Nestle's HR Strategy: Embedding Priorities Within Corporate Goals

This essay provides an in-depth analysis of Nestle's Human Resources (HR) strategy, emphasizing its alignment with the company's corporate goals, particularly the objective of promoting healthy living for children. It explores how Nestle's HR department communicates the company's vision and business principles to employees, fostering a culture of personal commitment and optimal performance. The essay also discusses Nestle's approach to talent acquisition, focusing on hiring individuals with skills and experience that align with the company's values. Furthermore, it addresses contemporary challenges faced by Nestle's HR, such as managing an aging workforce, attracting talent in a competitive market, and bridging the gap between academic knowledge and practical experience among new hires. The essay highlights Nestle's commitment to creating a supportive and ethical work environment, ensuring compliance with external standards, and leveraging employee engagement to drive business performance. The successful implementation of HR strategies is crucial for Nestle to achieve its business goals and contribute to its strategic direction.

Running head: HR STRATEGY OF NESTLE
HR Strategy of Nestle
Name of the student
Name of the University
Author note

1HR STRATEGY OF NESTLE
The corporate strategic plan of Nestle focusses on helping around 50 million children
so that they can live a healthy life ( Nestle.com.au, 2018). Their primary objective is
creating products that can contribute to that of a healthier future. They want to act in a legal
manner and respect the people with whom they are doing business. The Human Resources
Department of Nestle knows that employees can act as vital for success and engagement of
the employees is crucial for the success of an organization. The human resources department
of Nestle communicates the vision of the organization to the workers and the corporate
business principles are communicated to the employees so that they can work along that
direction. It is the primary duty of the line managers to build an environment in which people
are possessed with a sense of that of personal commitment. The HR Managers along with
their teams provides professional guidance to that of the line managers that can help in the
delivery of superior business (Brewster, 2017). They aim at optimisation of performance of
people and they make sure that the working conditions are good. “Nestle in the Market
approach” has adopted a streamlined method that can help in ensuring high level of that of
focus and clarity. They aim at hiring employees who have got professional skills that can help
them in developing long term relationship with that of the company (Armstrong & Taylor,
2014) The HR of Nestle will concentrate on strong alignment between that of the values and
the culture of Nestle. The skills along with experience that are in line with the principles of
Nestle will be an added advantage for an organization and the HR department focuses on
hiring the right employee who can help children in living a healthy life (Bratton & Gold,
2017).
Nestle wants to provide the employees with working conditions that are good that will
in turn make them realize about the importance of safety along with heath. The company
laying stress on the well-being of the employees will be able to create workforce who would
like to take into cognizance their responsibility towards the community. The commitment of

2HR STRATEGY OF NESTLE
Nestle goes further beyond that of their own employees. The HR should be able to
communicate that they care for people who are working either inside or outside that of the
premises. There are different kinds of contractual obligations with that of the service
providers and Nestle takes initiative so that they get the right kind of working conditions
(Stoian & Gilman, 2017). Nestle aims at developing a high performance culture and the
different elements correspond to that of the values of the employees (Daniels et al., 2017)
Attracting the new employees is not solely about remuneration along with benefits. The HR
Department of an organisation has the responsibility of creating a culture that encourages
change. The young employees should be made environmentally conscious and they should be
made known about the corporate social responsibility. Corporate Social Responsibility of
Nestle can help to a great extent in rehabilitation of that of the employer brand with that of
potential new hires. Food industry is subject to that of litigation that is brought by that of the
consumer goods along with that of government agencies. The Human Resources of Nestle
can play an effective role in protecting the business from that of costly lawsuits. The HR staff
can seriously impart the food safety training to the employees that can prove to be crucial for
their organizational success. The HR department should train the right number of personnel
who are engaged in that of food quality control so that they can bring value for the
organization by the delivery of superior quality of food (Buckley, Halbesleben & Wheeler,
2017)
The different departments of Nestle are that of Quality Control, Customer and Sales,
Marketing and that of Supply Chain. The kids who have the right amount of that of nutritious
food can lead a healthy life and they will face lower risk in relation to health problems. The
Quality Control Department of Nestle has to ensure that the food comprises of the right
amount of protein, vitamin along with minerals so that the children will grow up to become
healthy individuals. A partnership in between that of the sales team along with that of the

3HR STRATEGY OF NESTLE
human resources can prove to be a valuable relationship for the company. The HR
Department of Nestle can help the sales in getting higher level pertaining to discipline in
relation to talent management so that the sales organization can deliver the best performance
(Reiche et al., 2016) Deep understanding regarding the products of Nestle are required in
order to understand the kind of talent that will help in bringing profits for the company.
People want to work with such an organization that has a good reputation along with that of a
strong mission. It is important to show people the personality of Nestle and this can rightly be
achieved with the help of marketing team of Nestle. The human resources department of
Nestle should see to it that marketing delivers on the basis of what they can deliver. The
loyalty along with trust of a brand will decrease if the wrong information is communicated to
that of the customers. The brand of the employer changes on the basis of the expectations of
the employees. Nestle has to evolve so that it can succeed but the HR Department of Nestle
should see to it that the health of the children is not compromised in the process (Cascio,
2018). The HR Department of Nestle focusses on launching of nutritious food along with
beverages for that of children, mothers-to-be and that of the new mothers.
The contemporary challenges that are being faced by the human resources department
of Nestle are in relation to ageing workforce. The positions at the upper level are filled with
personnel who are aged and every year some of them retire. Nestle has to recruit on
continuous basis so that it can fill those positions in the case of succession not being possible.
Finding the right person who understands the objectives of the organization can prove to be a
challenge for Nestle. The current job market is filled with that of graduates who lack relative
experience and the HR Department of Nestle has to face a challenge as it has to maintain the
standard within that of the workplace (Certo, 2018). The different brands of Nestle focus on
the aspect of healthy food so that it can contribute to the overall well-being of the people.
Nestle has to compete with that of other renowned MNC’s so that they can attract potential

4HR STRATEGY OF NESTLE
talent from that of the job market. It is hence becoming more competitive day by day and it is
the challenge of the human resources department to be able to select the right employees who
can be of benefit for the organization. The new employees who join the organization lack the
element of practical experience along with creative skills that can prove to be of great
significance for the profit of the organization. The gap in the talent can have impact on that of
the business flexibility along with that of growth (Wehrmeyer, 2017).
Nestle is a diverse organization and they want to create a work environment that
supports the employees in whatever they are doing. In the event of their successful
implementation, the human resources would be able to create a work environment that will be
ethical and will be able to build trust in the people (Brewster, Mayrhofer & Morley, 2016)
The maintenance of quality in relation to the food items can help in ensuring compliance with
that of external standard like that of UN Global Compact. The engagement strategy of Nestle
will help them in supporting the highly engaged employees who can prove to be a source
pertaining to competitive advantage. They can help in driving the business performance of a
company (Hill, Jones & Schilling, 2014). The feedback that is provided by the employees can
help them in achieving their objectives. The employee turnover would decrease in the event
of successful implementation of that of the HR strategies (Jamali & Jain, 2017). This will
help the experienced employees to perform in a better manner and this bring profits for the
organization. With the right kind of implementation of the HR initiatives, they would be able
to retain and develop the talented people (Hutchins, 2016) The development of the team in
relation to technical along with leadership skills can prove to be of crucial importance for that
of long term success pertaining to the organization. The Human Resources Department with
the help of corporate social responsibility would be able to see that the ethical demands from
the organisation have been met and they would help in achieving efficiency for the
organization. Fulfilment of the Hr objectives will help the company in meeting the goals and

5HR STRATEGY OF NESTLE
thus help them in achieving the business strategy. The Human Resources would be able to
contribute to that of the strategic direction of the company.

6HR STRATEGY OF NESTLE
References:
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J., & 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., & Morley, M. (Eds.). (2016). New challenges for European
resource management. Springer.
Buckley, M. R., Halbesleben, J. R., & Wheeler, A. R. (Eds.). (2017). Research in personnel
and human resources management. Emerald Group Publishing.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Certo, S. C. (2018). Supervision: Concepts and skill-building. McGraw-Hill Education.
Daniels, S. R., Wang, G., Lawong, D., & Ferris, G. R. (2017). Collective assessment of the
human resources management field: Meta-analytic needs and theory development
prospects for the future. Human Resource Management Review, 27(1), 8-25.
Hill, C. W., Jones, G. R., & Schilling, M. A. (2014). Strategic management: theory: an
integrated approach. Cengage Learning.
Hutchins, D. (2016). Hoshin Kanri: the strategic approach to continuous improvement.
Routledge.
Jamali, D., & Jain, T. (2017). Strategic approaches to corporate social responsibility: A
comparative study of India and the Arab world. In Development-Oriented Corporate
Social Responsibility: Volume 2 (pp. 85-104). Routledge.

7HR STRATEGY OF NESTLE
Nestle.com.au. (2018) http://www.nestle.com.au. Retrieved 17 April 2018, from
https://www.nestle.com.au/creating-shared-value/our-people
Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings and
cases in international human resource management. Taylor & Francis.
Stoian, C., & Gilman, M. (2017). Corporate social responsibility that “pays”: a strategic
approach to CSR for SMEs. Journal of Small Business Management, 55(1), 5-31.
Wehrmeyer, W. (Ed.). (2017). Greening people: Human resources and environmental
management. Routledge.