HR Practices @ Nestle

Submitted By - KRISHNA
.J

MANASA
Growing Resourcing E ngaging Aligning
Transforming
 CONTENTS
• Introduction
• Objectives of HRM
• Performance of Human Resource in
Nestle.
• HR activities at NESTLE.
• Methods of HRM at NESTLE.
• Training and Development at NESTLE.
• Performance Management.
• Analysis Of HR Performance.
 INTRODUCTION
• Company Name : Nestle
• Industry : Food Processing
• Headquarters : Vevey, Switzerland
• Company type : Multinational Company
• Key persons : Peter Brabeck-Letmath
(chairman), Paul Bulcke (CEO)
• Products : Baby foods, coffee, dairy
products, breakfast cereals, confectionery,
bottled water, ice cream, pet foods ….
• Employees : 3,28,000(2012)
UMAN RESOURSE POLICIE
• Human Resource Policies are established by an organization, to support
administrative functions, performance management, employee relations and
resource planning.
• Human resource policies are the formal rules and guidelines that company put
in place to hire, train, assess, and reward the members of their workforce.
 Employee Performance Employee Grievance
Promotion
Recruitment Selection Development Appraisal
Policies Welfare Handling
Policies Policies Policies Policies
 OBJECTIVES OF HRM
• The protection of its employees is Nestle’s
first priority because employees are the
asset of this company.
• To maintain the global corporate standard
Nestle focuses on the need for safe working
environments
• provide a safe work place to owe
employees.
• Establish and monitor new purposes to
decrease work related injury or illness.
• meet all requirements like health,
safety, legislative etc
• Develop an efficient injury
management system which helps the
affected employees return to work.
 PERFORMANCE OF HR IN
NESTLE
• Nestle, the largest FMCG Company is
working all over the world with more than
500 factories in 86 countries making up of
most of the continents.
• The logo of the company consists of his
family coat of arms, the nest with a mother
bird protecting her young.
• The symbol of the company is associated
with its care and attitude to lifelong
nutrition
 HR activities in Nestle
• Recruitment

• Performance Appraisal

• Compensation Benefit
 Recruitment
• The current report is that
innumerable employees are engaged
in Nestle, Nestle hires most of the
employees through a method.

• An opportunity of employment
comes when some employees want
to resign or there is an urgent need
 RECRUITMENT
METHODS:
INTERNAL EMPLOYEE EMPLOYMENT
SEARCH REFERRALS AGENCIES

EDUCATIONAL INTRESTED
INSTITUTES APPLICANTS
Performance Appraisal
 Performance Appraisal
• The corresponding manager or
supervisor evaluate or Judge the Job
performance of an employee by a
method like performance appraisal,
employee appraisal, and
performance review .
• The company pays incentives to its
employees to encourage them to
give better performance.
 Compensation Benefits
• Compensation is a main thing of
Nestle Real Rewards package, which
forces the top performers to give
their best.

• Nestle promise to offer compensation

packages including base pay, short
and long term incentives and
benefits,. Nowadays they are
competitive in market
PROMOTION POLICY
 EMPLOYEE WELFARE
POLICIES
• Welfare includes anything that is done for the comfort and
improvement of employees and is provided over and above the wages.
• Welfare helps in keeping the morale and motivation of the employees
high so as to retain the employees for longer duration.
• The welfare measures need not be in monetary terms only but in any
kind/forms.

Health Food
Company Car
Insaurance Coupons
Transport Allowance
Scheme

House
Holiday
Rental Recreation
Homes
Allowance
 Methods of HRM at Nestle
• For taking any advice and decision Nestle depends on
its employees. So Nestle has a ‘Democratic
Leadership Style’.
• The principle of the Nestle policy is to hire staff with
personal attitude and professional skills because it will
make them able to consolidate a long term relationship
with the company.
• There is not intolerance, harassment or discrimination
in the management and this principle is applied and
maintained at every stage and situation
 Training and Development
• It must be admitted that the company culture
has learning. All employees try to upgrade
their 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 assessment of Nestle is done once a
year on a standard basis. It gives feedback on
past performance and future potential
 Performance Management
• Line managers and HR assess
formally once in a year and get
feedback.
• E-learning programs are alternative
to formal training programs.
• Remuneration structure and
promotion criteria consider individual
performance.
• Subordinate managers can
interrogate for an unfair evaluation.
Analysis Of HR Performance.
• Recruitment, training and
development of employee’s caliber
have been done with high standards.
• HR Management provides best
working conditions with suitable
growth opportunities.
• HR Management keeps the record of
the best performing employees and
gives them opportunities for growth.