SELECTION PRACTICES

TERM PROJECT ON NESTLE

Presented to; Mr. Usman Awan By; Maria Saeed Maham Babar Maliha Riaz

Nestl has been serving Pakistani consumers since 1988, when their parent company, the Switzerland-based Nestl SA, first acquired a share in Milkpak Ltd. Today they are fully integrated in Pakistani life, and are recognized as producers of safe, nutritious and tasty food, and leaders in developing and uplifting the communities in which they operate. They at Nestl Pakistan ensure that their products are made available to consumers wherever in the country they might be. Convenience is at the heart of the Nestl philosophy, and their aim is to bring products to people's doorsteps. A History of Service In line with their parent company's global philosophy, they are proud of their commitment to excellence in product safety, quality, and value. Their products cater to human needs, and they are active in the communities they serve. From spreading awareness about nutrition and wellness to digging wells in the Thar desert and succoring earthquake victims, they are committed to serving our country and its people.

Mission Statement At Nestl, we believe that research can help us make better food so that people live a better life. Good Food is the primary source of Good Health throughout life. We strive to bring consumers foods that are safe, of high

quality and provide optimal nutrition to meet physiological needs. In addition to Nutrition, Health and Wellness, Nestl products bring consumers the vital ingredients of taste and pleasure. Vision statement Nestl aim is to meet the various needs of the consumer every day by marketing and selling food of a consistently high quality. The confidences that consumers have in their brands is a result of their companys many years of knowledge in marketing, research and development, as well as continuity consumers relate to this and feel they can trust their products

HUMAN RESOURCE 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. They select flexible, innovative people who are ready to confront new challenges and make a difference. Their groundbreaking Management Trainee Programme aims to develop talented young men and women and help them achieve their potential in a dynamic and enabling environment Its Nestls policy to provide an environment where respect is shown to all individual employees and where employees are valued, recognised and rewarded on the basis of their talent and their contribution rather than any consideration of age, gender, race, sexuality, religion or disability. As an organisation, Nestl is opposed to any form of unfair discrimination and believe that an inclusive approach will be of maximum benefit to all our

employees as well as our wider business goals and the society in which we live. This ethos can be summed up in the following statement: We believe that to succeed we must recruit and retain talented individuals and value and respect the differences each of those individuals brings with them. In addition, they have a strong ongoing commitment to developing policies, procedures and practices that will actively promote equality of opportunity and optimize the abilities of their workforce. Decisions relating to the recruitment, employment, training, progression, assessment and retention of our people will always be supported by these principles of equality of opportunity.

ORGANISATIONAL STRUCTURE

B.O.D.s

Managing Director Head of Sales Head of Technical Head of supply chain Head of H.R. Head of Legal affairs

Nestls Culture ; VALUES AND PRINCIPLES REGARDING PEOPLE

The Basic Nestl Management and Leadership Principle document describes the management style and the corporate values of Nestl, specifically in the area of interpersonal relations . This document outlines the people focus that is at the base of our company s philosophy. Some of the major elements are: A prerequisite for dealing with people is respect and trust. Transparency and honesty in dealing with people are a sine qua non for efficient communication. This is complemented by open dialogue with the purpose of sharing competencies and boosting creativity. To communicate is not only to inform; it is also to listen and to engage in dialogue. The willingness to cooperate, to help others and to learn is a required basis for advancement and promotion within our company. Indeed, learning is an integral par t of our company culture. This is firmly stated in The Nestl 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 Nestl managers .The willingness to learn is therefore an essential condition to be employed by

Nestl. First and foremost, training is done on- the- job. Guiding and coaching is part of the responsibility of each manager and is crucial to make each one progress

HR Practices at Nestle:
These are few of the HR practices that we have learned from our resource person.
Planning Recruitment Selection Training & Development Compensation Performance Appraisal System Occupational Health and Safety measures Career Planning and Development

HR Planning:
The HR department planned the following: Regression Method Use of historic data to predict the forecasted labour demand Leading indicator forecasted sales, employment level and new expeditions.

 Labor surpluses Transferring Work sharing Selling the operations to other firms Labor Shortages Temporary Workers (80:20)

RECRUITMENT WHAT THEY LOOK FOR? It takes a special sort of person to come and work at Nestl 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 your 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 Nestl 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, who can initiate a project and follow through to the end. All these skills are vital during a career at Nestl Pakistan. The process of recruitment begins with the: Recruitment budget Hiring request Prepare advertisement First of all the Hr department is analyses the following thing; 1. 2. 3. 4. 5. Definition of needs and objective, description of responsibilities and competencies Search for the suitable candidates Evaluation of candidates Selection of the most suitable candidate Incorporation and adaptation

Sources of recruitment ; Internal Advertisement Databank. Advertising in media Private employment agencies Head hunters/executive search organizations. Employee referrals Walk in candidates. Colleges and Universities Sources of Internal Recruitment Employee referrals Internal advertising Transfers Sources of External Recruitment Job fairs University Hunts Advertising Emplacement Agencies Walk in candidates Employee Referrals

External Recruitment: a. No candidate under the age of eighteen will be considered. b. To avoid conflict of interest, hiring of close relations (brothers, sisters, spouses, first cousins, brothers/sisters in law) will not be encouraged. However candidates falling in this category who have exceptionally good credentials may be considered. Hiring supervisors will need to explain in their assessment of the candidate their qualities that justify hiring. A final decision will rest with the concerned Divisional Head who will need to ensure that there is no conflict of interest. c. Human Resources will advise Department Heads on salary ranges to be offered to the applicant keeping internal and external equity in perspective. d. Minimum qualifications must be a Bachelor degree or equivalent. A-Level or equivalent may be considered for call centre/support staff however will require approval of the VP Human Resources & Administration. e. (This criteria does not apply to technicians/riggers and ancillary staff.)

Internal Recruitment a. Internal candidates must be confirmed employees of Nestle. Who have completed two year of service. However exceptionally good candidates may be considered. b. Selected candidates will join the new job/position after getting clearance from existing line manager.

c. Spouse of an existing employee will not work for direct competition and either one will have to resign from service. Prospective candidates whose spouses work for competition will not be considered for hiring.

General conditions for recruitment:

All recruitment will be done through the Human Resources Department in consultation with the Officers and Heads of the concerned Department. An applicants knowledge, skill and aptitude related to the position shall be judged according to a range of factors including:

1. 2. 3. 4. 5.

Education (Academic / Professional). Experience. Profile and Psychometric Tests Interviews. References.

SELECTION PROCESS
Application Sorting:

Applicants may apply online by registering with the web based recruitment portal. However, when considered for a specific position, they will be required to fill the standard application form of the Company. All applications will be kept on HR database for a period of 6 months only. Application short list: After the sorting of best application which is suitable for required job, the HR department short list the candidates. Interview Call: When shot listing is completed by the department, HR officer call the suitable candidates for preliminary interview. Written Test: It is necessary to every candidate to qualify the written test. The written consists of some general questions and some questions which is related with the required job. Job Offer If the candidate passes all the stages of recruitment successfully, he is offered the job at this stage.

Process of selection:
Departments must submit Hiring Request and / or Transfer Request Form to the HR Department and duly signed. Information regarding qualifications and job description should be forwarded for identification of suitable candidates. Lead-time of at least ten working days should be given for selection of candidates. The Human Resources Department would place internal advertisements and / or shortlist suitable candidates from the databank. If no suitable candidate is found, advertisements will be placed in media. The Human Resources Department shall, upon the departments request, provide screened CVs. The department will do another sift if necessary and conduct interviews with the immediate Supervisor / Department / Divisional Head or his / her nominee and any job related selection tests. Short Listed Candidates will be invited for a final interview with the HR department. The Human Resources Department may conduct Profile and Psychometric Tests for the selected candidate in order to evaluate the suitability of the candidate. Two Reference checks will be completed for the selected candidate either before hiring or during the probationary period. Appointment will be subject to satisfactory references being received.

TRAINING AND DEVELOPMENT : The HR department, besides carrying out succession planning, maintains and implements HR policies pertaining to employees training, retention and superannuation. Assessing training needs of employees and ensuring adequate training is also carried out by the professional HR team at Nestle.

COMPENSATION AND BENEFITS/ PERFORMANCE APPRAISALS: The Company's Total Remuneration package is competitively aligned to the best in the industry and is appropriately balanced between providing cash compensation and benefits, including, medical and retirement benefits. The annual salary rewards are linked to employee performance. An Employee Share Option Scheme operated by the Employees Trust offers new employees the opportunity to acquire ownership in the Company.

Highest Salaries: The salary packages Nestle offer its employees the highest remuneration package that's far above the industry average. And that's a major part of its compensation philosophy - to always keep employees above their profile's market value. So be you an experienced professional or a fresher, at Nestle, you'll get the highest salaries ever.

Gain Sharing: On top of their highest salaries and outstanding benefits are their performance based bonuses. And its performance gauge is very different. They don't base employees performance on defined targets - they base it on a certain percentage of the top performers among you. So every quarter, the top 50% performers qualify for bonuses. Benefits: At Nestle, they value quality human resource. Their employees lend the creativity and passion to meet business challenges with bold new ideas. It offers unparalleled employee benefits, ranging from medical, to financial and recreational. They want to keep their most important asset - their people - healthy and happy. The package includes the following elements: Travelling and Subsistence Expenses: All employees will be reimbursed for any travel and subsistence expenses incurred in the course of their duties. Holiday: Each employee is entitled to a basic 23 days holiday per year. However, for some people this amount is either too much or not enough. For this reason, all their employees have the flexibility to trade salary and holiday. Employees can choose between 15 days and 30 days holiday per year, with the maximum rising to 40 days per year after two years' service. Car Allowance: For consulting positions a car allowance is included in the package.

Pension and Life Assurance: After three months' service, every employee has the option to join the company's group personal pension scheme, or to take a cash alternative. All employees are covered under Life Assurance from their first day with Nestle. The company contributes to the scheme and reviews its contributions on a periodic basis, to ensure that these remain suitable, attractive and fair. Permanent Health Insurance: Nestle provides Permanent Health Insurance to all employees from their first day.

APPRAISAL PROJECTS: Reward management: The reward management however are strictly performance driven and every opportunity is used to reinforce the culture of reward for performance. To promote and strengthen a keenly competitive environment within the organization for enhanced quality and productivity, en elaborate performance assessment and employee development system has been institutionalized which by design forces objectivity in employee appraisal against given dimensions of performance evaluation.

CAREER PLANNING AND DEVELOPMENT People are their greatest asset, and they place as much importance in their professional development as in the research and development of our products. Their approach is unique in many ways:

It reflects the company's decentralized nature. Whichever country you are working in, you will be given the knowledge and tools you need to respond to local needs It encourages you to broaden your horizons, by working with people from many different countries and cultures in the course of your career It gives you the chance to develop skills that will enable you to move to different areas of the business It promotes a common set of values that engender a Nestl culture and spirit you will experience wherever you work for us It is based on 'on the job' training given by Nestl people, not solely professional trainers. That means our managers must be both mentors and teachers, communicating knowledge as part of their daily routine

RECOMMENDATIONS
Nestle should promote external hiring o Differentiation Training implication o Cultural Integration o Standardization In expatriates, proper training and awareness Diversified Projects o Judgmental method Balance between Internal & external Pay equity