Hrm Practices at Nestle Essay

2667 Words Sep 30th, 2010 11 Pages

Q.1 : The Key pillars of Nestles strategy include being recognised as preferred corporate citizen, preferred employer, and preferred supplier of preferred product.

Based on this strategy of being organisation of choice,analyse how Nestle is able to integrate and align their HRM practices with overall business strategy.

Introduction :

According to Webster's New World Dictionary, strategy is "the science of planning and directing large-scale military operations, of maneuvering forces into the most advantageous position prior to actual engagement with the enemy" (Guralnic, 1986). The origination of word “strategy” is from military background however it is very much relevant in today’s business world. Any
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Each of these menus refers to a particular functional area of HRM : - Job Analysis and Design - Recruitment and selection - Training and development - Performance Management - Pay Structure, Incentives and Benefits - Labor and Employee Relations (Neo etl 80-28)

In this assignment question we will analyse how Nestle has chosen the perfect mix of HRM Practices which are perfectly aligned and integrated with its business strategy of becoming organisation of choice.

- JOB ANALYSIS and DESIGN : Definations : As sited by Nel etl Job Analysis is a systematic process of compiling a description of the skills, duties, knowledge and experience required to perform various tasks or jobs.

Job Analysis is the starting point for all the HRM related activities in an organisation: - Workforce planning: The current and future human resource requirement forecast for an organisation can be done by using job analysis. To achieve Organisation objective, targets and goals, job analysis help to determine human resource requirement. Even in the ever changing technological environment, job analysis can be used to re-design the work process. It can be summarized that work force planning cannot be done without job analysis. - Job evaluation and compensation : Different type of jobs can be compared and raked based on their total value to the organisation by the help

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