This is a case study on Nestle Foods ltd about the background forces of their high performance and employee satisfaction.

1. Creating and Maintaining High-
Performance Organizations
The mystery of high performance of Nestle
By Kabir Md Shahriar
GSB - 196235

2. Nestle:
Overall Nestle’s Objective:
To be the world’s largest and best-branded food manufacturer while
ensuring that nestle name is synonymous with the products of the highest
quality.
HR Objectives of Nestle:
Satisfy through good staffing, rewards, training and pay scale to all quality, competent & committed
employees such as manager, strategic planner, employees of the organization.
High commitment to quality products and brands.
Respect of other cultures and traditions.
Personal relations based on trust and mutual respect.
Being committed to work and quality.
Preferring the long-term perspective to short-term thinking.

3. Essentials of employee’s high performance:

4. HR of Nestle:

5. The Mystery of High Performance of Nestle:
Financial stimulis for high performance. Non-financial stimulis for high performance.
Standard Pay. Safety at work.
Bonus scheme. Operational safety health and risk management.
Fringe benefits. Management leadership and employee involvement.
Employee involvement.
Implementation.
Motivation.
Recognition.
Autonomy.
Training & development programs.

6. Special Programs for low turnover employees of Nestle:
 Reason Analysis.
 Performance Analysis.
 Motivation.
 Training & Counseling.
 Rewards.

7. Adopting new technologies of Nestle:
 E-Commerce.
 Customer care.
 Using modern equipment.
 Employee’s individual account in their website.
 All the HR policies in their website.
 Planning to create E-learning platform.
 Individually they have developed various technologies. For example:
---Healthier fats,
(Allow us to use natural vegetable oils instead of partially hydrogenated fats in
our Maggi bouillon cubes and seasonings).
--- Malt extraction,
(That meant less sucrose and more complex carbohydrates in the product).
--- Foam booster technology.
(Creamy head for Nescafé Cappuccino, with less fat).

8. Nestle Audit:
Our CARE Audit program (Compliance Assessment of Human Resources,
Occupational Health & Safety, Environment and Business Integrity)
monitors our support for international conventions and the social
elements of the Nestlé Corporate Business Principles, as well as
compliance with local laws.
The Group-wide program uses three independent external certification
bodies to assess our commitment to socially responsible and
environmentally sustainable business practices in four areas:
occupational health and safety, labor standards, business integrity and
the environment. They have carried out over 1460 audits since 2005. In
2011, we carried out CARE audits at 110 sites. No critical non-
compliances were identified .

9. Employees Satisfaction of Nestle:
Daily assigned job activities are
satisfactory enough to complete.
Flexibility of Team spirit exists within the
work environment.
Relationship with supervisor is
pleasant enough.
Compliance for equal opportunity is
satisfactory.
Compensation and benefits matches
with job duties and responsibilities
From glassdoor.

10. Performance’s Result:
 In Malaysia, Chile and Spain, creative manner, and
adapted to local environment and needs.
 In Italy, management and trade unions are
working together and promoted the corporate
commitment of achieving “zero accidents” and to
foster female employment and specific work-life
initiatives.
 Nestlé has been named & awarded Australia’s top
food and beverage employer out of a pool of 150
private and public companies selected from the
country’s biggest satisfaction survey.
 Nestlé Philippines has received an award from the
Employers’ Confederation of the Philippines in
recognition of its “outstanding achievements for
industrial peace and harmony”.
 Recently they received appreciation certificate
from European union.
 In 2018, their e-commerce sales grew five times
faster than the Group average and reached 7.4% of
total Nestlé sales.