hr department of nestle pakistan and their policies

2. Hr Department Of
Nestle Pakistan

4. Group Members
Ramsha Gohar 57
Zunaira Shoukat 64
Palwasha Khan 54
Kainat Shoukat 52
Saba Majeed 59
Rabbia Amir 55

5. Contents
• Introduction
• History
• Vision & Mission
• Area Of Focus
• Hr Department
• Flaws Of HR Department
• Recommendation
• Refrences

6. INTRODUCTION
• Nestle is operating in Pakistan since 1988
• Headquartered in Lahore at Upper Mall
• Two of its factories in Sheikhupura and
Kabirwala are multi product factories
• Nestlé Pakistan now operates the biggest milk
collection operation in Pakistan
• Key focus on Nutrition, Health and Wellness

7. Our Vision
• Nestlé’s global vision is to be the recognized
leading Nutrition, Health and Wellness
Company in this world
• Meet the nutrition needs of consumers of all
ages, from infancy to old age, from nutrition
to pleasure, through an innovative portfolio of
branded food and beverage products of the
highest quality.

8. Our Mission:
• To positively enhance the quality of life of the
people of pakistan by all that we do through
our people, our brands and products and our
CSV activities.
Our Ambition:
• To be the leading nutrition, health and
wellness company in pakistan.

9. CORE VALUES
• We conduct our business according to a set of
principles based on fairness, honesty and a
general concern for people. Our Code of Business
Conduct has established a set of non-negotiable
standards of behavior for everyone who works
for Nestlé, our Corporate Business Principles and
Leadership and Management Principles set out
our overall beliefs and commitments, and our
Marketing to Children policy outlines our
approach to this particular area of consumer
communication.

10. Products Of Nestle
• Coffee and tea
• Ice cream
• NESTLE water
• Breakfast cereals
• Milkshakes and other beverages
• Baby food
• Pet food (nestlé purina pet care)

11. Human resources Department
• 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.

12. Contin…
• 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.

13. Details Of HR System And Policies
• 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.

14. Human resources Practices
• In nestle, there is a huge concentration on
employees’ benefits from their employers and
top management.
• Employees work hard for the development of
the organization

15. Human resources Practices
RECRUITMENT
• 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.

16. 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.

17. Training
• 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.

18. 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.

19. Career Management
• 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.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.

20. PROBLEMS FACE BY NESTLE
• Problems seems to be everywhere these days
• When people work together, problems
becomes a part of doing business--it's a
normal occurrence in any workplace

21. Problem Creating Factors
• Differing Values:
The workplace consists of different individuals
Some employees have strong beliefs, which they
are not willing to compromise at any cost.
These beliefs can create conflict with
coworkers
• Opposing Interests:
This occurs when the employee becomes so
focused on achieving her own objectives, he
disregards how it affects others within the
company and the company itself.

22. • Personal Conflicts
No two people are exactly alike. Therefore,
personality clashes in the workplace are
unavoidable. Problems arise when the two do
not understand or respect each others' inner
nature
• Poor Communication
Poor communication leads to misunderstanding
and strife among employees

23. Recommendation
• Good communication between management
and workers
• The Human Resources management requires
and supports an organization “on the move”.
• Nestle should promote external hiring
• Training implication culture integration
standardization in expatriate proper training
and awareness

24. Cont….
• The HR managers should develop and motivate
employees by addressing the issues that help others to
improve in their work and their ability.
• The managers should be curious and broadminded and
interested in other culture and lifestyles including
continuous learning and sharing knowledge and ideas
freely with others.
• Human resource managers should identify human
resource strategies like flexible dynamic employees are
attracted, selected and then trained and motivated to
be more productive than the competition.

25. Conclusion
• World governments are increasingly realising
their responsibility to develop and implement
shared solutions to global environmental
issues. At the same time responsible
businesses like Nestlé S.A. are taking on a
leadership role. This should drive forward
changes in policy and practice which will help
us all to enjoy a sustainable future.

26. References
•Nestle.com
•Wikipedia
•Linkedit