification
Simplified Task
Task Analysis Inventory Mechanistic ApproachJob Analysis Job Design
High Turnover
![Page 44: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/44.jpg)
Staffing
Internal Hiring
Temporary Employees
Panel Interview
HR Personnel Practitioners
Inter rater Conflict: Need Training
Aligned with company’s Focus
High Turnover
![Page 45: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/45.jpg)
• Strategy:
Related Diversification
Integration
Training
•On- the- job training•Technical training
• Company’s Focus
• Training Implication should be:
![Page 46: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/46.jpg)
Performance Appraisal
Attribute Approach
– Strategic Incongruence
Difficulty in measuring different SBU’s
performance
![Page 47: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/47.jpg)
Analysis
Boss Employee Conflict
– Lengthy ADR
Compensation
– Few Benefits
– Low Pay Level
Low Job satisfaction
High Turnover
![Page 48: HR Project Presentation](https://reader034.vdocuments.mx/reader034/viewer/2022052504/546a16a6b4af9fe4538b4b6d/html5/thumbnails/48.jpg)
Recommendations
Result Based performance Appraisal Approach
Peer and subordinate evaluation
Recruiter’s Training
Market Equivalent Pay level
Integration of SBU - Information Sharing
Balance between the temporaries and Permanents employees
Improve their conflict resolution mechanism to increase employee
satisfaction.