1.

Nestl Corporate Business Principles (NCBP)

2. Nestl Management Leadership Principles (NMLP)
3. Nestl Leadership Framework (NLF)
4. Code of Business Conduct (COBC)
5. People Development & Performance
6. PE Calibration process
7. Perfomance Improvement Plan (PIP)
8. Everyday Coaching
9. Feedback
10.Talent Assesment & Succession planning
11.Recruitment Procuedure
12.Sexual Harrassmetn & Redressal Policy
13.Total Reward Policy
14.Policy on Conditions of Employment
 RECRUITMENT PROCESS-MANAGEMENT
Recruitment process triggered:
-current incumbent is
promoted
-a new position is created
-a position is relinquished
-Line manager raise
recruitment requisition &
approved by Head of Function,
Head of HR & Managing
Director
-For non budgeted requisition,
additional approval from
Managing Director is required
Check for Job Description
If unavailable then Line
manager ensures that it is
written and evaluated
Availability of Workstation and
PC must be ensured by
Requestor
Assessment Center (for MT
only) and Group Discussion
(for ANTO & TTO Positions)
CVs are screened out for
different job grades
Short listed candidates are
called for CBR
Sources Can be:
Internal: IJP or Interns for
Entry Level Positions
External: External
Candidates
CBR conducted based on
NLF competencies
On passing the previous step,
candidates face Final
Interview taken by Head of
Function & Head of HR
Qualified candidates are
issued offer letter and then
appointment letter upon
passing medical examination
 Candidates who are not selected/recruited

Candidates can
Candidates rejected
apply for a
from CBR stage of the
vacant position
recruitment process
provided
can apply again in the
he/she was not
following 2/3 years by
dismissed
obtaining a
professional degree or
Appropriate by gaining on the job
communication experience
to be made to
the candidates
rejected from
final stage
RECRUITMENT PROCESS-NON MANAGEMENT
Concerned line manager provide
the job description and
candidate profile to HR Manager
Factory HR communicates the
date, time and place of interview
to the candidate along with
necessary directions and
Guidelines.
Offer letter is then
communicated with the
candidate and asked to join after
the candidate is certified to be
medically fit
-Recruitment will be handled by
Factory HR with the help of
Corporate HR Team.
-Candidates are selected through
interview process
-Salary proposal is then prepared
by Factory HR and approved
Manufacturing Director and HR
Director
-For non management position
salary proposal is made by
Factory HR and approved by
Manufacturing Director
HR check all relevant testimonials
as declared by the candidate and
issue an Appointment letter
4
 RECRUITMENT PROCESS-CONTRACTUAL

Talent Acquisition identify the

prospective candidate/s with IT Security Policy, Code of
Line Manager raise employee Conduct and other relevant
the support of a third party
request to Talent Acquisition
through HRBP approved by Head
vendor and make legal policies are communicated to
documents for man power the contractual staff after
of Function
supply for short to medium signing the agreement
term

For extension of contract, another employee request form is filled and signed by the Head of Function, with budget
approval.
Procedure for execution of the agreement:
Talent Acquisition maintain relevant records of all contractual staff hired through third party recruitment
agencies.
Monthly salary payment is made by the contractor directly with first 7 days of the month and company makes
the payment to the contractor within 30 days upon receipt of the monthly invoice.
Contractual employees are responsible for submitting their own Income Tax Returns.