nestle project slides
TRANSCRIPT
PRESENTED TO:MR JAWAD SABOOR
PRESENTED BY:MUHAMMAD ASADMUHAMMAD GULL
MUHAMMAD HANIFMUHAMMAD IFRADMUHAMMAD IRFAN
INTRODUCTION“Nestlé” is a Swiss-German word which means “Little Nest” which is its trademark
Nestlé is the worlds’ number one food company
5th largest company of the world according to its turn over
2 million 31 thousand people employed from all over the world
Present in 81 countries of the globe having 522 factories
Over 700 products renovated or innovated in the past five years, with wellness in mind
HISTORYHenri Nestlé established Nestlé in 1867 in Switzerland (Vevey HQ)
His first product was lactogen formula for infants by the name “Farine Lacteé”
MISSION STATEMENT
"Nestlé is the largest food company in the world. But, more important to them is to be the world's leading
food company”.
BRANDS
Quality and nutritional value are the essential ingredients in all of its brands.
Millions of people prefer Nestlé products every day, happy with the addition to their wellness that they bring.
Today Nestlé is present in different markets with the following main brands:-
Baby Foods
Breakfast Cereals
Beverages
Bottled Water
Chocolate & Confectionery
Dairy Products
Food Services
Ice Cream
Prepared Foods
Petcare
Pharmaceuticals
Cosmetics
INTRODUCTIONNestlé MilkPak Limited (NML) was incorporated in Pakistan under the Companies Ordinance, 1984 & listed on Karachi and Lahore stock exchanges since 1980.
Joint venture between Nestle Switzerland and MilkPak Limited came about in 1988.
Nestlé Pure Life was launched in Pakistan in 1998
RECRUITMENT
Major function of the human resource department
Identifying the vacancy
Preparing the job description and person specification.
Locating and developing the sources of required number and type of employees.
RECRUITMENT
Short-listing and identifying the prospective employee with required characteristics.
Arranging the interviews with the selected candidates.
Conducting the interview and decision making
PLANNED:The needs that arise from changes in organization and retirement policy.
ANTECIPATED:
Anticipated needs are those movements in Personnel, which an organization can predict by studying trends in internal and external environment.
UNEXPECTED:
Resignation, deaths, accidents, illness give rise to unexpected needs.
RECRUITMENT
Each year, number of top young graduates are
recruited. All have strong academic
qualifications, essential language skills &
relevant internships or professional experience.
RECRUITMENT CRITERIAGraduates with a degree in Business Administration or Economics with professional experience.
High degree of adaptability and mobility.
Unquenchable thirst for knowledge.
Superb communication skills.
The ability to assume control anywhere in the world.
E-RECRUITMENT
• It is a time saving
• Low cost
• It increases diversity
• Appropriate candidates have more chances to get the job
WAYS OF ADVERTISEMENT POST
Means to advertise posts
• Internet
• Employment agencies
• Schools colleges and universities
• Professional organizations
FAIR RECRUITMENT PR0CESS
• Merit should be given priority
• Involvement of related department’s personals
• Also involve the experts from the department for which the recruitment process is going on.
KEY PEOPLE REQUIRED TO DISCUSS ON RECRUITMENT
• Head of HR department
• In charge of the training programs
• Head of the related departments.
• Experts of related jobs.
ACCURACY WHEN ADVERTISEMENT:
• Tell enough about the job
• Give relevant information about the job
• List the minimum qualities a successful incumbent needs
• List the minimum qualities a successful incumbent needs
• Check the advertisement for correctness
APPLY SHORTLIST AND INTERVIEW
• Strict rules regarding recruitment
• To select the most suitable applicant
• Carry’s out the detail screening of all applicants
EVALUATION OF RECRUITMENT AND SELECTION PROCDURES:
• Establish a policy for recruitment and hiring.
• Engage in short term and long term strategic planning.
• Identify the applicable barriers to equal employment opportunity.
Continue
• Communicate the skills and abilities required for available positions.
• Communicate about family friendly and work friendly program.
• Where transportation is an issue, consider arrangements with the local transit authority.
• Participate in career and job fairs and open houses.
CONCLUSION
• Nestle is a multinational company
• It has HR department
• Recruitment is seeking sources for job candidates
• A specific selection criterion should ensure quality.
• Ways of advertising post should be appropriate at reachable for every person
• BY implementing correct recruitment process, organization will be able to achieve its desired goals effectively
• Recruitment process should not be too long and also not be too expensive