human resource management nestle

7/29/2019 Human Resource Management Nestle

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INTRODUCTION --NESTLE

Nestl, over its long historical development from a small village operation to the

worlds leading food Company, has demonstrated an enviable capability to adjustto an ever-changing external environment, without losing its fundamental beliefs

and core values, so important for long-term success. Over the years to come, this

capability will continue to be challenged even more as Nestl is growing in size

and complexity up to a dimension which demands a continuous evolution of its

organization and of the way in which it is run.

This permanent transformation will be driven by the need to manage complexity

with a high level of efficiency, leveraging all the intangibles which enhance our

competitive edge. Our personal motivation based on willingness to learn and to

question what we are doing and why we are doing it, combined with our

longstanding respect for certain Nestl values, will assure our success. In such a

setting, every employee of Nestl has both an individual and complementary role

to play in building the Company of tomorrow. The Basic Nestl Management and

LeadershipPrinciples were issued in 1997. The first version reflected the specific

situation of the Company at that time, and intended to build a bridge at a moment

when it was essential to ensure that our Nestl values were recorded for future

reference.

The new version not only re-emphasizes the values that have been and always

will be those of Nestl, but focuses strongly on the skills that will ensure Nestls

future over the years to come. It is also aligned with the Corporate Business

Principles, which have been revised in 2002. We wish that each of you carefully

read this document, share it with your collaborators, take pride in adhering to its

principles and implement them with conviction and enthusiasm. We believe

indeed that these principles are there to be lived not only through discussions with

colleagues and during training sessions but mainly by taking concrete action in

the workplace. These principles should be applied everywhere and at all times in


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our organization, thus becoming a tangible expression of our corporate culture

and a key component of our success.

NESTLE A HUMAN COMPANY

Nestl is a human Company providing a response to individual human needs

throughout the world with specific concern for the well-being of both its

consumers and its employees. This is reflected in its attitude and its sense of

responsibility towards people. Nestl aims to increase sales and profits but, at the

same time, to raise the standard of living everywhere it is active and the quality of

life for everyone. Nestl is also convinced that it is the people who form the

strength of the Company and that nothing can be achieved without their

commitment and their energy, which makes people its most important asset.

Involvement of people at all levels starts with appropriate information on the

Companys activities and on the specific aspects of their work. Through open

communication and active co-operation, everyone is invited to contribute to

improvements enhancing Company results and personal development

MANAGEMENT COMMITMENT

Members of Nestl Management at all levels are strongly committed to the

Company, its development and its culture as expressed in The Nestl Management

and Leadership Principles. They practice what they preach and show the example

in their daily work. Apart from professional skills and insight, the capacity and

willingness to apply these principles are the main criteria for progressing in the

organisation, regardless of origin, nationality, religion, race, gender or age.


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NESTLE -- VALUES, CULTURES & TRADITIONS

High commitment to quality products and brands

Worried by the high level of infant mortality at that time and relying on scientific

research, the Company founder, Henri Nestl, created a revolutionary product,

Farine Lacte Nestl (Nestl Milk Cereal), which has helped to save the lives of

many children the world over. Nestls coat of arms, the birds nest, which refers

to his name, has become a symbol for our products being a safe harbour for our

consumers. Ever since, product safety and quality, Research & Development

based innovation capacity and strong brands are a priority for Nestl.

Respect of other cultures and traditions

From its inception, Nestl developed its business internationally and became

aware of the fact that food products have to be closely linked to local eating and

social habits. That is why Nestl from the very start has always shown respect for

diverse cultures and traditions. Nestl endeavours to integrate itself as much as

possible into the cultures and traditions where it is present, adding also to the

local environment its own set of values laid out in this document. Therefore,

Nestl embraces cultural and social diversity and does not discriminate on the

basis of origin, nationality, religion, race, gender or age. Furthermore, Nestl

believes that its activities can only be of long-term benefit to the Company if they

are at the same time beneficial to the local community. In short, global thinking

and strategies can best be expressed through local action and commitment.

The Nestl culture

Apart from its commitment to safety and quality and its respect for diversity,

Nestl is committed to a number of cultural values. These values come partly

from its Swiss roots and have been developed during its history. They are also

evolving so as to support the permanent reshaping of the Company. They can be

described as follows:


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Commitment to a strong work ethic, integrity, honesty and quality. Personal relations based on trust and mutual respect. This implies a

sociable attitude towards others, combined with an ability to communicate

openly and frankly.

A personalised and direct way of dealing with each other. This implies ahigh level of tolerance for other ideas and opinions, as well as a relentless

commitment to co-operate proactively with others.

A more pragmatic than dogmatic approach to business. This implies beingrealistic and basing decisions on facts.

Openness and curiosity for dynamic and future trends in technology,changes in consumer habits, new business ideas and opportunities, while

maintaining respect for basic human values, attitudes and behaviour.

Pride in contributing to the reputation and the performance of theCompany. This calls especially for nurturing a sense of quality and long-

term achievement in the daily workbeyond fashion and shortsighted gain.

Loyalty to and identification with the Company.


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NESTLE CORPORATE BUSINESS PRINCIPLES

Nestle is corporate to the following principles in all countries, taking into account

local legislation, cultural and religious practices :

Nestls business objective, and that of management and employees at alllevels is to manufacture and market the Companys products in such a w ay

as to create value that can be sustained over the long term for

shareholders, employees, consumers, business partners and the large

number of national economies in which Nestle operates.

Nestl does not favor short-term profit at the expense of successful long-term business development, but recognizes the need to generate a healthy

profit each year in order to maintain the support of our shareholders and

the financial markets band to finance investments; Nestl recognizes that

its consumers have a sincere and legitimate interesting the behavior,

beliefs and actions of the Company behind brands in which they place

their trust, and that without its consumers the company would not exist.

Nestl believes that, as a general rule, legislation is the most effectivesafeguard of responsible conduct, although in certain areas, additional

guidance to staff in the form of voluntary business principles is beneficial

in order to ensure that the highest standards are met throughout the

organization; Nestl is conscious of the fact that the success of a

corporation is a reflection of the professionalism, conduct and the

responsible attitude of its management and employees.

Therefore recruitment of the right people and ongoing training and development

are crucial; Nestl operates in many countries and in many cultures throughout the

world. This rich diversity is an invaluable source for our leadership. No single

document can capture every legal obligation that may be required in each of these

countries. Indeed, there may be conflicting legal requirements. Nestl continues to

maintain its commitment to follow and respect all applicable local laws in each of

its markets.


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If an interpretation of anything contained in this document is construed as country

to local laws, such interpretation should not be followed in that country.


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NESTLE LEADERSHIP VALUE : ADDING VALUE

Members of the Nestl Management at all levels are more concerned with

continuously adding value to the Company than exercising formal authority. This

can only materialize with a high involvement of each employee and a commonmindset geared to results. Contributing to results through project work and special

assignments becomes more frequent, reaching beyond conventional boundaries in

order to contribute to wider group performance. The broader the responsibility of

a Nestl Manager, the more the following specific criteria should be considered,

in addition to professional skills, practical experience and result focus:

Personal commitment and courage. This includes the capacity and thewillingness to take initiatives and risks as well as to maintain composure

under pressure.

Ability to motivate and to develop people, addressing all those issues thatallow others to progress in their work and to develop their capabilities.

Curiosity and open-mindedness as well as a high level of interest in othercultures and life-styles. This also includes a commitment to continuous

learning and improving, as well as to sharing knowledge and ideas freely

with others.

A taste for initiative together with the ability to create a climate ofinnovation and to think outside the box. This implies the right to make a

mistake but also the readiness to correct it and to learn from it.

Willingness to accept change and the ability to manage it. Adaptability of thought and deed, taking into account the specificity and

the complexity of the environment.

Credibility as a result of coherent action, leadership and achievement. International experience and understanding of other cultures.

In addition, broad interests, a good general education, responsible behaviour as

well as fostering a balanced lifestyle are required to hold high-level management

positions.


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HUMAN RESOURCES

As a dynamic and flexible organization, Nestl Waters North America recognizes

that our workforce our human assets is one of the most important

characteristics that differentiate us in the marketplace. Identifying, recruiting, andretaining top talent across our company are only the beginnings of the story. Our

human resources teams cultivate our culture through employee learning and foster

our sustained growth by ensuring employee passion is directed to help deliver on

business goals. Below is a snapshot of a few of our key opportunities.

Area Human Resources Manager Human Resources Manager Human Resources Associate

AREA HUMAN RESOURCES MANAGER

Area Human Resources Managers have field Human Resources leadership

responsibilities for a specific geography or business unit(s) in the specific areas of

Staffing, Regulatory Compliance, Compensation and Benefits, Employee

Relations, Organizational Development, and Diversity. They create hiring plans,

develop local sourcing strategies, host interview skills training, coordinate and

executes selection processes, and measure process effectiveness. In addition, Area

Human Resources Managers coordinate and execute new employee orientation,

identify retention issues, develop retention plans, administer exit interviews, and

measure process effectiveness. Furthermore, they also ensure compliance with all

relevant employment regulations; develop and monitor compenstation and

benefits programs; manage employee relations programs; and lead organizational

development programs.
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HUMAN RESOURCES MANAGER

The Human Resources Manager leads staffing and recruitment efforts for the

facility, including identifying training needs and developing training plans with

business partners and leaders to ensure a successful start-up. In addition, theposition support managers and employees on day-to-day employee relations

issues; conducts wage analyses, and monitor labor market trends to ensure

competitive pay practices; and maintains legal compliance in HR related areas

and conducts audits on employment practices.

HUMAN RESOURCES ASSOCIATE

The Human Resources Associate position at Nestl Waters North America is

designed to develop individuals with high potential for leadership in Human

Resources. Individuals in this role will be responsible for providing human

resources and project support for a business group. This position provides an

excellent opportunity for incumbents to acquire and strengthen skills in core

human resource areas. The position will provide support for, and deliver results

in: Staffing, Employee Relations, Compensation, Benefits, and Training.

Additional responsibilities will be guided by business initiatives.


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NESTLE VISION & MISSION

VISION

The consumer's voice is the key to Nestle vision and working.

Whether you live in the remotest village or the city, Nestle consumer services

team stands ready to listen to your concerns and provide answers about our

products and guidance on matters of health and wellness.

Nestls global vision is to be the leading health, wellness, and Nutrition

Company of the world . Nest le sub scribes ful ly to th is glob al visi on. In

addition to that, Nestle also envisions to:

Lead a dynami c mot i va t ed and p r o f es s i ona l wor kf o r cet h a t i s p ro u d o f i t s heritage and bullish about the future

Meet t he nu t r i t i ona l needs o f a l l age g r oups t h r ough adiversified product range that contains an innovative portfolio of

branded food and beverages of the highest quality

Maintain long-term growth and deliver shareholder value. Establishing responsible communication with the consumer which in turn

can provide us a better look into what changes need to be made to our

products

S t r e n g t h e n t h e p o s i t i o n a s t h e b e s t c a r e e r d e s t i n a t io n f o r t a l e n t e d a n d motivated individuals

NESTLE MISSION

Nes t l e i s ded i ca t ed t o p r ov i d i ng t he bes t f oods t o peop l e

t h ro u gh o ut t he ir d a y, t h r o u g h o u t t h e i r l i v e s , t h r o u g h o u t

t h e w o r l d . W i t h o u r u n i q u e e x p e r i e n c e o f a nticipating

consumers' needs and creating solutions, Nestle contributes to

your well-being and enhances your quality of life.


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NESTLE GOALS AND OBJECTIVES

Nestle business objective is to manufacture and market the Company's products in

s u c h a w a y a s t o c r e a t e v a l u e t h a t c a n b e s u s t a i n e d h a v et h e l o n g t e r m f o r shareholders, employees, consumers, and business

partners. Nest le recogn izes that it s co ns umer s have a sincere and

legitimate interest in the behavior, beliefs, and actions of the Company

behind brand s in which they place their trust and that without its consumers

the Company would not exist. Nestle continues to maintain its commitment to

follow and respect all applicable local laws in each of its markets. A t th e

en t r ance o f t h i s new mi l l enn i um, Nes t l s ob j ec t i ve I s t o

co ns ol id at e an d strengthen its leading position at the cutting edge of

innovation in the food area in order to meet the needs and desires of

customers around the world, for pleasure, convenience, health and well

being.


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NESTLE CURRENT STRATEGIES

A social and managerial process where by individual & groups

obtains good food and good life through creating and exchanging

product s and values.

THE PRICING STRATEGY

We can easily observe that Nestle itself is taking active part in social

welfare. We see the lower prices of the product as compared to the

other FMCGs Companys pr oduc t s l i ke Uni l eve r and P r oc t e r &

Gam ble . I f we loo k a t th e p r ic es , we can observe that Nestle i s

also using its name for the promotional activities and pricin g strategiesalso. They have to maintain their level of efficiency and always provide the bes t

a t bes t p r i ce . Nes t l e ca r es abou t t he cus t omer s . As t he t i me i s

o f i n f l a t i on , nestle is trying to overcome the pricing problems to the extent

they can do.

Nestlp o i n t o f v i e w i s O n l y b y u n d e r s t a n d i n g c o n s u m e r n

e e d s c a n w e s e r v e o u r consumers to the fullest. Pr of i t ea r n i ng i s

t he co r e a i m o f eve r y comp any bu t i n cas e o f Nes t l e t he i r

p r o f i t margin is small just for the sake of customers trust and happiness. Nestle

is also one of the leader of retaining their customers. This is one reason of their

success.

PROMOTIONAL STRATEGIES

Nestle launch was, perhaps one of the most aggressive as far as processed Nestle

product concerned, with TV, print ads, radio commercials, billboards and plenty

of BTL (below the line) activities including direct consumer and shop branding

activities. Due to this aggressive marketing campaign, the competition seems to

begetting tougher. So far ads focus towards the younger generation, who want to

feel f r ee , young and ex ci t ed , l eadin g a hea l thy l i f es ty le . These

ad s a re app ea l in g s pecific social class. They keep the in formation of


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the other companies what they are offering. Try to improve their

strategies from others so that they can promote their product more.

Like more companies are now coming in the market so there is more completion

in the market and they have to be up to date from the current situations


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EMPLOYMENT AT NESTLE

The Corporate Business Principles outline the Companys commitment to fully

endorse and to respect a series of principles and international conventions

concerning employees 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. Employees who are not abiding with the

Corporate Business Principles and the Nestl Management and Leadership

Principles cannot be maintained in employment and will be requested to leave the

organization. Also their main suppliers and providers of out sourced services

should be informed of the Corporate Business Principles and should comply with

those. Nestl provides a working environment which protects the health and there

welfare of the employees according to the highest?

Affordable standards of safety, hygiene and security. Each employee should not

only Care for her/his own safety but also that of her/his colleagues. Therefore,

suggestions for improvement are they come and will be given prime

consideration.

In the same way that no discrimination for reason of origin, nationality, religion,

race, Gender or age will be tolerated when joining Nestl, no such discrimination

will be tolerated towards Nestls employees. 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. Nestl

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. Therefore, it is indispensable for each manager to know how her/his


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employees feel in their work. In larger units it may be necessary to organize such

feedback on a regular basis, using internal surveys or other valuable approaches.

Nestl favors a policy of long-term employment. Whenever, an operation activity

cannot be maintained within the Nestl sphere, reasonable steps will be

undertaken to avoid overall loss of employment by identifying an external

Business willing to take over activity from Nestl, whenever this is possible.

If this is not possible, a closing down may be unavoidable. It will be handled in

full respect of local legislation and of the Corporate Business Principles. A social

plan will be elaborated taking into account the legitimate interests of the

concerned staff.

Reasonable efforts will be deployed to reduce, as much as possible, the negative

Social impact of such a situation.

.


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LABOUR POLICIES

In Nestle, management dealing with people is respect and trust. There canbe no room for intolerance, harassment or discrimination of any kind as

they are the expression of an elementary lack of respect. This principle

suffers no exception and is to be applied at all levels and under all

circumstances.

Nestle management has work simplicity & honest in dealing with peoplefor efficient communication. Based on facts and sincere dialogue, such

transparency is the only solid basis for boosting continuous improvement.

This is to be complemented by open communication with purpose ofsharing competencies and boosting creativity. It is particularly relevant in

a flat organization to convey systematically all information to those who

need it to do their work properly. Otherwise no effective delegation or

knowledge improvements are possible

To communi ca t e i s no t on l y t o i n f o r m. I t i s a l s o t o l i s t enand to engage in dialogue. Every employee has the right to an open

conversation with superiors or colleagues.

In case of discord between an employee and his/her superior or anotheremployee, the possibility must be offered for a fair hearing. The HR staff

of Nestle will provide assistance to ensure that the disharmony is dealt

with impartially and that each party the opportunity to explain her/his

view point regardless of hierarchical position.


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MOTIVATIONAL STRATEGIES

ADOPTION ASSISTANCE

Family is an important part of who we are, which is why Tetra pak offers a

valuable support for the families through various programs.

EMPLOYEE DISCOUNTS

Tetra Pak offers discounts on a broad range of products to their

employees also provide travel and quarters, electronics, gifts, financial services,

clothing and more.

VOLUNTARY BENEFITS

Tetra Pak makes a number of voluntary benefits available to you through an

outside service provider, including auto and home insurance, prepaid legal

services and pet insurance.

SCHOLARSHIP PROGRAM

The Nestl Scholarship Foundation is proud to sponsor a scholarship program that

p r o v i d e s f i n a n c i a l a s s i s t a n c e . S c h o l a r s h i p r e c i p i e n t s a r e

s e l e c t e d b a s e d o n academic record, demonstrated leadership

skills, and participation in school and community activities.

LONG-TERM CARE

Long-Term Care insurance is available to protect employees and

el igib le fami ly members from the potential cost of nursing homes or other long-

term care.


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EMPLOYEE ASSISTANCE PROGRAM (EAP)

Nes t l pr ov id es EAP s e rv ice s a t n o c os t t o empl o yee s an d

th ei r el ig ib le fa mi ly members for confidential access to professional

counselors trained to help with a variety of personal and family issues.

PICK AND DROP FACILITIES

Nestle provide their employee pick and drop facility, the timing of employee

come into the workplace is also not disturb. All employees are relatively on the

time in their workplace.

GOOD WORKING ENVIRONMENT

Wor k i ng env i r onment i s ve r y s u i t ab l e f o r empl oyees . Nes t l e

i s mul t i na t i ona l company s o t h ey p r ov i de t he i r

emp loye es ef fe ct iv e wor kin g env iron men t tha t encourage

employee to done their work continues effectively


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SAFETY & HEALTH MEASURES

Nestle regards its people as its most valuable asset and places the highestpriority on protecting them. In every country where we operate, our

company emphasizes the need for safe working environment, which mustmeet our strict global corporate standards. We are determined to provide a

safe working environment for all our employees, contractors and visitors

and we are vigilant in continuing to implement Health and Safety practices

and programs at all our sites.

Val u i ng our peop l e by p r ov i d i ng a s a f e p l ace t o wor k . I den t i f y i ng , a s s es s i ng and r educ i ng r i s k and p r even t i ng

i n j u r y o r i l l nes s t o ou r empl oyees , con t r ac t o r s and

v i s i t o r s .

Operating our business to meet health, safety, legislative ando t he r r equ i r emen t s app l i cab l e t o Ne s t l .

Cont i nua l l y moni t o r i ng , r ev i ew and es t ab l i s h i ng newobj ec t i ves a i med a t e l i mi na t i ng o r mi n i mi z i ng wor k

r e l a t ed i n j u r y o r i l l nes s .

Deve l op i ng and i mpl emen t i ng e f f ec t i ve and e f f i c i en ti n j u r y management s ys t ems whi ch enab l e a s a f e and

s us t a i nab l e r e t u r n t o wor k f o r a f f ec t ed empl oyees .

Providing information, training and supervision to employees andcontractors to ensure they understand their roles and responsibilities in

eliminating or minimizing the risk of workplace injury or illness.

Encouraging a similar Health and Safety commitment from our suppliersand cont ract ors .

Cons u l t i ng wi t h empl oyees and o t he r s t akeho l de r s onHea l t h and Sa f e t y ma t t e r s .


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HR ORGANIZATION DEVELOPMENT INTERNAL

SHIP PROGRAM -- NESTLE

A TEAM ENVIRONMENT:

HR Organization Development interns contribute as full members of their team

during their 6 month internship, with responsibilities in the areas of:

Organizational development and a variety of learning solutions Learning Management and Mentoring Systems Design and implementation of e-learning modules Focus groups, survey work and data collection in support of

development solutions

Organizational development marketing campaigns Learning effective assessment strategies focused on behavioral-based

interviewing

HIGH IMPACT PROJECTS:

Our intern assignments are real world projects based upon business needs. Youwill gain experience working with people from a variety of departments. Interns

typically present project findings to their HR team, as well as relevant department

leadership.

PERFORMANCE FEEDBACK:

As a HR Organization Development Intern, you can expect informal feedback and

coaching to assist in your development throughout your internship.

WHO WE ARE LOOKING FOR:

When evaluating internship candidates, Nestl Purina PetCare looks for people

who are:


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Enrolled in a Masters degree program in Human Resources orIndustrial-Organizational Psychology

Effective multi-takers Detail oriented Self-starters Independent workers Team oriented


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HR TRAINEE PROGRAM

A TEAM ENVIRONMENT:

HR Trainee positions are unique in that trainees will have the chance to take ahands-on approach to learning in all areas of a manufacturing plant as well as

focusing within your own discipline. As an HR trainee, you will gain a holistic

understanding of plant operations. HR Trainees will contribute as full members of

their team during their 18-24 month training period, with responsibilities in the

areas of:

Employee relations Recruiting/Selection process Training & Development Compensation/Benefits Affirmative Action Planning SAP

HIGH IMPACT PROJECTS:

Our intern assignments are real world projects based upon business needs. You

will gain experience working with people from a variety of departments. Interns

typically present project findings to their HR team, as well as relevant department

leadership.

PERFORMANCE FEEDBACK:

As an HR Trainee, you can expect informal feedback and coaching to assist in

your development throughout your internship.

Who We Are Looking For:

When evaluating internship candidates, Nestl Purina PetCare looks for people

with:


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A Bachelors Degree in Human Resource Management, BusinessAdministration, or a related field

A willingness to work nights and weekends as required A willingness to relocate to any Nestl Purina plant upon completion

of the program

Co-op or practical experience Excellent communication and interpersonal skills


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CAREER MANAGEMENT

The Nestl Human Resource Policy The long-term success of the Company

Depends on its capacity to attract, retain and develop employees able to ensure its

growth on a continuing basis. This is a primary responsibility for all managers.

The Nestl policy is to hire staff with personal attitudes and professional skills

enabling them to develop a long-term relationship with the Company.

Therefore the potential for professional development is an essential standard for

recruitment.

Each new member joining Nestl is to become a participant in developing a

sustainable quality culture which implies a commitment to the organization, a

sense for continuous improvement and leaves no place for complacency.

Therefore, and in view of the importance of these Nestl values, special attention

will be Paid to the matching between a candidates values and the Company

culture.

Hence, a clear communication of these principles and values from the very

beginning of the recruitment process is required. Moreover, for managerial

positions specific leadership qualities and business acumen will be required.

Nestl wishes to maintain and develop its reputation as an employer of high

repute. Contacts with universities, attendance at recruitment events and other

contacts are to be undertaken so as to ensure good visibility of the Company visa

vis relevant Recruitment sourcing. Particular care will be given to the treatment of

each Candidacy regardless of the outcome of the selection process.

Even when promoting employees intensively from within the organization, it is

the role of management and HR to keep an eye on valuable candidates from

outside and to Benchmark internal skills with external offers.


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Whilst adequate recruitment tools may improve the hiring process, it is

understood that the decision to hire a candidate remains in the hands of the

responsible manager Supported by the HR staff. Under no circumstances should

the decision to hire or not to hire be left in the hands of an outside consultant or

expert. As mentioned in the Nestl Management and Leadership Principles, only

relevant skills and experience and the adherence to the above

Principles will be considered in employing a person. No consideration will be

given to a candidates origin, nationality, religion, race, gender or age.

It is as important to hire the right person as it is to integrate newcomers in the

organization so that their skills and behavior can merge smoothly with the

Company culture. Whereas from new employees it is expected to respect their

companys culture, it is accordingly required from all employees to show an open

mind towards new ideas and proposals coming from outside.


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TRAINING AND DEVELOPMENT -- NESTLE

MANAGEMENT TRAINEE PROGRAMMED:If you're young, bright and hard working, the Management Trainee Program may

be the place for you. They hire fresh graduates as potential managers to develop

new competencies and skills through on-the-job development.

You'll be hired in one of various departments at inductee level on a 12-month

training program. 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. Preliminary interviews

and screening is organized according to the graduation schedules of Pakistani and

foreign universities, and are followed by interviews with senior management.

EMPLOYEE NUTRITION TRAINING

Building a continuous nutrition learning culture within Nestl is a key element in

our journey to become a nutrition, health and wellness company, to provide

profitable growth in the future. To support this objective, they have developed

the NQ (Nutritional Quotient) training program for employees, based on the

principle that nutrition is everybodys business at Nestl, irrespective of the area

in which employees work.

Nestls expert nutrition knowledge is long-established, centered on the activities

of Nestl Nutrition and our R&D network. The NQ program is designed to widen

and increase the knowledge base among employees in other job functions, giving

everyone the confidence to apply this knowledge in their work.

The program combines nutritional knowledge with commercial application. For

example, when communicating with consumers about balanced diets, the

knowledge gained by Nestl employees through the NQ program will help make

nutrition and wellness tangible to consumers, ensuring that Nestl is regarded as a

knowledgeable partner in nutrition matters. Not only this - a major aim of the

program is also to help employees make informed and healthy nutrition choices

for themselves and their own families.


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A MODULAR PROGRAM

NQ training comprises engaging modules suitable for all employees, from the

Executive Board to plant operators, and leverages the nutrition expertise of Nestl

scientists and health marketing specialists. Implementation began in 2007, with

Nestl nutrition experts and marketing specialists taking part in "train the trainer"

sessions across our zones to support the cascade of knowledge to all employees.

Key to the success of the NQ training are interactive, customized modules

designed to encourage people to participate and put knowledge into action. These

are tailored to specific needs:

1. Foundation module: a stand-alone program of learning and development for

Nestl employees whose jobs are principally non consumer or customer facing.

2. Advanced module: core learning for staff who are engaged with external

bodies and consumers/customers.

3. Specialist modules: place particular emphasis on understanding the

consumer and application of the Nestl nutrition and wellness strategy in

specific product categories.

A COMPLETE TOOLKIT

The NQ program toolkit comprises a suite of materials for trainers, including

training manuals and slide sets. For trainees themselves, learning takes place in an

engaging way using a variety of media and formats, including interactive games,

motivational video content and an on-line quiz. This is used to measure collective

progress and to allow each trainee to evaluate, in an entirely confidential way, hisor her personal lifestyle choices. The toolkit also comprises awareness-raising and

motivational material that can be used and adapted to meet local needs, including

posters, questionnaires and certificates.


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ONGOING DEVELOPMENT

As nutrition and our insights into nutrition evolve, so too will our NQ Nutrition

training, helping Nestl employees to keep abreast of new developments and

maintain a high level of credibility through the breadth and depth of our nutrition

expertise.

INTERNALSHIPS:

Internships are a great way to apply the knowledge and skills you are developing

at university and get experience in a leading corporation.

They offer project-based internship positions in various departments at Nestle.

You may be hired as an intern at various points during their academic career:

during undergraduate study or graduate school.

Most internship assignments are offered during the summer months and generally

run for 6 to 8 weeks.

At the end of the internship you will be required to submit a project or program

report to the company on the topic assigned to you at the beginning of the

internship program.

If you impress us with their talent & hard work, you may be considered for

employment opportunities after you have completed their studies.


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PERFORMANCE APPRAISAL

A p e r f o r m a n c e a p p r a i s a l , e m p l o y e e a p p r a i s a l , p e r f o r m a n

c e r e v i e w , o r ( c a r e e r ) development discussion is a method by which

the job performance of an employee is evaluated (generally in terms of quality,

quantity, cost, and time) typically by the corresponding

managerorsupervisor .Nestle give importance to their employees at their work

place because Nestle totally d e p e n d o n t h e i r q u a l i t y , s o

q u a l i t y b y t h e N e s t l e o n t h e b a s e s t h e i r e mp lo ye es

pe r f o rman ce . So i f e mplo ye es a re on r igh t t r a ck s o co mp an y

g i ve s incentives to their employees.

COMPENSATION BENEFITS

Compensation is a key part of Nestl Real Rewards package and helps to

at trac t, motivate, and retain a workforce of top performers. Our philosophy is to

provide and maintain disc ip lined co mpensation programs which val ue

long term relationships with employees while recognizing individual

performance. Nestl is also committed t o o f f e r i n g c o m p e n s a t i o n

p a c k a g e s , i n c l u d i n g b a s e p a y , s h o r t a n d l o n g - t e r m

incentives and benefits, that are competitive in todays market.

BASE PAY

Your base salary is the fixed portion of your pay. Base salaries are

designed to be c o m p e t i t i v e , b a s e d o n d a t a s p e c i f i c

t o e a c h p o s i t i o n a s m e a s u r e d i n t h e marketplace. High

performance over time is recogniz ed by base pay that is highe r than the

market.

SHORT-TERM INCENTIVES

Short-term Incentive pay is designed to reward you for

accomplishments during a specific performance period (typically

annually). For most Staff and Division level positions, Nestl offers

Awards for Performance Excellence. Nestl also offers a variety of Sales

and Plant Incentive.
http://en.wikipedia.org/wiki/Job_performancehttp://en.wikipedia.org/wiki/Employeehttp://en.wikipedia.org/wiki/Quantityhttp://en.wikipedia.org/wiki/Costhttp://en.wikipedia.org/wiki/Timehttp://en.wikipedia.org/wiki/Managerhttp://en.wikipedia.org/wiki/Supervisorhttp://en.wikipedia.org/wiki/Supervisorhttp://en.wikipedia.org/wiki/Managerhttp://en.wikipedia.org/wiki/Timehttp://en.wikipedia.org/wiki/Costhttp://en.wikipedia.org/wiki/Quantityhttp://en.wikipedia.org/wiki/Employeehttp://en.wikipedia.org/wiki/Job_performance


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LONG-TERM INCENTIVES

Long-term Incentive plans, such as Nestl are designed to motivate and

reward those in eligible leadership positions for the Companys

sustained success over a longer period, often three years or more. LTIP target

award opportunities are set to be competitive within the market and are calculated

as a percentage of pay


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BIBLIOGRAPHY

1. http://www.nestle.com/AllAbout/AllAboutNestle.htm2. .http://www.scribd.com/doc/10552265/Nestle3. .http://www.scribd.com/doc/10552265/Nestle4. .http://www.nestle.pk/brands/our-brands.aspx5. http://www.careers.nestle.com/life/career_training.htm6. http://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-

406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdf

7. .http://www.nestle.pk/community/she-policy.aspxwww.nestle.pkwww.nestle.comwww.wekipdia.com
http://www.nestle.com/AllAbout/AllAboutNestle.htmhttp://www.scribd.com/doc/10552265/Nestlehttp://www.scribd.com/doc/10552265/Nestlehttp://www.nestle.pk/brands/our-brands.aspxhttp://www.careers.nestle.com/life/career_training.htmhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.nestle.pk/community/she-policy.aspxhttp://www.nestle.pk/community/she-policy.aspxhttp://www.nestle.pk/http://www.wekipdia.com/http://www.wekipdia.com/http://www.nestle.pk/http://www.nestle.pk/http://www.nestle.pk/community/she-policy.aspxhttp://www.nestle.pk/community/she-policy.aspxhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF23-8EB09D5DE44E/81594/HumanResourcesPolicy.pdfhttp://www.careers.nestle.com/life/career_training.htmhttp://www.nestle.pk/brands/our-brands.aspxhttp://www.scribd.com/doc/10552265/Nestlehttp://www.scribd.com/doc/10552265/Nestlehttp://www.nestle.com/AllAbout/AllAboutNestle.htm


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CONCLUSION

Nestle is the world leader in FMCG industry. People trust on the

products launched by the company even the product is facing some

problems. Nest le today move for new strategies to retain their

customer and also want to get new customer. Nestle enhance

their internal and external policies to satisfy their customers

and also their employees. HR plays a major role to maintain Nestle

status in the market.

human resource management nestle

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