Case study - Nestle UK HR database

Résumé du document

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
activities.

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.

Extraits

[...] 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. [...]

[...] The answer is a single digit: 9%. On the fiscal year 2011, the revenues of the Group have grown by (and organic growth by 7.2 (NESTLE S.A., 2012). In addition, during the first three quarters, growth has reached 11%. These figures are to be compared to the economic figures in countries where Nestlé operates. Although the company is present in Asia (where annual growth is over nearly 80% of its business is located in Europe and North America, where economic growth is almost zero, even in a recession. [...]

[...] In order to increase the feeling, Nestle developed its own culture. According to NESTLE S.A. (2012), most of the human resources missions are centralized to each national headquarters. Thus, the Nestlé's national human resources department manages HR is all the Nestlé's companies, subsidiairies and brands (such as Nestlé, Nestlé Waters or Nestlé Purina Petcare). Depending on the needs of each facilities 1 or factories, the national human resources department can dispatch expert(s) on site. Each national human resources department is divided into five parts. [...]

[...] Récupéré sur Nestlé Careers: http://www.nestlecareers.co.uk/html/hr-nestle-human-resources-jobs.htm TOSTI, D. T., & JACKSON, S. F. (2003). Organizational Alignment. Novato, CA: iChangeWorld Consulting LLC. [...]

[...] Regarding the rewards, there are "Passion to Win" (quarterly rewards, dedicated to people who over-achieve their target), "Long-Service Award (more than 30 years in the company), and, the most important I 6 think, the "Nestlé Idea Award", which rewards people with relevant and innovative ideas which have the potential to be implemented at Nestlé. This strategy involves directly on organizational agility. Indeed, by placing its employees at the center of its strategy, and promoting innovative ideas from staff, Nestlé demonstrates its ability to change its strategy to stick closer to consumer expectations. At the same time, Nestlé sells large consumption products purchased by its employees. [...]