1. HUMAN RESOURCE MANAGEMENT REPORT
HUMAN RESOURCE
PRACTICES IN NESTLE
PAKISTAN
Submitted By: Muhammad Mobeen Raza
mubeen_raza110@hotmail.com
Submitted To:
Sir Abdul Mujeeb Faqooqi
This is our Human Resource Term Project report which aims to make us learn about HR practices in any
organization by visiting their office and conducting interview. We visit to Nestle Pakistan on focus on
Karachi Office where ask them few questions related to our class room learning and some information
they provide us by seeing our interest in this term project. We have gathered cluster of information
about Nestle Pakistan HR practices and learn a lot with this term Project.

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Table Of Contents Page No.
Introduction 6
Human Resource 6
Getting Started 6
What they Believe 6
The Nestle Difference 7
Growth 7
Learning 7
Safety at work 8
Major focus on preventing accidents 8
Involving Employees 8
Tools to manage safety performance 8
Safety at work award 9
Nestle Policy on Health and Safety at Work 9

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Table Of Contents Page No.
Prevention of work-related injury and illness 9
Operational Safety, Health and Risk Management 9
Nestle and third parties 10
Management leadership and employee involvement 10
Implementation 10
Tracking workplace injuries: Five-year Evolution 11
RECRUITMENT 11
WHAT THEY LOOK FOR 11
Professional Knowledge 11
Personality 12
Motivation 12
Recruiting process 13
Receiving CV’s 13

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Table Of Contents Page No.
Register for our talent pool 13
The Interview Process 13
Graduate Program Applicants 13
Professional Applicants 14
Internships applicants 14
TRAINING 14
Management Trainee Programmed 14
Ongoing development 14
Internships 14
The Nestle Human Resource Policy 15
A SHARED RESPONSIBILITY 15
CAREER MANAGEMENT 16
JOINING NESTLE 16

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Table Of Contents Page No.
EMPLOYMENT AT NESTLE 17
Knowledge Transfer 18
PROFESSIONAL DEVELOPMENT 18
Learning 18
Industrial relations 18
The Nestle Spirit 20
Question/Answers 20
Human Rights 23
Child Labor 23
Protection of the Environment 23
Responsibility to environment 24
Earthquake Relief 24
Reference 25

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INTRODUCTION OF NESTLE
Nestle was founded in 1866 by Henri Nestlé and is today the world's biggest food and beverage
company. Sales at the end of 2005 were CHF 91 billion, with a net profit of CHF 8 bn. Nestle
employ around 250,000 people from more than 70 countries and have factories or operations in
almost every country in the world.
HUMAN RESOURCE
HR is dedicated to their employees, and ensures that they have all the right people with the right
skills, in the right places at the right time.
Understanding that their people are the bedrock of all their business strategies, it is their mandate
to enhance their skills with cutting-edge training and provide them with world-standard facilities.
They select flexible, innovative people who are ready to confront new challenges and make a
difference. Their groundbreaking Management Trainee Programmed aims to develop talented
young men and women and help them achieve their potential in a dynamic and enabling
environment.
Over a hundred people travel out of the country every year to take advantage of their
international training and development events.
GETTING STARTED
Nestle is the world’s largest and most respected food company, and their success is built on their
people. Their 140 years of experience has taught us that people are more important than systems
& processes. They offer you an attractive and dynamic working environment where you'll find
constant opportunities for development: a place where you can grow, learn, and fulfill their
potential to the utmost.
WHAT THEY BELIEVE IN
They are a people company. Their people are their greatest strength, and nothing can be achieved
without their commitment and energy.
At Nestle Pakistan their opinion counts.
Here you'll fit into a corporate culture that's based on a set of fundamental principles and values.

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These are:
• High commitment to quality products and brands
• Respect of other cultures and traditions
• Commitment to strong work ethic
• Personal relations based on trust and mutual respect
• Proactive cooperation
• Being pragmatic rather than dogmatic
• Favoring decentralization and networking
• Being committed to work and quality
• Preferring the long-term perspective to short-term thinking
They're proud of their traditions and heritage, and as times change, these core values keep
evolving.
The Nestle Difference
At Nestle you'll find their self in a dynamic and invigorating environment, surrounded by people
who are passionate about their work.
You'll feel empathized to contribute to the company's business objectives and to achieve their
own personal and professional goals.
You and their colleagues shape and lead the organization their energy is its greatest strength.
Growth
New employees are given responsibility at an early stage, and high performers can develop fast.
Their international and multicultural working climate is conducive to creativity, innovation and
personal development. And you'll get competitive working conditions, a compensation package
and social benefits in line with their company's high standards. Here, you'll get the room to add
value and make a real difference. If you're qualified and ready to confront new horizons, you'll
have the chance for a truly international career.
Learning
If you want to keep learning and improving every day of their working life, you might fit in very
detail at Nestle Pakistan. From their very first day, you will start to acquire new skills that may

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take you to the very top, and to the furthest corners of the world. Here, you'll thrive in an
environment of lifelong knowledge enrichment, where learning is a continuous process rather
than an occasional program or event. That's why you'll find their self working with people who
want to know more, do more and achieve more for them, and for the organization.
SAFETY AT WORK
Nestle is committed to being a leader in workplace safety and health. The Nestle Occupational
Health and Safety Management System (NSMS) was revised in line with the 2007 edition of the
international standard OHSAS 18001 and reissued to all Nestle operations, reinforcing our
commitment that “Safety is non-negotiable”. They are also working towards external
certification of our factories against OHSAS 18001. This will provide a common language
around our health and safety management systems, and make it easier to demonstrate
implementation of these standards to our stakeholders. The number of workplace injuries has
been reduced. For example, in 2007 the number of injuries leading to one or more days away
from work in Nestle decreased to almost one quarter of that seen in 2001.
Major focus on preventing accidents
Over the years, Nestle has developed a strong network of local Safety, Health and Environment
functions that develops and shares best practices in accident prevention across the world.
Involving employees
Employees at all levels are employed to assume ownership of workplace safety. Behavior based
safety programs are being implemented in all operational sites (including factories and
distribution centers). Safety observations made by those most concerned are gathered and
analyzed and measures to eliminate or manage risks are implemented.
Tools to manage safety performance
Custom-made tools have been put in place to track workplace safety key performance indicators.
Safety practitioners and managers have access to reports about their local performance and those
of other sites, enabling easy internal benchmarking and identification of best practices.

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Safety at Work Award
In order to reinforce a culture of safety in the company Nestle has created a 'Nestle Safety at
Work Award' 2008. Nestle country or market organizations worldwide presented applications to
the jury. Each country or market organized an internal safety award competition and designates
one champion team to participate in the Nestle Safety Award. Local winners are recognized with
Gold, Silver and Bronze awards and the global winners will be announced at the end of March.
The winners are presented with their trophies at the Nestle Market Conference.
Nestle Policy on Health and Safety at Work
Nestle regards its people as its most valuable asset and places the highest priority on protecting
them. The Nestle Policy on Health and Safety at Work is based on the Nestle Corporate Business
Principles, which are binding for the whole Nestle Group.
Prevention of work-related injury and illness
Nestle believes that work-related injuries and illnesses can be prevented. They integrate health
and safety into management of the business by establishing local safety organizations that
proactively advance a strong safety culture. Further, they implement worldwide our
mandatory Nestle.
Operational Safety, Health and Risk Management
Strategy, which meets or surpasses the requirements of the health and safety laws applicable in
the countries in which they operate conduct risk assessments and take appropriate corrective
action to minimize threats to human health and safety. Furthermore, they establish emergency
and contingency plans to deal with residual risks. This approach also minimizes threats to the
business, protecting our shareholders’ interests; continuously improve our performance by
adapting processes, work practices and systems as a result of monitoring safety performance and
analyzing accidents or occupational health problems.

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Nestle and third parties
Nestle understands the responsibility of the community and third parties in managing safety.
Therefore, they communicate with relevant local communities and their emergency services,
providing them with adequate health and safety information on our operations. They encourage
joint training and exercises with local emergency services where appropriate ensure that all third
parties entering Nestle sites have sufficient relevant information and training and are properly
equipped to safely execute their tasks on our sites; regard health and safety management as an
important consideration in supplier and contractor selection. Nestle enforces this policy on third
parties operating on our sites and encourages our suppliers and contractors to apply similar
standards of Nestle sites.
Management leadership and employee involvement
Nestle recognizes the critical role of our people to ensure a safe and healthy work environment.
As an integral part of managing the business, all Nestle managers are accountable for managing
workplace health and safety with strong leadership and credibility. They build a proactive safety
culture by actively engaging our employees and other relevant stakeholders to drive
implementation of all elements of our Nestle Operational Safety, Health and Risk Management
Strategy through consultation and communication with staff at all levels educating, training and
equipping staff at all levels to ensure that they are employed to avoid unsafe situations and to
respond rapidly to unexpected events; setting targets and monitoring performance to drive
continuous improvement of our achievements, while providing the needed resources to ensure a
safe working environment. Further, employees at all levels are accountable to work in a safe
manner to prevent injury to themselves and fellow workers, and to become actively involved in
programs to improve health and safety performance in the workplace.
Implementation
Nestle implements this policy through the Nestle Operational Safety, Health and Risk
Management Strategy to ensure a consistent and coherent standard worldwide. However, the
specific methods of managing health and safety at work depend on local social norms, practices
and regulations. Local management is accountable to implement an adapted safety organization

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to comply with this policy. The Nestle Operational Safety, Health and Risk Management System,
supports the Nestle Operational Safety, Health and Risk – Management Strategy by guiding
managers on the most effective implementation approach.
Tracking workplace injuries: Five-year Evolution
Nestle started tracking injuries that lead to days away from work and/or to medical treatment at
corporate level in 1998. This tracking covers approximately 275,000 employees and 50,000
contractors (those that work at Nestle sites) across the world. Since then, significant progress has
been achieved. In the period 2003-2007, the number of injuries with time away from work (for
employees and contractors) per million hours worked reduced by 65%.
RECRUITMENT
WHAT THEY LOOK FOR
It takes a special sort of person to come and work at Nestle Pakistan.
That's why, when selecting candidates, they look for a set of interrelated characteristics
encompassing three key areas: knowledge, personality and motivation.
Professional Knowledge
Do you have a great academic record that demonstrates their intelligence, commitment and hard
work? Can you show us you have a sharp analytical mind, and the drive necessary to succeed in
a competitive environment?
If you think you fit the bill, you may be right for Nestle Pakistan.
They look for good academic results at university or equivalent qualifications. However, the
class of the degree you have obtained, though very important, is not the only criterion for
selection. Other experiences during their studies, previous jobs, assignments, language theses
and any other significant extracurricular activities and achievements, are also given the right.
They look for candidates who can identify a problem, analyze it, look at different options, and
come to reasoned conclusions. They want people with drive and tenacity, energy and enthusiasm,

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who can initiate a project and follow through to the end. All these skills are vital during a career
at Nestle Pakistan.
Personality
To succeed at Nestle Pakistan, you need more than professional knowledge. You need a flair for
the field of activity of their choice, an open mind, and a willingness to dig in and learn new skills
and ideas. They're looking for applicants who are dynamic and communicative. People, who can
listen, understand and integrate the opinion of others, people who can express their ideas clearly,
both verbally and on paper. They want people who like to negotiate, even with very different
partners, and to solve problems in complex situations. They like candidates who show
leadership, inspire others, and are self-confident, yet realistic. People who have a positive
attitude to work and are willing to work hard, even under pressure. They seek people who can be
objective in their assessment of themselves and of others.
Motivation
While they expect loyalty to their company, they expect their people to be critical and suggest
improvements wherever necessary. They like people who are motivated themselves & can
motivate others.
What Will Make You Right for Nestle?
A Nestle employee is 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 Nestle their own
business, and who show an entrepreneurial spirit.
If you think you fit the Nestle profile, you might be just the person they're looking for!

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Recruiting process
Applying for a current job / graduate program / internship
Please look through the vacancies and choose which you are interested in.
Create your CV by filling out the online form.
Once the application is complete, you will receive a confirmation message telling you that it has
been received and is being processed.
Receiving CV’s
They will review and select CVs that best match open jobs. Please note that only completed CVs
will be taken into account.
Only selected candidates will be contacted.
In any case, you will receive an e-mail telling you when the job you applied for has been filled.
Register for our talent pool
If there is no job opening suitable for you, you can still register your details in our database. You
will then be considered as a potential candidate for new upcoming positions. They regularly
review CVs and jobs to try to match registered candidates with job openings. You will only be
contacted if they find a suitable match.
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 sessions that consists of discussions about potential jobs and career
developments, individual interviews with HR and line managers, group and/or individual case
studies. If you are successful at the group stage, you will be invited for an individual interview
day with HR and line managers.

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Professional applicants
You should expect a series of individual interviews with HR and line managers. These will
generally focus on your background and motivation as they’ll as how you likely fit Nestle's
culture and values.
Internships applicants
You will be interviewed by HR as they’ll as a line manager. These interviews will generally
focus on your background and motivation as they’ll as how you likely fit Nestle's culture and
values.
TRAINING
Management Trainee Programmed
If you're young, bright and hard working, the Management Trainee Program may be the place for
you. They hire fresh graduates as potential managers to develop new competencies and skills
through on-the-job development. You'll be hired in one of various departments at inductee level
on a 12-month training program. Once you've completed the program, you will be assigned
independent responsibilities supporting the company's business needs. They begin sourcing
Management Trainees in January. Preliminary interviews and screening is organized according
to the graduation schedules of Pakistani and foreign universities, and are followed by interviews
with senior management.
Ongoing development
As nutrition and our insights into nutrition evolve, so too will our NQ Nutrition training, helping
Nestle employees to keep abreast of new developments and maintain a high level of credibility
through the breadth and depth of our nutrition expertise.
Internships
Internships are a great way to apply the knowledge and skills you are developing at university
and get experience in a leading corporation. They offer project-based internship positions in
various departments at Nestle Pakistan. You may be hired as an intern at various points during

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their academic career: during undergraduate study or graduate school. Most internship
assignments are offered during the summer months and generally run for 6 to 8 weeks.
At the end of the internship you will be required to submit a project or program report to the
company on the topic assigned to you at the beginning of the internship program.
If you impress us with their talent & hard work, you may be considered for employment
opportunities after you have completed their studies.
The Nestle Human Resource Policy
This policy encompasses those guidelines which constitute a sound basis for efficient and
effective HR Management in the Nestle Group around the world. They are in essence flexible
and dynamic and may require adjustment to a variety of Circumstances. Therefore its
implementation will be inspired by sound judgment, compliance with local market laws and
common sense, taking into accounts the specific context. Its spirit should be respected under all
circumstances. As Nestle is operating on a worldwide basis, it is essential that local legislation
and practices be respected everywhere. Also to be considered is the degree of development of
each market and its capacity to advance in the management of their human resource.
The Nestle Management and Leadership Principles include the guidelines inspiring all the Nestle
employees in their action and in their dealings with others. The Corporate Business Principles
refer to all the basic principles which Nestle endorses and subscribes to on a worldwide basis.
Both these documents are the pillars on which the present policy has been built.
A SHARED RESPONSIBILITY
HR managers and their staff are there to provide professional support in handling people matters
but should not substitute themselves to the responsible manager. 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 coherent implementation with
fairness. Acting as business partners, the HR manager advises and offers solutions which results
in positive impact on the organization’s effectiveness. Furthermore, she/he proposes best
practices and provides state-of-the-art support and counseling to her/his colleagues. Together
they act as co-responsible partners for all HR matters. This partnership is the key for efficiency

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in people management. The communication skills of the HR staff must be appropriate to deal
with all delicate matters as they occur frequently in human relations issues. They gain their
credibility not only from their professional contribution but also through the care and the
excellence of their communication skills.
CAREER MANAGEMENT
JOINING NESTLE
The Nestle Human Resource Policy The long-term success of the Company
Depends on its capacity to attract, retain and develop employees able to ensure its growth on a
continuing basis. This is a primary responsibility for all managers. The Nestle policy is to hire
staff with personal attitudes 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. Each new member joining Nestle is to become a participant in
developing a sustainable quality culture which implies a commitment to the organization, a sense
for continuous improvement and leaves no place for complacency. Therefore, and in view of the
importance of these Nestle values, special attention will be Paid to the matching between a
candidate’s values and the Company culture. Hence, a clear communication of these principles
and values from the very beginning of the recruitment process is required. Moreover, for
managerial positions specific leadership qualities and business acumen will be required. Nestle
wishes to maintain and develop its reputation as an employer of high repute. Contacts with
universities, attendance at recruitment events and other contacts are to be undertaken so as to
ensure good visibility of the Company vis-à-vis relevant Recruitment sourcing. Particular care
will be given to the treatment of each Candidacy regardless of the outcome of the selection
process. Even when promoting employees intensively from within the organization, it is the role
of management and HR to keep an eye on valuable candidates from outside and to Benchmark
internal skills with external offers. Whilst adequate recruitment tools may improve the hiring
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 should the decision to
hire or not to hire be left in the hands of an outside consultant or expert. As mentioned in the
Nestle Management and Leadership Principles, only relevant skills and experience and the
adherence to the above Principles will be considered in employing a person. No consideration

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will be given to a candidate’s origin, nationality, religion, race, gender or age. 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 Company culture. Whereas from new employees it is
expected to respect their company’s culture, it is accordingly required from all employees to
show an open mind towards new ideas and proposals coming from outside.
EMPLOYMENT AT NESTLE
The Corporate Business Principles outline the Company’s commitment to fully endorse and to
respect a series of principles and international conventions concerning employee’s rights, the
protection of children against child labor and other important issues. These principles are to be
respected everywhere and under all circumstances. The management will implement the
necessary processes to ensure that these principles are enforced at all levels. Employees who are
not abiding with the Corporate Business Principles and the Nestle Management and Leadership
Principles cannot be maintained in employment and will be requested to leave the organization.
Also their main suppliers and providers of out sourced services should be informed of the
Corporate Business Principles and should comply with those. In the same way that no
discrimination for reason of origin, nationality, religion, race, Gender or age will be tolerated
when joining Nestle, no such discrimination will be tolerated towards Nestlé’s employees.
Furthermore, any form of harassment, moral or sexual, will not only be prohibited but actively
tracked and eliminated. Internal Rules and regulations will explicitly deal with discrimination
and harassment issues so as to obtain the best possible prevention. Nestle considers that it is not
enough to avoid discrimination or harassment. It is essential to build a relationship based on trust
and respect of employees at all levels. Therefore, it is indispensable for each manager to know
how her/his employees feel in their work. In larger units it may be necessary to organize such
feedback on a regular basis, using internal surveys or other valuable approaches. Nestle favors a
policy of long-term employment. Whenever, an operation activity cannot be maintained within
the Nestle sphere, reasonable steps will be undertaken to avoid overall loss of employment by
identifying an external Business willing to take over activity from Nestle, whenever this is
possible. If this is not possible, a closing down may be unavoidable. It will be handled in full
respect of local legislation and of the Corporate Business Principles. A social plan will be

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elaborated taking into account the legitimate interests of the concerned staff. Reasonable efforts
will be deployed to reduce, as much as possible, the negative Social impact of such a situation.
Knowledge transfer
Knowledge Transfer is about making the very best out of our huge intellectual assets and
resources and ensuring that this information is shared with our partners and within our
communities. The research and business models that have proved of great success within Nestle
have been taken on into communities and used to enable and their other businesses and
initiatives. The most recent example of this is the participation of Nestle in donating funds for
the drilling of deep wells and the installation of 22 community water supplies to provide clean
and safe water for some 40 000 people. The funds are also be used to train community structures
on maintaining the pumps and improve overall hygiene practices.
PROFESSIONAL DEVELOPMENT
Learning
Learning is part of the Company culture. Each employee, at all levels, is conscious of the need to
upgrade continuously her/his knowledge and skills. The willingness to learn is therefore a non-
negotiable condition to be employed by Nestle. First and foremost, training is done on-the-job.
Guiding and coaching is part of the responsibility of each manager and it is crucial to make each
one progress in her/his position. When formal training programs are organized they should be
purpose oriented and designed to improve relevant skills and competencies. Therefore they are
proposed in the framework of individual development programs.
Industrial relations
Nestle upholds the freedom of association of its employees and the effective recognition of the
right to collective bargaining. Nestle wishes, also through its relationship with unions and other
representative associations, to sustain the long-term development of the Company, both to the
benefit of the employees and of the Company, by maintaining a level of competitiveness adapted
to its economic environment. Industrial relations are a clear responsibility of local management
and will be handled at the appropriate level: first at site level (factories, warehouse) subsequently
at regional or national level, according to local law and practices. Nestle will ensure that direct

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and frequent communication is established with its employees, both union members and non-
members, as mentioned in the Nestle Management and Leadership Principles. Relations with
unions will be established under strict observation of national law, local practices as they’ll as
those international recommendations to which Nestle has adhered to on a voluntary basis as
stated in the Corporate Business Principles. Contacts with union delegates should create a further
opportunity to provide information allowing their members and other representative associations
to acquire a full understanding of the business activities and the goals of Nestle. In accordance
with local legislation, Nestle will refrain from any action restricting the employee’s right to be or
not to be affiliated to a union. Nestle will not engage with any union or other representative
association in activities or discussions other than those relating to employment and working
conditions as they’ll as issues relating to the workplace. Whenever negotiations take place, they
will be duly prepared with the full involvement of line management and take into account both
the Company’s and the employees’ legitimate interest. In dealings with unions, it will be ensured
that management prerogatives be properly maintained. The fact that Nestle is more people and
product than systems oriented is reflected in the way HR is functioning and is organized.
Processes and systems as they’ll as professional HR tools are there to support HR management
but never to the detriment of the human dimension. The human perspective should be present at
all times and under all circumstances. The HR function should report to the manager responsible
for a defined operation (Region, Market, Country, and Factory) with a functional relation to the
market HR according to the size of that operation. The HR manager should not only have the
skills and competencies from a purely professional standpoint but also have the charisma and the
credibility to be a trustworthy partner to her/his colleagues. Whereas the HR function should
indeed provide flawless administrative support, its main role is to add value to the business and
to play a proactive role in every situation where HR action is required. Specific HR KPI’s are
useful in assessing the performance of an HR unit. However, it should be kept in mind that the
HR contribution aims in the first place at optimizing the overall company performance through
improving people performance. With the evidence that the human capital is of increasing
importance, HR plays indeed a pivotal role in the conception and implementation of the people
strategies that impact financial results and the organization’s overall reputation and effectiveness.

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The Nestle Spirit
You could be forgiven for expecting to see a mission statement here, summing up our beliefs and
principles in a few slick phrases. But that's not the approach they take.
Nestle is not like other companies. They have a unique set of values and guiding principles that
have been built up over time. To try to summarize them in a sentence or two would make them
meaningless.
To engender the unique spirit that permeates the entire Nestle Group:
They believe in people, rather than systems.
They are committed to creating value for our shareholders, but they will not favor short-term
profits at the expense of long-term business development.
They are as decentralized as our basic policy and strategy decisions will allow.
They are committed to continuous improvement rather than dramatic, one-off changes Above all,
they are pragmatic and not dogmatic
If these are values that strike a chord with you, spare a few minutes to read through the questions
below. If you can tell them all with 'yes', they'd like to hear from you.
Do you look forward to change?
Nestle is proud of its traditions and heritage. But that doesn't mean they are stuck in the past. To
keep us ahead in the ever-changing food industry, they are constantly driving forward the
boundaries of our industry. Our people must be:
Creative
Excited by the future
Flexible

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Are you open minded and ready to learn - every day of your career?
They are committed to the continual training and personal development of our people. A world
of opportunities quite literally awaits those who are prepared to:
Learn something new every day
Adapt to new environments
Develop multi-lingual skills
Do you have courage in your convictions and keep your cool under stress?
Then you could have what it takes to be a Nestle manager. The development of our business
depends on finding people who are ambitious for themselves and for our company, who can:
Communicate and innovate
Motivate and inspire
Delegate without abdicating responsibility
Do you want to explore new countries and adopt new cultures?
Nestle has been an international company since its very beginning. Food is intrinsically linked
with local eating and social habits, and Nestle endeavors to integrate itself as much as possible
into the cultures and traditions of the countries where it operates. To deliver products that meet
the needs of individual consumers, they need people who:
Respect other cultures
Embrace diversity
Never discriminate on any basis

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Are you ready to be the best?
Whether they are creating a product to fulfill a nutritional need, or a chocolate bar that's purely
for pleasure, Nestle is only satisfied with the best. They expect that same commitment to quality
from our people. So get in touch with us if you are:
Enthusiastic
Dedicated
Ready to be part of our success
Many other companies say that people are their most precious asset. They know that what makes
our company unique is our staff: the people who share our beliefs and principles and who work
constantly to keep Nestle in its leadership position. Nestle is not a faceless company selling to
faceless consumers. It is a human company providing response to individual human needs the
world over.
Nestle Corporate Business Principles:
Nestle is committed to the following Business Principles in all countries, taking into account
local legislation, cultural and religious practices:
– Nestlé’s business objective, and that of management and employees at all levels is to
manufacture and market the Company’s products in such a way as to create value that can be
sustained over the long term for shareholders, employees, consumers, business partners and the
large number of national economies in which Nestle operates.
– Nestle does not favor short-term profit at the expense of successful long-term business
development, but recognizes the need to generate a healthy profit each year in order to maintain
the support of our shareholders and the financial markets band to finance investments; Nestle
recognizes that its consumers have a sincere and legitimate interesting the behavior, beliefs and
actions of the Company behind brands in which they place their trust, and that without its
consumers the Company would not exist.

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– Nestle believes that, as a general rule, legislation is the most effective safeguard of responsible
conduct, although in certain areas, additional guidance to staff in the form of voluntary business
principles is beneficial in order to ensure that the highest standards are met throughout the
organization; Nestle is conscious of the fact that the success of a corporation is a reflection of the
professionalism, conduct and the responsible attitude of its management and employees.
Therefore recruitment of the right people and ongoing training and development are crucial.
Human Rights
Nestle fully supports the United Nations Global Compact’s two guiding principles on human
rights. Nestle therefore: Supports and respects the protection of international human rights within
its sphere of influence
Child Labor
It is generally acknowledged that the causes of child labor are complex and include poverty,
differing stages of economic development, social values and cultural circumstances. Nestle
believes policy development must take into account the social and legal situation of individual
countries. Action to eliminate child labor must be guided by the best interests of the child, as ill-
considered policies and commercial measures can make the situation worse for children.
Protection of the Environment
Since its early days Nestle has been committed to environmentally sound business practices
throughout the world and continues to make substantial environmental investments. In this way
Nestle contributes to sustainable development by meeting the needs of the present without
compromising the ability of future generations to meet their own needs. The Nestle Policy on
the Environment underlines this commitment. Nestle also adheres to the International Chamber
of Commerce (ICC) Business Charter for Sustainable Development. This Charter requires the
establishment of policies, programs and practices for conducting operations in an
environmentally sound manner. Nestle fully supports the United Nations Global Compact’s three
guiding principles on environment.

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Responsibility to environment
In line with Nestlé’s global commitment, Nestle Pakistan is dedicated to playing its role in
helping to protect the environment. They comply with the Environmental Act (1997), and try to
ensure that at every stage of our operations, the environmental impact is minimal.
Thus, at the raw materials stage, they support sustainable agricultural and dairy farming
practices, including environmental protection. When it comes to production, all our factories try
to maximize eco-efficiency, i.e. increase production while minimizing resource consumption,
waste and emissions. Our factories are equipped with complete testing and monitoring facilities
for waste and air emissions. To eliminate air pollution, they have stopped using heavy fuel oil in
our factories, which are now run on clean natural gas. This has reduced our emissions into the
atmosphere to they’ll below the legal limits. Our Sheikhupura & Kabirwala factories have
elaborate water treatment systems to prevent wastewater from polluting the environment.
Natural gas incinerators at our Sheikhupura & Kabirwala factories are used to safely dispose of
material that cannot be recycled & dumped. Our factories have environment committees to
manage routine environment issues and review performance. Environmental impact assessment
is done in advance for every new project and measures are adopted to minimize adverse impacts
on the environment. Our employees regularly undergo training to inculcate awareness about
environment-friendly practices.
Earthquake Relief
In October 2005, the biggest natural calamity in our history struck Pakistan. Thousands died and
millions they are left homeless after a massive earthquake hit our mountainous northern areas. In
step with the rest of the nation, Nestle Pakistan responded immediately, putting its infrastructure
and resources to work in the affected areas. Nestle employees worked tirelessly to bring aid to
earthquake victims. They are immeasurably proud of our people for their contributions: Nestle
employees donated Rs 3.3 million from their own salaries. Nestle employees in other countries
also stepped forward and donated to the Nestle relief fund. Five teams of staff volunteers worked
day and night in the affected areas to ensure that relief goods got where they are needed. A
medical detailing team worked with the students of King Edward Medical University, Lahore, to
collect medicines worth Rs 175,000. Our parent company, Nestle SA has donated an additional
Rs 16 million for reconstruction and rehabilitation work.

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Reference
Muhammad Naveed
Human Resource Manager
Nestle Pakistan, Karachi
http://pk.linkedin.com/pub/dir/Muhammad