HRM-NESTLE

Introduction:
Nestle has been serving worldwide with its excellence in product safety, quality and value. It
started off in Switzerland in 1867, when Henri Nestl developed a baby formula that saved a
child's life. Today, Nestl is not only Switzerlands largest industrial company but is also the
worlds largest food company.
Nestle operates in all five continents, has an annual turnover of 70 billion Swiss Frances, and
runs 522 factories in 81 countries, 200 operating companies, 1 basic research center and 20
technological development groups and more than 231,000 employees all over the world. Nestle
does 98 percent of its business outside Switzerland, also has interests in cosmetics (a large share
holding in LOreal) and ophthalmic products (acquisition of Alcon laboratories Inc.) while
continuing to give priority to food products.
Nestl entered the Pakistani market in 1988, when its parent company, the Switzerland-based
Nestl SA, first acquired a share in Milkpak Ltd. Today, Nestle is fully integrated in Pakistani
life, and is recognized as a producer of safe, nutritious food, and a leader in developing and
uplifting the communities in which it operates.
The head office of the company is located in Lahore with regional sales office in almost all the
major cities of the country. The factories of the company are situated in Sheikhupura and
Kabirwala .

Human Resource Department:

Human Resource Management is the organizational function that deals with issues related to
people such as compensation, hiring, performance management, organization development,
safety, wellness, benefits, employee motivation, communication, administration, and training.
The fact that Nestl is more people and product than systems oriented, is reflected in the
functioning and organization of the HR department. Being one of the largest companies in
Pakistan and having 2500 workers working within the organization, Nestle has a separate and
specialized HR department responsible for its human resource management. Nestle is a peoples
company. Employees are the greatest strength of the company, and without their commitment
and energy is of immense value. At Nestl Pakistan, employee opinion counts.
Processes and systems as well as professional HR tools are there to support HR management The
employee perspective is considered at all times and under all circumstances. The HR department
aims at optimizing the overall company performance through improved employee performance.
As human capital is of increasing importance, HR plays a pivotal role in the conception and
implementation of the people strategies that impact financial results and the organizations
overall reputation and effectiveness.

Each employee has a distinct responsibility in dealing with people, be it as a leader of a team or
as a peer. HR managers and their staff are there to provide professional support in handling
people matters. 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 fair implementation. The HR manager advises and offers solutions
which results in positive impact on the organizations effectiveness. Furthermore, she/he
proposes best practices and provides support and counseling to her/his colleagues. Together they
act as partners for all HR matters.
The employees working under the human resource manager are Employee Relation Managers,
Organizational Development Manager, Human Resource Analyst and Manager Remuneration.
The Employee Relations Manager is concerned with building relationships with employees on a
collective and an individual basis. He/she deals with the collective functions of bargaining and
negotiating, reaching agreements and terms and conditions of employment and handling major
initiatives.
The Organization Development Manager handles the process through which Nestle develops the
internal capacity to efficiently and effectively provide its work mission and long term
sustainability
The Recruitment Manager works under the Organization Development Manager is responsible
for hiring, selection and short-listing of applicants to fill in vacant positions. This manager is also
assigned the duty of attracting a pool of job applicants.
The Human Resource Analyst performs the task of ensuring that the existing human resource
policies at the organization are sufficient to cater to the needs of the work-force or not. At the
same time, he also conducts an analysis to receive feedback of the employees towards the HR
policies.
The Manager Remuneration chalks out policies aimed at appraisal of employee performance and
accordingly decides rewards for them. He exercises supervisory authority over the Payroll
Manager and Fund Manager.
The Fund Manager is responsible for making decisions related to any portfolio of mutual fund
and pension fund, in accordance with the stated goals of the fund.
The Payroll manager evaluates remuneration and decides the pay-bracket for employees within
the organization. He is also responsible for salary increments, paid-leaves and yearly holidays
etc.
Job Analysis
Job analysis is the procedure for determining the duties and skills requirements of a job and the
kind of person who should be hired for it. Job Analysis is done by the HR department of the
company.

Methods used by Nestle for Job Analysis:

Nestle uses a wide range of methods to figure out the relevant job analysis. The
following methods are used by the organization:
Employee interviews
Supervisor interviews
Expert panels
Structured questionnaires
Task inventories
Open-ended questionnaires
Observation
Employee work-logs
Mostly, employee interviews along with supervisor interviews are conducted by the organization
to find out the tasks that need to be performed under a job. Such interviews can also be panel or
group or even individual at times.
Structured questionnaires are filled out by all the employees and supervisors, within a particular
department, after every six months. Observation is not the most popular method used at the
organization but nevertheless, it is used by supervisors to get all the information relating to the
job analysis of a particular job.

Following is the information regarding Nestles Job Analysis:

Specific duties of various jobs in the company:
A duty is a large work segment composed of several tasks that are performed by an individual.
Duties describe activities. Responsibilities are obligations to perform certain tasks and duties.
The duties for any specific job are pre determined by the employer. Before an employee applies
for an organization he/she is informed about the job duties and required performance standers.
The following examples will illustrate this fact.

Job Title: Process Engineer

Responsibilities and duties:
In Nestle he/she is expected to be responsible for starting up medium to driving alone big
projects in the field of food processing. Handle responsibilities directly related to factory
activities such as optimization studies, energy, quality, performance related improvements and
management tools implementation.
Job Title: Strategic Buyer
Responsibilities and duties:
Strategic buying of all assigned direct / indirect material or services.
Understanding business requirements / market dynamics.
Select new suppliers and ensure their approval.
Responsible for negotiating the conditions for Nestle by ensuring reduction of total cost of
ownership through:
1) Specification and supplier reduction
2) Challenging usage patterns
3) Improving supply processes
4) Reduction of supply risk
5) Increasing supply flexibility
6) Leveraging supplier know-how to improve Nestl products and processes.
7) Leveraging spend category knowledge of operational buyers and internal users, through crossfunctional sourcing teams.
8) Achieve short / long term sustainable cost savings.
9) Ensure clear communication with all stakeholders.
Job Title: Regional Sales Manager
Responsibilities & duties
The person will be responsible for the overall management of the sales region including
consistent development and delivery of sales targets provide strategic input into marketing plans
develop and implement regional sales plans effectively manage TTS drive distribution network
& infrastructure and built strong and sustainable relationship with customers. The person is also
responsible to lead and develop the regional sales team develop and ensure monthly sales targets.

Job Title: Area Sales Manager

Responsibilities & duties
The person will be responsible for ensuring sales and achieving growth target in concerned area.
Managing relationship with distributors and handle team effectively. Guarantee optimum stock
level and timely order generations at distribution operations Assuring delivery of good products

availability and visibility.

Job Title: Category Sales Manager / Specialist
Responsibilities & duties
The person will be responsible to develop detailed Category selling strategies, point of purchase
strategies & tactics by channel. Generate shopper insights and translate them into meaningful
plans across channels implement, monitor, and follow-up and evaluate shopper based and tender
based programs. Develop and execute new product launch planning. Review and track
performance and identify non-conformities for corrective action.
Critical tasks and key result areas of the Human resource department:
The HR department is responsible for hiring and selection of individuals to fill in vacant
positions. It is also working side-by-side with the Training Department to organize and manage
training sessions for its employees. Just like every other established organization, the HR
department performs its basic role of addressing and resolving employee matters and
strengthening employee relations with Nestle. Performance-based appraisal, inter-departmental
promotions, and assignment of duties are also tasks performed by the HR department.

RECRUITMENT
The Recruitment Manager works under the Organizational Development Manager who in turn
reports to the Human Resource Manager. Recruitment department is responsible for recruiting
employees from pool of applicants. At Nestle recruitment is done through various methods.
Advertisements are published in all renowned newspapers and also on the companys website.
Interested candidates are required to submit their resumes and a selected few are called for
interviews. After careful consideration and conducting reference checks the best suited
employees for the job are selected.
Nestle tries to maintain and develop its reputation as an employer of high repute.
The Nestle HR policy is to hire staff with personal 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. The primary responsibility of all managers
is to attract, retain and develop employees able to ensure the companys growth on a continuing
basis.
In view of the importance of Nestles values, special attention is paid to match a candidates
values to the companys culture. Hence, a clear communication of these principles and values is
required from the very beginning of the recruitment process.
In order to attract fresh talent it has consistent contacts with universities, and attends many
recruitment events In recruitment process for managerial positions specific leadership qualities
and business insight is required.
Methods of Recruitment
Employee Referrals
Employee referrals are one of the methods that are used very commonly at Nestle. It is one of the

most effective programs when built and managed properly, so it is commonly used by Nestle. An
employee usually recommends someone they know who is suitable for the job. This is employed
most of the times for both high-level and low-level management. Nestle believes that this
method can reduce job turnover and provide them with people that can prove to be good for the
company.

Direct Application
Direct applications are also received by Nestle. These applications are handled by the
Recruitment Department. Nestle has excellent reputation regarding the pay and benefits given to
its employees. Therefore a large number of applications are received by Nestle.
Campus Recruiting: Graduate Programs
Each year, the Recruitment Department recruits a number of top young graduates into different
areas of the business. All should have strong academic qualifications, essential language skills
and relevant internships or professional experience. But what really sets Nestl graduates apart is
their enthusiasm to meet new challenges every day they work with the company in any country
throughout the world. In return, Nestle offers constant opportunities for career progression in the
dynamic working environment that makes the company world's leading food company.
Nestle often contacts placement offices of well-reputed institutions to provide them with good
students who could serve to be good professionals. They conduct on-campus interviews of
students and students are first required to submit their resumes to the firm.
Private Employment agencies
Private Employment companies are also contacted. Nestle quite often takes help from private
employment agencies for the low level employees e.g. security guard, tea boys, truck drivers and
common laborers etc. are usually recruited through these agencies. These agencies arrange
people on short notices as compared to other methods of recruitment.
Advertisements
Nestle advertises in various newspapers for e.g. The Dawn, The News, Daily Times, The Nation
etc. to attract people from all around the country. Advertising helps those people who are
interested to apply for the post.
Online Recruitment Websites
Nestle also advertises on various websites and from its own website to attract people from all
around the country. Some websites are nestle.pk, rozee.pk and mustakbil.com etc.

Job Description
Nestle has an adequate policy as regard to job description. When a job is advertised it is properly
described so that applicants know what the job requirements are. The advertisements properly
lay out these descriptions. Nestle is very cautious when making job descriptions as it wants to
induct only those people who are right for the company. Job description is prepared by HR
managers and proper care is taken while defining the description of each job so that later when
the person is inducted he properly fits in the job requirements.
Process of recruitment:
Nestle uses systematic method of recruitment for employees.
Recruiting employees through methods of recruitment
Application Received
Selection of applicants for Tests
Selection of applicants for Interview
Interview
Final Decision/ Placement
Line mangers along with HR manager conducts tests before interviews take place. The test
conducted checks n employees quantitative skills and verbal skills. This includes mathematical
questions, analytical questions and essays that help assess a candidates writing skills and
handwriting skills. Then the interviews are conducted by a team of highly experienced personnel.
Structured interviews are conducted. Employees are analyzed on the basis of their education,
know-how of the job, general IQ, IT skills, personality which includes his/her communication
skills, creativity and potential of innovation and leadership skills.
Online Recruitment Process
Interested candidates are required to fill out application form for the relevant job vacancy
through the internet job site. They are also required to submit their resume. Once the application
is complete, candidates receive a confirmation message telling them that their application is
received and it is being processed.
Applications are then reviewed by the HR department which selects the candidates resumes.
Only completed CVs are taken into account. Then, the selected candidates are contacted. In any
case, candidates receive an email telling them when the job they applied for has been filled.
The Nestle website gives the opportunity to interested candidates to apply for jobs or internship
program by submitting their CV and filling out the application form. Nestle reviews the CVs and
jobs and tries to match registered candidates with job openings or for the internship program.

Selection
It is as important 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 companys culture. In Nestle new
employees are expected to respect the companys culture and it is required from all employees to
be open towards new ideas and proposals coming from outside.
Nestl employees are 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 Nestl their own
business, and who show an entrepreneurial spirit.
In the selection process of Nestle particular care is taken of the treatment of each candidate,
regardless of the outcome of the selection 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 the decision to hire or not to hire is to be left on the hands of an outside consultant
or expert. Only skills and experience are considered while selecting an employee. According to
Nestle heads, no consideration is given to a candidates origin, nationality, religion, race, gender
or age and hence, there is no discrimination.
Nestle uses a systematic method of selection for employees. First the position line manager gives
structural questioners and tests to analyze their traits to fill up a job. After short listing and
deciding what employees are available for certain positions, the Human Resource Department
reevaluates and assesses them on certain criteria and finally select candidates through structured
interviews.
What makes an Employee fit to work for Nestle Pakistan:
Nestle looks for a set of interrelated characteristics encompassing three key areas: knowledge,
personality and motivation.
Professional Knowledge
A candidate should have academic record that demonstrates intelligence, commitment and hard
work and shows a sharp analytical mind, and drive necessary to succeed in a competitive
environment.
Nestle looks for good academic results at university or equivalent qualifications. However, the
class of the degree an employee have obtained, though very important, is not the only criteria for
selection. Other experiences during an employee studies, previous jobs, assignments, language
courses and any other significant extracurricular activities and achievements, are also given
weight.
Nestle looks for candidates who can identify problems, analyze them, look at different options,

and come to reasoned conclusions. The company requires 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 Nestl Pakistan.
Personality
Nestl Pakistan requires more than professional knowledge and a flair for the field of activity of
choice, an open mind, and a willingness to learn new skills and ideas.
Nestle looks for applicants who are dynamic and communicative who can listen, understand and
integrate the opinion of others and can express their ideas clearly, both verbally and on paper.
The firm requires people who can negotiate, even with very different partners, and to solve
problems in complex situations.
Candidates should show leadership, inspire others, and should be self-confident, yet realistic.
Candidates should have a positive attitude and willingness to work hard, even under pressure.
Also Nestle seeks people who can be objective in their assessment of themselves and of others.
Motivation:
Nestle expects loyalty from its employees and expects them to be critical and to suggest
improvements wherever necessary. Nestle encourages people who are motivated & can motivate
others.
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 session that consists of discussions about potential jobs and career
development, individual interviews with HR and line manager. Both panel and individual
interviews are conducted. If the candidate is successful in the panel interview he/she will be
invited for an individual interview day with HR and line manager.
Professional Applicants:
For professional applicants HR and line managers conduct a series of individual interviews
which generally focus on a candidates background and try to determine if the candidate will be
able to fit into the Nestle culture and values.
Internships Applicants
This interview is the same as professional interview. HR and line managers conduct a series of
individual interviews for internees. These generally focus on candidates background and
motivation.