Hr Project Presentation

HR Project

Group Members     

Irfan Tahir Khurrum Javed M. Usman Amir Shoukat Zulfiqar Ahmad

Nestle

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

Nestle Brands

         

Baby Foods Dairy Products Breakfast Cereals Ice Cream Chocolate and Confectionary Prepared Foods Beverages Food Services Bottled Water Pet care

Human Resource Department

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.

Training & Development  2. 3. 4. 5.

Training focuses on Continuous training Increasing personal competencies Interdepartmental collaboration International Training

Development         

Formal Training Programs Expatriation assignments Career Counseling and Guidance Management courses Executive courses Small Group Activities Sports and Recreation Succession planning Mentoring

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

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

Benefits provided by Nestle        

Health insurance plan Pension plan Indemnity for departure 15 & 25 years of service Marriage gifts Baby scheme Mini market Restaurant

Analysis

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

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

HR Planning  



Regression Method Use of historic data to predict the forecasted labour demand Leading indicator –

forecasted sales, employment level and new expeditions.

Recruitment  More – –

Internal hiring

Not aligned with their mission and strategy Limit Creativity and diversity

 Leading –

the market strategy

Help to attract good talent

HR Planning  Labor

surpluses

–

Transferring

–

Work sharing

–

Selling the operations to other firms

 Labor –

Shortages

Temporary Workers (80:20)

Training & Development  Training

& Development

 Team

building  Cross training –

Not fully aligned with strategy

 Expatriating  Employee

willingness

Analysis  Result – – –

Through KPI More contamination & Deficiency Aligned with the strategy

 Skill –

Based Performance Appraisal

based Compensation

Internal Pay equity is disturbed

Analysis  Cultural

differences among employees  SBU operates independently. –

These results a high cost to the company.

Recommendations 

Nestle should promote external hiring –



Training implication – –

 

Cultural Integration Standardization

In expatriates, proper training and awareness Diversified Projects –



Differentiation

Judgmental method

Balance between Internal & external Pay equity

Qarshi Industries

Background 

Started “Matab Qarshi” (clinic) 75 years ago



In 1968 Qarshi Dawakhana (Cottage Industry)



Qarshi Industries (Pvt.) Ltd –

Natural products company in Pakistan

–

Expanding its business in overseas

Professional Pursuits 

Main product includes – – – –



Jam-e-Shirin Johar Joshanda Springley (Natural Mineral Water) Herbal Medicines Overall range consists of 200 products

Operational Divisions      

Natural Medicine Division Distribution Division Ethical Marketing Division International Marketing Division Juices & Farm Products Division Qarshi Health Shops

Strategic Human Resources Management

as strategic partner

Major responsibilities of HR department     

Recruitment Performance Appraisal Training & Development Compensation Succession Planning

The Analysis and Design of Work

Focus Group

Observation

Job Analysis Sources

Interviews

Questionnaire

Human Resource Planning and Recruitment

Recruitment budget Hiring request prepare advertisement

Indicators to predict future labour demand    

Turnover New Ventures Expansion in existing projects Sales & Production targets

Recruitment – – – –

Direct Appointment Promotion Transfer Going for internal and external recruitment

Recruitment sources for hiring   

Private employment agencies Advertisement Employee Referrals

Labor information  Overtime

is 3 Hours in a day  Woman employee 02 %  No downsizing  Hiring of temporary worker

Selection Processing  Application

sorting  Application Short listing  Interview Call and preliminary interviews  Written Test  Job Offer

Training needs



Through performance Appraisal



Through Questionnaire



Through Observation of Seniors

Training methods          

Questionnaire Interviews Observations Performance Appraisals Self- Assessment Group Meetings Attitude Surveys SME’s Test of Examinations Analysis of existing records or reports.

Employees motivation for training   

Opportunity to grow Incentives and Benefits Employees personnel development

Performance management –

Personal traits

–

Professional traits

–

attribute approach

Purpose and criteria  Purpose: –

Strategic Alignment

–

employee development

 Criteria: –

Strategic congruence

Employee Development

 Assessment  job

centers

experiences

 interpersonal

relationships

Analysis

Analysis Efficiency

• Focus: • Strategy:

Related Diversification

• Employee role:

Simplified Task

Job Analysis

Task Analysis Inventory

Job Design

Mechanistic Approach

High Turnover

Staffing Internal Hiring

Aligned with company’s Focus

Temporary Employees

High Turnover

Panel Interview HR Personnel

Practitioners

Inter rater Conflict: Need Training

Training • Strategy: Related Diversification

• Training Implication should be:

• Company’s Focus •On- the- job training •Technical training

Integration

Performance Appraisal  Attribute –

Approach

Strategic Incongruence

 Difficulty

in measuring different SBU’s

performance

Analysis 

Boss Employee Conflict –



Lengthy ADR

Compensation –

Few Benefits

–

Low Pay Level 

Low Job satisfaction



High Turnover

Recommendations 

Result Based performance Appraisal Approach



Peer and subordinate evaluation



Recruiter’s Training



Market Equivalent Pay level



Integration of SBU - Information Sharing



Balance between the temporaries and Permanents employees



Improve their conflict resolution mechanism to increase employee satisfaction.