Analysis of Nestle's HRM Practices in Global Operations

This report analyzes Nestle's Human Resource Management (HRM) practices in the context of globalization. It examines the company's recruitment, selection, and training strategies to meet international requirements. The research employs an interpretivist approach with a descriptive research design, utilizing an inductive approach to gather qualitative data. The findings indicate areas for improvement in Nestle's HR practices, particularly in recruitment strategies, training practices and employee engagement to sustain in the global market. The report highlights the importance of considering factors like command of global languages, intercultural adaptability, and experience in the global market when selecting candidates. The analysis also includes the benefits and drawbacks of current recruitment strategies, and recommends improvements in training practices to meet international standards and achieve a competitive advantage.

GLOBALISATION

■ Aim
■ “To examine strategies of recruitment, selection, training that can be adopted by firm to meet
international requirements: A study on Nestle”
■ Objectives
■ To understand conceptual framework of globalization
■ To evaluate variation in recruitment and training process that need to be adopted by Nestle to run
operations in international market successfully.
■ To examine effectiveness of different HRM approaches that may help Nestle in gaining success in
global market

Research Methodology
■ Research Philosophy
In the present report, interpretivism approach has been used for conducting research. This has
facilitated the researcher in accumulating qualitative data regarding various strategies that Nestle can
adopt for recruitment and selection on international level
■ Research Design
In this report also, descriptive research has been used to conduct the study and outlining the methods
for conducting such research (Payne, and Askeland, 2016). This design will facilitate the researcher
helping him to analyse all the elements related to adoption of different strategies for conducting
recruitment at international levels of the Nestle company
■ Research Approach
In this report, the most suitable approach is inductive approach as the researcher is collecting and
analysing facts rather than figures and hence the researcher has used inductive method.

FINDINGS
yes 6
No 14
HR practices of Nestle satisfactory
yes
No
0 2 4 6 8 10 12 14
6
14
yes
No
0 2 4 6 8 10 12 14
6
14

Nestle is required to improve its HR practices in order to sustain in global market for
longer duration
Strongly agree 10
Agree 3
Disagree 5
Strongly disagree 2
Strongly agree Agree Disagree Strongly disagree
0
1
2
3
4
5
6
7
8
9
10
Strongly agree Agree Disagree Strongly disagree
0
1
2
3
4
5
6
7
8
9
10

Internal recruitment 14
Website recruitment 4
external advertisement 2
Major recruitment strategy adopted by firm recently
14
4
2
Internal recruitment
Website recruitment
external advertisement
14
4
2
Internal recruitment
Website recruitment
external advertisement

The benefit of current recruitment strategy of the firm
Minimize the time of search 8
strengthen employee engagement 5
cheaper to the company 4
steady growth 3
Minimize the time of search
strengthen employee engagement
cheaper to the company
steady growth
0
1
2
3
4
5
6
7
8
Minimize the time of search
strengthen employee engagement
cheaper to the company
steady growth
0
1
2
3
4
5
6
7
8

drawback of existing recruitment strategy and policy
Hinder the new talent. 10
Turn out to be the inflexible culture. 5
Increase in the conflicts 2
gap in the existing workforce. 3
Hinder the new talent.
Increase in the conflicts
0
1
2
3
4
5
6
7
8
9
10
10
5
2
3
Hinder the new talent.
Increase in the conflicts
0
1
2
3
4
5
6
7
8
9
10
10
5
2
3

Nestle should consider while selecting the candidates to work in
global market
Command in respective global language. 5
Inter culture adaptability 7
experience in the global market. 6
Awareness 2
5
7
6
2
Command in respective global
language.
Inter culture adaptability
experience in the global
market.
Awareness
5
7
6
2
Command in respective global
language.
Inter culture adaptability
experience in the global
market.
Awareness

Strategy in training practices is suitable for nestle in
order to meet the international standards
On job training 2
off job training 3
apprenticeship program 5
international training 10
2
3
5
10 On job training
off job training
apprenticeship program
international training
2
3
5
10 On job training
off job training
apprenticeship program
international training

competitive advantage and sustaining in global market
successfully
external recruitment 12
internal recruitment 6
performance appraisal. 4

Finding and recommendations
As from the above report it can be concluded the nestle has to pay more emphasis in changing
its HR policies so that they can compete in the global world. The company has to take the
overview if its perform and change the strategy of the raining and development for the longer
run. The company has to look after the training and the development strategy so that how they
can improve the working of there efficient employees.
The recruitment department should look after the different qualities for the candidate that
will help them to understand the international market and increase the efficiency of the organisation.