Human Resource Management Report: Nestle Case Study Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Nestle. It begins with an overview of the company, its history, and global presence. The report then delves into the key roles and responsibilities of the HR function, including recruitment, training, payroll, and employee performance improvement. It critically evaluates various HRM approaches such as workforce planning, recruitment, development, training, performance management, and rewarding. The report also examines employee relations and engagement strategies, emphasizing the importance of communication and flexible working practices. Furthermore, it outlines the key areas of employment legislation relevant to Nestle. The assignment includes practical examples like a job description for an HR Manager, a sample CV, preparatory notes for interviews, and a job offer letter. The report concludes with an evaluation of the recruitment process and the rationale for conducting appropriate HR practices within the company, offering a well-rounded view of HRM in a global context.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Overview of Nestle.................................................................................................................1
2. Key roles and responsibilities of HR function........................................................................1
3. Approaches used in HR management.....................................................................................2
4. Employee Relations and engagement.....................................................................................3
5. The key areas of employment legislation................................................................................4
TASK 2............................................................................................................................................4
1. Job description for Human Resource Manager.......................................................................4
2. Curriculum Vitae.....................................................................................................................5
3. Documentation of Preparatory notes.......................................................................................6
4. Job offer Letter........................................................................................................................7
5. Process of Recruitment...........................................................................................................9
6. An evaluation of the process and rationale for conducting appropriate HR practice...........10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Today, Human Resource Management plays a vital role in an organisation's growth and
development. The HR management is refers to a strategic approach to the effective management
of the people of an organisation. The chosen organisation for the report is Nestle. Nestle is a
Swiss transnational food and drink company headquartered in Vevey, Vaud. The below report
identifies the importance of Human Resource management and its functioning. The report
critically evaluates the approaches of workforce planning, recruitment, selection, development
and training. Also, the approaches towards effective employee relations have been explored in
the report (Ahmad, 2015). The report also showcases a job specification, student CV,
documentation of preparatory notes, and job offer documents used in process of recruitment.
TASK 1
1. Overview of Nestle
Nestle is a Swiss transnational food and drink company. The company was founded in
1866 by Henri Nestle. Its headquartered are situated in Vevey, Vaud, Switzerland. The company
is known for its products which includes baby food, medical food, breakfast cereals, ice cream,
dairy products, frozen food, bottled water, confectionery etc.
The organisation employs around 339,000 people across the globe and its annual sales are
over 1 billion dollars (DeCenzo, Robbins and Verhulst, 2016). It is one of the largest food
companies in the world and produces large amount of food and drink for the people across the
world. The company has seen large growth in its operations since the First World war and again
following the Second World war.
2. Key roles and responsibilities of HR function
The purpose of Human Resource function in Nestle is to handle necessary functions of
the business. The department is instrumental in provision of labour law compliance, hiring and
training, compensations, record keeping, relational assistance and handling special performance
issues in the organisation. The functions of human resource are essential for Nestle as without
these functions the organisation would not be able to meet the important needs to staff and
management.
Roles and Responsibilities Recruitment and Training – This is one of the core functions of Human Resource
department of Nestle (Wright, 2018). The department recruits and selected the right
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skilled employees for the organisation. Also, the department ensures that right training is
being provided to these employees in order to achieve set organisational goals and
objectives. Payroll and Benefits – The human resource department of the organisation ensures right
payroll and benefits to the employees of the organisation. The employee payroll is
provided as per their job roles and specifications and the benefits are provided as per their
performances (Banfield, Kay and Royles, 2018).
 Employee performance improvement plans – The performance improvement plans are
made by the HR department of Nestle in order to increase or better the organisational
employee performance. These plans are made in order to increase the employee potential
and improve the overall organisational profitability.
3. Approaches used in HR management
Below mentioned are the approaches used in Human Resource management:
Workforce Planning Analysing Organisational Objectives: Analysing the organisational objectives is one of
the topmost approaches used in workforce planning. It allows the organisation to achieve
and evaluate growth. Its strength is that it helps in gaining profitability for Nestle.
 Estimating manpower gaps: Estimating manpower gaps allows the organisation to
understand the gaps in its manpower and recruit personnels as per these gaps (Brewster,
Mayrhofer and Farndale, 2018). Its weakness it's that manpower gaps does not ensure
employee management.
Recruitment and Selection Pre-hiring tests: These tests are taken to identify the suitable employees for Nestle. It
strength is that it allows the organisation to understand the employee effectiveness.
 Looking for core competencies: It allows the organisation to understand the dominant
character qualities in its employees. Its weakness is that it does not provide the
organisation with better performance.
Development and Training Coaching: Coaching allows the organisation to provided guided opportunities for its
employees to grow. Its strength is that it allows employees to grow.
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 Developing knowledge: Knowledge development can ensure that the organisations
employees are having required knowledge. It weakness is that it only develops
knowledge but not skills (Brewster, Mayrhofer and Farndale, 2018).
Performance management Evaluating efficiency: In this approach, the efficiency of the employees are evaluated in
order to understand the employee knowledge. Its strength is that it helps the organisation
to evaluate its employees efficiency.
 Surveys: The surveys are taken from the employees in order to understand their
performance and where they might need improvements. Its weakness is that it take a lot
of time and effort.
Rewarding
 Appraisals: Appraisals provide employees with better performance measurements and
makes them stand apart. Its strength is that it allows employees to grow.
 Appreciation: Appreciation ensures that employees are being regularly appreciated as
per their skills sets. Its weakness is that employees often cannot maintain their efficiency
once they are appreciated (Amarakoon Weerawardena, and Verreynne, 2018).
4. Employee Relations and engagement
It is important for Nestle to maintain better employee relations. Better employee relations
allow the organisation to achieve required growth and development. The approach towards better
employee effectiveness and engagement includes maintaining the employee connections by
regularly communicating with them, allowing more space to understand employees needs and
requirements etc. These approaches can ensure employee growth and development.
The adoption of flexible organisation and working practice allows Nestle to achieve and
maintain a smooth functioning (Analoui, 2018). Also, it makes the organisation achieve set goals
and objectives perfectly when its employees are working in cooperation. The 'employer of your
choice' allows the employees to choose and select the kind of employer they want. Also, it
ensures the employee's efficiency and growth because they choose the right kind of working
environment for them.
It is important for Nestle to maintain good employee relations. It allows the organisation
to understand and find the needs and requirements of the employees and at what places they
might require improvement. Also, it allows the organisation's human resource department in the
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selection of right resources for employee development. These understandings and findings later
helps the HRM in its decision making by allowing the department to plan and develop employee
needs as per the findings.
5. The key areas of employment legislation
Below mentioned are the key areas of employment legislation in which Nestle should
work: Scope of Employment – In this legislation, Nestle provides its employees with the
information such as their job title, responsibilities, set of duties and the agreement which
has been made between the employee and employer (Moutinho and Vargas-Sanchez,
2018). Term and Termination – In this legislation, Nestle provides its employees with the
information as on what terms the employee will be a part of the organisation and under
what circumstances the organisation have the power to terminate the employee
agreement.
 Compensation – This is the place where an employee is compensated with other means
such as salaries, or stock options etc. In this agreement, the organisation set some
guidelines under which the employee and the employer both have to arrive at an
understanding in achievement of a set goal.
The above key areas of employment legislation allows Nestle Human Resource
department to maintain its employee management practices.
TASK 2
1. Job description for Human Resource Manager
Job Description of required Human Resource Manager in Nestle
Summary An individual who coordinates and directs human resource activities such
as compensation, employment, labour relations and develops policies and
directs and coordinates human resource activities
Essential Duties
and
Responsibilities
Analysing salary and wages reports
Writing directives
Taking interviews and selecting appropriate candidates
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Consulting legal councils
Developing and maintaining a human resource system
Identified legal requirements etc.
Supervisory
Responsibilities
Providing management counselling and direction, supervising clerical
assistant and temporary staffing.
Qualifications Better representative of knowledge, skill or ability required. Good set of
communication skills, employee management skills, coaching and guiding,
and ensuring better employee growth.
Education and
Experience
Bachelor's degree required from a three-year university or college. One or
two years of experience and training and equal combination of experience
and education. (Buckley, Wheeler and Halbesleben, 2018)
Language Skills English Proficiency, written and verbal, French and Spanish (not
mandatory)
Certificates,
Registrations and
Licences
PHR or SPHR certification preferred.
2. Curriculum Vitae
Below prepared is the CV for the post of Junior Accountant in Nestle:
PROFESSIONAL SUMMARY
Self-motivated and ambitious accountant with exceptional qualitative and researching abilities.
Forecasting and fiscal budgeting expert (Nieves and Quintana, 2018).
SKILLS
 Tax Returns
 Fiscal budgeting knowledge
 Advanced Bookkeeping skills
 Budget Analysis
 Strong communication skills
 Account reconciliation specialist
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 Accounting procedures consultant
 Self-motivated professional
AFFILIATIONS
Member of the Society of Letterman Honours – Member Since 2013
Member of Sigma Alpha Colonial society – Member Since 2015
WORK HISTORY
03/2017 to Current – Junior Accountant
THE COUNCIL OF FISHERIES – London, United Kingdom
 Responsible for forecasting
 Assisting with monthly closings
 Managing financial operations
 Filing tax returns etc.
01/2015 to 05/2017 – Accounting Manager
THE OLIVE GROUP FOUNDATION – Manchester, United Kingdom
 Creating detailed expense requests and reports for capital expenditures
 Compiling annual recommendations in the end of fiscal years
 Serving as corporate liaison between IT, Finance and Marketing departments
EDUCATION
2015, Bachelor of Science: Accounting
University of Queensland, University College – Stockholm, United Kingdom
 4.0 GPA
 Member of British Accounting Association (BAA)
3. Documentation of Preparatory notes
Below mentioned are the preparatory notes for interview:
As per the Selection Criteria:
 The candidate needs to have effective communication skills
 The candidate should hold good knowledge of the field
 He/she needs to have effective grooming
 The candidates need to maintain eye contact while speaking
 The candidate should explain asked topics
 He/she needs to have strong command on decision making
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 The candidate needs to have a strong sense of dealing with things
 He/she should have good management skills
 The candidate needs to have strong judgement in effective decision making for the
organisation
Justified decision on candidate selected:
The decision in order to selected the right candidate needs to made as per the set skills
and knowledge of the employees. Also, the employee should retain a good body language
throughout the interview in order to showcase a strong professional attitude. In order to get
selected, it has been finalised that the candidate need to have strong sense of judgement in his
decision making to be a part of the organisation (Mone and London, 2018). Also, one needs to
justify each and everything asked in order to explore effective knowledge and set of skills which
is going to make him able to be an effective employee within the environment of Nestle.
4. Job offer Letter
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Peter Jones
1025, Kingston Square
London, United Kingdom
Subject: Job offer letter of Peter Jones
Dear Peter Jones,
Congratulations on your appointment to the position of Junior Accountant in Nestle. As we
discussed during our interview, your annual salary will be £25000. The effective date of
employment will be 21st March 2019.
I hope you to report directly to our office at 8 a.m. On 11th March 2019. You will be provided
with complete and necessary employee sign-in paperwork. You are required to complete the
direct deposit form as an employment application (Horwitz and Mellahi, 2018).
We are grateful to have an employee like you in our organisation and looking forward for you
to be a part of our organisation. It is important for us to ensure that your employment is
contingent upon a successful criminal background check. Our organisations Human Resource
department will inform you about the procedure regarding the same.
You are asked to carry required documents during your first day. These documents should
include your past job certificates, college and university certificates, insurance documents,
driving licence etc. These documents needs to be carried original with their copies. Please
ensure that they are brought by you and is submitted to the Human Resource Assistant during
the day of your joining.
We welcome you to our staff and wish you luck in your new position.
Sincerely
John Looney
Human Resource Manager
Nestle Pvt. Ltd.
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5. Process of Recruitment
Below mentioned is the complete process of recruitment step by step:
(Source: Recruitment Process: Five Steps involved in recruitment process, 2016)
Step 1: Recruitment Planning: Planning of recruitment is the first step involved in the
process of recruitment. Planning involves a comprehensive job specification for a vacant
position. The major and minor responsibilities are outlined in this position. The experience skills
and required qualifications are also identified in this step (DeCenzo, Robbins and Verhulst,
2016).
Step 2: Strategy Development: Once identified what qualifications of candidates are
required, the next step is to develop a strategy for recruiting the required set of candidates for the
organisation.
Step 3: Searching: In the step of searching, Nestle attracts the job seekers in the
organisation. The sources which are used to attract candidates are Internal and External sources.
These
Step 4: Screening: Screening refers to the examining of candidates resumes and
interview applications. This is one of the most crucial step of recruitment. Also, known as the
starting point of selection, it is considered as an integral part of recruitment. Screening involves
techniques such as de-selection tests, preliminary applications, screening interviews, etc. These
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Illustration 1: Recruitment Process Chart

techniques allows the Human Resource management to ensure that proper employment practices
are taking place (Ahmad, 2015).
Step 5: Evaluation and Control: This is the last step of the process of recruitment. In
this step, the considerable cost involved in the process of recruitment is identified. The control
process allows the organisation to achieve desired growth in its process of recruitment. The costs
which are in general incurred in the process of recruitment includes:
 Recruiters Salaries
 Cost of time which is spent in preparation of job analysis and advertisements
 Administrative expenses
 Costs of overtime or outsourcing when vacancies remained unfilled.
 Costs which are incurred while the recruitment of not suitable candidates
The above process explains the importance of recruitment process used in Nestle.
6. An evaluation of the process and rationale for conducting appropriate HR practice
It is important to conduct important Human Resource Practice because without
conducting the right practice it would be difficult for the organisation to manage its efficiency
and effectiveness (Wright, 2018). The right Human Resource practices needs to put in order
during the process of recruitment. During the process of planning and development in
recruitment everything needs to be put in order. Right planning can ensure that the process is
working step by step and there are no discrepancies left (Brewster, Mayrhofer and Farndale,
2018).
The searching stage allows the organisation to ensure that the right employees are being
selected within the organisation. It also makes sure that the Human Resource department of
Nestle is conducting right practices to ensure better employee recruitment. Along with it, it is
allowing the overall organisation to ensure right practices within its recruitment and selection
process.
At last, the process of evaluation and control makes it possible for the organisation to
properly evaluate the costing procedure in the interview. Right costs and expenses are identified
with the usage of evaluation and control process. These all factors ensure that right practices are
being held within the organisational environment and its Human Resource Management which
can improve its efficiency and growth (Analoui, 2018).
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