HRM Report: Nestle Company HRM Strategies and Analysis

This report offers a comprehensive analysis of Nestle's human resource management (HRM) practices. It begins with an introduction and research methodology, followed by an overview of Nestle's company profile, including its history, products, and market position. The report then delves into four key goals of HRM within Nestle: complying with legal and social obligations, facilitating organizational competitiveness, enhancing productivity and quality, and promoting individual growth and development. It examines Nestle's approach to globalization and diversity, highlighting how these factors influence its HRM strategies. The report further discusses Nestle's human resource functions, with a specific focus on its compensation and benefits strategy, including fixed pay, variable pay, and employee benefits. Finally, the report concludes with a summary of the key findings and references relevant academic sources.

Running Head: HRM
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Human Resource Management
4/3/2019

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Contents
Introduction...........................................................................................................................................3
Research methodology..........................................................................................................................3
I. Company Profile............................................................................................................................3
A. Overview of Nestle........................................................................................................................3
B. Four Goals of HR Management in Nestle......................................................................................3
C. Globalisation.................................................................................................................................4
D. Diversity........................................................................................................................................4
E. Human resource function of Nestle...............................................................................................5
Compensation and Benefits strategy of Nestle..................................................................................5
F. Conclusion.....................................................................................................................................5
References.............................................................................................................................................6

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Introduction
The research paper will bring about the discussion on the assessment of company
profile from the perspective of human resource management. Nestle, has been taken, as the
company as listed amongst the 500 fortune companies to discuss various aspects, role of
organisation, goals of the HR.
Research methodology
The research methodology, which facilitates the discussion, is ‘conceptual’ or
‘theoretical’ as it involves the implementation of concepts of HRM, i.e. human resource
management concepts and theories.
I. Company Profile
A. Overview of Nestle
Nestle is a Swiss transnational company dealing in the food and beverages headquartered
in Switzerland, and accounts one of the largest food company in terms of revenues. Founded
in the year 1905, the company deals in various products bottled water, breakfast items, and
dairy products. Nestle is a public company and has a large number of employees, around 3,
08,000 serving millions of customers (Nestle, 2016).
B. Four Goals of HR Management in Nestle
The primary goal or purpose of the HRM in any organisation is help organisation in the
achievement of goals. Therefore, these goals in any organisation mention the strategic
development of the organisation.
Complying with legal and social obligations
Nestle is ethical and follows code of conduct i.e. managers at the company value their
employees and ensures their development and fulfilment of needs along with organisational
goals. The company’s policy to hire employees with personal attitudes and skills enable them
to develop and work for long-term within organisation (Ahmad, 2015).

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Facilitating organizational competitiveness
The company has achieved significance in the food industry as it offers a competitive
range of benefits and high compensations to deliver or satisfy their varying needs in the
organisation.
Enhancing productivity and quality
The company, Nestle aims to improve the human resource management system by
enhancing their strategies, assuring high quality individuals in the organisation (Ahmad,
2015).
Promoting individual growth and development
Talent development and performance management is one strategy of the company
helps in attaining goal of individual growth and development of the employees working in the
organisation.
C. Globalisation
Nestle is a multinational organisation and works effectively in terms of HRM, thus have
different perspectives of staffing. Therefore, brand globalisation has been a major aspect of
the high performance of the company, as it adopts the Regiocentric approach. It states about
the company’s marketing strategy or HRM approach of retaining people from different
regions (Noe et al., 2017).
D. Diversity
It is one of the major parts of the Nestlé’s management and the company offers a range of
no-less than 32 coffee related products. Apart from this, the company is engaged in hiring
people from diverse culture and manager’s gives importance to the cultural diversity of
employees. At nestle, we drive diversity and inclusion through our impact on, culture,
society. Yes, the company’s workforce reflects the presence of diversity and inclusion as
important part of the culture, and empowers hiring of people with varied capabilities (Claver-
Cortes et al., 2015).

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E. Human resource function of Nestle
Compensation and Benefits strategy of Nestle
Nestle it has been analysed that the managers retain talent through their effective
compensation strategy. Nestle focuses on the fixed pay, variable pay benefits and the
personal growth and development of the individuals. Moreover, the company provides
employees different leave, dearness allowances, and flexible work arrangements to ensure
high productivity of employees in the organisation. This has evident from the company’s
global maternity Protection Policy to ensure maternity protection to the all-primary
caregivers, i.e. 14 weeks paid maternity leave, and others (Claver-Cortés et al., 2015).
F. Conclusion
To conclude the above discussion it has been analysed that Nestle has been the
leading organisation within the food and beverage industry. Nestle achieved effectiveness in
human resource management and will continue to succeed in the future years.

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References
Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent
Business & Management, 2(1), 1030817.
Claver-Cortés, E., Zaragoza-Sáez, P. C., Molina-Manchón, H. & Úbeda-García, M. (2015).
Intellectual capital in family firms: human capital identification and
measurement. Journal of Intellectual Capital, 16(1), 199-223.
Nestle, M. (2016). Corporate funding of food and nutrition research: science or marketing?
JAMA Internal Medicine, 176(1), 13-14.
Noe, R. A., Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.