Project Management and Performance Review

This assignment involves a detailed analysis of a project management plan, focusing on the recruitment, selection, training of employees in multinational companies to meet international requirements. The learner is required to provide an evaluation of the project's success, identifying problems encountered and how they were tackled. The performance review includes a self-assessment of strengths and weaknesses, as well as a rating of performance as a management consultant leading the project. The assignment aims to promote continuous professional development by highlighting areas for improvement in data analysis and critical thinking ability.

Managing Successful Business Projects
(Analysis of improvement in recruitment,
selection, training of employees in multinational
companies to meet International requirements)

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TOPIC: How the multinational companies improve recruitment, selection, training of their
employees in order to meet International requirements?
INTRODUCTION
Managing successful business is an essential part of organisation and its employers where
focus of individual is on managing every possible change in order to meet changes of business
environment (Petras, 2016). The research will help in evaluating enhancing in hiring, choosing,
training of the workers in multinational organizations in order to meet international
requirements. This research will be based on aim, objectives, project management plan, Work
breakdown structure and a Gantt chart. Further, it will explain Small-scale research by applying
qualitative and quantitative research methods.
TASK 1
P1. Aims of project and objectives
Globalisation refers to process by which businesses or other organizations start operating
at a global level. Changing era of globalisation is leading to major changes in recruitment and
selection process of firms because of differences in ethnic backgrounds, religions and
nationalities (Ramirez, Meyer and Lerch, 2016). International hiring has confidence in driving a
transparent recruitment process which enables the clients to have the assurance of the quality of
services (IMPACT OF GLOBALIZATION ON HR PRACTICES, 2019). However, Recruiting
Team of Nestlé ensures oversee end to end recruitment process with a key focus on client
management. Recruiting experience in a large national or global corporation highly preferable.
The Nestlé Companies are equal employment and affirmative action.
Aim
An investigation on the impact of globalisation on recruitment, selection. and training.: A case
study on Nestle”.
Objectives
 To evaluate enhancement in recruitment, selection, training of employees in multinational
firms.
 To outline consequences of hiring, selection, training of employees as per international
requirements.
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 To derive ways of managing changes in recruitment, selection, training of staff in
globalisation era.
 To recommend conducts of managing upgradation in recruitment, selection, training
process of Nestle International requirements.
P2. Project management plan
Cost For managing research on enhancement in recruitment, selection, training of
workers in multinational organizations to meet International requirements,
researcher incurred, Cost of library collections, Books and Stationery cost,
Internet cost, Digital library expenses, Travelling cost, Indirect cost and
allowances for technical obsolescence of research facility and equipment.
Scope The scope of this report is wide as it will outline about different and
changing practices of HR professional in globalisation era. The study will be
specifically outlining improvement in recruitment, selection, training
process of employees as per international requirements.
Time The time for research will be limited that is 16 weeks in total.
Quality The Researcher tries to gather relevant information from ethical and viable
sources which will helps in protecting quality of collected data. Ethical
consideration in study will help in managing quality of findings where focus
of researcher will be compliance with Data protection Act.
Communication Communication is done through written reports, conversations, email,
formal status reports, Live meeting online, Audio and video conferences,
databases, online schedules, and project websites.
Risk Risk involved in this Research is accuracy and adequacy of data availability
and to collect correct information and relevant facts and figures about the
improvement in recruitment, selection, training of employees as per
International requirements
Resources Research resources are Books, Online Tutorial, Digital library, Email,
formal status reports, Live meeting online, Audio and video conferencing,
databases, online schedules, and project websites.
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P3. Work breakdown structure and a Gantt chart
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Figure 1: Gantt Chart
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Figure 2: Work Breakdown structure
TASK 2
P4. Small-scale research by applying qualitative and quantitative research methods
 Research Philosophy: It is also known as a belief and phenomenon about the way in
which information must be collected, analysed and utilized. The Research Philosophy can
be of 4 types Pragmatism, Positivism, Realism, Interpretivism. Research philosophy that
is positivism is difficult to be explained in a precise and concise manner. It’s because
there is an intense difference between settings in which positivism is utilized by
researchers (Kumar, 2019). Interpretivism give liberty to researcher to interpret elements
of the study. Interpretivism incorporate human interest into a study. Interpretive
researchers assume that access to reality is constructed through social constructions such
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as language, consciousness, mutual meanings, and instruments. Researcher has used
Interpretivism Research Philosophy in Research to analyse improvement in recruitment,
selection, training of employees in multinational companies because Interpretivism
research philosophy is helpful in providing real factual data. There is involvement of
human interest in it. Reality is concluded through language, knowingness and shared
meanings.
 Research Approach: This approach is a planning and process which consisting the steps
of broad anticipation to in-depth method of collecting data, analysis and interpretation. In
this there are three type of research approach Deductive, Inductive and Abductive
research approach. In Deductive research approach researcher formulates hypothesis.
Inductive research approach consists of Observations, patterns and conceptual framework
(Silverman, 2016). Abductive research approach is a procedure that is being devoted in
explanation of incomplete observations, surprising facts or puzzles. Researcher has used
Inductive Research approach in to evaluate improvement in recruitment, selection,
training of employees in globalisation era. It does not involve formulation of hypothesis.
It begins with questions of research and aims and objectives that need to be achieved
during the research project.
 Research Design: It is the set of techniques and procedures used in analysing measures
and collection of the variables specified in the research. Research design includes
research problem, Hypothesis and independent variables. There are four type of research
design which are Explanatory, Descriptive, Diagnostic and Experimental Research
Design. Explanatory research design refers to a research conducted for the problem that
has not been studied more clearly, to develop operations and to improve the final research
design (Fletcher, 2017). Descriptive research design is used to describe characteristics of
a phenomenon that has been studied. Researcher used Descriptive research design in to
analysis improvement in recruitment, selection, training of employees in multinational
companies. It is a scientific method which involves observation and describes the
behaviour of a project topic without influencing it in any way.
 Sampling: It is a procedure used in statistical analysis in which a Prerequisites number of
observations are taken from a large number of populations. There are many ways through
which sampling can be done but mostly used are Random, Stratified, Systematic and
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Cluster (Hickson, 2016). Researcher will take Random sampling method in which 10
Human Resource manager of Nestlé are taken from different geographical location as a
sample participant in order to do to analyse enhancement in recruitment, selection,
training of employees in multinational companies to meet International requirements.
Random sampling is helpful because there is equal probability of selection of each
member from the random sample. It is an easiest and simple method because there is less
chances of error in it than a Biased sample. Biased sample can lead towards incorrect
conclusions.
 Data collection: Data collection refers to collecting and gathering data on variances in an
established systematic manner that encompasses one to answer stated research questions,
to test the hypotheses, and to evaluate the outcomes. There are two types of information
collection method primary and secondary.
Qualitative Research
 Primary data is an original data source it is collected by investigator by its own so there
are high changes of adequacy in data. Secondary data is collected by other sources based
on primary ones. Its lack originality because it is based on someone's assumptions there is
high chances of error in it. There is lack of accuracy in Secondary data. Researcher
collected primary data to outline improvement in recruitment, selection, training of
employees in multinational companies. Through conducting Interview of Sample
participants which are 10 Human Resource manager of Nestlé from different
geographical location.
 Data Analysis: It is a procedure of inspecting, changing and modelling of information
with the goal of identify useful data, conclusions and supporting decision-making. It is of
two type Qualitative and Quantitative. Qualitative Data Analysis is based on theoretical
and verbal form. It refers to non-numeric information such as notes, interview transcripts,
video and audio recordings, visual images and text documents. Quantitative data is based
on numerical facts and figures. Researcher used Qualitative data analysis. It provides real
facts in the Project report on which scholar can relay. Qualitative data analysis is being
done through Content, Narrative, Discourse and framework analysis.
 Ethical consideration: Ethical consideration means an assemblage of values and
principles that address questions of what is good or bad in human affairs. Researcher
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follows proper rules, guidelines and code of conduct. The researcher will ensure that no
participants is forced to share personal information about company.
TASK 3
P5. Research and data using appropriate tools and techniques
Quantitate research
Data Analysis
Theme 1: Yes, managers believe that globalisation led to improvement in recruitment,
selection and training process
1. Do you believe globalisation led to improvement in recruitment, selection
and training process?
Frequency
Yes 5
May be 3
No 2
In accordance with theme 1, it can be outlined that HR managers of Nestlé believes that
globalization has led to tremendous changes in HR practices of multinational companies. The
changes as per international requirement in era are focused on promoting quality and diversity at
workplace (Milanovic, 2016). The ideology of managing diversity is the biggest concern as per
managers, of improvement in recruitment, selection and training of firms.
Theme 2: Training is the HR practice which have been improved on the basis of
international requirements
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2. What according to you have improved in HR process on the basis of
international requirements?
Frequency
Recruitment 2
Selection 2
Training 6
In accordance with the theme 2 it can be concluded that HR managers of Nestlé believes
that there is major improvement in Training of the Employees as per International requirements.
In Global era companies are more focused on conducting Training programmes for their
Employees in order to resolve problems like Culture diversity gap, ethnic backgrounds and
religions conflicts among the Employees (Caselli and Gilardoni, 2018). Thus, as per changes
employers need to conduct Training programmes for cutting off the Language barrier among the
Employees which belongs to different geographical location and culture backgrounds.
Theme 3: Equality and Diversity is the crucial concern of HR managers in unifying
corporate culture of global organisations
What according to you is crucial concern of HR managers in unifying
corporate culture of global organisations?
Frequency
Equality and Diversity 7
Nationalities 1
Time management 2
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In accordance with the theme 3 it can be concluded that HR managers of Nestlé believes
that crucial concern of the Companies is on Equality and Diversity among the Employees in
order to meet International requirements. The Companies are working more on reducing culture
and diversity gap among the employees (Sorrells, 2015). They are putting more emphasis on
insuring that everyone treated equally in the organization no injustice is being done with any of
the employer during Recruitment, Selection and training process.
Theme 4: Yes, managers are aware about international polices regarding remuneration,
recruitment and training and development
Are you aware about international polices regarding remuneration,
recruitment and training and development?
Frequency
Yes 6
May be 3
No 1
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In accordance with the theme 4 it can be conclude that majority of the HR managers are
aware about the international polices regarding remuneration, recruitment and training and
development of the Employees. They are working in correct direction and are well versed with
the international polices in order to meet international requirements.
Theme 5: Skills and competencies oriented on the job training are beneficial for Nestlé in
meeting international requirements
What kind of on the job training according to you is beneficial for Nestle in
meeting international requirements?
Frequency
Purpose oriented 4
Skills and competencies oriented 6
In accordance with the theme 5 it can be concluded that majority of the HR managers
believes that Skills and competencies orientation on the job training are beneficial for Nestlé in
meeting international requirements. Competency profiles are helpful in giving assistance in
effective learning and development by identifying the behaviour, knowledge, skills and abilities
of the Employees that are necessary for successful work performance in a job (Dryden-Peterson,
2016).
Theme 6: Focusing on E recruitment is the way to manage improvement in recruitment
and selection process as per international requirements.
How will you manage improvement in recruitment and selection process as
per international requirements?
Frequency
Incorporating use of concise and inclusive language 1
Daring straightforward job titles 2
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Specifying job roles 3
Focusing on E recruitment 4
In accordance with theme 6, it can be outlined that HR managers of Nestlé believes that
E- recruitment is the way to manage improvement in recruitment and selection process as per
international requirements. It is cost effective because most platforms permit recruiters to place
the job openings for free (Borjian, 2017). It is helpful in saving time and efforts of recruiter
because interested job participants for a particular vacant job profile can apply online at one
place. It is also helpful in providing Improved standardisation and compliance of Employer job
profile format.
Theme 7: Yes, managers are aware of competencies of HR professional with respect to
international recruitment and selection
Are you aware of competencies of HR professional with respect to
international recruitment and selection?
Frequency
Yes 7
May be 3
No 1
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In accordance with theme 7, it can be outlined that HR managers of Nestlé are aware
about competencies of HR professional with respect to international recruitment and selection
process in order to meet international requirements.
Theme 8: Cultural sensitivity is the competency of HR professional can help Nestlé in
managing improvement in international HR practices
What competencies of HR professional can help Nestle in managing
improvement in international HR practices?
Frequency
Cultural sensitivity 6
Linguistic abilities 4
In accordance with theme 8, it can be outlined that majority of HR managers of Nestlé believes
that Cultural sensitivity is the competency of HR professional which lead Nestlé in managing
improvement in international HR practices. Culture Competency is the ability to engage in
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cultural dialogues to elicit information and to adjust one's behaviour appropriately according to
organisational needs.
Theme 9: Managing diversity is the major challenges of recruitment, selection, training of
employees as per international requirements
What are the major challenges of recruitment, selection, training of
employees as per international requirements?
Frequency
Market Fragmentation 3
Managing diversity 5
Employment legislation 2
In accordance with theme 9, it can be conclude that HR managers of Nestlé believes that
managing Cultural diversity is a major challenge of recruitment, selection, training of employees
as per international requirements. The Employees belongs to different culture diversity
backgrounds and everyone feels superior about their traditions and culture value it is major
challenge for a Company (Cleveland, Rojas-Méndez and Papadopoulos, 2016). Through
improving it, It is helpful in increasing and maintaining collaboration among the teams within an
organisation.
Theme 10: Yes, managers suggested conducts of managing upgradation in recruitment,
selection, training process of Nestle International requirements.
Can you suggest conducts of managing upgradation in recruitment, Frequency
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selection, training process of Nestle International requirements?
Yes 7
May be 2
No 1
In accordance with theme 10, it can be conclude that most of the HR managers of Nestlé can
suggest conducts of managing upgradation in recruitment, selection, training process of Nestlé in
order to meet the International requirements (Bartsch, Riefler and Diamantopoulos, 2016). They
suggest that they need to conduct organizational analysis and performance analysis. By
conducting questioners, through conducting employer personal interview and by direct interview
they insure proper conduct of their training programs.
P6 Appropriate recommendations as a result of research and data analysis to draw valid and
meaningful conclusions
On the basis of above research, it can be summarized that there is major improvement in
Recruitment, Selection and Training of the Employees is being done in order to meet
International requirements. It can be seen that Company is putting emphasis moreover on
conducting Training and development programmes of employees because according to HR
managers interview of Nestlé, the conclusion is being made that they are crucial concern over
solving Equality and diversity gap among the employees of the Company during recruitment,
selection and training process (Pajić, 2015). They are tending to follow E- recruitment
methodology to manage improvement in recruitment and selection process as per international
requirements.
As a result appropriate recommendations can be made which needs to be followed by the
company in order to do continuous improvement in Recruitment, Selection and training process.
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At the time of listing job duties, Recruiter should mention projects of new hired employees in
detail. The recruiter should chouse straightforward job titles, corporate culture an time. The
Company should invest their money in job promotion activities to attract large number of
participants for the vacant job (Pieterse, 2018). During the training process the trainer should use
clear and inclusive language which is easy to understand by the trainee. They need to hired
translators which are good in explaining employees belongs to different culture diversity
backgrounds about their job duties and responsibilities. Lastly, as per changing international
requirement it can be recommend that employer of Nestle should focus on employment
legislation of different countries in order to protect basic rights of employees as well as firm.
TASK 4
P7 Reflection over own learning and performance.
In accordance with this research over determining enhancement in hiring, selection and
training of employees in multinational companies to meet International requirements. I gained
wide knowledge over the changing HR practices. I would say that improvement is being seen in
Recruitment, selection and training process of employees at wider level and all over the world.
As per my learning Recruitment, Selection and training process plays vital and crucial role in
Company's growth (Dauth, Findeisen and Suedekum, 2016). Improvement is being made in
recruitment and selection process of Nestlé to reduce culture diversity in ethnic backgrounds,
religions and nationalities of the Employees. I learn that formal training programmes are
generally purposed oriented and designed to improve relevant skills and competencies of
Employees.
This study is helpful to derive ways of managing changes in recruitment, selection, training
of staff in globalisation era.. During data analysis I get well versed with Content, Narrative,
Discourse and framework analysis. Thus, I would like to conclude by stating that research helped
me in gaining wide variety of topics that have encompassed topics which is helpful in my further
career growth.
Strength
Further, I learned about research methodology in which Interpretivism involves human interest
into the research study. It shows realistic fact and adds real outputs into the research. During
sampling I learned how to conduct a fruitful and efficient interview (Gough, 2017). I get to
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learned different statistical tools and techniques to collect primary data during data collection
process
CONCLUSION
The conclusion is being drawn that there is major improvement is being seen in recruitment,
selection, training of the employees in multinational companies in order to meet international
requirements. The HR managers of Nestlé is crucially concern and are working more on
reducing culture and diversity gap among the employees. They are following E-recruitment
methodology in order to gather more participants for the vacant job. The HR mangers of Nestlé
is giving training based on Skills and competencies orientation to their Employees.
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APPENDIX
Questionnaire
Name:
Age:
Gender:
1. Do you believe globalisation led to improvement in recruitment, selection and training
process?
 Yes
 May be
 No
2. What according to you have improved in HR process on the basis of international
requirements?
 Recruitment
 Selection
 Training
3. What according to you is crucial concern of HR managers in unifying corporate culture
of global organisations?
 Equality and Diversity
 Nationalities
 Time management
4. Are you aware about international polices regarding remuneration, recruitment and
training and development?
 Yes
 May be
 No
5. What kind of on the job training according to you is beneficial for Nestle in meeting
international requirements?
 Purpose oriented
 Skills and competencies oriented
6. How will you manage improvement in recruitment and selection process as per
international requirements?
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 Incorporating use of concise and inclusive language
 Dering straightforward job titles
 Specifying job roles
 Focusing on E recruitment
7. Are you aware of competencies of HR professional with respect to international
recruitment and selection?
 Yes
 May be
 No
8. What competencies of HR professional can help Nestle in managing improvement in
international HR practices?
 Cultural sensitivity
 Linguistic abilities
9. What are the major challenges of recruitment, selection, training of employees as per
international requirements?
 Market Fragmentation
 Managing diversity
 Employment legislation
10. Can you suggest conducts of managing upgradation in recruitment, selection, training
process of Nestle International requirements?
 Yes
 May be
 No
Template for evidence collection to be attached with the report by the learner:
Project Logbook for the chosen organisation:
Name of the learner: Name of the Supervisor:
Project Title: Date:
Update of weekly research/ tasks achieved
(Account for a minimum of six weeks with dates)
 Research report on
improvement in recruitment,
selection, training of
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 What have you completed?
 Did you fulfil Task requirements?
 Are you on track and within deadlines
set?
 Did you need to make any changes to
your project management plan?
employees in multinational
companies to meet
International requirements: A
case study on Nestle.
 Yes
 Yes
 No
Any risks and / or issues identified?
 Did you identify risks/issues with a lack of
skills required for undertaking research
tasks?
 Did you identify any additional
risks/issues that have an impact on the
project management plan?
 Yes, on the basis of research
and analysis of collected data
 No
Problems encountered
 What barriers did you face?
 Analysis of collected data
from sampled participants
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 How did you overcome them?
 Outlining points on the basis
of aim and objectives
New Ideas and change of project direction  We can qualitative study on
the basis of secondary data
collection process.
What Have I learnt about myself this week?
 How did I feel when I had to deal with
tasks/problems?
 Did I find it useful to complete the tasks?
 How well have I performed? What did I
contribute?
 What can I improve on next week?
 How might this learning apply in the
future?
 Organising information can
help me in time management
 Yes
 My performance was
moderate as I was able to
finish research on time
 Way of analysing
information
 Research on similar topic
can support me in detailed
analysis.
Tasks planned for next week
 Which tasks are priority?
 Have you set aside sufficient time for
completion?
 Data Collection
 Yes
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Project plan status to date (on, ahead, behind)
Supervisor comments to address
Signature of the Supervisor and date:
Template for Performance Review to be attached with the report by the learner:
1. What was the Project supposed to accomplish?
To analyse improvement in recruitment, selection, training of employees in multinational
companies to meet International requirements: A case study on Nestle
2. Did the project succeed in its aims/ how do you know? Specifically, please outline any
evaluation and assessment undertaken.
Yes, because with the helps of collected and analysed data it can be said that there is various
improvement in practices of HR professionals with reference to international requirement like
Equality and diversity, managing linguistic difference.
3. What things do you think worked well and why? Evaluate all aspects of the project (e.g
initial inception, project activities and project outcomes) from a range of perspectives.
Project aim and objectives which were backbone of entire research
4. What problems emerged during the project and how were they tackled? Was there timely
identification of issues and resolution during the project process?
Analysis of data was the biggest problems which I managed by outlining specific points for
analysis like recruitment, quality, diversity, unifying of corporate culture, training, etc.
5. What did you learn from undertaking the project?
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I learned about different type of research tools which are crucial part of research
6. How would you rate your performance as a management consultant leading the project?
A
7. What strengths and weakness of your performance did you identify?
Strength: Project management plan
Weakness: Data analysis
8. How will this inform and support your continuous professional development?
In accordance with this I outlined that I can manage work on time but needs to develop critical
thinking ability to support continuous professional development.
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