Human Resiurce: Nestle (Essay Sample)

HR Practices at Nestlé
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HR Practices at Nestlé
Introduction
Managers are the ones who have the responsibilities of controlling activities of an organization through the commands and direction issued to employees. However, there is little focus on how these managers are controlled. The aim of this paper is to examine the Human Resource (HR) practices that are used to manage “managers” in Nestle. In evaluating these HR practices, this paper will give the description of Nestle, its mission, vision, and strategic goals. In addition, the paper will examine the job description and specification of the company’s senior managers and description of the actual managers working currently in the company. This paper will go further to explain the HR practices that relate to senior manager for the company. Finally, this paper will critique the HR practices at Nestle and offer recommendations that can be used to improve Human Resource Management in the company.
Description of Nestle
Nestlé is as Swiss multinational company that deals with health related and nutritional consumer products and has its headquarters in Vevey, Switzerland. Measured by revenues, Nestlé goes down as the largest food company in the world. The company’s products include baby food, dairy products, bottled water, confectionary, ice cream, pet foods, breakfast cereals, coffee, and snacks. Nestlé has approximately 333,000 personnel all over the world. Currently, Nestle has more than 500 factories in 86 countries but its products are sold to almost every nation in the world. The company’s annual sales stood at $99 billion as of May 2014 (Forbes, 2014). The company’s history dates back to 1866 when Anglo-Swiss Condensed Milk Company opened first European condensed milk factory in Cham, Switzerland. Nestlé founder, Henri Nestlé launched his Farinelactee, which was a mixture of cow’s milk, sugar and wheat flour to save the life of a child who belonged to his neighbour. Since then, nutrition has been the backbone of the company. The Anglo-Swiss Condensed Milk Company merged with Nestlé to become Nestlé and Anglo-Swiss Milk Company. The company has since then developed to be in almost every nation in the world (Nestlé, 2015).
Nestle has a vision of meeting the various needs of consumer every day by marketing and selling high quality foods. Nestlé’s mission is “We strive to bring consumers foods that are safe, of high quality and provide optimal nutrient to meet physiological needs. Nestle helps provide selections for all individual taste and lifestyle preferences.” (Nestlé, 2015). The company has the following strategic objectives. First, the company has objective of manufacturing and marketing its products in a way that value is created ans sustained not only in the short term, but also in the long run. The company also does not prefer short term profit to long term development of the business. The company also has HR objectives of providing a safe working environment for its employees. The company also has objective of meeting the all the legislative requiremnts in relation to workplace environment in all the nations where it has its products. The company, in addition has objective of providing information and training to its employees to create awareness among the employees of their responsibilities and roles in minimizing the risks and injuries at place of work.
Regional Managers
The regional managers have the role of overseeing their different geographical regions. The regional managers are required to develop the marketing strategies that would suit their regions. They also analyze competitors’ products and trends in their various regions and coordinate plans to counter the strategies of competitors. They are also required to monitor indicators that depict market threats and opportunities. The regional managers, in addition are supposed to identify the cultural trends in their regions and analyze how they affect the products of the company.
Experience is the key requirement for managers to be given the chance of being regional managers. They are supposed to have more than 10 years business experience. They are also required to have substantive experience in people management specifically in the region where he/she is to manage. Finally, they must have demonstrated clear understanding of the company and all of its activities.
In Nestle, three regional managers oversee the activities of the organization. This means that the company has divided its operations into three regions namely: Europe, Middle East and North Africa (EMENA); Americas (AMS); Asia, Oceania and Africa (AOA). All the regional managers are male with average age of 57 years. This means to be the head of these regions, you need vas experience (Nestlé, 2015).
HR Practices That Relate To Regional Managers
Since they constitute the top management of the company, the regional managers are not under immense HR practices compared to members of the lower management. In contrast, they are the ones who ensure that proper HR policies are administered to go hand in hand with the goals of the organization. Despite this, they are employees of the company and have some HR practices that apply to them. The regional officers are appointed to their positions by the board of directors of the company. The board of directors considers other managers in the organization and the job they have done. Those who have done exemplary work in their job positions are directly appointed by the board. To be appointed, one must possess years of experience climbing his way up the managerial ladder. Thus, the company consider only individuals from inside the organization, which is internal recruitment (Nestlé, 2015).
Analysis of Staffing Practices at Nestle