Recruitment and Selection Process at Nestle
Discuss about the Human Resource Management for Nestle Company.
In the recent scenario, it is seen that human resource is considered as the most important asset of the organization. It is related to manage the people of the organization in a proper manner. The objective of the human resource management is to enhance the overall productivity by motivating the employees. The goals are set by the organization so that manpower can be managed efficiently and goals can be achieved by the organization.
Human resource management emphasizes on giving training to the employees so that their efficiency can be enhanced. Compensation and rewards are given to the employees by analyzing the performance so that equality can be maintained in the organization. So in this essay, the discussion will be made on the Nestle Company by taking into consideration human resource activities like recruitment and selection, training and development, Reward structure and motivation and retention.
Source (Nestle, 2018).
This is one of the essential human resource management activities in which the employees are recruited by analyzing the overall qualification and capability to conduct the activities. If proper employees are selected then the organization can grow in the competitive environment. Also, the employees will help the company to achieve profits in a proper manner. Recruitment is related to the ability of the organization to source new employees that helps to enhance the quality of the services offered to the customers. The goal of recruitment and selection is to find best candidates who can conduct the activities of the organization with efficiency. Nestle gives priority to internal talent plan for recruitment. In this process, Nestle provides promotion to the existing employees of the company. The advertisements are done of the vacancies available in the organization (Marchington et al., 2016).
Nestle conduct recruitment and selection process that helps to manage the activities of the organization. The process starts from choosing the right person for the right job. The company takes into consideration internal selection and campus trainees. The human resource team of the organization collects the applications given by the candidates then they analyze the application and suitable applications are selected. The human resource management team conducts the process of an interview by phone and also face to face interview is conducted when the candidates are selected for the telephonic interview. Also, the company conducts external recruitment process by giving advertisements on their official website (Li, 2015).
Training and Development at Nestle
To train the employees is the important part of every organization as it helps to achieve a positive outcome. If the employees are properly trained then positive results are seen in the overall activities of the organization. Development is also essential as it helps the employees to acquire new skills that bring efficiency in the activities (Ford, 2014).
Nestle give training to its employees and it helps the employees to develop their careers and also contribute to the environmental objectives. The company offers training on their equipment's so that the employees can conduct the activities smoothly.
The employees of the organization are motivated by taking into consideration the environment of the workplace. Reward structure emphasizes on enhancing the motivation level of the employees. The reward for the employees can be given in many ways like through extra pay or by appreciating the employees (Mishra, 2017). It is seen that every organization wants good results from their employees so it is important to give motivation so that productivity can be enhanced. For example: There are many companies who select an employee as "Employee of the Week". This process encourages the employees to conduct the activities in a positive manner. Reward structure and motivation are related to each other. It is necessary that employees should have the feeling of job satisfaction and they should be provided fair treatment (Anitha, 2014).
Nestle gives emphasis on rewarding the employees by taking into consideration reward programs. In the reward program of the company, it is seen that the employee who is conducting the activities with dedication are given best employee of the week award. By this process, the motivation level of the employees enhances and they conduct the activities with efficiency.
Employee retention is related to the ability of an organization to retain the employees. The company can retain the employees by offering new growth opportunities and also by praising the employees for great work. Job satisfaction is also the factor that helps the employees to remain in the organization (Reiche et al., 2016).
Nestle retain its employees by enhancing the overall satisfaction level. The company focuses on giving equal opportunities to its employee so that they can feel happy and satisfied (Wadhwa and Madan, 2017). The retention percentage of the company is high as the company motivates the employees to give their best towards the activities of the organization. It is seen that if the motivation of the employees is high then the positive impact is seen in the overall outcome (Storey, 2014).
By analyzing the paper it is concluded that human resource management plays a great role to conduct the activities of the organization. If the management team is efficient then it can be easy for the organization to accomplish overall goals and objectives. The human resource department gives emphasis on ensuring that the requirements of the employees are met and also the focus is given to the performance of the employees. If employees are not performing well then it is important for the organization to take into consideration proper training and development programs so that motivation level can be enhanced.
It is also analyzed that the organizations that are successful gives more emphasis on investing in the activities of human resource management and through the percentage of retention enhances in the organization. It is important to recruit right candidate at the right place so that overall goals and objectives can be accomplished.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), p.308.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Li, T., 2015. Nestle Employee Recruitment Research. International Journal of Business and Social Science, 6(4).
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
Mishra, S., 2017. Integration of talent and mobility function: strategy for HR to manage business. Strategic HR Review, 16(6), pp.274-278.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases in international human resource management. Taylor & Francis.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Wadhwa, S. and Madan, S., 2017. Employee Retention: A Much Needed Strategy in Global Work Environment. International Journal of Engineering and Management Research (IJEMR), 7(4), pp.201-205.
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