Multinational Companies: Nestle's Recruitment and Training Strategies

This report analyzes the recruitment, selection, and training practices of Nestle to meet international requirements. It examines the benefits of globalization for multinational companies, the existing HR practices within Nestle, and the relationship between effective HR practices and business performance in the international market. The research employs an interpretivist philosophy and a descriptive research design, utilizing primary and secondary data collected through random sampling. The data analysis reveals insights into employee working length, recruitment methods (job rotation, promotion, recruitment agency), training practices (on-the-job and off-the-job), and the effectiveness of these practices. The report concludes with recommendations for improving recruitment strategies, emphasizing the need for a combination of on-the-job and off-the-job training to enhance employee capabilities and productivity. The report highlights the importance of effective recruitment practices and training programs for meeting global standards.

MANAGING A
SUCCESSFUL
BUSINESS

Table of Contents
• Topic, Aim and objectives
• Research Methodology
• Data Analysis
• Conclusion and recommendation

TOPIC: “To analyse ways through which multinational companies can
improve recruitment, selection and training of their workers to meet
international requirements.”
Aim: “To evaluate ways through which multinational companies can improve recruitment, selection and
training of their workers to meet international requirements: A study on Nestle”
objectives:
• To describe benefits of globalisation for multinational companies.
• To analyses existing recruitment, selection , training practices of Nestle
• To evaluate relationship between effective recruitment, selection, training practices and business
performance in international market

Research Methodology
Particulars Methods used
Research Philosophy Interpretivism research philosophy
Research Approaches Inductive research approach
Research Design Descriptive research approach
Data collection Primary and secondary data collection
sources
Sampling Random sampling method of
probability sampling
Data Analysis Thematic and SPSS method

Data Analysis and Findings
Theme 1: Working length in Nestle
Particulars Respondents % of
Respondents
Less than 1
year
2 5.71%
Between 2-3
year
4 11.42%
Between 3-5
year
25 71.42%
More than 5
year
4 11.42%
Less than 1 year Between 2-3 year Between 3-5 year More than 5 year
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
5.71%
11.42%
71.42%
11.42%
Less than 1 year Between 2-3 year Between 3-5 year More than 5 year
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
5.71%
11.42%
71.42%
11.42%

Theme 2: Method used by Nestle to fill the vacant
post
Particulars Respondents % of Respondents
Job rotation 25 71.42%
Promotion 4 11.42%
Recruitment
agency
4 11.42%
other 2 5.71%
71.42%
11.42%
11.42%
5.71%
Job rotation
Promotion
Recruitment agency
other
71.42%
11.42%
11.42%
5.71%
Job rotation
Promotion
Recruitment agency
other

Theme 3: Job rotation an effective way to meet
global needs
Particulars Respondents % of
Respondents
To great extent 6 17.14%
To some extent 27 77.14%
No 2 5.71%
To great extent
To some extent
No
0 0.1 0.2 0.3 0.4 0.5 0.6 0.7 0.8 0.9
17.14%
77.14%
5.71%
To great extent
To some extent
No
0 0.1 0.2 0.3 0.4 0.5 0.6 0.7 0.8 0.9
17.14%
77.14%
5.71%

Theme 4: Best recruitment practice to meet
international standards
Particulars Respondents % of
Respondents
Recruitment
agencies
27 77.14%
Job boards 5 14.28%
Campus
interviews
3 8.57%
Recruitment agencies Job boards Campus interviews
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
77.14%
14.28%
8.57%
Recruitment agencies Job boards Campus interviews
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
77.14%
14.28%
8.57%

Theme 5: Training practice apply by Nestle
purpose
Particulars Respondents % of
Respondents
On the job
training
3 8.57%
Off the job
training
29 82.85%
Other 3 8.57%
8.57%
82.85%
8.57%
On the job training
Off the job training
Other
8.57%
82.85%
8.57%
On the job training
Off the job training
Other

Theme 6: Off the job training is suitable for business
Particulars Respondents % of
Respondents
Strongly
agree
3 8.57%
Agree 2 5.71%
Disagree 29 82.85%
Strongly
disagree
1 2.85%
Strongly agree
Agree
Disagree
Strongly disagree
0 0.1 0.2 0.3 0.4 0.5 0.6 0.7 0.8 0.9
8.57%
5.71%
82.85%
2.85%
Strongly agree
Agree
Disagree
Strongly disagree
0 0.1 0.2 0.3 0.4 0.5 0.6 0.7 0.8 0.9
8.57%
5.71%
82.85%
2.85%

Theme7: Best training method
Particulars Respondents % of
Respondents
On the job 3 8.57%
Off the job 3 8.57%
both 29 82.85%
On the job Off the job both
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
8.57% 8.57%
82.85%
On the job Off the job both
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
8.57% 8.57%
82.85%

Theme:8 Selection process applied by concern to get
the correct person
Particulars Respondents % of Respondents
Interview 29 82.85%
Psychometr
ic test
3 8.57%
Preliminary
interview
2 5.71%
Selection
interview(K
umar, R.,
2019)
1 2.85%
82.85%
8.57%
5.71%
2.85%
Interview
Psychometric test
Preliminary interview
Selection interview
82.85%
8.57%
5.71%
2.85%
Interview
Psychometric test
Preliminary interview
Selection interview

Theme:9 Interview selection process can help Nestle
to meet global standards
Particulars Respondents % of Respondents
Strongly
agree
30 85.71%
Agree 3 8.57%
Disagree 1 2.85%
Strongly
disagree
1 2.85%
Strongly agree Agree Disagree Strongly disagree
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9 85.71%
8.57%
2.85% 2.85%
Strongly agree Agree Disagree Strongly disagree
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9 85.71%
8.57%
2.85% 2.85%

Conclusions and Recommendation
• Conclusions: It is found that company has to improve its
recruitment practices so that enterprise can get the most
deserving person in business.
• Right training practices help the firm in raising capabilities
of individual which always help the firm in performing well
as per industry standards.

Recommendations
• As per this study Nestle gives only off the job
training which is not very effective for meeting the
international requirements.
• The company should provide the combination of the off
the job and on the job training which leads to increase the
affectivity of the human resource of the company and
increaser the productivity of the firm.