Managing Successful Business Projects: A Case Study of Nestle's HRM

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MANAGING SUCCESSFUL BUSINESS PROJECT
NESTLE

Table of Contents
INTRODUCTION........................................................................................................................3
TITLE......................................................................................................................................... 4
PROJECT PROPOSAL................................................................................................................. 5
PROJECT BACKGROUND.......................................................................................................5
PURPOSE OF THE PROJECT...................................................................................................5
PROJECT AIMS AND OBJECTIVES..........................................................................................5
PROJECT MANAGEMENT PLAN................................................................................................ 6
WORK-BREAKDOWN STRUCTURE AND GANTT CHART.........................................................9
SMALL SCALE RESEARCH........................................................................................................ 11
QUALITATIVE RESEARCH.................................................................................................... 11
QUANTITATIVE RESEARCH..................................................................................................13
ACCURACY AND RELIABILITY OF THE APPLIED RESEARCH METHODS.................................14
ANALYSIS OF FINDINGS.......................................................................................................... 15
CONCLUSION AND RECOMMENDATIONS..............................................................................20
EVALUATION OF THE SELECTION OF APPROPRIATE TOOLS AND TECHNIQUES FOR
ACCURACY AND AUTHENTICITY TO JUSTIFY RECOMMENDATIONS....................................21
REFLECTION ON THE RESEARCH AND OWN PERFORMANCE.................................................22
REFERENCES........................................................................................................................... 23
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INTRODUCTION
Globalization has created new challenges as well as opportunities for global business
organisations. With the globals expansion of the business, the multinational companies
exposed to several opportunities and threats that may affect the overall profitability and
performance of the organisation (Reiche, et al., 2016). The business operations and human
resource of the companies also increase with the increase in the global presence of the
organisations. The management of human resource in multinational organisations is very
difficult. This report will research study will throw a light on how multinational organisations
manage its human resource and organisational culture across the boundaries in the context
of the Nestle Company.
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TITLE
"HOW DO NESTLE IMPROVE THE RECRUITMENT, SELECTION, AND TRAINING OF THEIR
EMPLOYEES TO MEET INTERNATIONAL REQUIREMENTS"
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PROJECT PROPOSAL
PROJECT BACKGROUND
Nestle is a transnational organisation with a presence in around 190 countries and based in
Switzerland. It is one of the largest food and Beverage Company in the world. Henri Nestle
founded the company in the year 1866. It serves across all the continents of the world. The
company owns more than 2000 brands ranging from globally recognised to a local favourite.
There are around 308,000 employees are working for the company until 2018. The company
considers its employees as the principal assets of the organisation (Nestle, 2019). Nestle
believes that the global organisation is comprised of May nationalities, ethnic background,
and religion that works together in the unified corporate culture. Employees are the key
resources for the Nestle. Therefore, this project will provide an overview of how Nestle
manages its employees and improves the recruitment, selection, and training of its
employees to meet with the global market standards.
PURPOSE OF THE PROJECT
This project will reveal how Nestle has managed to maintain a unified culture across the
organisation. This will facilitate in identifying and evaluating human resource management
at the Nestle to formulate strategies for effective recruitment, selection, and training to
compete in the global marketplace.
PROJECT AIMS AND OBJECTIVES
The prime aim of the research is to evaluate the recruitment, selection, and training at
Nestle in consideration with the international requirements. the project also emphasises on
identifying the effectiveness of the organisational culture of Nestle in the global business
environment.
 To determine the international human resource management requirements
 To evaluate the recruitment, selection, and training at Nestle
 To analyse the organisational culture at Nestle and its impact on Human resource
management at the organisation.
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PROJECT MANAGEMENT PLAN
A project management plan covers all the essential aspects of a business project that
supports achieving the set aims and objectives of the company within the right time. A
project management plan supports the effective implementation of a project plan along
with proper monitoring and control activities (Kerzner and Kerzner, 2017). The essential
aspects of the project are as follows:
COST:
It relates to the allotment of a proper budget to the project. The total budget of £31,800
estimated for completing all the essential activities of this project.
ACTIVITY COST
Project planning £500
Resource allocation £10,000
Qualitative data collection £1,000
Quantitative data collection £5,000
Transcription of the collected information £ 10,000
Analysing research data £5,000
Formulating results and conclusion £100
Drafting final file £200
Total £31,800
SCOPE:
The project results would provide significant information regarding the management of
human resources in the international market. The recruitment, selection and training
programs at Nestle and their effectiveness in the international market would be identified
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through this project. The corporate culture and its impact on the management of employees
at international level will be identified through this project.
TIME:
Time is an important aspect that plays a great role in the success and failure of a project
(Kerzner and Kerzner, 2017). Therefore, it is very important to set a proper time schedule to
complete the project successfully within the set time. This project is set to be completed
within 8 weeks.
Milestone Schedule:
Milestone Date Deliverables
Formulation of the project plan 24Th February
2019
formulating of the complete project
plan
Literature review 11th March 2019 collecting qualitative information
related to the project
Survey questionnaire 25th March 2019 Obtaining primary data from the
employees
Analysis and findings 8th April 2019 Formulation of conclusion
Reparation of the final draft 15th April 2019 Complete project file
QUALITY:
It is very important to maintain the quality of the project at every progressive stage of the
project. The project quality would maintain and controlled by using the techniques of
quality assurance and quality control.
COMMUNICATION:
In order to complete the project successfully, the information regarding the project
activities and performance should be exchanged from time to time among all the team
members (Burke, 2013). Therefore, a weekly meeting will be held to inform every team
member about the progress, the different communication channels such as call, e-mail, fax,
and instant-messaging applications will be used to maintain a proper flow of information
throughout the project.
RISK:
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Every research project involves certain risks and issues that affect the quality and
performance of the research study. In this, project the risks like inefficient budget, legal
risks, the risk of personal loss and harm, ethical risks like unverified data collection and loss
of data. All these identified risks are mitigated with a proper risk management plan.
RESOURCES:
Key resources to any research project are manpower, funds, and equipment. In this project,
a project budget is formed to allocate funds for every project activities (Burke, 2013). The
team of 10-20 people is required to perform all the project activities effectively.
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WORK-BREAKDOWN STRUCTURE AND GANTT CHART
A work-breakdown structure could be referred to as a deliverable-oriented breakdown of
the project into smaller activities. It involves the division of project tasks into smaller
manageable tasks (Meredith and Mantel Jr, 2011). The WBS for this project is presented in
the hierarchical structure below:
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Work-breakdownStructureProjectPlanningSettingOfProjectObjectivesProjectManagementPlanSmall-scaleResearchQualitativeResearch-LiteratureReviewQuantitativeResearch-SurveyQuestionnaireAnalysisAndConclusionDraftingFinalFile

GANTT CHART
A Gantt is used to illustrate the project schedule by listing the tasks and time intervals for
completing each task. It facilitates tracking the project activities throughout the
implementation of the project plan (Meredith and Mantel Jr, 2011). It graphically represents
the start and finish date of every project activities.
Activity/weeks 1st 2nd 3rd 4th 5th 6th 7th 8th
Identification of research
project area
Formulating research
project aims and objectives
Preparing a project
management plan
Literature review
Survey questionnaire
Data analysis
Developing results and
conclusion
Preparing final draft
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SMALL SCALE RESEARCH
Small-Scale research is performed to obtain the relevant answer to meet the stated aims
and objectives of the project. Both qualitative and quantitative research is set to be
performed to gain an extensive understanding and knowledge in relation to the research
aims and objectives (Creswell and Creswell, 2017).
QUALITATIVE RESEARCH
A method of the literature review is utilized for obtaining qualitative data. the relevant
academic and business sources are used to obtain information about the international
human resource management standards and recruitment, selection, and training practices
within the Nestle. The use of authentic literature sources that are published within the last
decade is emphasised for this project (Creswell and Creswell, 2017).
According to Reiche, et al. (2016) Globalisation has integrated the economies and facilitated
a greater trade of goods and services across the border. The expansion of FDI and increase
in the transfer of capital by transnational companies have transformed the business
environment across the world. the top 500 TNC including Nestle accounts for around 70% of
total world trade. The global brands are continuously developing that serves markets in the
developing, emerging and developed economies. Globalisation has created a high level of
labour migration within and between the economies. The management of human resource
at the global level becomes very challenging.
According to Noe, et al. (2017) International human resource management is the set of
activities that are aimed at managing the workforce at international level by formulating a
unified culture and system across the organisation to gain a competitive advantage in the
global market. Human resource management is a coherent and strategic approach to
managing the workforce. Jiang, et al. (2012) has stated that in order to increase employee
performance and enhance organisational value, the business organisations seek to enhance
the level of motivation among the employees. As motivated employees reflect the
effectiveness of HRM practices within an organisation. the large multinational organisations
like Microsoft and Accenture are using technologies like Microsoft 360 to manage Human
resource at the organisation.
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According to Brewster, et al. (2016), the international organisation for Standardization (ISO)
has issued a new series of ISO standards that are aimed to help out people to improve the
recruitment process as well as improving business through better human resource
processes. It has provided a guideline to create an effective human governance system that
can effectively respond to organisational and operational needs along with fostering greater
collaboration among their stakeholders, anticipating and managing risks and developing a
company culture aligned with its values. The ISO has also provided guidelines on
recruitment, workforce planning, and terminology. Each standard provides clear guidelines
for best HRM practices (Stahl, et al., 2012).
According to Cavusgil, et al. (2014) a high performing HR department with effective
management and recruitment is linked with the greater economic performance of the
company. It plays a key role in instilling high values throughout its employees. The
international standards aimed at improving the HR performance and the ultimate
performance of the organisation. The chairman of ISO US committee has stated that
Improving human resource performance is just not about staffing but also about aligning the
organisational value by taking all the stakeholder into account. The business organisations
that put their employee at the center of their decision tend to perform better as there is
clear company culture and the workforces are more content.
Nestle believes in the fact that the global business organisations are comprised of many
nationalities, ethnic backgrounds, and religions that all working together in one single
unifying corporate culture. Nestle emphasises on following a unified corporate culture that
unifies a company across its global locations. Learning is an integrated part of the human
resource policy of Nestle (Li, 2015). Development of individuals is the driving force of the
policy that includes clear principles on non-discrimination, right of collective bargaining and
a strict prohibition of any form of harassment. The human resource policy at nestle is
proposed in the framework of individual development programmes as it emphasises on
strong leadership, individual responsibility and a commitment to life-long learning and deals
with recruitment, remuneration and training and development of the employees.
Nestle Believes that it is important to provide equal opportunities to the people for life-long
learning. Therefore, the company offers the development opportunities to its employees
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