Assingment on Strategic Human Resource Management (SHRM)
VerifiedAdded on 2021/06/18
|8
|2195
|58
AI Summary
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Strategic human resource
management
0 | P a g e
management
0 | P a g e
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Table of Contents
Introduction.................................................................................................................................................2
Nature of industry...................................................................................................................................2
Overview of the organization..................................................................................................................2
Strategic Human Resource Management challenges..............................................................................2
HRM performance in the organization....................................................................................................4
Recommendation....................................................................................................................................5
Conclusion...................................................................................................................................................5
References...................................................................................................................................................6
1 | P a g e
Introduction.................................................................................................................................................2
Nature of industry...................................................................................................................................2
Overview of the organization..................................................................................................................2
Strategic Human Resource Management challenges..............................................................................2
HRM performance in the organization....................................................................................................4
Recommendation....................................................................................................................................5
Conclusion...................................................................................................................................................5
References...................................................................................................................................................6
1 | P a g e
Introduction
The paper will provide information about the nature of the food and beverages industry Nestle.
Along with this, the overview of the organization is also discussed briefly in this context. The
key challenges Strategic Human Resource Management that creates a major problem for the
Nestle Company are also discussed briefly in this paper. The work of the HR manager and its
team in the organization are also briefly elaborated in this context. Along with this some
recommendation and suggestion regarding the key challenges and also the HR management team
are also given for the better growth of the firm.
Nature of industry
Nestle is one of the world’s largest food and beverage industry which has about 2000 brands in
the global market and are present in 189 countries all over the world (Cascio, 2018). The main
purpose of this company is to enhance the quality of life by contributing healthy product that can
satisfy the needs of the customer. The main motive is to deliver the best product in the market so
the industry is growing with a huge profit over years and years.
Overview of the organization
Nestle is a food and drink company whose main headquarters is in Vevey, Switzerland. Formerly
the company was founded by Henri Nestle in 1866 and presently Paul Bulcke is the CEO of this
company (Hussain, et al., 2018). Since established over 150 years ago this company makes a
huge trust in the people and thus becomes one of the leading brands in the world. A number of
280,000 employees have worked in this organization throughout the world and has 450 factories
in around 86 nations (Brewster, et al., 2016). In 2011, Nestle was the number one company
among all the Fortune Company but after the loss of 200 billion its rank, it becomes 13th in the
global market (Sheikh, and Naveed, 2016). In 2017 the company sales about 89.8 billion
products all over the world. The product of this company is mainly baby products, water bottle,
cereals, cosmetics, chocolates and biscuits, frozen foods, ice cream, dairy products and pet foods.
Apart from this, Nestle Company is one the main shareholder of the brand L’Oreal Company.
Strategic Human Resource Management challenges
The Strategic Human Resource Management Challenges that have been faced by the Nestle
Company are as follows:
2 | P a g e
The paper will provide information about the nature of the food and beverages industry Nestle.
Along with this, the overview of the organization is also discussed briefly in this context. The
key challenges Strategic Human Resource Management that creates a major problem for the
Nestle Company are also discussed briefly in this paper. The work of the HR manager and its
team in the organization are also briefly elaborated in this context. Along with this some
recommendation and suggestion regarding the key challenges and also the HR management team
are also given for the better growth of the firm.
Nature of industry
Nestle is one of the world’s largest food and beverage industry which has about 2000 brands in
the global market and are present in 189 countries all over the world (Cascio, 2018). The main
purpose of this company is to enhance the quality of life by contributing healthy product that can
satisfy the needs of the customer. The main motive is to deliver the best product in the market so
the industry is growing with a huge profit over years and years.
Overview of the organization
Nestle is a food and drink company whose main headquarters is in Vevey, Switzerland. Formerly
the company was founded by Henri Nestle in 1866 and presently Paul Bulcke is the CEO of this
company (Hussain, et al., 2018). Since established over 150 years ago this company makes a
huge trust in the people and thus becomes one of the leading brands in the world. A number of
280,000 employees have worked in this organization throughout the world and has 450 factories
in around 86 nations (Brewster, et al., 2016). In 2011, Nestle was the number one company
among all the Fortune Company but after the loss of 200 billion its rank, it becomes 13th in the
global market (Sheikh, and Naveed, 2016). In 2017 the company sales about 89.8 billion
products all over the world. The product of this company is mainly baby products, water bottle,
cereals, cosmetics, chocolates and biscuits, frozen foods, ice cream, dairy products and pet foods.
Apart from this, Nestle Company is one the main shareholder of the brand L’Oreal Company.
Strategic Human Resource Management challenges
The Strategic Human Resource Management Challenges that have been faced by the Nestle
Company are as follows:
2 | P a g e
Working with a plan is the main purpose of a company and if not happen then the
company will possess a huge loss in the industrial market. Since it is an international
company so conflicts have been arises between the different departments of the people
in both the international and home country too. As it is one of the largest industry and
possess a huge number of employees so a disrespectful behavior has been arising
between the employees (Jackson, et al., 2014). The leader cannot listen properly to the
team workers and thus an issue has been arises between them which thereby creates an
imbalance of power in the organization.
Apart from this, a main problem of the organization is the communication barrier. Since
it is an international company so different employees have different language and so it
creates a huge problem for the international leader to understand their behavior. Due to
this communication issue sometimes wrong messages are put forwarded to the leader
which can cause a huge mistake in work also. The lack of cultural understanding and
the ascent of people also creates a problem for the leader to know their needs. The main
effect of this communication barriers is that the confidence of the lower level employee
becomes down because they are not in a position to communicate with the higher level
workers for their problem and also for the organization. Due to this issues, the Nestle
Company are affected too much in the market. The management system creates a big
pressure on the worker that affect them a lot (Brewster, 2017)
Another major problem of the Strategic Human Resource Management is the equality
factors among the workers. As it is an international company so discrimination between
the workers of the home and the global country makes a huge conflict in the
organization (Oshin-Martin, 2017). The employees of the home country are mostly
preferred by the organization. Due to this, the confidence of employees working in this
organization are decreased day by day. Apart from this, the salary, allowances, and
bonus are not equal for all the employees belonging to the same position and hence it
affects the organization as well as the workers too (Brattonand Gold 2017)
Lack of proper training creates the problem for the employees in the organization
which affect the morale of the workers, as well as huge conflicts, has also been arises
between the different departments also. This conflict also effected leaders and the
members for discussing about the needs or any other kind of problem. Apart from this
3 | P a g e
company will possess a huge loss in the industrial market. Since it is an international
company so conflicts have been arises between the different departments of the people
in both the international and home country too. As it is one of the largest industry and
possess a huge number of employees so a disrespectful behavior has been arising
between the employees (Jackson, et al., 2014). The leader cannot listen properly to the
team workers and thus an issue has been arises between them which thereby creates an
imbalance of power in the organization.
Apart from this, a main problem of the organization is the communication barrier. Since
it is an international company so different employees have different language and so it
creates a huge problem for the international leader to understand their behavior. Due to
this communication issue sometimes wrong messages are put forwarded to the leader
which can cause a huge mistake in work also. The lack of cultural understanding and
the ascent of people also creates a problem for the leader to know their needs. The main
effect of this communication barriers is that the confidence of the lower level employee
becomes down because they are not in a position to communicate with the higher level
workers for their problem and also for the organization. Due to this issues, the Nestle
Company are affected too much in the market. The management system creates a big
pressure on the worker that affect them a lot (Brewster, 2017)
Another major problem of the Strategic Human Resource Management is the equality
factors among the workers. As it is an international company so discrimination between
the workers of the home and the global country makes a huge conflict in the
organization (Oshin-Martin, 2017). The employees of the home country are mostly
preferred by the organization. Due to this, the confidence of employees working in this
organization are decreased day by day. Apart from this, the salary, allowances, and
bonus are not equal for all the employees belonging to the same position and hence it
affects the organization as well as the workers too (Brattonand Gold 2017)
Lack of proper training creates the problem for the employees in the organization
which affect the morale of the workers, as well as huge conflicts, has also been arises
between the different departments also. This conflict also effected leaders and the
members for discussing about the needs or any other kind of problem. Apart from this
3 | P a g e
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
the training and the development strategies of the management are not up to the mark
and this causes huge issues for the management team to perform the work properly
(Kramar 2014)
The last problem of the SHRM is not following the rules and regulations of the law and
hence it creates a huge imbalance to the Nestle organization. Apart from this the
compliance of the organization is not proper and also the leadership quality of the
higher officials are not so good (Armstrongand Taylor 2014)
HRM performance in the organization
The Human Resource Management of the Nestle Company is very flexible and active and can do
their work efficiently in all types of the situation for the better growth of the firm. Their decision
is most important for any kind of legal and agreement purposes in the market (Reiche, et al.,
2016). Apart from this, the work of the HR manager is respected by the employees of the
organization. Since Nestle is present internationally all over the world so it is necessary to
respect the labor laws. The management mainly considered on the development of the
organization in the market and how it gains profit at a huge rate from there. The HR manager and
their staff of the organization will provide support for handling the employee's matter before the
issues make a huge problem (Roome, and Louche, 2017). The staff working under the HR
management team whose major function is to provide the best employee to the HR manager. The
whole HR team will manage the legal policies, the application that is related to the Nestle
organization. Apart from this the recruitment of the employee are also been done by the HR
management team (Mishra, 2017). They selected those people who are dynamic, hardworking,
honest and trustworthy to the company. The HR management team also have the power to
terminate an employee from the company and also has a power of transferring them on an urgent
basis (Nagaraj, and Shalini, 2016). After terminating an employee they will put a notice in the
newspaper on the basis of their criteria or they directly contact with the placement services of the
various organization. After this, they selected some resume that matches their criteria than with
this person they take the interview and select a better person for that post. Apart from this the HR
team also gives training to the employees for the better growth of the firm. Mainly literacy
training is provided to the employees and some of the selected employees are sent abroad for
studying the market, management and other courses that help makes a business profitable. The
4 | P a g e
and this causes huge issues for the management team to perform the work properly
(Kramar 2014)
The last problem of the SHRM is not following the rules and regulations of the law and
hence it creates a huge imbalance to the Nestle organization. Apart from this the
compliance of the organization is not proper and also the leadership quality of the
higher officials are not so good (Armstrongand Taylor 2014)
HRM performance in the organization
The Human Resource Management of the Nestle Company is very flexible and active and can do
their work efficiently in all types of the situation for the better growth of the firm. Their decision
is most important for any kind of legal and agreement purposes in the market (Reiche, et al.,
2016). Apart from this, the work of the HR manager is respected by the employees of the
organization. Since Nestle is present internationally all over the world so it is necessary to
respect the labor laws. The management mainly considered on the development of the
organization in the market and how it gains profit at a huge rate from there. The HR manager and
their staff of the organization will provide support for handling the employee's matter before the
issues make a huge problem (Roome, and Louche, 2017). The staff working under the HR
management team whose major function is to provide the best employee to the HR manager. The
whole HR team will manage the legal policies, the application that is related to the Nestle
organization. Apart from this the recruitment of the employee are also been done by the HR
management team (Mishra, 2017). They selected those people who are dynamic, hardworking,
honest and trustworthy to the company. The HR management team also have the power to
terminate an employee from the company and also has a power of transferring them on an urgent
basis (Nagaraj, and Shalini, 2016). After terminating an employee they will put a notice in the
newspaper on the basis of their criteria or they directly contact with the placement services of the
various organization. After this, they selected some resume that matches their criteria than with
this person they take the interview and select a better person for that post. Apart from this the HR
team also gives training to the employees for the better growth of the firm. Mainly literacy
training is provided to the employees and some of the selected employees are sent abroad for
studying the market, management and other courses that help makes a business profitable. The
4 | P a g e
HR manager in collaboration with the Line manager's takes formal feedback from the employees
once in a year and the key performance of a worker can also be managed by the HR team
(Hussain, 2016).
Recommendation
Some recommendation for the better growth of the Nestle organization are given below:
It should be recommended that doing proper meetings once in a month can decrease the
conflict between the different departments. Along with this, the manager should maintain
a good relationship with the employee so that they work efficiently.
The problem of communication gap can be reduced by understanding the language and
culture of the employees. For this, the company gives attention to recruiting a person as a
leader who understands the language of its group.
Apart from this the equality factor between the employees should be diminished and
proper training has been given to them for the better growth of the firm.
According to me, the main procedure of the HR Management team is to give proper training to
the employees so that they gain proper knowledge about the company and their roles and
responsibility and perform for the better growth of the firm.
Conclusion
The paper provides information about one of largest food and beverages company Nestle. After
2011 it becomes the 13th Fortune Company and the company motive is to give the healthy
product in terms of food and drink. Thus it becomes one of the leading brands in the international
market. Apart from this five major SHRM challenges that affect the organization and the
working of the HR management are also discussed in this paper. Some recommendation and
suggestion regarding this challenges are also given for the better growth of the organization.
5 | P a g e
once in a year and the key performance of a worker can also be managed by the HR team
(Hussain, 2016).
Recommendation
Some recommendation for the better growth of the Nestle organization are given below:
It should be recommended that doing proper meetings once in a month can decrease the
conflict between the different departments. Along with this, the manager should maintain
a good relationship with the employee so that they work efficiently.
The problem of communication gap can be reduced by understanding the language and
culture of the employees. For this, the company gives attention to recruiting a person as a
leader who understands the language of its group.
Apart from this the equality factor between the employees should be diminished and
proper training has been given to them for the better growth of the firm.
According to me, the main procedure of the HR Management team is to give proper training to
the employees so that they gain proper knowledge about the company and their roles and
responsibility and perform for the better growth of the firm.
Conclusion
The paper provides information about one of largest food and beverages company Nestle. After
2011 it becomes the 13th Fortune Company and the company motive is to give the healthy
product in terms of food and drink. Thus it becomes one of the leading brands in the international
market. Apart from this five major SHRM challenges that affect the organization and the
working of the HR management are also discussed in this paper. Some recommendation and
suggestion regarding this challenges are also given for the better growth of the organization.
5 | P a g e
References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Hussain, W., Siddiqui, M.A. and Haider, N.G., 2018. An overview of Customer Relationship
Management Software in Business Organizations. Pakistan Journal of Engineering, Technology
& Science, 6(2).
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases in
international human resource management. Taylor & Francis.
Roome, N. and Louche, C., 2017. Nestlé and palm oil: When a company gets under the spotlight.
In The Dark Side 3 (pp. 36-54). Routledge.
Mishra, S., 2017. Integration of talent and mobility function: strategy for HR to manage
business. Strategic HR Review, 16(6), pp.274-278.
Oshin-Martin, M., 2017. Corporate Social Responsibility: Johnson & Johnson Creating
Community Relations and Value through Open Social Innovation and Partnership across Sub-
6 | P a g e
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Hussain, W., Siddiqui, M.A. and Haider, N.G., 2018. An overview of Customer Relationship
Management Software in Business Organizations. Pakistan Journal of Engineering, Technology
& Science, 6(2).
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases in
international human resource management. Taylor & Francis.
Roome, N. and Louche, C., 2017. Nestlé and palm oil: When a company gets under the spotlight.
In The Dark Side 3 (pp. 36-54). Routledge.
Mishra, S., 2017. Integration of talent and mobility function: strategy for HR to manage
business. Strategic HR Review, 16(6), pp.274-278.
Oshin-Martin, M., 2017. Corporate Social Responsibility: Johnson & Johnson Creating
Community Relations and Value through Open Social Innovation and Partnership across Sub-
6 | P a g e
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Saharan Africa. In Corporate Social Responsibility, Sustainability, and Ethical Public Relations:
Strengthening Synergies with Human Resources (pp. 167-197). Emerald Publishing Limited.
Nagaraj, M.S., and Shalini, G., 2016. Innovation in Indian CSR-a Conceptual Model. Imperial
Journal of Interdisciplinary Research, 2(13).
Hussain, I., 2016. The HR activities performed by “Grow n Excel” & It’s significance.
Sheikh, U., and Naveed, A., 2016. THE IMPACT OF HR PRACTICES ON THE
PERFORMANCE OF MULTINATIONAL COMPANIES OPERATING IN
PAKISTAN. Gomal University Journal of Research, 32(1).
7 | P a g e
Strengthening Synergies with Human Resources (pp. 167-197). Emerald Publishing Limited.
Nagaraj, M.S., and Shalini, G., 2016. Innovation in Indian CSR-a Conceptual Model. Imperial
Journal of Interdisciplinary Research, 2(13).
Hussain, I., 2016. The HR activities performed by “Grow n Excel” & It’s significance.
Sheikh, U., and Naveed, A., 2016. THE IMPACT OF HR PRACTICES ON THE
PERFORMANCE OF MULTINATIONAL COMPANIES OPERATING IN
PAKISTAN. Gomal University Journal of Research, 32(1).
7 | P a g e
1 out of 8
Related Documents
Your All-in-One AI-Powered Toolkit for Academic Success.
+13062052269
info@desklib.com
Available 24*7 on WhatsApp / Email
Unlock your academic potential
© 2024 | Zucol Services PVT LTD | All rights reserved.