Write about the Journal of Workplace Behavioral Health for Property Management.
Nestle is a food and beverage manufacture company. It is the world largest beverage and food manufacturer company. Currently it operates in 191 countries around the world. Since 1912, they have been nurturing Malaysians by their quality products and brands like Nescafe, Maggi, Kit Kat, and Milo. Nestle focuses on providing the “Good Food, Good Life to all.” The main purpose of the company is contributed to a healthier future and enhancing quality of life. They shape a better and healthier world. The company has more than 5300 employees and manufacturers. It has more than 500 Halal products in Malaysia. Amit Narain is the Human resource manager, who maintains the human resources of the company. Vision of Nestle is to deliver safe and high quality food to consumer to satisfy physiological needs. Mission of the company is to producing better food so that people live a better life (Nestle, 2018).
In this report, the focus will be given on maintaining balance between career and family of an employee. The company appointed female workers, which has different issues. It has been analysed that company maintains life cycle of the employees by adopting new methods.
Nowadays, human resources management is necessary in every decision of the employees. Nestle promotes a healthy lifestyle and outside work. They offer flexible environment to employee’s which have a positive impact. The company provides the facilities to employees to balance their career and families (Burg-Brown, 2013).
Nestle offers good working conditions to encourage the employees to stays safe and healthy. Safe environment means healthy life style of the employees, which maintains by the company.
For example- They are around 328000 people in 418 factories that operate in 86 countries around the world. Nestle make sure that their workplace is always stays safe and healthy for their people who work for them.
Human resource management organise one of the most progressive programmes in the industry. Human resources management provides facilities and organise training period for the personal development. Training period develops the personality of an individual that is beneficial for their career as well (Collatz, & Gudat, 2011).
For example- Nestle provides the training to new joining as well as the other employees. The company give education when the company adopt new technologies. They give promotion based on an employee performance.
Human resources management provides the facilities, which help the employees to maintain the relationship with the families. The policy maintains the employment protection and discrimination that gives them a healthy and friendly work environment (Goodman, 2012).
For example- Nestle provides maternity leaves to employees to protect them from all primary caregivers of newborns. It includes the father as well as adoptive parents. It gives at least 14 weeks maternity leaves and extends up to 6 months. It also gives the breastfeeding breaks for which it has 302 sites in their workplace around the world (Attridge, 2009).
Dual careers are the best family working norm. Human resource management made the policy for spouse. They could be local or expatriate from which they spend time with the family with the career (Perrons, 2009).
For example- Nestle launched the international dual career network to support spouses with their local job and professional integration in new target country. By the several locations around the world, the international dual career network provides support spouse by giving them advice or connect with their families.
By giving facilities to employees the company suffer loss by giving them maternity leave and break.
For example- Nestle provides the maternity leave and break to the employees for their personal requirements. It suffers loss by giving them these facilities like sometimes maternity leaves have to expanded and they have to suffered loss of their work.
Women are sensitive in nature. Management need to do special care to work freely and effectively because working environment and condition effect the female workers in the Nestle Malaysia. Female needs more care and responsibility.
Example- Female needs special attention at the time of making human resource policies by the Nestle because of some issues like maternity leave and harassment.
Nestle provides different facilities to the women employees because they work in stress free environment, comfortable environment and flexible working hour. Comfortable environment is very essential for the women employees they didn’t work in stressful environment. Flexible hours are also an issue for the women employees because of their securities. Nestle is manufacturing company, their work is going on whole day that is why women are also appointed for the night shift working. They are working in the night shift also which is a major issue for them because of their security and families problems.
For example- According to the research, Women employee’s capabilities increase in the comfortable environment. Women employees are working more in developed countries as compare to the developing countries.
Double mind is the major problem of the Women employees for the Nestle because the Women employees are responsible for the families as well as office work. In Nestle, women employees are at high post such as 48% leadership position held by the women employees of Nestle. They work hard but they have to work in two sides which sometimes decrease their capabilities of work. Human resources provide the facilities according to the personal development or growth to the women’s employees for increasing their performance (Konrad, Kramer, & Erkut, 2008).
For example- Women’s employees are harder working as compare to the male employees. They are very sensitive in nature that’s why if they are appreciated or by giving performance appraisal for their work then their work efficiency increase as well as it is beneficial for the organisation.
LGBT Protection is necessary for the women. LGBT means women feel like they are working as outsiders in the workplace. Misperceptions and exclusionary behaviour feel them other at work. Nestle is the famous company especially for their coffee product and they have 48% women employees. Nestle can help them to make the relationship with their colleagues and make them comfortable by holding them back from bringing them whole slaves.
For example- Women’s employees are feeling free in their work environment or not feel outsider that’s why Nestle always reward their whole team never bias on the gender basis. They never feel them separate from the organisation.
To offer the opportunity for employees to job share or work part time
Every company need full time job employee but some jobs are required part time job. Instead of full time job, give part time job to employees. Nestle has to offer part job to the employees for some specific positions. By offering the part time job to the employees, it is the opportunity for employees to do the part time job and spending the rest of the time to their families. This is beneficial for the Nestle as well as employees. Human resource management made this policy and give this opportunity to the spouse.
The company has to organise the monthly events and activities for the families to encourage the teams. From the events and activities, it builds the friendship among employees as well as families relations. It gives the time to the families to spend the time and feel relax in these events (Bladen, Kennell, Abson, & Wilde, 2012). Nestle also has to organise these events and activities to build the friendships among the employees and also encourage employees to give the time to their families. Nestle organise these type of activities such as outdoor movies, bonfires, game centers, picnics and bowling for relaxing the employees with their families and it gives rest to the employees from the work stress (Kim, 2014).
Employee is essential and protects the company from loss. The company give the leaves except the maternity leave or other. Nestle has to give the leaves to employees for their personal or urgent needs. While the company give the Family and Medical Leave Act but except these leaves other leaves is also essential for cover many family events they are not sufficient for the employees. Nestle has to allow the employees to take an unpaid leaves for their family purpose (Carnoy, & Carnoy, 2009).
A flexible schedule is the essential for the employees. Flexible time means the time from which employees spend their time with the families with their office work. Nestle has to set the office time which is flexible for the employees as well as for company (Hayman, 2009). They has to set the time in which the company work also completed as well as employees fell stress free from the work. This method encourages the creative work (Golden, 2008).
Conclusion
Nestle Malaysia is the world largest manufacturing company of food and beverage. The company provides facilities to balance the employee’s career and families, which positively affect the human resource management. Nestle also has 48% women employees in the organisation which has some issues that is why human resources management make the different policy to make the flexible environment for them. For encouraging the work life cycle, Nestle should adopt some methods or make some new polices from which the employee’s will give their time to office work as well as their families.
References
Attridge, M. (2009). Measuring and managing employee work engagement: A review of the research and business literature. Journal of Workplace Behavioral Health, 24(4), 383-398.
Bladen, C., Kennell, J., Abson, E., & Wilde, N. (2012). Events management: An introduction. Oxon: Routledge.
Burg-Brown, S. (2013). Work-life balance. Journal of Property Management, 78(4), 48-54.
Carnoy, M., & Carnoy, M. (2009). Sustaining the new economy: Work, family, and community in the information age. US: Harvard University Press.
Collatz, A., & Gudat, K. (2011). Work-life-balance. Boston: Hogrefe Verlag.
Golden, L. (2008). Limited access: Disparities in flexible work schedules and work-at-home. Journal of Family and Economic Issues, 29(1), 86-109.
Goodman, A. (2012). Work–life balance. In Physicians’ pathways to non-traditional careers and leadership opportunities. New York : Springer, 25-34.
Hayman, J. R. (2009). Flexible work arrangements: Exploring the linkages between perceived usability of flexible work schedules and work/life balance. Community, work & family, 12(3), 327-338.
Kim, H. K. (2014). Work-life balance and employees’ performance: The mediating role of affective commitment. Global Business and Management Research, 6(1), 37.
Konrad, A. M., Kramer, V., & Erkut, S. (2008). The impact of three or more women on corporate boards. Organizational dynamics, 37(2), 145-164.
Nestle. (2018). About Us. Retrieved from: https://www.nestle.com.my/aboutus
Perrons, D. (2009). Women and gender equity in employment. Pattern progress and challenges in London. UK: London school of economics.
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