Presentation On Nestle HR Policies

ORGANIZATIONAL BEHAVIOUR
PRRESENTATION
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Submitted to:-
Dr. Shekhar
1
Group Members
 Shobhit Jaiswal
 Shradhha Sharma
 Sonal Tyagi
 Sonu Kumar
 Sourabh Paul
 Sumit Kumar
 Sushmita Chatterjee
 Swati Garg
 Trapti Bansal
 Vijay Kumar Barma
 Utkarsh Verma
2
Nestle
3
CONTENTS
 Introduction about Nestle

 Various Nestle Brands
 Humean Resource Departement
 Training and Development
 Approaches to Measuring Performance
 Remuneration and Recognition
 Benefits provided by Nestle
4
Contents Continued
 Analysis
 HR Planning
 Recuritement
 Recommendations
5
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
6
Nestle Brands
 Baby Foods
 Dairy Products
 Breakfast Cereals
 Ice Cream
 Chocolate and Confectionary
 Prepared Foods
 Beverages
 Food Services
 Bottled Water
 Pet care
7
Human Resource Department
8
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.

9
Training & Development
 Training focuses on
1. Continuous training
2. Increasing personal competencies
3. Interdepartmental collaboration
4. International Training
10
Development
 Formal Training Programs
 Expatriation assignments
 Career Counseling and Guidance
 Management courses
 Executive courses
 Small Group Activities
 Sports and Recreation
 Succession planning
 Mentoring
11
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
12
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
13
Benefits provided by Nestle
 Health insurance plan
 Pension plan
 Indemnity for departure
 15 & 25 years of service
 Marriage gifts
 Baby scheme
 Mini market
 Restaurant
14
Analysis
15
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
16
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
17
HR Planning
 Regression Method
 Use of historic data to predict the forecasted
labour demand
 Leading indicator
– forecasted sales, employment level and new
expeditions.
18
Recruitment
 More Internal hiring

– Not aligned with their mission and strategy
– Limit Creativity and diversity
 Leading the market strategy

– Help to attract good talent
19
HR Planning
 Labor surpluses
– Transferring
– Work sharing
– Selling the operations to other firms
 Labor Shortages
– Temporary Workers (80:20)
20
Training & Development
 Training & Development

 Team building
 Cross training
– Not fully aligned with strategy
 Expatriating
 Employee willingness
21
Analysis
 Result Based Performance Appraisal

– Through KPI
– More contamination & Deficiency
– Aligned with the strategy
 Skill based Compensation

– Internal Pay equity is disturbed
22
Analysis
 Cultural differences among employees

 SBU operates independently.
– These results a high cost to the company.
23
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
24
THANK YOU
25

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ORGANIZATIONAL BEHAVIOUR

 Introduction about Nestle

 Transnational Company, with headquarters in Vevey,

 Founded in 1866 by Henri Nestlé

 World's biggest food and beverage company

 Nestle employ around 250,000 people

Definition of needs and objectives,

Search for the suitable candidates

Selection of the most suitable candidate

Incorporation and adaptation.

 Transnational Company [TNC]

 More Internal hiring

 Leading the market strategy

 Training & Development

 Result Based Performance Appraisal

 Skill based Compensation

 Cultural differences among employees

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