Improvements in Recruitment, Selection, and Training Methods for Employees at Global Level - A Case Study on Nestle

This presentation aims to access the improvements required in recruitment, selection, and training methods for employees at a global level. It includes a case study on Nestle and objectives such as evaluating current procedures, recommending strategies for companies at a global level, and identifying the impact of globalization on MNCs. The presentation also includes research methodology, data analysis, conclusions, and recommendations.

Unit 6 – Managing a Successful
Business Project

INTRODUCTION
 Aim- To access the improvements required in recruitment, selection and training
methods for employees at global level. A case study on Nestle.
Objective
 To evaluate current procedure of recruitment, selection and training of employees
 To recommend strategies that can be implemented by companies at global level.
 To identify the positive and negative impact of globalization over the working of
MNC’s.
 To recommend strategies that can be implemented by Nestle at global level.

LITERATURE REVIEW
 Globalisation defined as integration and interaction among the people, firms and
legal authorities of differed nations.
 This is defined as growing and expanding, business services and also helps to bring
longer productivity and profitability. Additionally, it defined as globalized countries
that have lower increment in government outlays and taxes and this leads to lower
level of corruption.
 Employees are the main pillars of an organisation. This is because they perform
activities and attain goals and objectives. Also, diversified workforce works in an
organisation.

RESEARCH METHODOLOGY
 Research philosophy: It is the framework of entire research. It shows how overall
study is been conducted and purpose of research .Positivism philosophy is used to
find out how MNC are working at glob level to fulfill their needs.
 Research type: - It depends on nature of study and there are two types of it that is
qualitative and quantitative. The study is based on both qualitative and quantitative
type.
 Sampling: the data is gathered by dividing population on certain basis. in current
study scholar will use random sampling method. The sample size will be 20
employees.
 Data collection: the data collected should be precise and relevant. It is because
outcomes are based on it. Here, primary data is gathered through questionnaire.
 Data analysis- It refers to interpreting data into relevant information so that aims and
objectives are attained. For present research, data analysis will be done by using
thematic analysis method. Hence, in this report both method has been undertaken as
qualitative as well quantitative.

DATA ANALYSIS
1. Do you
think that
recruitme
nt of
diversifie
d
employee
s has
improved
productiv
ity in
Nestle? Frequency %
Yes 14 70.00%
No 4 20.00%
May be 2 10.00%
Total 20 100.00%

Theme 2 Yes, change in training process has
resulted in improving skills of employees
2.Do you think
that change in
training process
has resulted in
improving skills
of employees? Frequency %
Yes 15 75.00%
No 4 20.00%
May be 1 5.00%
Total 20 100.00%

Theme 3: Globalisation enabled in providing
training with different methods in Nestle
globalisationenabledprovidingtrainingwithdifferentmethods
Frequency Percent Valid
Percent
Valid
1.00 12 60.0 60.0
2.00 4 20.0 20.0
3.00 2 10.0 10.0
4.00 1 5.0 5.0
5.00 1 5.0 5.0

Theme 4: Nestle maintain culture diversity by
changing their recruitment method
Nestleabletomaintainculturediversitybychangingrecruitmentmeth
od
Frequency Percent Valid
Percent
Valid
1.00 12 60.0 60.0
2.00 2 10.0 10.0
3.00 1 5.0 5.0
4.00 1 5.0 5.0
5.00 4 20.0 20.0

Theme 5: Positive impact on training and
recruitment due to globalisation
positiveimpactontrainingandrecruitmentduetoglobalisation
Frequency Percent Valid
Percent
Valid
1.00 11 55.0 55.0
2.00 3 15.0 15.0
3.00 1 5.0 5.0
4.00 2 10.0 10.0
5.00 3 15.0 15.0

Theme 6: Recruiting according to country culture
will benefit Nestle to gain competitive advantage
recruitingaspercountryculturebenefitgaincompetitiveadvantage
Frequency Percent Valid
Percent
Valid
1.00 7 35.0 35.0
2.00 3 15.0 15.0
3.00 3 15.0 15.0
4.00 4 20.0 20.0
5.00 3 15.0 15.0

Theme 7: Global method of training benefits staff
to gain high level knowledge in Nestle
globalmethodoftrainingbenefitstafftogainknowledge
Frequency Percent Valid
Percent
Valid
1.00 12 60.0 60.0
2.00 1 5.0 5.0
3.00 2 10.0 10.0
4.00 3 15.0 15.0
5.00 2 10.0 10.0

Theme 8: Positive effect on employee performance
if experienced ones are selected from other
countries
positiveeffectonemployeeexperiencedselectedothercountries
Frequency Percent Valid
Percent
Valid
1.00 12 60.0 60.0
2.00 3 15.0 15.0
3.00 1 5.0 5.0
4.00 2 10.0 10.0
5.00 2 10.0 10.0

Theme 9: Hiring talented people Nestle can attain
goals in time in other countries
hiringtalentedpeoplenestlecanattaingoalsintime
Frequency Percent Valid
Percent
Valid
1.00 11 55.0 55.0
2.00 5 25.0 25.0
3.00 2 10.0 10.0
4.00 1 5.0 5.0
5.00 1 5.0 5.0

Theme 10: Nestle should train their staff according
to need of country in which they expands
Nestletrainstaffaccordingtocountryinwhichtheyexpands
Frequency Percent Valid
Percent
Valid
1.00 12 60.0 60.0
2.00 1 5.0 5.0
3.00 1 5.0 5.0
4.00 4 20.0 20.0
5.00 2 10.0 10.0

CONCLUSION
 Hereby, from presentation it can be concluded that globalisation is process that aids
to enterprise to develop international influence and to start operation at the
international scale. Henceforth, it can be stated that globalisation defined as
procedure that aids to make international trade easier.
 Thus, Nestle will benefit if recruitment and training methods are changed. It will
benefit in developing diversified culture.

RECOMMENDATION
 The enterprise should improvise it recruitment process so that they can able to hire
the skill labour workforce. It aids to bring systematic working within the enterprise.
 Social media platforms such as LinkedIn and other sites can be used to recruit
people. It will reduce cost of staffing as well.
 Nestle can focus on adopting diversity in recruitment and selection for improving it.
This will enable in hiring talented and experienced candidate. For this a new policy
can be formed as well.
 Policies and procedures should be defined and adhered for recruiting and selection
process and that must be ensure that each enterprise needs to comply with local, state
and federal regulation.
 The recruitment and selection must be conducted effectively, so that hire and skilled
employees can get selected. Thus, skilled labour workforce can contribute maximum
to the enterprise.

THANK YOU