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Case study on

HUMAN RESOURCES MANAGEMENT

Of

“NESTLE”

Company name: NESTLE

Industry: FOOD PROCESSING

Headquarters: VEVEY, SWITZERLAND

Company type: MULTINATIONAL COMPANY

Employees : 3,28,000(2012)

Website : www.nestle.com

Products: Baby foods, coffee, dairy products, breakfast cereals, confectionery,bottled water, ice cream, pet foods etc.

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ABOUT COMPANY:-

Nestle is a Swiss multinational food and beverage company headquartered inVevey, Switzerland. It is the largest food company in the world measured byrevenues

Nestle was formed in 1905 by the merger of the Anglo-Swiss Milk Company,established in 1866 by brothers George Page and Charles Page, and FarineLactée Henri Nestlé, founded in 1866 by Henri Nestlé.

PERFORMANCE OF HUMAN RESOURCE MANAGEMENTIN NESTLE:-

Nestle, the largest FMCG Company is working all over the world with morethan 500 factories in 86 countries making up of most of the continents.The symbol of the company is associated with its care and attitude to lifelongnutrition. The Nestle nest bears the meaning of nourishment, security and senseof family that are important to life.

HR ACTIVITIES AT NESTLE:

Recruitment:The current report is that innumerable employees areengaged in Nestle, Nestle hires most of the employees through a method.An opportunity of employment comes when some employees want toresign or there is an urgent need.

Performance Appraisal: The corresponding manager or supervisor

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evaluate or Judge the Job performance of an employee by a method likeperformance appraisal, employee appraisal, and performance review ordevelopment discussion.

Compensation Benefit: Compensation is a main thing of Nestle RealRewards package, which forces the top performers to give their best. Thephilosophy of Nestle is to afford and keep up disciplined compensationprograms that keep up a long term relationship with employees at the timeof judging their performance.

OBJECTIVE OF THE ORGANIZATION HRM:

The protection of its employees is Nestle first priority because employees arethe asset of this company. To maintain the global corporate standard Nestlefocuses on the need for safe working environments. Nestle has resolved toprovide a safe working environment for all their employees, contractors andvisitors and they are trying to implement Health and safety practices andprograms at all working places objectives of the organization are We provide a safe work place to owe employees. We lessen risks of our employees and contractors and visitors and take

care of their injury or illness. We meet all requirements like health, safety, legislative etc. We develop an efficient injury management system which helps the

affected employees return to work. We are encouraged a safety and Health management from our suppliers

and contractors. We discuss on Health and safety matters with employees and other

stakeholders.

METHOD OF HRM AT NESTLE:

The Nestle group in the area of interpersonal relations and its management styleand the corporation values are stated as follows:Their respect demands specific attitude that is worthy to be highlighted in thepresent policy. 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 along term relationship with the company. Hence ‘the potential forprofessional advancement’ is an important standard for recruitment.

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HRM MODELS:

The source approach to HRM gives importance on an employee to be‘resourceful’ who increases performance by using motivation, communication,leadership to increase commitment and loyalty. The soft model considers that ifsatisfaction is increased it will be the only way to go about in the managementagainst various estimated methods possibly used in the hard model.

The Objective of HR /Manpower planning:

Manpower planning is done to balance and develop the organizations abilityto meet its goal by developing Strategies that will contribute its optimumcontribution of human resource. The line manager and staff manager take theresponsibility of Manpower planning. The line management gives theestimate of manpower requirements and staff manager works on selectionand recruitment related to line manager to whom man power is vital.

Organizations HR Planning and development:

What the employee requires can be understood by an effective mechanismcalled HR planning. HR planning can manage the changes in theorganization like growing decrease in requirements of employees. HRplanning implements new recruitment and hold skilled and efficient staff byunderstanding easily the needs of future

OBJECTIVE EVALUATION OF THE ORGANIZATION:

Human resource managers should identify human resource strategies likeflexible dynamic employees are attracted, selected and then trained andmotivated to be more productive than the competition. Human resourcemanagers are not administrators but strategic partners.Inspire of being Human Company Nestle has most of the above mentionedqualities seen in the managers of present time. The role of HR at Nestle ischanging for certain factors. The HR managers at Nestle focus on followingqualities along with professional skills and practical experience:

The HR managers should develop and motivate employees byaddressing the issues that help others to improve in their work and theirability.

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The managers should be curious and broadminded and interested inother culture and lifestyles including continuous learning and sharingknowledge and ideas freely with others.

TRAINING AND DEVELOPMENT OF NESTLE:

It must be admitted that the company culture has learning. All employeestry to upgrade their skills and knowledge continuously. So employees arewilling to learn to be recruited by Nestle.

Training and development is done on-the-job. Every manager has a dutyto guide and train employees for their progress.

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 potential. Other relatedaspects concerning a staff member’s performance are provided feedback.

CONCLUSION

The prospective customers of NESTLE have changed from kids to adults-including every family member to celebrate any occasion with Nestleproducts.

No matter the reason or the season, HRM ofNestle focus on creatingmoments of pleasure with every tasty bite.