Human resource management report

HUMAN RESOURCE PRACTICES IN NESTLE PAKISTAN

Submitted By: Muhammad Mobeen Raza mubeen_raza110@hotmail.com

Submitted To:

Sir Abdul Mujeeb Faqooqi

This is our Human Resource Term Project report which aims to make us learn about HR practices in any organization by visiting their office and conducting interview. We visit to Nestle Pakistan on focus on Karachi Office where ask them few questions related to our class room learning and some information they provide us by seeing our interest in this term project. We have gathered cluster of information about Nestle Pakistan HR practices and learn a lot with this term Project.

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Table Of Contents Page No.

Introduction 6

Human Resource 6

Getting Started 6

What they Believe 6

The Nestle Difference 7

Growth 7

Learning 7

Safety at work 8

Major focus on preventing accidents 8

Involving Employees 8

Tools to manage safety performance 8

Safety at work award 9

Nestle Policy on Health and Safety at Work 9

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Table Of Contents Page No.

Prevention of work-related injury and illness 9

Operational Safety, Health and Risk Management 9

Nestle and third parties 10

Management leadership and employee involvement 10

Implementation 10

Tracking workplace injuries: Five-year Evolution 11

RECRUITMENT 11

WHAT THEY LOOK FOR 11

Professional Knowledge 11

Personality 12

Motivation 12

Recruiting process 13

Receiving CV’s 13

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Table Of Contents Page No.

Register for our talent pool 13

The Interview Process 13

Graduate Program Applicants 13

Professional Applicants 14

Internships applicants 14

TRAINING 14

Management Trainee Programmed 14

Ongoing development 14

Internships 14

The Nestle Human Resource Policy 15

A SHARED RESPONSIBILITY 15

CAREER MANAGEMENT 16

JOINING NESTLE 16

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Table Of Contents Page No.

EMPLOYMENT AT NESTLE 17

Knowledge Transfer 18

PROFESSIONAL DEVELOPMENT 18

Learning 18

Industrial relations 18

The Nestle Spirit 20

Question/Answers 20

Human Rights 23

Child Labor 23

Protection of the Environment 23

Responsibility to environment 24

Earthquake Relief 24

Reference 25

INTRODUCTION OF NESTLE

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Nestle was founded in 1866 by Henri Nestlé and is today the world's biggest food and beverage

company. Sales at the end of 2005 were CHF 91 billion, with a net profit of CHF 8 bn. Nestle

employ around 250,000 people from more than 70 countries and have factories or operations in

almost every country in the world.

HUMAN RESOURCE

HR is dedicated to their employees, and ensures that they have all the right people with the right

skills, in the right places at the right time.

Understanding that their people are the bedrock of all their business strategies, it is their mandate

to enhance their skills with cutting-edge training and provide them with world-standard facilities.

They select flexible, innovative people who are ready to confront new challenges and make a

difference. Their groundbreaking Management Trainee Programmed aims to develop talented

young men and women and help them achieve their potential in a dynamic and enabling

environment.

Over a hundred people travel out of the country every year to take advantage of their

international training and development events. 

GETTING STARTED

Nestle is the world’s largest and most respected food company, and their success is built on their

people. Their 140 years of experience has taught us that people are more important than systems

& processes. They offer you an attractive and dynamic working environment where you'll find

constant opportunities for development: a place where you can grow, learn, and fulfill their

potential to the utmost.

WHAT THEY BELIEVE IN

They are a people company. Their people are their greatest strength, and nothing can be achieved

without their commitment and energy.

At Nestle Pakistan their opinion counts.

Here you'll fit into a corporate culture that's based on a set of fundamental principles and values.

These are:

• High commitment to quality products and brands

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• Respect of other cultures and traditions

• Commitment to strong work ethic

• Personal relations based on trust and mutual respect

• Proactive cooperation

• Being pragmatic rather than dogmatic

• Favoring decentralization and networking

• Being committed to work and quality

• Preferring the long-term perspective to short-term thinking

They're proud of their traditions and heritage, and as times change, these core values keep

evolving.

The Nestle Difference

At Nestle you'll find their self in a dynamic and invigorating environment, surrounded by people

who are passionate about their work.

You'll feel empathized to contribute to the company's business objectives and to achieve their

own personal and professional goals.

You and their colleagues shape and lead the organization their energy is its greatest strength.

Growth

New employees are given responsibility at an early stage, and high performers can develop fast.

Their international and multicultural working climate is conducive to creativity, innovation and

personal development. And you'll get competitive working conditions, a compensation package

and social benefits in line with their company's high standards. Here, you'll get the room to add

value and make a real difference. If you're qualified and ready to confront new horizons, you'll

have the chance for a truly international career.

Learning

If you want to keep learning and improving every day of their working life, you might fit in very

detail at Nestle Pakistan. From their very first day, you will start to acquire new skills that may

take you to the very top, and to the furthest corners of the world. Here, you'll thrive in an

environment of lifelong knowledge enrichment, where learning is a continuous process rather

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than an occasional program or event. That's why you'll find their self working with people who

want to know more, do more and achieve more for them, and for the organization. 

SAFETY AT WORK

Nestle is committed to being a leader in workplace safety and health.  The Nestle Occupational

Health and Safety Management System (NSMS) was revised in line with the 2007 edition of the

international standard OHSAS 18001 and reissued to all Nestle operations, reinforcing our

commitment that “Safety is non-negotiable”.  They are also working towards external

certification of our factories against OHSAS 18001. This will provide a common language

around our health and safety management systems, and make it easier to demonstrate

implementation of these standards to our stakeholders.  The number of workplace injuries has

been reduced. For example, in 2007 the number of injuries leading to one or more days away

from work in Nestle decreased to almost one quarter of that seen in 2001.

Major focus on preventing accidents

Over the years, Nestle has developed a strong network of local Safety, Health and Environment

functions that develops and shares best practices in accident prevention across the world. 

Involving employees

Employees at all levels are employed to assume ownership of workplace safety. Behavior based

safety programs are being implemented in all operational sites (including factories and

distribution centers). Safety observations made by those most concerned are gathered and

analyzed and measures to eliminate or manage risks are implemented. 

Tools to manage safety performance 

Custom-made tools have been put in place to track workplace safety key performance indicators.

Safety practitioners and managers have access to reports about their local performance and those

of other sites, enabling easy internal benchmarking and identification of best practices. 

Safety at Work Award

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In order to reinforce a culture of safety in the company Nestle has created a 'Nestle Safety at

Work Award' 2008. Nestle country or market organizations worldwide presented applications to

the jury. Each country or market organized an internal safety award competition and designates

one champion team to participate in the Nestle Safety Award. Local winners are recognized with

Gold, Silver and Bronze awards and the global winners will be announced at the end of March.  

The winners are presented with their trophies at the Nestle Market Conference.

Nestle Policy on Health and Safety at Work

Nestle regards its people as its most valuable asset and places the highest priority on protecting

them. The Nestle Policy on Health and Safety at Work is based on the Nestle Corporate Business

Principles, which are binding for the whole Nestle Group.

Prevention of work-related injury and illness

Nestle believes that work-related injuries and illnesses can be prevented. They integrate health

and safety into management of the business by establishing local safety organizations that

proactively advance a strong safety culture. Further, they implement worldwide our

mandatory Nestle.

Operational Safety, Health and Risk Management

Strategy, which meets or surpasses the requirements of the health and safety laws applicable in

the countries in which they operate conduct risk assessments and take appropriate corrective

action to minimize threats to human health and safety. Furthermore, they establish emergency

and contingency plans to deal with residual risks. This approach also minimizes threats to the

business, protecting our shareholders’ interests; continuously improve our performance by

adapting processes, work practices and systems as a result of monitoring safety performance and

analyzing accidents or occupational health problems.

Nestle and third parties

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Nestle understands the responsibility of the community and third parties in managing safety.

Therefore, they communicate with relevant local communities and their emergency services,

providing them with adequate health and safety information on our operations. They encourage

joint training and exercises with local emergency services where appropriate ensure that all third

parties entering Nestle sites have sufficient relevant information and training and are properly

equipped to safely execute their tasks on our sites; regard health and safety management as an

important consideration in supplier and contractor selection. Nestle enforces this policy on third

parties operating on our sites and encourages our suppliers and contractors to apply similar

standards of Nestle sites.

Management leadership and employee involvement

Nestle recognizes the critical role of our people to ensure a safe and healthy work environment.

As an integral part of managing the business, all Nestle managers are accountable for managing

workplace health and safety with strong leadership and credibility. They build a proactive safety

culture by actively engaging our employees and other relevant stakeholders to drive

implementation of all elements of our Nestle Operational Safety, Health and Risk Management

Strategy through consultation and communication with staff at all levels educating, training and

equipping staff at all levels to ensure that they are employed to avoid unsafe situations and to

respond rapidly to unexpected events; setting targets and monitoring performance to drive

continuous improvement of our achievements, while providing the needed resources to ensure a

safe working environment. Further, employees at all levels are accountable to work in a safe

manner to prevent injury to themselves and fellow workers, and to become actively involved in

programs to improve health and safety performance in the workplace.

Implementation

Nestle implements this policy through the Nestle Operational Safety, Health and Risk

Management Strategy to ensure a consistent and coherent standard worldwide. However, the

specific methods of managing health and safety at work depend on local social norms, practices

and regulations. Local management is accountable to implement an adapted safety organization

to comply with this policy. The Nestle Operational Safety, Health and Risk Management System,

supports the Nestle Operational Safety, Health and Risk – Management Strategy by guiding

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managers on the most effective implementation approach.

Tracking workplace injuries: Five-year Evolution

Nestle started tracking injuries that lead to days away from work and/or to medical treatment at

corporate level in 1998. This tracking covers approximately 275,000 employees and 50,000

contractors (those that work at Nestle sites) across the world. Since then, significant progress has

been achieved. In the period 2003-2007, the number of injuries with time away from work (for

employees and contractors) per million hours worked reduced by 65%. 

RECRUITMENT

WHAT THEY LOOK FOR

It takes a special sort of person to come and work at Nestle Pakistan.

That's why, when selecting candidates, they look for a set of interrelated characteristics

encompassing three key areas: knowledge, personality and motivation.

Professional Knowledge

Do you have a great academic record that demonstrates their intelligence, commitment and hard

work? Can you show us you have a sharp analytical mind, and the drive necessary to succeed in

a competitive environment?

If you think you fit the bill, you may be right for Nestle Pakistan.

They look for good academic results at university or equivalent qualifications. However, the

class of the degree you have obtained, though very important, is not the only criterion for

selection. Other experiences during their studies, previous jobs, assignments, language theses

and any other significant extracurricular activities and achievements, are also given the right.

They look for candidates who can identify a problem, analyze it, look at different options, and

come to reasoned conclusions. They want people with drive and tenacity, energy and enthusiasm,

who can initiate a project and follow through to the end. All these skills are vital during a career

at Nestle Pakistan.

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Personality

To succeed at Nestle Pakistan, you need more than professional knowledge. You need a flair for

the field of activity of their choice, an open mind, and a willingness to dig in and learn new skills

and ideas. They're looking for applicants who are dynamic and communicative. People, who can

listen, understand and integrate the opinion of others, people who can express their ideas clearly,

both verbally and on paper. They want people who like to negotiate, even with very different

partners, and to solve problems in complex situations. They like candidates who show

leadership, inspire others, and are self-confident, yet realistic. People who have a positive

attitude to work and are willing to work hard, even under pressure. They seek people who can be

objective in their assessment of themselves and of others.

Motivation

While they expect loyalty to their company, they expect their people to be critical and suggest

improvements wherever necessary. They like people who are motivated themselves & can

motivate others.

What Will Make You Right for Nestle?

A Nestle employee is characterized by creativity and dynamism. They don't only look for

specialists, but people who have knowledge and skills in more than one field, with broad

interests.

To sum up, they want people with purpose and ambition, though not at the expense of others.

They want people who take responsibility for their actions, who consider Nestle their own

business, and who show an entrepreneurial spirit.

If you think you fit the Nestle profile, you might be just the person they're looking for!

Recruiting process

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Applying for a current job / graduate program / internship 

Please look through the vacancies and choose which you are interested in.

Create your CV by filling out the online form.

Once the application is complete, you will receive a confirmation message telling you that it has

been received and is being processed.

Receiving CV’s

They will review and select CVs that best match open jobs. Please note that only completed CVs

will be taken into account. 

Only selected candidates will be contacted. 

In any case, you will receive an e-mail telling you when the job you applied for has been filled.

Register for our talent pool

If there is no job opening suitable for you, you can still register your details in our database. You

will then be considered as a potential candidate for new upcoming positions. They regularly

review CVs and jobs to try to match registered candidates with job openings.  You will only be

contacted if they find a suitable match.

The Interview Process

Graduate Program 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

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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

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.

Ongoing 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.

Internships

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 Pakistan. You may be hired as an intern at various points during

their academic career: during undergraduate study or graduate school. Most internship

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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.

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. They are in essence flexible

and dynamic and may require adjustment to a variety of Circumstances. Therefore its

implementation will be inspired by sound judgment, compliance with local market laws and

common sense, taking into accounts the specific context. Its spirit should be respected under all

circumstances. 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. The Corporate Business Principles

refer to all the basic principles which Nestle endorses and subscribes to on a worldwide basis.

Both these documents are the pillars on which the present policy has been built.

A SHARED RESPONSIBILITY

HR managers and their staff are there to provide professional support in handling people matters

but should not substitute themselves to the responsible manager. Their prime responsibility is to

contribute actively to the quality of HR management throughout the organization by proposing

adequate policies, ensuring their consistent application and coherent implementation with

fairness. Acting as business partners, the HR manager advises and offers solutions which results

in positive impact on the organization’s effectiveness. Furthermore, she/he proposes best

practices and provides state-of-the-art support and counseling to her/his colleagues. Together

they act as co-responsible partners for all HR matters. This partnership is the key for efficiency

in people management. The communication skills of the HR staff must be appropriate to deal

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with all delicate matters as they occur frequently in human relations issues. They gain their

credibility not only from their professional contribution but also through the care and the

excellence of their communication skills.

CAREER MANAGEMENT

JOINING NESTLE

The Nestle 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 Nestle 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 Nestle 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 Nestle values, special attention will be Paid to the matching between a

candidate’s 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. Nestle

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 vis-à-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. 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

Nestle 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 candidate’s origin, nationality, religion, race, gender or age. It is as important

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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 company’s culture, it is accordingly required from all employees to

show an open mind towards new ideas and proposals coming from outside.

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. Employees who are

not abiding with the Corporate Business Principles and the Nestle 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. In the same way that no

discrimination for reason of origin, nationality, religion, race, Gender or age will be tolerated

when joining Nestle, no such discrimination will be tolerated towards Nestlé’s 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. 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. Therefore, it is indispensable for each manager to know

how her/his 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. Nestle favors a

policy of long-term employment. Whenever, an operation activity cannot be maintained within

the Nestle sphere, reasonable steps will be undertaken to avoid overall loss of employment by

identifying an external Business willing to take over activity from Nestle, 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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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. The research and business models that have proved of great success within Nestle

have been taken on into communities and used to enable and their other businesses and

initiatives. The most recent example of this is the participation of Nestle in donating funds for

the drilling of deep wells and the installation of 22 community water supplies to provide clean

and safe water for some 40 000 people. The funds are also be used to train community structures

on maintaining the pumps and improve overall hygiene practices. 

PROFESSIONAL DEVELOPMENT

Learning

Learning is part of the Company culture. 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. When formal training programs are organized they should be

purpose oriented and designed to improve relevant skills and competencies. 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. Nestle wishes, also through its relationship with unions and other

representative associations, to sustain the long-term development of the Company, both to the

benefit of the employees and of the Company, by maintaining a level of competitiveness adapted

to its economic environment. Industrial relations are a clear responsibility of local management

and will be handled at the appropriate level: first at site level (factories, warehouse) subsequently

at regional or national level, according to local law and practices. Nestle will ensure that direct

and frequent communication is established with its employees, both union members and non-

members, as mentioned in the Nestle Management and Leadership Principles. Relations with

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unions will be established under strict observation of national law, local practices as they’ll as

those international recommendations to which Nestle has adhered to on a voluntary basis as

stated in the Corporate Business Principles. Contacts with union delegates should create a further

opportunity to provide information allowing their members and other representative associations

to acquire a full understanding of the business activities and the goals of Nestle. In accordance

with local legislation, Nestle will refrain from any action restricting the employee’s right to be or

not to be affiliated to a union. Nestle will not engage with any union or other representative

association in activities or discussions other than those relating to employment and working

conditions as they’ll as issues relating to the workplace. Whenever negotiations take place, they

will be duly prepared with the full involvement of line management and take into account both

the Company’s and the employees’ legitimate interest. In dealings with unions, it will be ensured

that management prerogatives be properly maintained. The fact that Nestle is more people and

product than systems oriented is reflected in the way HR is functioning and is organized.

Processes and systems as they’ll as professional HR tools are there to support HR management

but never to the detriment of the human dimension. The human perspective should be present at

all times and under all circumstances. The HR function should report to the manager responsible

for a defined operation (Region, Market, Country, and Factory) with a functional relation to the

market HR according to the size of that operation. 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. Specific HR KPI’s are

useful in assessing the performance of an HR unit. However, it should be kept in mind that the

HR contribution aims in the first place at optimizing the overall company performance through

improving people performance. 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.

The Nestle Spirit

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You could be forgiven for expecting to see a mission statement here, summing up our beliefs and

principles in a few slick phrases. But that's not the approach they take. 

Nestle is not like other companies. They have a unique set of values and guiding principles that

have been built up over time. To try to summarize them in a sentence or two would make them

meaningless.

To engender the unique spirit that permeates 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 our basic policy and strategy decisions will allow.

They are committed to continuous improvement rather than dramatic, one-off changes Above all,

they are pragmatic and not dogmatic

If these are values that strike a chord with you, spare a few minutes to read through the questions

below. If you can tell them all with 'yes', they'd like to hear from you.

Do you look forward to change?

Nestle is proud of its traditions and heritage. But that doesn't mean they are stuck in the past. To

keep us ahead in the ever-changing food industry, they are constantly driving forward the

boundaries of our industry. Our people must be:

Creative

Excited by the future

Flexible

Are you open minded and ready to learn - every day of your career?

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They are committed to the continual training and personal development of our people. A world

of opportunities quite literally awaits those who are prepared to:

Learn something new every day

Adapt to new environments

Develop multi-lingual skills

Do you have courage in your convictions and keep your cool under stress?

Then you could have what it takes to be a Nestle manager. The development of our business

depends on finding people who are ambitious for themselves and for our company, who can:

Communicate and innovate

Motivate and inspire

Delegate without abdicating responsibility

Do you want to explore new countries and adopt new cultures?

Nestle has been an international company since its very beginning. Food is intrinsically linked

with local eating and social habits, and Nestle endeavors to integrate itself as much as possible

into the cultures and traditions of the countries where it operates. To deliver products that meet

the needs of individual consumers, they need people who:

Respect other cultures

Embrace diversity

Never discriminate on any basis

Are you ready to be the best?

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Whether they are creating a product to fulfill a nutritional need, or a chocolate bar that's purely

for pleasure, Nestle is only satisfied with the best. They expect that same commitment to quality

from our people. So get in touch with us if you are:

Enthusiastic

Dedicated

Ready to be part of our success

Many other companies say that people are their most precious asset. They know that what makes

our company unique is our staff: the people who share our beliefs and principles and who work

constantly to keep Nestle in its leadership position. Nestle is not a faceless company selling to

faceless consumers. It is a human company providing response to individual human needs the

world over.

Nestle Corporate Business Principles:

Nestle is committed to the following Business Principles in all countries, taking into account

local legislation, cultural and religious practices:

– Nestlé’s business objective, and that of management and employees at all levels is to

manufacture and market the Company’s products in such a way 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.

– Nestle 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; Nestle

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.

– Nestle believes that, as a general rule, legislation is the most effective safeguard 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

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organization; Nestle 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.

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. Action to eliminate child labor must be guided by the best interests of the child, as ill-

considered policies and commercial measures can make the situation worse for children.

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. In this way

Nestle contributes to sustainable development by meeting the needs of the present without

compromising the ability of future generations to meet their own needs. The Nestle  Policy on

the Environment underlines this commitment. Nestle also adheres to the International Chamber

of Commerce (ICC) Business Charter for Sustainable Development. This Charter requires the

establishment of policies, programs and practices for conducting operations in an

environmentally sound manner. Nestle fully supports the United Nations Global Compact’s three

guiding principles on environment.

Responsibility to environment

In line with Nestlé’s global commitment, Nestle Pakistan is dedicated to playing its role in

helping to protect the environment. They comply with the Environmental Act (1997), and try to

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ensure that at every stage of our operations, the environmental impact is minimal. 

Thus, at the raw materials stage, they support sustainable agricultural and dairy farming

practices, including environmental protection. When it comes to production, all our factories try

to maximize eco-efficiency, i.e. increase production while minimizing resource consumption,

waste and emissions.  Our factories are equipped with complete testing and monitoring facilities

for waste and air emissions. To eliminate air pollution, they have stopped using heavy fuel oil in

our factories, which are now run on clean natural gas. This has reduced our emissions into the

atmosphere to they’ll below the legal limits. Our Sheikhupura & Kabirwala factories have

elaborate water treatment systems to prevent wastewater from polluting the environment. 

Natural gas incinerators at our Sheikhupura & Kabirwala factories are used to safely dispose of

material that cannot be recycled & dumped. Our factories have environment committees to

manage routine environment issues and review performance. Environmental impact assessment

is done in advance for every new project and measures are adopted to minimize adverse impacts

on the environment. Our employees regularly undergo training to inculcate awareness about

environment-friendly practices.

Earthquake Relief

In October 2005, the biggest natural calamity in our history struck Pakistan. Thousands died and

millions they are left homeless after a massive earthquake hit our mountainous northern areas. In

step with the rest of the nation, Nestle Pakistan responded immediately, putting its infrastructure

and resources to work in the affected areas. Nestle employees worked tirelessly to bring aid to

earthquake victims. They are immeasurably proud of our people for their contributions: Nestle

employees donated Rs 3.3 million from their own salaries. Nestle employees in other countries

also stepped forward and donated to the Nestle relief fund. Five teams of staff volunteers worked

day and night in the affected areas to ensure that relief goods got where they are needed. A

medical detailing team worked with the students of King Edward Medical University, Lahore, to

collect medicines worth Rs 175,000. Our parent company, Nestle SA has donated an additional

Rs 16 million for reconstruction and rehabilitation work.

Reference

Muhammad Naveed

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Human Resource Manager

Nestle Pakistan, Karachi

Personal Contact: (+92) 345 216 713 8http://pk.linkedin.com/pub/dir/Muhammad