ORGANIZATIONAL BEHAVIOUR PRRESENTATION

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Submitted to:Dr. Shekhar

Group Members

Shobhit Jaiswal Shradhha Sharma Sonal Tyagi Sonu Kumar Sourabh Paul Sumit Kumar Sushmita Chatterjee Swati Garg Trapti Bansal Vijay Kumar Barma Utkarsh Verma

Nestle

CONTENTS
Introduction

about Nestle Various Nestle Brands Humean Resource Departement Training and Development Approaches to Measuring Performance Remuneration and Recognition Benefits provided by Nestle
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Contents Continued
Analysis HR

Planning Recuritement Recommendations

Introduction

Transnational Company, with headquarters in Vevey, Switzerland

Founded in 1866 by Henri Nestl World's biggest food and beverage company Nestle employ around 250,000 people

Nestle Brands

Baby Foods Dairy Products Breakfast Cereals Ice Cream Chocolate and Confectionary Prepared Foods Beverages Food Services Bottled Water Pet care

Human Resource Department

Recruitment
Definition of needs and objectives, description of responsibilities and competencies Search for the suitable candidates

Evaluation of candidates

Selection of the most suitable candidate Incorporation and adaptation.

Training & Development

1. 2. 3. 4.

Training focuses on Continuous training Increasing personal competencies Interdepartmental collaboration International Training

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Development

Formal Training Programs Expatriation assignments Career Counseling and Guidance Management courses Executive courses Small Group Activities Sports and Recreation Succession planning Mentoring

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Approaches to Measuring Performances

Objective Bases Competency Based Functional know-how Results orientation Decision making or Problem solving Planning or Organization Communication or Collaboration Personal effectiveness Adaptability or Flexibility

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Remuneration and Recognition

It focuses on Rewards linked to performance Definition of total reward Analyze strategic parameters & trends Participation in market survey Maintenance of internal balance Determine salary brackets Reward of high performance

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Benefits provided by Nestle

Health insurance plan Pension plan Indemnity for departure 15 & 25 years of service Marriage gifts Baby scheme Mini market Restaurant

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Analysis

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Analysis
Transnational

Company [TNC]

Decentralized SBU People and product oriented than systems

Tasks

are defined in broader terms with distinct job description

Job enrichment Work/Life Balance

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Job analysis

Total Competency job analysis approach

link competencies to tasks in manner that increases the effectiveness Define KPIs High job satisfaction Stress and mental overload More training time

Motivational Job Design

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HR Planning

Regression Method Use of historic data to predict the forecasted labour demand Leading indicator

forecasted sales, employment level and new expeditions.

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Recruitment
More

Internal hiring

Not aligned with their mission and strategy Limit Creativity and diversity

Leading

the market strategy

Help to attract good talent

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HR Planning
Labor

surpluses

Transferring Work sharing Selling the operations to other firms

Labor

Shortages

Temporary Workers (80:20)

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Training & Development

Training

& Development

Team

building Cross training

Not fully aligned with strategy

Employee

Expatriating
willingness

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Analysis
Result

Based Performance Appraisal

Through KPI More contamination & Deficiency Aligned with the strategy

Skill

based Compensation

Internal Pay equity is disturbed

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Analysis
Cultural

differences among employees SBU operates independently.

These results a high cost to the company.

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Recommendations

Nestle should promote external hiring

Differentiation Cultural Integration Standardization

Training implication

In expatriates, proper training and awareness Diversified Projects

Judgmental method

Balance between Internal & external Pay equity

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THANK YOU

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