5. CONTENTS:
Introduction:
History
Mission & Vision
Goals
Logo
Offices & Factories
Products
Organization Hierarchy
HR Functions
Hiring and Interview
Training
Orientation
Performance Management & Appraisal
Career Management
HR Departments inside the company or separate
SWOT Analysis
Conclusion
References
6. Introduction
Nestle is a Swiss-German word which means “Little Nest” which is its trademark
It was founded in 1866 by Heneri Neslte in Switzerland
His first product was lectogen formula for infants by the name “Farine Lactee”
Nestle is the world’s number one food company
Ranked no. 13 in FT global
2 Million 31 thousand people employed from all over the world
Present in 86 countries of the global having 522 factories
Over 700 products renovated or innovated in the past 5 years, with wellness in mind
It is one of the main shareholders of LOREAL since 1974, the world’s largest cosmetics company
7. Mission & Vision statement
Mission:
“Their mission is to make better food
so that people live a better life”
Vision:
“Their vision is to bring consumers foods that are safe , of high quality
and provide optimal nutrition to meet physiological needs. In addition to nutrition,
health and wellness , Nestle product bring consumers the vital ingredients of taste and
pleasure”
9. Goals
“Marketing objectives are compatible with the overall corporate objectives of
nestle. Company’s objective is to be the world’s largest and best branded food
manufacturer white insuring that nestle name is synonymous withy the
products of the highest quality”
10. SMART Objectives:
SMART Stands for Specific, Measurable, Actionable (or Achievable), Realistic (or
Relevant), and Time
So Nestle objectives should be:
S = Specific:
In this they should know exactly what they want to achieve with all the details?.
M = Measurable:
In this they evaluate that can they quantify their progress so they can track it?
A = Attainable:
Is their goal a challenge but still possible to achieve
R = Realistic:
Is their goal realistic and within their reach?
T = Timely/Time Bound:
Does their goal have a time limit?
11. Goals met by Nestle
Good Food Good Life ,the key to health, nutrition and wellness
Eradicate extreme poverty and hunger
Achieve universal primary education
Promote gender equality and empower women
Reduce child morality
Improve maternal health
Insure environmental sustainability
Develop global partnerships
13. Global Headquarters
Canada
Australia
Brazil
India
Bangladesh
China
Congo
Nestlé has 522 factories in 86 countries around the world. We have about 2 million
31000 employees and sell our products in 196 countries. Nestlé is the world's leading
nutrition, health and wellness company with an unmatched portfolio of more than
2,000 global and local brands.
14. Products
Nestle have more than 2,000 brands, from global icons to local favorites. They help people live
more enjoyable, healthier lives, drawing on their 150 years of passion for nutrition to bring them
products they can trust. The strength of Nestlé’s brands has given the company an unparalleled
position on a global basis across a wide range of product categories.
Brands
Baby foods
Bottled water
Cereals
Chocolate & confectionery
Coffee
Culinary, chilled & frozen food
16. Nestle is associated with different companies.
The most important associated company is L’Oréal, the world leader in the cosmetics
L’Oréal markets over 500 brands and more than 2000 products in all sectors of the
beauty business: hair colour, permanents, styling ,aids, body and skincare, cleansers
and fragrances.
23. Hiring & Interview:
Application:
First of all we apply against any post that is may be in there website or
newspaper.
Selection:
After receiving the application, they’ll analyze the resume to measure the
match against the role profile.
The next phase is a series of individual interviews with human resources team-
either by on-line, on phone, face-to-face interview.
24. Hiring & Interview (cont’d)
Interview:
Interview is process in which a potential employee is evaluated by an employer for
prospective employment in their company, organization or firm. During this process, the
employer hopes to determine whether or not the applicant is suitable for the role.
Types of Interview
Selection Interview:
Conduct at the time of selection
Appraisal Interview:
Give promotions and rewards.
Exit interview:
when the employee leave the organization
25. Hiring & Interview (cont’d)
Format of Interview
Structured Interview:
Directive and standardized format.
Unstructured Interview:
Non-directive and use for complex job.
Content of Interview
Situational Interview:
Give the situation and ask for solution.
Behavioral Interviews:
Check the past experience of actual job.
Job-related Interview:
Questions related to required job.
Stress interview:
Check temperament and depression.
26. Administration of Interview
Structured sequential interview:
Standardized questions
Conducted by interviewer in a sequence
Unstructured sequential interview:
Ask questions as comes to interviewers’s mind
Panel job interview:
Group of interviewers interview the candidate
Mass interview:
Group of interviewers interview the group of candidates
Web-assisted interview:
Uses internet technology
Phone interview:
On call interview in order to save the time
27. Training & development process:
Training:
Training is the process of teaching new or existing employees the basic skills
they need to perform their job.
The training and development process:
Need analysis
Instructional design
Validation
Implement the program
Evaluation
28. Nestlé's Training and development
process
It must be admitted that the company culture has learning. All
employees try to upgrade skills and knowledge continuously. So
employees are willing to learn to be recruited by nestle,
Training and development is done on-the-job. Every manager has a
duty to guide and train employees for their progress.
Formal training program are arranged with purpose of improving
pertinent skills and competencies. Beside these programs perform
individual development. As a result one can’t get reward by attending
programs.
29. Nestle's Training and development process
(cont’d)
Manager of Nestle measure progress which can be achieved by training program.
The purpose behind this is to motivate employees by providing attractive but
realistic career that helps them develop their skills over a long time period within
the area of economic reality and a changing environment.
The act of mentor is done by each manager for his employees.
Formal assessment of nestle is done once a year on a standard basis it gives
feedback on past performance and future performance. Other related aspects
concerning a staff member performance are provided feedback.
30. Nestle’s Training and development process
(cont’d)
Nestle also provide international training programs. International training
center located near Nestlé's company corporate headquarter in Switzerland.
Apprenticeship program have been an essential part of training where the
young trainees spent three days a week at work and two days at school
31. Orientation:
A procedure for providing new employees with basic background information
about the firm.
New employee
orientation
Organizational
structure
Company
Background
Benefits
IT System
32. Purpose of Orientation:
The new employee should feel welcome and at ease.
He or She should understand the organization in a broad sense.
The employee should be clear about what is expected in terms of work and
behaviour.
The person should have begun the process of becoming socialized into the firms
ways of acting and doing thing.
33. Orientation Process:
It may for days, weeks or year.
Supervisors follow-up and encourage new employees to engage in those activities
that will enable each to learn and quickly become productive.
34. Two Types of orientation:
Overview Orientation
Job specific Orientation
35. Overview Orientation:
Basic information:
The department and the branch.
Important policies and general procedures (non-job specific)
Information about compensation and benefits
Safety and accident presentation issues
Employee and union issues (rights, responsibilities)
Physical facilities
36. Job Specific Orientation:
Tells about:
Function of the organization
Job responsibilities, expectations and duties
Policies, procedures, rules and regulations
Lay out of workplace
Introduction to co-workers and other people in the broader organization.
37. Nestle Orientation: First day
Attire
Subsidized meal and free beverages
Pick and drop services
No smoking, but especial areas
No entry without employee I.D card
Work place rules
Safety and security issues
38. Nestle Orientation: Second day
Personal financial security benefits:
Gratuity= service benefit after resignation or retirement
Provident fund= you and company pay for it so that you can buy home, shares or
payment for insurance premium.
Pension fund( your choice)
39. Continued
Total remuneration:
It based on market data and company’s affordability
Total remuneration = 60% of basic salary + 40% bonus, perks and benefits
(annual)
Annual performance bonus depend upon your
division and company’s performance.
40. Continued
Training and Development:
Internal, external, on-the-job, cross functional rotation and international assignments.
sophisticated tools like PE/PDG which monitors and evaluate performance.
Performance evaluation is based on:
1 year in terms of achieving your objectives as well as demonstrating nestle leadership
behavior.
Our online system is highly objective and transparent, which means performs are
visible throughout the organization.
41. Continued
Leave:
Casual leaves : 10 days per year
Medical leave: 10 days per year
Annual leave: 15 days per year
Hajj leave: 40 days if drawn from nestles’ hajj ballot.
Maternity leave: 3months, may extended till 6months
42. Continued
Travel and relocation:
If high performer then chance to travel or relocate to other countries. You don't
have to worry Administration Service Department will do it.
Having trouble at work:
If any (harassment) you are requested to share it with your superiors, HR or
compliance hotline.
43. Continued
Other benefits:
Eid gift hampers and substantial discount at staff shops.
Educational assistance
Medical coverage
Dar care
Mobility benefits
Vehicle policy
Mobile communication
44. Continued
Values and Principles:
Core guiding documents are:
“The Nestle Management and Learning Principles”,
“Nestle Leadership Frame” and “Code of Business Conduct.
Nestle core value:
People source of energy
Continuous training and improvement of skills.
Respect n cultural diversity
45. Nestle Orientation: Third day
Employees have given all necessary information required to perform their jobs.
Familiarization of work place
Employees position including roles, duties and outline about how the position fits in
overall workplace and organization structure
Workplace protocols.
46. Performance Management System
Performance management is the continuous process of identifying,
measuring and evaluating the performance of the individuals and teams
and aligning their performance with the organizational
goals.
48. Performance Appraisal
In performance appraisal system there are just evaluation of the employees that
whether they working well & either they are satisfied with the job done by them or
not
Performance appraisal is a developmental tool that is used to measure
factors such as :
job knowledge
quality and quantity of output
leadership abilities
dependability, co-operation & judgment,
49. Nestle Performance Scorecard
Measurements Below Par Par Above
Par
Standards Manager’s assessment
Leadership,
Ethics/Integrity
Customer Interaction
Community Involvement
Contribution to Overall Business
People Manager’s assessment
Performance
Teamwork
Training & Development
Employee Satisfaction
Control Auditors’ standards
Audit
Legal
Regulatory
50. Objectives & Uses of Performance
Appraisals
Promotions
Validations
Training and Development
51. Performance Management vs.
Performance Appraisal
Performance management:
Dynamic(Lively ,active), continuous process.
Improves organizational effectiveness.
Used to achieve strategic goals.
Performance appraisal:
Periodic (usually annual) event.
Formal/official review(evaluation).
Last step in performance management process.
52. Method of performance appraisal used in
Nestle company
Being a remarkable company, nestle use some effective performance appraisal
method that alien the employee to achieve strategic goal.
Nestle HR management follow
self-rating
appraisal by subordinates
rating committees (nestle academy)
mostly use 360 degree feedback
53. 360 Degree Appraisal System:
Nestle uses a 360 degree approach to do performance appraisals of the
employees or of the management process.
It is used to evaluate employee’s qualities such as talents, behavior, values, ethical
standards, loyalty etc.
The results are purely for feedback and not for compensation.
360 appraisal was developed by General Electric(GE), USA in 1992
54. This appraisal method is made by top management , immediate supervisors, peers
,subordinates, self and customers.
55. The concept of 360 degrees comes from the number of degrees in a circle. Every point at the
edge of the circle provides a direction or a dimension to its center. So providing an employee
with 360degree feedback means that feedback comes from all directions .This leads toward
validity and reliability of the performance appraisal.
56. Career Management
Career management is the process through which employees :
become aware of their own interest ,values , strengths and weaknesses.
Identify the goals
Establish action plans to achieve career goals
Why career management ?
If the company is failure to motivate their employees about career plans it can be
result of :
1.Ashortage of employees to fill open positions
2.Lower employee commitment
57. Career Management (cont’d)
3.Feelings of not valuable by company
4.Frustation
Functions of Nestle management
Planning
Organizing
Directing
Controlling
Nestle company merge all these functions and set a good career plan.
All functions are performed with proper management under the trained and good managers
.
An example of these principles occurred in the baby formula segment of market.
58. Career Management (cont’d)
Nestle follow these functions as well as manages all employees ;
holding that everyone is involve in their actions.
Each new member joining Nestle is to become a participant
In developing a sufficient quality culture which implies a Commitment to the
organization
Moreover , for managerial positions specific leadership qualities are Required.
Even when promoting employees within the organization , it is the role of
management and HR department to keep an eye on valuable candidates from
outside
59. SWOT ANALYSIS OF NESTLE
Strength:
Very long history (over 150 years)
Operated factories in 77 countries ,a truly global company
considered the innovation leader in the global food and nutrition sector(3500 scientist in
company R&D network)
Low cost operators (beat the competition by producing low cost products , edging ahead
with low operating costs)
Offering thousands of local products
Have a great CEO, peter Brabeck , and a very strong workforces
Weaknesses:
Not as successful as they thought they would be in some market (i.e. France)
Some of their product were positioned as too scientific and
consumers didn’t quiet understand (i.e. LC-1 was a food and not
a drug)
60. SWOT Analysis of Nestle(cont’d)
Opportunities:
Well known company and strong brand name .
Health base product are becoming more popular in the world, including in the
united states.
Ranked first in nearly all the product segments in which it operated
(market leader).
Threats:
Some markets they are entering are already mature
Global Competitors.
There are intense competitions in the united states, especially yogurt
market(general mills).
61. CONCLUSION
In conclusion we provide our point of view regarding the elements of high
performance system that Nestle is good in its performance but in some cases it
needs to improve and there are some negative things and there are some positive
things which we observe in our finding about the performance of the nestle. Nestle
performance management is high but not the maximum so of the maximum
performance management Nestle needs some improvement
62. CONCLUSION(cont’d)
But our whole research is that the performance management system of an
organization can be improved moreover they can develop a performance
management system in which they define Vision statement of the company than
set the goals, implement them and then review or monitor them on the quarter
yearly basis, then make 360 degree assessment of the employees by this the
performance of the employees as well as performance of the organization can be
achieved.