Worldwide leader on the food and nutrition industry market, Nestle S.A. is one of the most well-known Swiss company. Created in 1857 by Henri NESTLE, pharmacist by profession, the main headquarter is now located in Vevey, Switzerland, and most of its headquarters (for its brands) are nearby Lausanne , Switzerland. Thanks to its international expansion, Nestlé has regional headquarters all around the world, depending on their
Nestle employs more than 328 000 salaried employees in more than 83 countries (Nestlé, 2012). Nestle is convinced that its main strength on the market are its labor force and strong relationships with people. Of course the ultimate goal is to increase the turnover
and profits but this goal is reachable only if the workers are enthusiasts and engaged. The notion of engagement is really important for every company in the world but Nestle is a good example.
[...] According to HARMON (1984), the organizational structure can be schematized as described in the figure below : 5 Figure 2 : Schema of the Organizational Alignment On another hand, the capability of a company to rapidly change or adapt in response to changes in the market. A high degree of organizational agility can help a company to react successfully to the emergence of new competitors, the development of new industrychanging technologies, or sudden shifts in overall market conditions (Business Dictionary, Unknow Date). As we were able to understand at the beginning of this paper, Nestlé is focused on humans. [...]
[...] Préverenges (Switzerland): Nestlé SA Public Affairs. NESTLE S.A. (2009, March). Real Rewards at Nestlé. Retrieved from Nestlé USA: http://www.nestleusa.com/nirf/cm2/upload/81C7DAEC-D955-4170-83F21E97F0FB8AFE/RealRewardsBroch_FINAL.pdf NESTLE S.A. (2012, February 03). Annual Report 2011. Quick Facts 2011. NESTLE S.A. (2012). Human Resources Jobs. [...]
[...] HARMON, P. (1984). A Hierarchy of Performance Variables. Performance and Instruction, 27-28. HERTZ, H. S. (2010). Education Criteria for Performance Excellence. Gaithersburg, MD.: Baldridge National Quality Program. NCC. (2009, November 10th). [...]
[...] Consequently the Nestlé Human Ressources do not recruit canditates according to the race, gender and age. Indeed the selection criteria are their background, experience and personality Hiring 1 Training and Development - 65% of worldwide Nestlé employees are trained - Swisscontact formed 200K interns and 700K persons for Nestlé - New technologies training for marketing managers - Training to adapt to the international market - Training about the laws on International Trade - Environmental issues and agricultural policies - Trainng about legal and political issues on targeted countries - Work with subcontrators together on norms of transport and hygien & security of the drivers - Learning & Development Team - Talent management - Reward management - Several trainings a year (also workshops e.g. [...]
[...] Hereafter is an example of a career plan in Nestlé's finance department. We can see that career plans need to be attractive, in order to create the evolving work environment we were writing about. A huge part is dedicated to recruiting, as we are going to see it into the last part, although Nestlé prefers to promote its own employees to senior positions, rather than external hiring practice. Recruitment teams are therefore very useful for junior positions. According to Maslow's hierarchy of needs, one of the human being need is “Self Esteem” which means Achievement mastery, recognition and respect. [...]
using our reader.