Human Resource Management of Nestle Company operated by Cafe

Nestl é, founded in 1867, is the largest food company in the world, ranking among the top 50 in the world, and its scale is so large that it is impossible to accurately count the type and quantity of its products. 8500 kinds of food, beverage and medical products all use the Nestl é brand, coupled with a variety of different packaging, specifications, Nestle products have more than 22000 kinds. Nestl é's success is closely related to its unique human resources management:

Personnel recruitment

Promotion from within the company is Nestl é's policy, but the employee must possess the expertise and skills required for the position.

When external recruitment is needed, follow the basic principles of Nestl é recruitment and development:

Hire men or women with appropriate professional backgrounds and characteristics to give long-term career development planning within the organization.

The selection criteria should be defined in the statement of work and the background information of the candidate.

It is important to pay special attention to the fact that the candidate's personality should be consistent with Nestle culture.

Nestl é is also keen to sponsor university community activities, such as art shows, English Corner and so on. The company is also happy to make special reports in the university, give away company materials to college students and spread the company culture, so as to attract outstanding talents to join Nestle in the future.

Motivation and participation

Nestl é believes that employees are motivated not only by pay, benefits and promotion, but also by providing them with a working environment that encourages and supports, trusts, communicates, cooperates and motivates. Employees are very satisfied with getting feedback from their superiors in a timely manner. Nestl é is a global company, so the experiences and expectations of employees vary from region to region. The company provides good promotion opportunities for employees who are willing to go out to work. As the world's number one food company, employees say "we are proud of our products."

Salary and reward

Nestl é has designed a compensation policy to recruit, motivate and retain employees who perform well and contribute to the company's success. Employees who have just joined the company can be well paid during the probationary period, which makes Nestl é's already very generous salary more competitive. In addition, employees can choose a variety of insurance plans offered by the company.

Trainin

Employee development is the responsibility of every manager. Through goal setting and employee performance evaluation in performance management, each manager can have the opportunity to discuss with his subordinates their improvement plan, training needs and development direction.

Career management

The establishment of a culture of continuous learning within the organization, whether through on-the-job training or training inside and outside the organization, can enable employees to make the greatest contribution to the achievement of the company's goals, and can also provide personal and professional growth opportunities.

Career management planning should be established anytime and anywhere to meet individual expectations and the company's demand for professionals.

The elements of career management include:

Build on-the-job experience and expertise

Project work (e.g., productivity team, task force, or working group)

Cross-functional appointment

Establish strategic career professionals

Horizontal (expanding its experience) and vertical delegation

Send potential talents abroad for three to four years in order to enrich their experience.

Inheritance management

Managers have the responsibility to build a capable and effective leadership team to ensure that the company's long-term goals are achieved. This needs a set of effective and timely inheritance management and development system to cooperate.