HRM Practices, Recruitment, and Employee Relations at Nestle Company

This report delves into the Human Resource Management (HRM) practices employed by Nestle, a global food and beverage company. It begins by outlining the various functions of HRM, such as job specification, recruitment and selection, training and development, and employee performance management, with specific examples of how Nestle implements these practices. The report then assesses the strengths and weaknesses of different recruitment and selection approaches, including internal and external recruitment, face-to-face interviews, and aptitude tests. It further explores the benefits of HRM practices for both employees and the employer, along with their effectiveness in enhancing profit and productivity. The significance of employee relations within the organization and relevant employability legislations are discussed, followed by an evaluation of key aspects of employee relations management and employment legislation that influence HRM decision-making. Finally, the report provides a rationale for the application of specific HRM practices in a work-related context, offering a comprehensive analysis of Nestle's HRM strategies and their impact on the company's success.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Various functions and purpose of HRM...........................................................................3
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.................................................................................................................5
P2 Strength and Weakness of various approaches for recruitment and selection..................5
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection..................................................................................................................................7
TASK 2............................................................................................................................................7
P3 Benefits of HRM practices in the context of both employee and employer.....................7
P4 Effectiveness of HRM practices in gaining profit and productivity.................................9
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context..............................................................9
TASK 3..........................................................................................................................................10
P5 Significance of employee relation in organization..........................................................10
P6 Employability legislations...............................................................................................11
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context...........................................12
TASK 4..........................................................................................................................................12
P7 HRM practice application along with a rational.............................................................12
M5 Provide a rationale for the application of specific HRM practices in a work-related
context..................................................................................................................................15
CONCLUSION..............................................................................................................................15

INTRODUCTION
Human resource management refers to the effective handling of human resource in such a
manner that objectives of both, employees and organization is fulfilled. Organizations work very
hard while making their human resource strategies and policies. The HR department of an
organization is responsible for various tasks (Abbasi and et. al., 2020). Some of these tasks
includes the role of handling and conducting the recruitment and selection program, providing
training and development programs to employees, handling performances of employees, making
up the strategies and policies in an appropriate manner and much more. For reference purpose
this report has taken an example of Nestle. Nestle is a Sweden company which operates at a
global level. The company is engaged in the production of various diverse food and beverage
products. It is a public company which was originated in the year 1866 by Henri Nestle. This
report will discuss about various functions and purpose of HRM, advantages and disadvantages
of recruitment and selection program along with the benefits and effectiveness of HRM practices
in the context of Nestle. Apart from this, the report also discusses about various legislation for
employability and an application of HRM practices in organizational context.
TASK 1
P1 Various functions and purpose of HRM
Nestle is a multinational company which operate at global level. It is originated from
Sweden that undertakes the production of food and beverages products. The company mission is
to provide healthy and satisfactory food & drinks to their customers. It has effective role towards
the direction of getting higher customer satisfaction and support. Workforce planning and
resourcing are the two major determinants on which HR need to provide focus on continuous
basis. This is so because this will help in improving the functioning of employees along with
boosting morale towards adopting correct path of work. In this regard, HR executives of an
organisation has duty about planning and implementation of strategies so they able to provide
assistance to employees. The different HRM functions & strategies which are serving the above
defined purposes are as follows:
 Designing of job specification: The major task of HRM is to form the specification for
job role. In this specification the details about the job, its role and responsibilities,
experience needed, salary given, and the like is provided. In this the type of employees

suitable for the job is mentioned. All the recruitment and selection process is undertaken
according to this job specification. This function of HRM plays the vital role in assisting
the main role of the process of workforce planning, i.e., meeting demand and supply of
workforce in organization. As in the case with Nestle company the HR department
conducts conduct their selection and recruitment program with regard to job specification
and pick up candidate which matches with their job specification.
 Hiring and selection: The major task of HRM is to conduct the recruitment and selection
program in organization. In this program they conduct recruitment process in which they
invited the application for vacancy through the use of various sources and then take the
interview process in which they personally interact with candidate and then select those
who suits best for the applied vacancy. As in the case with Nestle organization they
conduct their recruitment and selection program to hire the talented candidates which can
prove to be an asset for the company. The company hire the candidate to whom they
think will retain in organization for longer period of time and their goals integrate with
organization objective (Alansaari, Yusoff and Ismail, 2019).
 Providing training and development programs: It is the function of HRM to provide
the necessary training and development programs for employees. Employees whose work
is not appropriate or is not performing at the mark are provided with training which can
help them in developing necessary skills and ways to perform the task. The development
program is also provided by company to inculcate updated skills and knowledge in
employees so that they can cope up with external environment skills and need. As in the
case with Nestle organization they take training and development program very seriously.
The company put a heavy amount in in educating their employees and insert the
necessary skills and knowledge in them as they consider the employees a true asset. This
helps in meeting the objective of rendering future professional development to employees
of company, so that process of workforce planning can also be improved.
 Employee performance: The purpose and function of HRM is also to evaluate and
monitor the performance of employees on a regular basis. Through this evaluation they
can measure the difference between standard performance and actual performance of
employees and can communicate the necessary Areas where the employees need
improvement. As in the case with Nestle organization the HRM functions in such a way

that they continuously store the information about the employee’s performance and then
at the end of month or quarter they evaluate it so that they can take the corrective
measures and decisions regarding it.
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives.
In the above section the measures of HRM that is the functions and their purposes are
discussed which are necessary for the company to succeed and maintain a successful workforce.
These HRM practices are used for rendering and improving talents of individuals within the
organisation and to enhance their skill sets according to the needs of the entity. Hence, Nestle
and its HRM team will be benefited by using such practices as effective job description and
specification will allow company to attract appropriate talents, training and development
activities will allow the business to match the competency of their staff with the industry. Thus,
integration of these functions will offer complied results that will help Nestle in attaining and
accomplishing all objectives and agendas of the brand (Bakator and et. al., 2019).
P2 Strength and Weakness of various approaches for recruitment and selection
Recruitment: It is a process of establishing contacts between employer and potential
employee. In this process, human resource manager is entitled to invite applications from
potential candidates. The purpose of inviting applications is to attract the talented and interested
candidates to company. After inviting the applications, the process of conducting various
selection tests is carried forward. There are various approaches for recruitment which are applied
in Nestle. These approaches on methods are as follows:
Internal recruitment: In this type of recruitment approach the candidate is selected from
the organization only.
Promotion: Here the employees get promoted to the very high level (Burger and et al.,
2019). The HR department first evaluate the performance of all the employees and then select
those people whose performance is exceptional and then decides about their promotions and
salary. This is the most common approach for hiring which organization entertain.
The merit of internal Approach: By taking the employees from the organization, only
boost up the moral and motivation level of employees. The employees on the other hand feel
very valued and close to their personal objectives. It also saves the cost for conducting
recruitment and selection program. The employee who has been chosen for promotion already

know everything about company and its policy he will require less sign in understanding the
work.
Demerit of internal Approach: By taking the employees from organization only stop the
flow of fresh and new ideas into organization. They say with the employment of new employees
in the organization a fresh and more motivated blood floors into the organization which helps in
in gaining more productivity.
External recruitment: In this approach, the organization adopts method of contacting
potential employees outside the company.
Outsider sources: This method includes inviting application by pasting it at various
social platform like LinkedIn, indeed or at organizations ‘s own site. The external hiring helps
the company to find out the talented and trustworthy employee for the organization and jobs
profile.
Merits of external hiring: The external hiring help in in getting a fresh and new talent into
organization. This latest talent will bring a new energy, innovative ideas, technology and
increase in productivity in the context of organization work.
Demerit of external hiring: External approach stops the growth of people or employees
who are already working in the organization. It also demotivates the current employees as they
feel they are not given equal chance to prove their potential in company. This might cause
increase in turnover ratio of organization (Besbes and et. al., 2017).
Selection: After establishing contacts with potential employees in recruitment process,
next in the row is process of selection. It is a process which involves the act of selecting suitable
employee for the vacant position in the company. This process depends upon the job analysis of
the vacant place and this process ensures placement of right candidate at right place, that too on
right time. This process has various approaches as explained below, associated with their
respective advantages and disadvantages:
Face to face interviews: This is a process in which employer and candidate come in
direct communication. It is basically a tool for collecting relevant information about the
candidate. This data helps in analysing the capabilities of the candidate on a fair scale. It will
help in picking up the best candidate from the pool of individuals created in recruitment process.

Merits of face to face interviews: Any misunderstanding and mistake can be rectified
easily in an interview. Because the interviewer and interviewee physically present before the
interview board.
Demerits of face to face interviews: Time constrain is one of the major limitations of the
interview process. Preparation for the interview, taking interviews and interpretation of the
responses required much time, which makes the interview method time-consuming.
Aptitude tests: It is a systematic tool, which is used to test competencies and capabilities
of a candidate. These tests are conducted with an objective of developing understanding of
behavioural pattern of candidates in different situations that may arise in future at workplace.
These tests have a standardised method of administration and scoring a candidate in workplace.
Merits of aptitude tests: Aptitude tests are standardized and are great for the reliability
and validity of results. Hence, it is difficult to challenge the results of an aptitude test, making it
practical to use during the recruitment process.
Demerits of aptitude tests: Many candidates experience anxiety before tests, which can
cause stress and turn into psychosomatic illnesses. The symptoms of the illness include increased
blood pressure, dizziness, and shortness of breath. The physical and mental symptoms of stress
can hinder an individual’s ability to perform on an aptitude test.
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection.
In accordance to the examination and identification of strengths and weaknesses of
different internal and external recruitment techniques which are used by Nestle the most suited
for the entity and should be considered by HRM team of Nestle is external recruitment. The
approach of getting new talents form outside is beneficial as it will allow the firm to engage fresh
talents within the entity and innovate with them with less time involvement. Moreover, in
regards to selection, Nestle is suggested to use interviewing process for better evaluation of
effectiveness of a candidate (Delery and Roumpi, 2017).
TASK 2
P3 Benefits of HRM practices in the context of both employee and employer
The HRM policies and practices set by the department is decided such a way that both the
employer and employee get benefit from it. As in the case with Nestle, HRM practices which
benefits both the employee and employer are as follows:

Training and development program: in this program the training is provided to the
Employees so that they can cope up with the standard performance of organization. This training
and development program helps the employee in developing the necessary skills in him which
can help him in bringing an increase in his performance. This is also giving him an opportunity
for better promotion and increase in salary in Nestle.
Benefit to employee: By providing the training program to employ he would be able to
cope up with external needs and his performance will automatically get improved. Apart from
this the employees also feel motivated and boosted by saying that their organization is putting
their best and investing in them as they consider them as an asset.
Benefit to employer: by providing training and development program company
ultimately will increase their productivity level by bringing improvement in the employee
performance. As in the case with Nestle which takes its employees as an asset and invest in them
with true heart thinking that it is the human resource only who helps them in achieving the
mission and vision, they have thought for themselves. By investing in employees directly or
indirectly they are investing in their productivity level (Hammoud, Andrews and Skochelak,
2020).
Conflict management It is the practice in which human resource managers establish
cordial relationship between different staff members. it helps in removing each and every
communication barrier. It helps in establishing motivating working culture in organization.
Benefits to employee: When the conflict among the employees gets minimum or
eliminated then there will be no room for misunderstanding and demotivation. But if an
employee gets into a conflict with another employee then the system is built up in such a manner
that it resolves the issues immediately. All the queries and issues of employees get solve hand to
hand which result in elimination of confusion and conflict at that particular moment only. This
will enable the employee to put his focus back on his work without any tension or
misunderstanding.
Benefit to employer: Management of conflict will help the organization in increasing
their productivity level. When the issues and queries of employees get solved, they become
satisfied and happy that their organization listen to them. As in the case with Nestle the managers
and superiors are trained in such a manner that they have to listen minor to major queries of their
employees and serve them so that they can focus more on their work rather than in solving

problems or queries. This also states about the efficiency of Nestle system. The system is formed
in a manner that it solves the issues by taking it in a Fast-Track mode.
P4 Effectiveness of HRM practices in gaining profit and productivity
The HRM practices provide high level of efficiency to organization work. It provides
high profit and growth to the company. As in the case with Nestle the efficiency of HRM
practices can be as follows:
Training and development: This refers to educational activities within a company
created to enhance the knowledge and skills of employees while providing information and
instruction on how to better perform specific tasks. In terms of Nestle, with the help of training
and development respective company leads to enhance their overall productivity and profitability
by offering them sufficient developing sessions in order to enhance their overall skills and
competencies that leads to boost overall productivity of company (Hayati, 2019). Moreover,
when employees of Nestle perform with full potential then it is beneficial for company to
enhance their overall profitability by increasing their sales and revenues. Nestle put the employee
in a work which is according to his interest and specialization. It has been observed that when a
person does the work of his own interest then a high level of productivity and energy is found
within that person in his work. Therefore, the Nestle is very much specific about the employee
interest and the work which he is performing.
Conflict management: It is the process by which disputes are resolved, where negative
results are minimized and positive results are prioritized. This practice involves using different
tactics depending on the situation, negotiation, and creative thinking. In context of Nestle, with
the help of conflict management techniques leads to maintain balance in the overall performance
of employees and helps in developing healthy relations among them. Hence, by sharing healthy
relations employees are capable in order to boost their performance that leads to enhance the
overall productivity of company and helps in generating effective profitability for future growth
and development. Therefore, conflict management helps in retaining this talented workforce in
company as it helps to satisfy employees and be motivated towards their responsibilities.
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.
There are numerous HRM practices available to HR department of Nestle to be used and
implemented within the organisation for better performances of staff and obtaining

organisational goals. Thus, while doing so training and development and conflict management,
these practices of HRM department of Nestle enable the workforce with new and updated
knowledge which assist them in keeping up with the industry requirements as well as of the
organisation. On the same level the conflict management practices help the organisation in
retaining potential staff, reduce their employee turnover ratio and help in keeping staff engaged
and motivated while working (Lee, 2019).
TASK 3
P5 Significance of employee relation in organization
Employee relationship is an important part in the path of success for an organization. It
helps management to set out various dimensions, which can help to improve coordination
between employees and ultimately reflect in improved productivity of organization. This concept
can be better understood by enlisting following advantages:
 Increasing communication: Good relationship will ensure smooth flow of information
in organization. This will help in improving knowledge of roles and responsibilities for
employees. Through this, they will be performing well and will lead to knowledge for
management. This knowledge will relate to information for management, as which
employee has which competency. In terms of Nestle, both the employees and employers
need to have proper communication among them in regard of having effective success
and growth of company. Hence, it is important for the employers of Nestle to develop
and maintain healthy relations with their fellow ones by organising effective activities
and events to involve employees in the growth of company.
 Less conflict: Strong relationship will help in improving the communication and hence,
less chances of conflicts too. Due to less conflict situations in the workplace, it will help
to focus more on productivity and management can engage itself in improving the
decision making process. If there are conflicts, then management has to waste their time
in solving these issues only. In terms of Nestle, by having healthy relations among
employees and management, the HR manager of respective company easily resolve
conflicts that influence the decision making. Hence, the HR manager need to develop
suitable strategies to develop effective relations with subordinates in which every
responsibilities are clarified to eliminate the chances of conflicts.

P6 Employability legislations
The business legislations alludes to the interaction which comprise the various privileges
of the representatives at the work place which causes the association to perform better in the
commercial centres and furthermore helps in accomplishing the association objectives and
objective in the most productive way in the administration level. with the reference of the Nestle
association, the oversee and pioneer apply the accompanying legitimate laws at their association
so all the capacity are acted in the most beneficial and profitability habits (Macke and Genari,
2019).
 Employability and labour law: As per this law, each representative who are working in
the association have a few rights which are expressed under this law, here the specialist is
furnished with the fundamental rights, for example, having legitimate working hours in
the workplace and the Nestle association additionally follow the mechanical connection
obligations in their administration level which helps in accomplishing the objectives in
the successful manner. In terms of Nestle, HR manger offer various facilities that are
concerned with the benefits of workforce by offering suitable compensation to their
employees as it helps in developing image of company in market.
 Equity laws: According to this laws, representatives of the HR department are dealt with
fairness at the work place so equity is applied taking all things together the level of the
association and female and male labourer are furnished with the equivalent chance to
show their capacities at the work place. In the connection to the Nestle association, they
have this law at their workplace and keep staff updated by certain awareness programmes
for fulfilling the requirement and obligations of the same.
 Discrimination act: Employees at workplace are separate form one another holding
varied experience, belonging to separate backgrounds and having diversified knowledge.
Hence, according to the law it is mentioned that no discrimination should take place in
the area of work with individuals on any basis such as their culture, background, skin
colour, gender etc. Thus, the HRM unit of Nestle, do make sure of following certain
processes and offering opportunities to all on the basis of their talents and performances
for making sure that no discrimination is being taking place within the organisation.

M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organisational context.
The concepts and factors of employee relation and employment legislations are certain
bounding aspects which are needed to be addressed by the HRM units of Nestle. Therefore, the
decision making of HRM department of Nestle is influenced in varied form and the major
impacts is placed on the activities and practices taken up by the team. As well as the HRM team
of Nestle also make sure of developing their plans and work practices according to the
requirements of laws and by keeping the focus on retention of staff and keeping them happy and
satisfied with the job role (Mousa and Othman, 2020).
TASK 4
P7 HRM practice application along with a rational
Job Specification: Job specification is a document which states detail about the job. The
details may include the roles and responsibilities of job, requirements details, job position and
much more.
JOB SPECIFICATION
Marketing Manager
DESCRIPTION
Overall management of the marketing department including sales and marketing assistance
will be the responsibility of the marketing manager.
EXPERIENCE
 10 Years
 Supervising a staff
 Worked in marketing department at any post
 Should have a little experience in brand and content
WORKING HOURS
 Flexible-24 hours a week normally 4.5 hours a day
HOLIDAYS
 Saturdays and Sundays will be off, but if work load is more , may have to work on
Saturdays and Sundays as well.
REPORTING TO

 Managing director of marketing department
DUTIES
 Will manage the sales record
 Will manage the publicity activities
 Will be managing the work of the employees of the marketing department under him
 Will also be managing customer relations
Person Specification, is a document that notifies the qualification, skills, experiences,
knowledge and varied other attributes a candidates should posses for applying for a specific job
role for a respective organisation (Slavić, Bjekić and Berber, 2017). As per the present case the
person specification is developed below in context of Marketing Managers position in Nestle.
PERSON SPECIFICATION
JOB TITLE: Marketing Manager
DEPARTMENT: Marketing
Attributes Essentials Desirable
Competencies  Effective
communication skills
 Multitasking and
Cooperative
 Problem solving skills
Experience  At least 2+ years in
marketing department.
-
Knowledge  Marketing strategies
and practices.
 Application of
essential marketing
phenomena's

Curriculum Vitae
Curriculum Vitae
Name: LMO
Email ID: lmo@gmailcom
Personal summary:
I am an individual with versatile skills and knowledge with upholding wish to learn and grow
on diversified ends that is professionally and personally. I am a dedicated individual with the
understanding of responsibilities and roles a marketing individual hold in regards to
presentation of company in the wider market.
Qualification:
 Bachelor’s in Marketing
 Master’s in Marketing
Skills:
 Effective communication skills
 Innovative and Creative
Experience
 2 year experience in Hospitality industry as Marketing Manager
 Currently working in Retail sector
Interview Questions:
Q1. Why you chose the marketing sector for professional growth?
Q2. What are most potential marketing techniques for the manufacturing and retail sector?
Q3. Why marketing is an essential area for a business organisation?
Q4. Tell us something about yourself?
Q5. Where do you see yourself in next 5 years?
Offer Letter: It is the letter given to candidate for informing him about his selection for
the role or job in the company. It contains the details about date of joining, timing and much
more (Piana and et. al., 2019).
JOB OFFER LETTER
Nestle

England, United Kingdom
26th February 2021
HR Manager
Subject: Acceptance Letter
Dear LMO,
This letter is to welcome you in our organisation by offering you the job position of Marketing
Manager holding critical responsibilities and roles. We are offering you a full time position in
our company on the post of Marketing manager with 6 days working in a week that is 48 hours
per week.
For further details and clearance of any queries you can contact us on our official mail ID.
Eagerly, waiting for your reply and hoping for a positive response.
Sincerely,
HR Manager
Nestle
M5 Provide a rationale for the application of specific HRM practices in a work-related context.
In a work related context, there are three major HRM practices used and determined in
the above section. There are three key documents provided which are Job description, Person
specification and Job Offer letter which are developed. These practices are part showcasing the
recruitment process of Nestle which is used by the HR department for attracting and bringing in
the best employee within the company and developing the firm with them. The job description
helps in attracting appropriate candidates, person specification is helpful in developing a pool of
potential candidates. Lastly, a job offer letter is developed for the suitable applicant applied for
the job (Otoo, 2019).
CONCLUSION
From the report presented above, the various functions and purpose of HRM has been
mentioned. These functions may include hiring and selecting, providing the learning programs,
effective performance and much more. These HRM practices helps Nestle company in increasing
their performance, maintain relations, building trust and much more. An application of HR
practices includes offer letter and job specification.

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