HR Strategy of Nestle

Running head: HR STRATEGY OF NESTLE
HR Strategy of Nestle
Name of the student
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1HR STRATEGY OF NESTLE
Introduction
Human Resource Management helps in the process of maximising the performance of
the employees in relation to the strategic objectives of an organization. It primarily deals with
managing people and focuses on policies along with that of systems. Nestle is a leading food
along with beverage company within that of the world. They are known for more than that of
2000 brands that range from that of global icons to the local favourites. The purpose of Nestle
is to enhance the quality of life and thus contribute to that of a healthier future (Brewster,
2017) The essay talks about the strategic plan of Nestle. It elaborates on the HR strategy that
is embedded within the corporate plan. It also expounds on the rationale of the strategies
pertaining to HR. This essay discusses the contemporary HR challenges that are facing the
organization and the achievements that HR can gain on successful implementation of
workplace related strategy.
Analysis of the Discussion Questions
The strategic plan of Nestle focusses on the aspect of helping 50 million children in
maintaining a healthy lifestyle. Primary objective in relation to Nestle is the creation of
products that can bring forth a future that is healthy. Nestle wants to act legally and value in
relation to their brand is created because of the respect that they provide to people with whom
they have collaborated in a business. The department of Human Resources (HR) are well
aware of the fact that employee engagement can pave the path for the growth of the
organization. HR department of Nestle should be able to communicate vision in relation to
the organization. The principles of the business should be communicated to the employees
which can help them in attaining the corporate objectives in relation to Nestle (Cascio, 2018)
The line managers of Nestle should be capable of building an environment that can imbibe
value of personal commitment in relation to the employees (Nestle.com.au., 2018)

2HR STRATEGY OF NESTLE
Professional guidance should be provided by the line managers which can aid in the process
of delivering superior business. The aim of HR in Nestle is to optimise the performance and
they have to take care of the fact that the conditions in relation to working are quite good. A
streamlined method has been adopted by that of “Nestle in the Market approach” that can
assist in the process of ensuring clarity (Bratton & Gold, 2017). The employees in Nestle
should be hired on the basis of professional skills that can assist them in the process of
fostering that of long term relationship. There should be strong alignment in relation to values
along with culture of Nestle. The skills of the employees should be aligned with the
principles pertaining to Nestle that can prove to be an advantage for the company (Armstrong
& Taylor, 2014)
Nestle should focus on providing the employees with the right kind of working
conditions that can help them in understanding the significance of safety. On the event of
stress being laid on the well-being of employees a workforce will be created who will feel
responsible towards that of the community. It is the role of HR to communicate to the
employees and people outside of the organization that they care for them. Nestle wants to
produce a high performance culture. The different elements in relation to the organization can
help in creating value in relation to the employees. New employees cannot be attracted only
on the basis of remuneration. The HR Department should be able to create a distinctive
culture that can help in the process of bringing about change (Marchington et al., 2016).
Young employees of the organization should be made conscious towards the environment
and they should be acquainted with corporate social responsibility. The social responsibility
of Nestle can help in rehabilitating the employer brand with the new hires. Litigation is faced
by the food industry in relation to Australia and the government agencies have strict rules in
relation to it (Brewster, Mayrhofer & Morley, 2016) It is the duty of the human resources to
offer protection to the business from the clutches of costly law suits. Food safety training has