37163662 Nestlle Project HRM Project

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ACKNOWLEDGEMENT

Praise is to Allah Almighty, the one testing us all at all times and making decisions about what we don’t know and can’t know. Writing this report appeared to be a great experience to us. It added a lot to our knowledge while we were working on this project. If we say that this project is one of our memorable experiences in student life, then it would not be wrong. We owe profound gratitude to Lt. Col. Sohail Akram (R) for stimulating our creative abilities by assigning this report to us. We are immensely obliged to all our fellow students who guided us in making this report, without whose considerate attention and interest, it would be difficult for us to complete this project on time. Whatever we have learnt from them and this project report has put indelible impression on our mind. It is our conviction that this learning experience will always be a source of help in our practical life and professional career.

Contents EXECUTIVE SUMMARY.........................................................................1 INTRODUCTION OF NESTLE................................................................2 NESTLE VISION......................................................................................3 NESTLE MISSION...................................................................................4 NESTLE GOALS AND OBJECTIVES....................................................4 ORGANIZATIONAL STRUCTURE .......................................................5 NESTLE CURRENT STRATEGIES .......................................................6 SWOT ANALYSIS...................................................................................7 PEST ANALYSIS....................................................................................8 PORTFOLIO............................................................................................9 PORTER FIVE FORCES.......................................................................10 HUMAN RESOURCE PLANNING........................................................12 RECRUITMENT PROCESS..................................................................13 PERFORMANCE APPRAISAL.............................................................15 COMPENSATION BENEFITS...............................................................15 MOTIVATIONAL STRATEGIES............................................................17 LEADERSHIP STYLE..........................................................................18 LABOR POLICIES................................................................................20 SAFETY & HEALTH MEASURES .......................................................21 REFERENCES......................................................................................22 CONCLUSION.......................................................................................23

EXECUTIVE SUMMARY

We are analyzing the different aspects related to Managing Human Capital of Nestle Company. Our analysis of Nestle will include the current market situation and strategic analysis of the company. We analyzed the various strategies and techniques like PEST analysis, Portfolio analysis and Porter Five Force that can be helpful for improving their products. Nestle has been serving worldwide with its excellence in product safety, quality and value. It provides many goods which include Dairy products, Beverages, Bottled Water, Infant diets and confectionary. According to their point of view they provide the best food through out the world. For Nestle they adopted the societal and marketing concept.

UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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INTRODUCTION OF NESTLE Nestle is the leading FMCG company of Switzerland established by Henri Nestle. Nestle is serving worldwide with its more than 500 factories in 86 countries comprising almost all continents. Nestlé’s product portfolio is more than 500 products all over the world serving best to their customers. Henri Nestlé endowed his company with the symbol derived from his name. His family coat of arms, the nest with a mother bird protecting her young, became the Company's logo and a symbol of the Company's care and attitude to life-long nutrition. The Nestlé nest represents the nourishment, security and sense of family that are so essential to life. The first product made by Henri Nestlé, a food for babies who were unable to breastfeed. His first success was a premature infant who could not tolerate his mother's milk or any of the usual substitutes. People quickly recognized the value of the new product, after Nestlé's new formula saved the child's life, and soon, Farine Lactée Henri Nestlé was being sold in much of Europe. Nestlé has been serving Pakistani consumers since 1988, when the parent company, the Switzerland-based Nestlé SA, first acquired a share in Milkpak Ltd.(1) Nestlé is committed to the following Business Principles in all countries, taking into account local legislation, cultural and religious practices: •

Nestlé's business objective is to manufacture and market the Company's

products in such a way as to create value that can be sustained over the long term for shareholders, employees, consumers, and business partners. •

Nestlé does not favor short-term profit at the expense of successful long-term

business development. •

Nestlé recognizes that its consumers have a sincere and legitimate interest in

the behavior, beliefs and actions of the Company behind brands in which they place their trust, and that without its consumers the Company would not exist.

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NESTLE VISION

The consumer's voice is the key to Nestlé Pakistan's vision and working. Whether you live in the remotest village or the city of Karachi, Nestle consumer services team stands ready to listen to your concerns and provide answers about our products and guidance on matters of health and wellness.(2) Nestlé’s global vision is to be the leading health, wellness, and Nutrition Company of the world. Nestle’ Pakistan subscribes fully to this global vision. In addition to that, Nestle Pakistan also envisions to: •

Lead a dynamic motivated and professional workforce that is proud of its

heritage and bullish about the future •

Meet the nutritional needs of all age groups through a diversified product

range that contains an innovative portfolio of branded food and beverages of the highest quality •

Maintain long-term growth and deliver shareholder value



Establishing responsible communication with the consumer which in turn can

provide us a better look into what changes need to be made to our products •

Strengthen the position as the best career destination for talented and

motivated individuals

UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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NESTLE MISSION “Nestle is dedicated to providing the best foods to people throughout their day, throughout their lives, throughout the world.

With our unique experience of

anticipating consumers' needs and creating solutions, Nestle contributes to your well-being and enhances your quality of life.”(3)

NESTLE GOALS AND OBJECTIVES Nestle business objective is to manufacture and market the Company's products in such a way as to create value that can be sustained over the long term for shareholders, employees, consumers, and business partners. Nestle recognizes that its consumers have a sincere and legitimate interest in the behavior, beliefs, and actions of the Company behind brands in which they place their trust and that without its consumers the Company would not exist. Nestle continues to maintain its commitment to follow and respect all applicable local laws in each of its markets. At the entrance of this new millennium, Nestlé’s objective Is to consolidate and strengthen its leading position at the cutting edge of innovation in the food area in order to meet the needs and desires of customers around the world, for pleasure, convenience, health and well being.(3)

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ORGANIZATIONAL STRUCTURE

MARKETING MANAGER is an employee who is responsible for planning and controlling its marketing activities and budgets .Marketing manager take cares the promotional strategies of the products. Manager tries to use innovative ideas for the improvement of product in market.

FINANCE MANAGER The field of finance covers the economics of the contingent claims. Financial economists study the valuation of these claims, the markets in which they are traded, and their use by individuals, corporations, and the society at large. Finance manager and marketing manager are related with each other to meet their marketing targets. It is important because alone marketing manager can not promote any marketing strategy without any budget. UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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NESTLE CURRENT STRATEGIES “A social and managerial process where by individual & groups obtains good food and good life through creating and exchanging products and values.”

THE PRICING STRATEGY We can easily observe that Nestle itself is taking active part in social welfare. We see the lower prices of the product as compared to the other FMCGs Company’s products like Unilever and Procter & Gamble. If we look at the prices, we can observe that Nestle is also using its name for the promotional activities and pricing strategies also. They have to maintain their level of efficiency and always provide the best at best price. Nestle cares about the customers. As the time is of inflation, nestle is trying to overcome the pricing problems to the extent they can do. Nestlé’s point of view is “Only by understanding consumer needs can we serve our consumers to the fullest”. Profit earning is the core aim of every company but in case of Nestle their profit margin is small just for the sake of customers trust and happiness. Nestle is also one of the leader of retaining their customers. This is one reason of their success.

PROMOTIONAL STRATEGIES Nestle launch was, perhaps one of the most aggressive as far as processed Nestle product concerned, with TV, print ads, radio commercials, billboards and plenty of BTL (below the line) activities including direct consumer and shop branding activities. Due to this aggressive marketing campaign, the competition seems to be getting tougher. So far ads focus towards the younger generation, who want to feel free, young and excited, leading a healthy lifestyle. These ads are appealing a specific social class. They keep the information of the other companies what they are offering. Try to improve their strategies from others so that they can promote their product more. Like more companies are now coming in the market so there is more completion in the market and they have to be up to date from the current situations.

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SWOT ANALYSIS SWOT analysis would tell us in better way about the competitive position of the company. Following is SWOT analysis of the company.

STRENGTH •

Strong Brand name (NESTLE LOGO & FAMILY BRAND)



Mineral Product (Free of chemicals) as compare to others.



Only brand in the area maintaining its quality and taste



It has largest market share



Ease of availability of their products all over Pakistan



Immense product range and huge diversification leads to reduce risk.



High quality standards

WEAKNESS •

Communication is not appropriate



Lack of Awareness



Weak Distribution Channels

OPPORTUNITIES •

Concentrating on the areas of weakness and focus on strengths can increase

sales •

It has opportunity to advertise its product in better way.



It has strongest opportunity to increase its product line by making segments in

mineral water. By increasing product line it can also increase its sales.

THREAT UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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Segments are being shared by competitors



Under cutting by competitors.



Uncertain conditions will affect the sales

PEST ANALYSIS POLITICAL FACTORS Nestle believes that, as a general rule, legislation is the most effective safeguard of responsible conduct, although in certain areas, additional guidance to staff in the form of voluntary business principles is beneficial in order to ensure that the highest standards are met throughout the organization.

ECONOMICAL FACTORS Economical factors enhance the appearance of the company and also losing the company. If we see economic factors than Nestlé is conscious of the fact that the success of a corporation is a reflection of the professionalism, conduct and the responsible attitude of its management and employees. Therefore recruitment of the right people and ongoing training and development are crucial.

SOCIO-CULTURAL FACTOR Nestle fulfill their social responsibility, Nestle not only to create wealth for themselves and their shareholders, but also should consider the impact on or influenced by the interests of Nestle behavior related to persons (including employees, consumers, creditors, the community weak, and other social services), interest, and social responsibility. Nestle specifically including the creation of wealth, to obey with business ethics, protection of labor rights, environmental protection, and save resources. •

Taking the Nestlé concept of corporate Social Responsibility to heart, we are

deeply involved in social investment and humanitarian aid. UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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We are committed to Pakistan's long-term betterment, and strictly follow the

code of corporate governance. •

We deal fairly with stakeholders.



We serve our consumers through safe, high quality products & communicate

with them responsibly. We try to benefit our consumers by spreading awareness about healthy nutrition and lifestyles as well as constantly developing or improving existing products for health, nutrition and wellness. •

During our manufacturing process we are careful to minimize environmental

impact and value employee welfare highly.

TECHNOLOGICAL FACTORS They have certain goals and objectives which they want to achieve. They want to create and promote their products to create value for their product. They have the resources for increasing their product’s quality and compete it with the other companies so Nestle focus on technology to create core-competences. They conduct researches for that and try to get their objective which they have decided. They are promoting their product by creating customer awareness. For example they are giving the option to be called by them, by simply enter the phone number on their website to discuss and give the feed back regarding the product and services they are providing to the society.

PORTFOLIO Boston Contingency Matrix Market Share High

Market Share Low

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Stars:

Question Mark:

Nestle Pure Life, Milk

Prepared Meal

Cash cows:

Dogs:

Drinks, Coffee (Nescafe)

Chocolate and Polo

High Industry Growth

Low Industry Growth

BRANDS

PORTER FIVE FORCES BUYER POWER Nestle and other consumer product companies face weak buyer power because here customers are fragmented and have little influence on prices or may be product. But buyers in form of retailers influence and company face very strong UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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buyer power for like Makro, Metro, Hyper star etc. they are able to negotiate for pricing with Nestle and other companies like Unilever, PnG, Coca-Cola etc because they purchase and sell so much products of these rivalries.

SUPPLIER POWER We know that companies always face some amount of supplier power simply because of the costs they incur when switching suppliers. On the other hand suppliers like Farmers, milk-men, Packages Limited etc. they do a great involvement to do trade with Nestle. In case Nestlé becomes aware of any actions or conditions not in compliance with the Code, Nestlé reserves the right to demand corrective measures. Nevertheless bargaining power for both the firms and their suppliers is probably narrow.

THREATS OF NEW ENTRANTS Given the amount of capital investment needed to enter certain segment in household or personal consuming products, such as baby food, break fast cereals, pure juices etc, we suspect that threat of new entrants is fairly low in the industry. While at the same time all the multi-national companies like PnG, Unilever including Nestle all have created the positioning in the consumers mind and they are loyal and have retention with them that slow the success rates of new competitors in the market. In some segments within the household consumer-products industry, this may not be the case since a small manufacturer could develop a superior product, such as confectionaries, and compete with Nestle. The test is whether the small manufacturer can get its products on the shelves of the same retailers as its much larger rivals because they cannot loose anymore profit margins by giving bribe to retailers as they already earn very less amount.

THREATS OF SUBSTITUTES With-in the consumer-products industry threats of substitute influence the success rate of a certain company. People always go for the substitute because of lower prices and convenience. Firms believe that if they can manufacture and package a lower price alternative themselves they would rather accept the marginal revenue from their lower price items than risk completely loosing the sale to a private competitor. UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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DEGREE OF RIVALRY As we know the switching cost from one brand to other in this industry is very low. Consumers in this category enjoy a multitude of choices for everything from beverages to confectionaries. But as we already discussed many consumers prefer certain brand and they don’t shift so easily. For example it does not cost anything for a consumer to buy one brand of Milk instead of another like Milk-Pak to Haleeb or Olpers. It makes the industry quite competitive and manufacturer try to adopt the Strengths and expose the weaknesses of others.

HUMAN RESOURCE PLANNING Planning encompasses those guidelines which constitute a sound basis for efficient and effective HR Management in the Nestlé Group around the world. They are in essence flexible and dynamic and may require adjustment to a variety of circumstances. Therefore its implementation will be inspired by sound judgment, fulfillment with local market laws and common sense, taking into accounts the specific context. Its spirit should be respected under all circumstances. As Nestlé is operating all over Pakistan, it is essential that legislation and practices be respected everywhere. Also to be considered is the degree of development of each market and its capacity to advance in the management of their human resources. Should any HR policy conflict with local legislation, local legislation will succeed. These policies are addressed to all those who have a responsibility in managing people as well as to HR professionals. The Nestlé Management and Leadership Principles include the guidelines inspiring all the Nestlé employees in their action 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. (5) HR managers and their staff are there to provide professional support in handling people matters but should not substitute themselves to the responsible manager. Their major responsibility is to contribute actively to the quality of HR management throughout the organization by proposing adequate policies, ensuring their consistent application and coherent implementation with fairness. UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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The communication skills of the HR staff must be appropriate to deal with all delicate matters as they occur frequently in human relations issues. They gain their credibility not only from their professional contribution but also through the care and the excellence of their communication skills. (5)

RECRUITMENT PROCESS According to latest count, thousands of employees are working in nestle. This is an approximate figure as more hiring has been done in the recent past. Nestlé follows a set process for hiring more employees. The major document in this connection is the "Recruitment Requisition Form". This document is used in all three instances; such as for:

REPLACEMENT Filling of a near position. Additions to the existing workforce A recruitment opportunity may arise either after discussing or budgeting a position on the resignation of some employee or on an urgent need basis. In all three situations, the department head has to obtain approval from the Managing Director (MD). If the request is budgeted, then the Divisional Head fills up a "Recruitment and Budgeted Form". This form contains the complete information; i.e. the following particulars: •

Date of initiation



Date the employee is needed Profile



Job description

After receiving the document the human resource department puts up an advertisement in the newspaper or it directly contacts placement officers at various institutes. Approximately eight to ten best resumes are selected and presented to the divisional heads. On their recommendation the candidates are called for interviews and the most suitable are finally selected.

MANAGEMENT TRAINEES UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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The procedure for selecting fresh graduates at Nestlé is bit different as the trainees cannot be short listed through their CV's. Management trainees are fresh graduates or they have one year experience at the most. Management trainees are not called directly. They are contacted through their placement officers. Salaries or benefits of the management trainees do not vary with their specialization. Similarly the training period is the same, whether they are selected for marketing or finance.

SUCCESSION PLAN The succession plan at Nestlé is made by the department head. He chooses his own successor. It is the duty of the departmental head to train someone for his work, so that there is a person to takeover in case he is transferred.

JOB ASSESSMENT There is a classified system of job assessment at Nestlé. Accountability incentives in the form of business or facilities are provided to employees performing well. Employees form the internal equity of the company. Therefore, equally justifying measures are taken to satisfy and motivate the employees. (6)

TRAINING AND DEVELOPMENT We know “Learning” is part of the Company culture. Each employee, at all levels, either a fresh or old, is conscious of the need to upgrade continuously her/his knowledge and skills. The willingness to learn is therefore a non-negotiable condition to be employed by Nestlé. Training and Development is done on-the-job. Guiding and coaching is part of the responsibility of each manager and it is crucial to make each one progress in her/his position. When formal training programs are organized they should be purpose oriented and designed to improve relevant skills and competencies as Nestle does. Therefore they are proposed in the framework of individual development programs. As a consequence, attending a program should never be considered as a reward. Role of each manager at Nestle is to assess progress, achieved as a result of training programs. The objective is to retain and UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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motivate employees by offering attractive but realistic career moves allowing them to develop their skills over a long-term period within the framework of economic reality and a changing environment. Each manager has the duty to act as a mentor for his employees. At Nestle formal assessment take place on a standard basis, preferably once a year. Its purpose is to provide feedback on past performance and future potential as well as on other relevant aspects concerning a staff member’s work including the development of his skills and competencies.

PERFORMANCE APPRAISAL A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. Nestle give importance to their employees at their work place because Nestle totally depend on their quality, so quality achieved by the Nestle on the bases their employees performance. So if employees are on right track so company gives incentives to their employees.

COMPENSATION BENEFITS Compensation is a key part of Nestlé Real Rewards package and helps to attract, motivate, and retain a workforce of top performers. Our philosophy is to provide and maintain disciplined compensation programs which value long-term relationships with employees while recognizing individual performance. Nestlé is also committed to offering compensation packages, including base pay, short and long-term incentives and benefits, that are competitive in today’s market.

BASE PAY Your base salary is the fixed portion of your pay. Base salaries are designed to be competitive, based on data specific to each position as measured in the UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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marketplace. High performance over time is recognized by base pay that is higher than the market.

SHORT-TERM INCENTIVES Short-term Incentive pay is designed to reward you for accomplishments during a specific performance period (typically annually). For most Staff and Division level positions, Nestlé offers Awards for Performance Excellence. Nestlé also offers a variety of Sales and Plant Incentive.

LONG-TERM INCENTIVES Long-term Incentive plans, such as Nestlé are designed to motivate and reward those in eligible leadership positions for the Company’s sustained success over a longer period, often three years or more. LTIP target award opportunities are set to be competitive within the market and are calculated as a percentage of pay

HEALTH AND WELLNESS The health and wellness of our employees and their families are important to the Company as they are to you. That’s why Nestlé offers a range of healthcare options through benefits program called NesCARE. Healthcare plans include preventive care, prescription drug benefits, and may cover certain alternative medical services. You are given the flexibility to choose the benefits that are right for you (and your family), including medical, dental and vision coverage

SPENDING ACCOUNTS Flexible spending accounts are a great way to save on taxes. These plans allow you to put aside your pre-tax rupees to reimburse yourself for eligible out-of-pocket healthcare and dependent daycare expenses incurred during the year.

DISABILITY There may be a time when you are unable to work due to an illness or injury that occurred outside of work. Nestlé short-term and long-term disability plans offer UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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financial protection during these periods to assist you in meeting your financial obligations.

MOTIVATIONAL STRATEGIES Adoption Assistance Family is an important part of who we are, which is why Tetra pak offers a valuable support for the families through various programs.

Employee Discounts Tetra Pak offers discounts on a broad range of products to their employees also provide travel and quarters, electronics, gifts, financial services, clothing and more.

Voluntary Benefits Tetra Pak makes a number of voluntary benefits available to you through an outside service provider, including auto and home insurance, prepaid legal services and pet insurance.

Scholarship Program The Nestlé Scholarship Foundation is proud to sponsor a scholarship program that provides financial assistance. Scholarship recipients are selected based on academic record, demonstrated leadership skills, and participation in school and community activities.

Long-Term Care Long-Term Care insurance is available to protect employees and eligible family members from the potential cost of nursing homes or other long-term care.

Employee Assistance Program (EAP)

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Nestlé provides EAP services at no cost to employees and their eligible family members for confidential access to professional counselors trained to help with a variety of personal and family issues. (8)

Pick and Drop Facilities Nestle provide their employee pick and drop facility, the timing of employee come in to the workplace is also not disturb. All employees are relatively on the time in their workplace.

Good Working Environment Working environment is very suitable for employees. Nestle is multi national company so they provide their employees effective working environment that encourage employee to done their work continues effectively

Games According to the employee fitness, Nestle held gaming programs for their employees.

LEADERSHIP STYLE The Nestlé Management and Leadership Principles describe the management style and the corporate values of the Nestlé Group, specifically in the area of interpersonal relations. Their respect calls for specific attitudes which deserve to be outlined in the present policy: A prerequisite for dealing with people is respect and trust. There can be no room for intolerance, harassment or discrimination of any kind as they are the expression of an elementary lack of respect. This principle suffers no exception and is to be applied at all levels and under all circumstances. Nestle has Democratic Leadership Style because they take advise from their employees and review it and then take decision. 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 UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, LAHORE

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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. Hence, a clear communication of these principles and values from the very beginning of the recruitment process is required. (9)

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LABOR POLICIES •

In Nestle, management dealing with people is respect and trust. There can be

no room for intolerance, harassment or discrimination of any kind as they are the expression of an elementary lack of respect. This principle suffers no exception and is to be applied at all levels and under all circumstances. •

Nestle management has work simplicity and honest in dealing with people for

efficient communication. Based on facts and on a sincere dialogue, such transparency is the only solid basis for boosting continuous improvement. •

This is to be complemented by open communication with the purpose of

sharing competencies and boosting creativity. It is particularly relevant in a flat organization to convey systematically all information to those who need it to do their

work

properly.

Otherwise

no

effective

delegation

or

knowledge

improvements are possible. •

To communicate is not only to inform. It is also to listen and to engage in

dialogue. Every employee has the right to an open conversation with superiors or colleagues. •

In case of discord between an employee and her/his superior or another

employee, the possibility must be offered for a fair hearing. The HR staff of Nestle will provide assistance to ensure that the disharmony is dealt with impartially and that each party has the opportunity to explain her/his viewpoint regardless of hierarchical position.

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SAFETY & HEALTH MEASURES 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.

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REFERENCES 1. http://www.nestle.com/AllAbout/AllAboutNestle.htm 2. http://www.scribd.com/doc/10552265/Nestle 3. http://www.scribd.com/doc/10552265/Nestle 4. http://www.nestle.pk/brands/our-brands.aspx 5. http://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF238EB09D5DE44E/81594/HumanResourcesPolicy.pdf 6. http://www.careers.nestle.com/life/career_training.htm 7. http://www.nestleusa.com/nirf/cm2/upload/81C7DAEC-D955-4170-83F21E97F0FB8AFE/RealRewardsBroch_FINAL.pdf 8. http://www.nestleusa.com/nirf/cm2/upload/81C7DAEC-D955-4170-83F21E97F0FB8AFE/RealRewardsBroch_FINAL.pdf 9. http://www.careers.nestle.com/NR/rdonlyres/09DFA44E-2206-406A-BF238EB09D5DE44E/81594/HumanResourcesPolicy.pdf 10. http://www.nestle.pk/community/she-policy.aspx www.nestle.pk www.nestle.com www.wekipdia.com

BOOKS CONCERNED Nestle Management Report 2005 Nestle Management Report 2006

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CONCLUSION

Nestle is the world leader in FMCG industry. People trust on the products launched by the company even the product is facing some problems. Nestle today move for new strategies to retain their customer and also want to get new customer. Nestle enhance their internal and external policies to satisfy their customers and also their employees. HR plays a major role to maintain Nestle status in the market.

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