The presentation tells the recruitment and selection of marketing managers at Nestle. It includes the entire process, recruitment sources and personnel policies.

2.  The managers determine the strategic direction for the organizations.
 The marketing managers play a crucial role to determine the strategic
direction of an organization as they execute different tasks, from identifying
the needs of the customers to promoting the offerings and responding to
the needs (Ekwoaba, Ikeije, & Ufoma, 2015).
 Therefore, recruitment and selection team should ensure that marketing
managers are adequately skilled to add value to the organization.

3. Reaching
customers
using different
channels (Holm
& Haahr, 2018).
Maintaining a strong brand
image
Tracking and
analyzing
promotional
programs

4.  To evaluate the performance of promotional campaigns.
 To develop the marketing budget and resources allocation.
 To improve brand identity (Timming,2017).
 To conduct online and offline promotional activities.
 To maintain co-ordination among the staffs
 To lead the market research activities
 to assess the viability of the current products and services
 To communicate with the media and advertising partners
 To develop, implement and execute of the strategic marketing plans (Gilani &
Jamshed, 2016).
 To attract potential customers and retain them.
 To develop pricing strategies

5.  Knowledge of the emerging and traditional
marketing channels.
 Excellent communication skill.
 Creativity and ability to create innovative
ideas (Lounsbury, Sundstrom, Gibson,
Loveland, & Drost, 2016).
 Proficient in managing resources
 Knowledge on analytics

6.  The marketing manager should do the
following tasks—
 Developing the marketing plan for the year
 Finding out new business opportunities
(Wroblowska & Ruda, 2015)
 Maintaining client relationship
 Coordinating with other organizational unit

7.  The key responsibilities include—
 profit maximization by developing pricing
strategy
 optimizing market share and customer
satisfaction (Wroblowská, 2016)
 lead generation
 Promoting new products with
 research and development activities,
 managing the campaigns
 Evaluating the activities of competitors and
managing social media strategies

8.  Nestle management aims at developing a
culture based on empowerment, quality,
creativity, innovation and diversity.

9.  Quality Management: Total Quality Management
 Work-Life Balance: flexible working condition (Zuzana,
2017).
 Diversity and Inclusion: anti-discrimination policies
(Nestle.com, 2019)
 Creativity and Innovativeness: Employee participation in
decision making and encouraging them to identify new
solutions (Zhang, Li, & Yu, 2019).
 Employee Empowerment: Encouraging employees to take
initiatives and delegation of responsibilities (M'zungu,
Merrilees, & Miller, 2019).

10.  ERG theory : Employees have existence needs,
relatedness needs and growth needs.
 The existence needs include all the
physiological and material needs (Khorami &
Ehsani, 2015).
 The relatedness needs include social relations.
 Growth needs include fulfilling their internal
esteem and self-actualization needs. They the
opportunity to show creativity.

11.  The needs are met in the following ways—
 Providing a comfortable working environment at the office
 Increasing engagement by allowing staffs to participate in decision
making and recognizing their contribution(Domínguez-Falcón, Martín-
Santana, & De Saá-Pérez, 2016).
 Promoting teamwork
 Rewarding the top-performers (Russell & Brannan, 2016)
 Career Development by enabling them to acquire new skills (Grabara,
Kot, & Pigoń, 2016)

12.  The career development at Nestle depends on three aspects-- the
presence of core factors, accelerators and opportunities (Nestle.com,
2019).
 The core factors: the skills, abilities, leadership skills, critical
experience and performance that an employee must show to work
successfully in position.
 Accelerators: The mobility and flexibility of an employee to do different
functions.
 Opportunities: new activities in the overseas market.

13.  searching,
 screening,
 recruiting and
 training the employees

14.  Talent Development Programs: relationship-based (mentoring
programs), experience-based(job rotation) and education-based
interventions (training through business schools) (Nestle.com, 2019).
 The mentoring :to develop necessary skills for specific tasks (Poba-
Nzaou, Uwizeyemungu, & Clarke, 2018).
 The job rotation: to develop new skills and abilities by working in
different roles.
 Education : new knowledge related to the industry.

15.  Succession planning (Nestle.com, 2019). It
helps the staffs to know the growth
opportunities and the skills required to grab
those opportunities (Hytti, 2015).

16.  It is done from the campuses and the talent
pools in the industry (Nestle.com, 2019).
 Campus recruitments attract young talents
(Hytti, 2015).
 Industrial recruitments attract professionals
with relevant experience and diverse skill
sets.

17.  The interview.
 It helps the recruiter to find out the
candidates through conversation (Poba-
Nzaou et al., 2018).

18.  Analyzing candidates in unbiased manner.
 Adhering to the organizational anti-
discriminatory policies.
 Skill-based recruitment policies.

19.  Receiving the applications for a position.
 Reviewing Applications
 Short listing eligible candidates
 Interviewing and performance evaluation
 Selecting the candidates

20.  Focus on the inclusion and diversity
concepts.
 rewards and growth opportunities based on
performance

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