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ORGANIZATIONAL BEHAVIOURPRRESENTATION

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Submitted to:-Dr. Shekhar

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Nestle

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Introduction

Transnational Company, with headquarters in Vevey,

Switzerland

Founded in 1866 by Henri Nestlé

World's biggest food and beverage company

Nestle employ around 250,000 people

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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.

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Training & Development

Training focuses on

1. Continuous training

2. Increasing personal competencies

3. Interdepartmental collaboration

4. 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

Motivational Job Design– High job satisfaction– Stress and mental overload– More training time

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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

Expatriating Employee 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

Training implication– Cultural Integration– Standardization

In expatriates, proper training and awareness Diversified Projects

– Judgmental method

Balance between Internal & external Pay equity

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THANK YOU