This document contains information about an interview conducted with the HR officer at Nestlé Bangladesh Ltd. It lists the names of 6 students and describes Nestlé's emphasis on ethical conduct and participatory leadership. The document outlines Nestlé's recruitment and selection process, which involves CV screening, written tests, competency interviews, and final interviews. It also discusses Nestlé's orientation program, approaches to training needs analysis, and types of training provided, which focuses on on-the-job learning supplemented by other methods. Key performance indicators for evaluating training programs are also mentioned.

1. MGT301
Mr. Tanvi Newaz

2.  Shoieb
Ahmed Abdullah 11304001
 Abdullah
Ibne Hossain 10204015

Saqif Rahman Sabit 11204017

Protiti Khan 11304018

Golam Asfia 11304057

Samiya Yesmin 11304043

3.  NBL
encourages ethical conduct.
 Participatory
style.
 Group
 All
management and decision
oriented leadership style.
work is team work.
 Employee Congenial
leadership and empowerment.
atmosphere that motivates.

4.  Primary--Interview
of Mr. Faiyaz Khan
Chowdhury, HR officer at Nestlé
Bangladesh Ltd. (NBL)
 Secondary—Articles
 Term
& websites
paper body format: Every part has its
own analysis and recommendation.

5. Is
Job Analysis conducted?
How
frequently is it conducted?

6. Job Title:
Technical / Functional
Levels:
Knowledge
Report to:
Qualifications
Organization
Unit/ Location:
Experience
Details:
Training
requirements

7. Sl.
1
2
3
4
Leadership Competency
5
6
7
8
9
10
11
12
13
Know yourself
Insight
Result focus
Proactive/Cooperative
Impact and convince
others
Service orientation
Curiosity
Courage
Initiative
Innovation/Renovation
Lead people
Develop people
Proactive what you preach
Standard Developed Highly Developed

8.  Recruitment
& Selection
 Compensation
 Training
& Development Need
 Performance
Appraisal

9.  Questionnaire
 Interview

10.  Purpose
of the analysis
 Background check
 Selecting Sample
 Collecting information & Analyzing
 Verifying Information
 Developing Job Description & Job
Specification

12. “Real Possibilities, Real People
At Nestlé, we don't offer jobs – we offer
possibilities.”

13.  Personality
 Motivation
 Professional
Knowledge

14.  Stage
o1– Sending CVs
• Your personal details
• Extracurricular activities
• Academic history and work
experiences
 Stage
02– Written Tests
• Numerical Test
• Logical Test
• Analytical Test
• Language

15.  Stage
o3– Competency Based
Interview
• Situational Questions
• Behavioral Questions
• Presentation
 Stage 04– Final Interview
• Structured panel interview
• Department head and management
committee
• Evaluates Nestlé Culture and Sprite

16.  Have
Insight:
 Impact
Others:
• Understanding Level.
• Perspective.
• Thought Level.
• Analysis.
 Be
Proactively Cooperate:
• Challenge others
• Team Sprit
• Respect to Team
• Contribution
•
•
•
•
•
Simplicity
Logical
Enthusiasm
Communication Skill
Listening Skill
 Be
•
•
•
•
on and Convince
Focused on Results:
Preoccupation
Assistance to team
Persistence
Example/ Logic orientation

17.  Background
 Referrals
 Medical
Tests

18.  Recruiting
and hiring internally.
 Referral CVs
 Internal hiring reinforces the culture of
Nestlé & works as a great motivation.
 Open-ended questions helps determine
candidate’s personal strengths
 Practical competence.
 Panel Interviews

19.  Orientation
Program: 3 days long–
• Day 1- Head Office
• Day 2 – Factory
• Day 3 – Market Place

20.  Task
Analysis: Assessing New employees’
training Needs:
•
•
•
•
Annual Induction
Nestle Code Training
Product Knowledge Training
Safety Training

 Performance
Analysis – Assessing
Current Employees’ Training Needs
• The individual himself
• The function
• The HR department

21.  More
extensive and elaborate induction
program.
 External training.
 More elaborate technical knowledge
sharing.
 training budgets
 Internal study

22. Corporate training core
curriculum
Support
20%
On the Job
70%
Learn and
train
10%
Support
Learn and train
On the Job

23. 
Work in different special projects and
taskforces

Doing the actual job

Job rotation

Working in teams

Mentoring/Job shadowing

24.  360 degree feedback process
 Ongoing feedback
 Coaching/Role models
Training based on ―Education‖:
 Workshop/Seminar/Conference
 Further studies

25. 
Technical/Functional skills

Organization knowledge

Business experience

Leadership skills

26. 
How satisfied were the learners with the
learning experience?

How effective did they feel it had been in
meeting their learning needs?

How well did training participants like the
program?

28.  The
End~~~