Presented To:
Sir Imran Hussain Presented By: Abdullah Razaq Amna Maqsood Rabia Fahad Azadar Hussain Hafsa Shahbaz
(314 Ms 070) (313 Ms 054) (313 Ms 049) (313 Ms 060) (313 Ms 034)
Job Analysis in Nestlé
Nestlé Introduction
Nestlé 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 bn, with a net profit of CHF 8 bn. Nestlé Employ around 250,000 people from more than 70 countries and have factories or operations in almost every country in the world. Nestlé is today the world’s leading food company, with a 135-year history and operations in virtually every country in the world. Nestlé’s principal assets are not office buildings, factories, or even brands. Rather, it is the fact that they are a global organization comprised of many nationalities, religions, and ethnic backgrounds all working together in one single unifying corporate culture.
Nestlé History The history of Nestlé began in Switzerland in 1867 when Henri Nestlé, the pharmacist, launched his product Farine Lactée Nestlé, a nutritious gruel for children. Henri used his surname, which means ’little nest’, in both the company name and the logotype. The nest, which symbolizes security, family and nourishment, still plays a central role in Nestlé’s profile. Since it began over 130 years ago, Nestlé’s success with product innovations and business acquisitions has turned it into the largest Food Company in the world. As the years have passed, the Nestlé family has grown to include chocolates, soups, coffee, cereals, frozen products, yoghurts, mineral water and other food products. Beginning in the 70s, Nestlé has continued to expand its product portfolio to include pet foods, pharmaceutical products and cosmetics too.
HR Department of Nestlé, and Polices
Introduction At Nestlé, we recognize that our employees are the key to our success and nothing can be achieved without their engagement. This document encompasses the guidelines which constitute a solid basis for effective Human Resources Management throughout the Nestlé Group around the world. It explains to all
Nestlé employees the vision and mission of the Human Resources function and illustrates every aspect of the Nestlé employee lifecycle. The Nestlé Management and Leadership Principles inspire all the Nestlé employees in their actions and in their dealings with others. The Corporate Business Principles refer to all the basic principles which Nestlé endorses and subscribes to on a worldwide basis. Both these documents are the pillars on which the present policy has been built. The implementation of this policy will be inspired by sound judgement, compliance with local market laws and common sense, taking into account the specific context. Its spirit should be respected under all circumstances and could be summarised in one sentence: At Nestlé we put people at the centre of everything we do.
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 Nestlé 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 Nestlé is to become a participant in developing a sustainable quality culture which implies a commitment to the organization and a sense for continuous improvement leaving no room for complacency. Therefore, and in view of the importance of these Nestlé values, special attention will be paid to the matching between a candidate's values and the Company culture.
Performance of Human Resource Management in Nestle: Nestle, the largest FMCG Company is working all over the world with more than 500 factories in 86 countries making up of most of the continents. Henri Nestle set up Nestle in Switzerland. Customers are provided with more than 500 products by Nestle. Nestle was entitled by Henri Nestle. The logo of the company consists of his family coat of arms, the nest with a mother bird protecting her young. The symbol of the company is associated with its care and attitude to lifelong nutrition. The Nestle nest bears the meaning of nourishment, security and sense of family that are important to life.
Need to create Job Our Nestlé Company located 308 Mall Rd, Lahore, Pakistan, Nestlé is proud to provided safe quality nutrition for more than 140 years, 2000 brands worldwide, around about 339,000 employees. Object to be leader in nutrition health and wellness. We believe that leadership is not just about size; it is also about behavior. Our people are our most important asset and – true to our culture – we believe investing in our talent is an investment in our shared future.
The Human Resources Assistant manages the day-to-day operations of the Human Resource office. This position manages the administration of the human resources policies, procedures and programs and contributes to the accomplishment of Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity, goal attainment, and the recruitment and ongoing development of a superior workforce.
Job Description Responsible for providing a full range of HR services in a highly responsible and confidential manner. This Assistant Human Resources Manager is designed to be a succession plan feeder to the Human Resources Manager role.
Job Identification POSITION: Assistant Human Resources Manager\ COMPANY: Nestlé DEPARTMENT: Human Resources SCHEDULE: Full-time SEX: Male\Female JOB POSTING: Apr 16, 2015, 6:48:56 PM LOCATION: Lahore\Islamabad REPORTS TO: Director, Human Resources & Corporate Communications
Primary Responsibilities • Manages the day-to-day efficient operations of the HR Department. • Assists with the implementation of services, policies, and programs. • Maintains employee files, including medical, FMLA, I-9, etc. • Insure compliance to regulatory concerns and reporting, i.e., Affirmative Action, FMLA, ADA, etc. • Assists with compliance of local, state, and federal legislation in relation to HR policies. • Administer administrative payroll • Manage attendance database and corrective action notices. • Maintain communication with the Plant Manager, Department Managers and Team Leaders on all matters relating to and affecting all employees. • Assists employees with their general inquiries and answers questions of prospective employees. • Maintain personal communication with employees through visits to all shifts/departments. • Oversees the hourly recruitment process. • Manage Hourly Job Opportunity job postings, interviews and selection. • Coordinate new employee orientation for all new employees.
Qualification\Skills A university degree in business. Specialization or professional Human Resource designation is an asset 5-8 years of experience in human resources. Capable of appropriately handling highly confidential documents and information. Excellent interpersonal and communication skills (verbal and written). Strong analytical skills with a high attention to detail. Ability to take initiative, learn new concepts and adapt to changes. Ability to handle multiple priorities in a fast paced environment with minimal supervision. Working knowledge of ESA, Human Rights Code and other related legislation required. Strong Computer Skills: MS Word, Excel, PowerPoint, Outlook. SAP, Enterprises and LinkedIn Recruiter an asset.
Experience Minimum of two years’ clerical experience or training required (experience with Human Resource responsibilities preferred). Must have strong personal computer and Microsoft Office skills, (Word, Excel, Access, PowerPoint). GC Services is an equal opportunity employer: M/F/Disabled/Vet
Recruitment Process in Nestle WHAT THEY LOOK FOR It takes a special sort of person to come and work at Nestlé 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 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 .
Personality To succeed at Nestlé 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.
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.
Recruitment In nestle, recruitment utilizes several outlets: internally, externally or an internal promotional. In most cases company will allow current employees to apply for the position before posting the position externally.
Internal Recruitment When a position opens in an organization, it is typically posted on the company's intranet and in common areas, such as cafeterias, break rooms and departmental information boards. If an employee is interested in the position, she is normally required to go through a similar process as an external candidate. The employee will submit her resume and cover letter to human resources, and if she is qualified, the
employee will be scheduled for an interview with human resources and the hiring manager. Nestle prefer internal recruitment.
External Recruitment If no internal candidates are selected for an open position, the company will post the position externally on Internet job boards, local newspapers and ask its employees for referrals. In most cases, employee referral programs are established and if an employee refers an outside candidate that is hired, the employee will receive a cash bonus. Human resources will screen resumes of candidates that applied, and select resumes that are qualified for the position.
Source of External Recruitment Advertisement Employment agenesis Social Media
Recruitment strategy In this case where department need employee to work on equal basis and report discrimination and un effective activities going in to the department . nestle dose not decentralized structure but tjis job requires good understanding of practices going on in the department and reporting every thing to the senior management .
Selection Application Form The Nestlé Application Form is the first stage and is your opportunity to shine because it will be the first impression Nestlé will form about you. They get thousands of applications every year so yours really needs to stand out in order to get noticed.
SCREENING INTERVIEW Before moving further into the selection process, Nestlé prefer to do a screening interview of those applicants that appear qualified based on information submitted on their résumé and application. Screening interviews are usually conducted by telephone. The interviewer asks a few straightforward questions to determine the candidate’s job qualifications and appropriateness for the open position. If it is determined that the applicant is not appropriate for the position, the interviewer may refer the candidate to another open position within the organization if there is something available that matches the applicant’s skills. If there is nothing else available and the candidate is obviously unqualified for the position, the process ends there, saving both the candidate and the organization the time and expense of going further into the selection process.
Completion of the Application Form The Application Asking the candidate to complete an application form is generally done early in the selection process. Despite the widespread use of application forms for employee selection, research demonstrates that illegal (or inappropriate) application items are still quite common. Questionable items are those that request information on gender, race, national origin, education dates and disabilities. The most commonly found inappropriate questions involve past salary levels, age, driver’s license information, citizenship information and Social Security numbers. Questions about past salary are considered inadvisable since they can perpetuate lower salaries for women and minorities as compared with white males. The application form should include sections for the applicant’s name, address, telephone number, education, military background, work experience and reference information. There should be a place for the applicant to sign and a preprinted statement that the applicant’s signature indicates his or her attestation that everything on the form is true; if not, the candidate can be released. When it is not prohibited by state law, 8 © 2008 Society for Human Resource Management.
Selection It is important to hire a right a person.In Nestle new employees are expected to respect the company’s culture and it is required from all employees. Nestle employees are characterized by creativity and dynamism. Nestle uses a systematic method of selection for employees. In the selection process of Nestle particular care of taken of the treatment of each
candidates
,regardless
of
the
outcome
of
the
selection
process.
Once we receive your application, we’ll analyze your skills and experience to assess your match to the role profile. You’ll then be contacted by one of our recruitment team. The next phase is a series of individual interviews with the Human Resources team – either by phone or face-to-face interview. If you’re successful, you will then be interviewed by the appropriate hiring manager. It is worth noting that we’ll be looking at your potential fit with our culture as well as exploring your achievements and motivations. Throughout the process, we’ll use competency-based interviewing techniques that will draw on your experiences and real examples from your professional life. If you are applying for a graduate position and you are successful at interviewing stage, you may be asked to an Assessment Centre.
Employment Test Any instrument used to make a decision about a potential employee. There are a number methods Nestle use to determine if an applicant has the potential to be successful on the job. Selection tests are used to identify applicant skills that cannot be determined in an interview process. Nestle Take Assessment Centre Test. It Include
Psychometric Testing The assessments in Nestle cover the following areas – abstract, verbal and numerical reasoning as well as personality and motivational profiling. We use this to give us additional information on your suitability for the position that you are applying for. You will be given the opportunity to receive verbal feedback as part of the psychometric testing stage.
Medical assessment Some positions may require you to undergo a pre-placement medical assessment. The details of an assessment will be given to you if relevant to the position you are applying for.
Case-Study Presentation You will be required to read a brief and then prepare a presentation based on your conclusions and recommendations. This presentation will be carried out in front of an assessor.
Comprehensive interview Candidates who want to join Nestle are asked questions pertaining to how they would handle job-related situations, job knowledge, worker requirements, and how the candidate would perform various job
simulations. Interviews tapping job knowledge offer a way to assess a candidate's current level of knowledge related to relevant implicit dimensions of job performance (i.e., "tacit knowledge" or "practical intelligence" related to a specific job position)
Background investigation Nestle will conduct at least two reference checks from previous employers to ensure that potential fit with our culture is right, as well as exploring such things as your management and leadership style. Nestle has right to work in the country of our employment, and original copies of our qualifications, will also be validated by our recruitment team.
Job Offer The first thing offer in Nestle is congratulations on reaching this stage. We’ll welcome you to the Nestlé team and give you more information about your induction. To reach this stage generally takes about nine weeks.
Training Nestlé
and
Development
at
Culture at Nestlé and Human Resources Policy Nestlé culture unifies people on all continents. The most important parts of Nestlé’s business strategy and culture are the development of human capacity in each country where they operate. Learning is an integral part of Nestlé’s culture. This is firmly stated in The Nestlé Human Resources Policy, a totally new policy that encompasses the guidelines that constitute a sound basis for efficient and effective human resource management. People development is the driving force of the policy, which includes clear principles on non-discrimination, the right of collective bargaining as well as the strict prohibition of any form of harassment. The policy deals with recruitment, remuneration and training and development and emphasizes individual responsibility, strong leadership and a commitment to life-long learning as required characteristics for Nestlé managers.
Five steps of training and development processes To make an efficient and well maintained management and training process Nestle can follow five steps which can be key success for the training process of the Nestle company, those cores five stages are:
Need analysis
Health and Safety
SAFETY AT WORK: Nestlé
is
committed
to
being
a
leader
in
workplace
safety
and
health.
The Nestlé 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 Nestlé 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 2008 the number of injuries leading to one or more days away from work in Nestlé decreased to almost one quarter of that seen in 2001.
Major focus on preventing accidents: Over the years, Nestlé 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.
Safety at Work Award In order to reinforce a culture of safety in the company Nestlé has created a 'Nestlé Safety at Work Award' 2008. Nestlé 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 Nestlé 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
Nestlé
Market
Conference.
Nestlé Policy on Health and Safety at Work Nestlé 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 Nestlé Corporate Business Principles, which
are
binding
for
the
whole
Nestlé
Group.
Prevention of work-related injury and illness Nestlé 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 Nestlé.
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. Nestlé regards its people as its most valuable asset and places the highest priority on protecting them. In every country where we operate, our company emphasizes the need for safe working environments, which must meet our strict global corporate standards. We are determined to provide a safe working environment for all our employees, contractors and visitors and we are vigilant in continuing to implement Health and Safety practices and programs at all our sites. • •
Valuing our people by providing a safe place to work. Identifying, assessing and reducing risk and preventing injury or illness to our employees, contractors and visitors.
•
Operating our business to meet health, safety, legislative and other requirements applicable to
•
Nestlé. Continually monitoring, reviewing and establishing new objectives aimed at eliminating or
•
minimizing work related injury or illness. Developing and implementing effective and efficient injury management systems which enable a
•
safe and sustainable return to work for affected employees. Providing information, training and supervision to employees and contractors to ensure they understand their roles and responsibilities in eliminating or minimizing the risk of workplace injury
• •
or illness. Encouraging a similar Health and Safety commitment from our suppliers and contractors. Consulting with employees and other stakeholders on Health and Safety Matters.
