Nestle HR Strategy: Importance Of Workforce Management And Accomplishments

About Nestle and its HR Management

Discuss about the Human Resources and Cultural Issues.

The essay will discuss in detail about the company Nestle and its HR strategy. Nestle is a multinational company mainly manufacturing packaged food. The headquarter of the company is in Switzerland. The company was established when Page Brother started a company by the name of Anglo-Swiss Milk organisation manufacturing milk products and in 1905 this company merged with Farine Lactee Henri Nestle Company which was set in the year 1867. The company is a global brand and is a market leader in diverse lines of products consisting chocolate, bottled water, milk, confectionery as well as the pet food (Linley, 2015). The HR strategy is the crucial part of the company since its an international company and workforce management is a vital element for the long-term success of the company.

The aim of the company is to raise the business, its customers, sales and profits, however, in addition, it also improves the overall standard of living for everyone and increase the overall quality of life for the employees working for the company. The company is also well convinced that the workforce of the company is the main ingredient in the success of the company. This it will be impossible to accomplish it without the energy as well as the level of commitment, which further makes the workforce its most significant asset (Parkes & Borland, 2012).  The participation of the workforce and also representing their ideas and interest at every stage initiate with the fundamental and right kind of data on the activities of the company and also on the right aspects of the work. With the help of the concept of sharing the ideas, open communication and focused mission, all the employees are encouraged to share as well as contribute their views to improve the enhanced organization’s personal growth and outcome.

The company is deeply dedicated as well as committed to give the workforce worldwide with an ideal working conditions along with healthy and safe work culture along with flexible possibilities in employment that strike a perfect balance with professional and private life which is consistent with the overall ambition as leading company in the world (George, Kuye & Onokala, 2012). The company make sure to provide flexible working situations whenever it is possible as well as also motivate the workforce to have external interests specifically community participation. The line management accountabilities are needed to take personal level ownership based on safety as well as health as a part of an area of accountability and are motivated to grow the set of capacities in the location (Grayson & Hodges, 2017). The commitment of the company is not limited to a workforce of the company. The company equally care about everybody working inside as well as outside the premises which are under the obligation of the contract with providers of service and the company constantly insisted on taking every important step so that right working conditions can be developed.

Importance of Workforce in Nestle’s Success

Following are the steps that the company can achieve HR priorities: –

It is important to develop a plan which can be applied in a practical manner. Most of the time people spend a lot of time developing and creating the plans. However, the plans agreed upon and the one implemented is never put into application. The important thing to understand here that a good strategic plan must be based on fundamental principle for the functions of HRM (Sharma, 2012). It must be reviewed from time to time and changed as per the business change.

It is also important for Nestle to align the corporate set of values with a strategic plan for HRM. Moreover, the strategic plan of HRM must be in line with the vision and goals of the company.

Nestle gives a lot of importance to its workforce. The plan in HRM must not be written alone and the plan must focus on everyone in the company. For instance, when the plan actually develops, the HRM department must meet with many people in the department and also find out right set of skills possessed by efficient employees (Sharma, 2012).

Technology is an integral part of the business these days. A company like Nestle must spend a lot of time in understanding the changing technology. An ideal company is the one which embraces the technology and also finds the right kind of technology for the businesses. There is so many software in HRM that can ensure the processes faster, easier and much more efficient (Chhokar, Brodbeck & House, 2013).

Following are some of the main challenges faced by the company: –

1. Retirement and aging staff: as many of the high level of positions are taken by aged executives and every year some of them are on the path of retirement, the company has to go through constant hiring process to fill the position when there is no possibility of success and at the same time, hiring the right person for the job is a challenge as well (Ojo, 2012).
2. Small young generation and less experience: – the fact is that the present job market is filled with newcomers freshly graduated and these people lack experience which makes it harder for the company to maintain the standard at the company (Pandey, 2014).
3. Talent gap: fresh graduates usually have the theoretical knowledge but lack the practical experience and the skills for leadership that can get on the job. The talent gap can obviously influence business flexibility, growth and expansion (Nestle, 2013).
4. Evaluation and observation: the company is constantly working to bring up many new innovative and feasible policies in management. The policies have helped the company to create a benchmark in the industry.

The company focus on nurturing the workforce and the modal also focussed on high performance along with high participation as well as high-level of commitment. The company has this distinct sense that it has been successful to bring in the business goals along with their core values, consistent performance in the routine job of workforce initiating from the hiring till constant performance appraisal (Rawal, 2016).

Following is the list of key HR-based accomplishment if the company successfully implement the HR strategy:

1. Inculcating open as well as a flexible set of culture make sure that by methods which provide a right training program to the workforce at different levels.
2. The kind of culture Nestle has will be cooperated by the decentralised structure. The company will also have a transparent appraisal structure along with the freedom to express their doubt and question the decisions taken by seniors but also by the company as a whole. The company focused on single accomplishment is evident from the kind of pay that HR has designed for the workforce (Islam, 2012).
3. The company also realized the need to consult or generate awareness programs to help the workforce for the better clarity of the policies (Feltes, 2015).
4. The company must also realize that by designing and providing more incentive to the employee will help in improving the services to the company for many years constantly (Sharma, 2015).

Conclusion

Human Resources Management is the crucial part of the process of management which increases, grows as well as manages the human components of the company which measure their resources in terms of abilities, skill set, knowledge, creative and are crucial and as a source of competitive edge. It is important that human resources must be tapped efficiently by mutual standard policies that promote foster and promote a clear dependence on the workforce to act in a flexible manner and also in the interest of the adaptive company’s pursuits of high excellence (Ahmad, 2015). The company discussed in detailed in the essay is Nestle is a long historical growth from a small village work to the world’s leading food organization, has shown an enviable capacity to well adjust to diverse changing external culture and without losing its basic belief system along with core value structure which is crucial for long-term success (Sharma & Kiran, 2012). In future, the capacity of utilising HR as a part of the strategic partner in executing the activities of the company that will constantly challenge since the company is growing in size and complexities as per the dimension which constantly asks for the constant evolution of the company and of the methods in which it is operated.

Reference

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