Assignment Help on Strategic Role of HR – Nestle
Advancement in technologies, global expanding markets and competitive challenges has enhanced the element of responsibilities on the management by producing the product’s quality and quantity that meets the consumers demand. Rigorous international competition, the explosion of market segments and niches, and accelerating technologies change have created a set of competitive imperatives for the development of new products (Clark & Wheelwright, 1993). Making an organization a success, different department performs in collaboration with each other for the same-targeted goal. Whereas the strength of the departments are the employees, competent, skilled and well trained employees makes the department more productive. An organization may be able to succeed by the force of will of motivated employees in the short term, but over the long haul adequate support is necessary to avoid burnout (Royal & Agnew, 2012). Making available the most appropriate employees who may prove to be advantageous for the organization is the core responsibility of Human Resource Department.
As stated by Durai (2010) that the eventual success of an organization depends critically on its ability to combine various HR practices with a focus on the accomplishment of organizational goals and objectives. Though every individual department in an organization has its own worth and a role to play, human resource department is considered as the back bone that strengthens the organization making it to strive among the challenging global competitive market.
As an organization Nestle is engaged in producing multiple food varieties, for multiple regions and cultures, though in particular confectionary i.e., chocolates and infant nutrients. Nestle is considered as one of the giant organization in terms of revenue. Its network is spread around the globe operating with 468 factories in 86 countries and workforce of around 330,000 employees. Besides other departments the HR management in Nestle is more responsible for generating the work force that can prove to be an asset. Nestle producing a range of food products targeting all age groups, exclusively the baby nutritious food, has to be very particular and cautious in maintaining the high standards of the same. Decisively Nestle opted for enhancing the technical support to HR management, in order to expand their product’s.
Strategic planning is the process of defining an organizational strategy, or direction, and making decisions on allocating the resources of the organization (capital and people) to pursue this strategy (Mathis & Jackson, 2011). Strategic planning is an ongoing process; any individual organization is relied upon its competent planning for the gateway to success. Organizational Strategic planning at Nestle reflects the organization’s strategic direction designed to make the organization as the world’s leading Nutrition, Health and Wellness Company. It expresses the organization’s commitment to ‘Good Food, Good Life’, providing the community with the best tasting, nutritious choices offering a variety of food and beverages. Nestle also emphasizes on the performance of the management keeping up the commitment of delivering the quality food products.
It is the employees that is the real strength of an organization and aids to accomplish the desired goals. Nestle believes that skilled and motivated employees aids in holding a leading market position, and they should be facilitated with high standards of training and support. Managing a significant number of employees positioned at different global locations, the HR management at Nestle has a wide role to play. Strategic HR management entails providing input into organizational strategic planning and developing specific HR initiatives to help achieve the organizational goals (Mathis & Jackson, 2011).
The organizational strategies are termed as organization’s plans and policies for its future business, its development and its connection with the consumers and suppliers. The HR management at Nestle lies upon different policies and programs to cope up with the organizational strategies Dyker, A. D., & Radosevic, S. (1997). It is believed that the working environment is an important element that influences the performance of the employees. The HR management creates an environment in which the employees feel comfortable and are more motivated in performing their task.
Human resource managers are responsible for forecasting future employee needs and recruiting, selecting, evaluating and compensating employees (Lussier & Kimball, 2009). Core task of the HR management is to furnish the senior managers with professional directions and counseling of employees targeted to achieve high business results in anticipation of employees performance, while ensuing a responsible culture of respect and responsibility, including exemplary working conditions (Soberg, A. 2011).
At Nestle every individual employee is considered as an important part of the ongoing development process. Utmost precautions are taken in the hiring process; the people selected must be innovative and competent to accept the challenges and may create a positive change. The Management Trainee Programme offered by the HR management is targeted to enhance the skills of the new talent. This new talent utilizes their skills in developing new markets and maintaining a relation with the consumers. As stated by Lepak & Gowan (2009) that the high performing HR systems target specific employee contributions that are critical for helping companies achieve a competitive advantage in the market place. Thus the HR people form a bridge between the human resource management and the entire strategic plan of the organization. They create a platform equipped with all tools for the employees where they can perform according to the organization’s guideline.
Any successful organization is dependent on the skilled, motivated and devoted employees. The HR management performs a significant role in the development and successful running of an organization. Across an organization the hr management have to make sure that its employment practices are legal, consistent and above all ensure that as nearly as possible the right people are in the right jobs (Green, 2007). The main task of HRM is to build a workforce that is skilled, competent, motivated and loyal. Whereas to accomplish this task, it utilizes all its expertise in developing policies and plans, that would facilitate the employees making them more loyal to their job. When employees are supported in achieving their performance goals, they are more likely to bring enthusiasm, commitment and passion to their work (Linda & Russel, 2010). The HR management establishes a relation with the employees by providing them any assistance concerned with their job, training or support in concern with their personal issues. An element of confidence is developed among the employees resulting in more loyalty with their work.
The advancement in technologies and growing consumers demand has persuaded the organizations / companies to revive their organizational policies. More emphasizes is now given to the human resource management. While many factors influence the success of a company, it is very difficult to succeed without managing human resources effectively (Werner, Schuler & Jackson, 2012). To compete with the global challenging market, new strategies are adopted, advance equipments are inducted but all these are worthless unless the people operating such equipments and following such policies are capable of doing so. Workforce performance capabilities is influenced by the geographical conditions, job nature and work place environment. High consumer demands, modification in technologies and political issues has also affected the HR responsibilities.
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