Nestle Strategic Role of HR – Assignment Help
Introduction:
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 Management
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.
Planning, Policies, Practices & Job Design
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.
The HR management works to ensure that organizational policies are pursued promptly. A devoted workforce acts as an engine that keeps the organization on go towards its desired goals. In order to empower the effective implementation of the organizational policies and ethical codes, it design its own policies and plans to develop a workforce that is best suited for the job. As stated by Hitt, Black & Porter (2005) that from one perspective, human resource management is all about working through others; it is about achieving results by attracting, selecting, training, appraising, compensating, and developing others.
The HR policies are focused to promote organization’s plans and strategies, which will result in the success of the business. The same policies are comprised of employment and work policies, work schedules, guidelines on performance evaluation and suggestions for employee’s benefits Soberg, A (2011). It is concluded in the HR policies that how to maintain a relationship among the top management and the employees, acquiring information about employees behavior, work plans, assuring health and safety of the employees, labour laws and disciplinary measures. Implementing such policies establishes a healthy work environment and workplace relationship.
Hire Expert Writers at
Affordable Price
WhatsApp
Get Assignment Help
Organizations Philosophies & Structures
Organizational policies and strategies can only be successfully implemented if the people who are to work on the same policies are capable of doing so. It is of utmost importance that the most suited talent is inducted for the job. Significant role of HR management is, hiring of competent employees who possess the potential to cope up with the organization’s policies.
Different organizations follow different guidelines in the hiring process, according to their strategy, requirements, labour laws and external environment. Regardless of the type of position, every employee classification should have a formal recruitment plan (Thompson & Wood, 2005). All selection procedure are to be abide by the local laws, that impose certain protocols which should be followed in the same process.
The selection procedure is about checking the past and reviewing the present. Different approaches and techniques are being used by the HR people in the hiring process (Clark. B,1993). The applicant has pass through different evaluation processes to prove his capabilities. Most initial level in the hiring process is screening, organizations prefer the screening process when the number of applicants are more than expected. In this process applicant are accessed through telephonic conversation or questionnaire for further processes.
First impression is the last impression; the same is portrayed in an interview, which is the most important part on which the whole selection procedure is relied upon, it is to access the applicant’s attitude, personal presentation and academic profile (Clark. B, 1993). Moreover to further access the worthiness of the applicant, HR opts for psychometric testing, in which the management utilize both personality and aptitude tests. The results of these tests are considered in conjunction with an interview process and the outcome of other selection activities.
Once the applicant has been selected the next is the induction process. Again the HR people make the new inductee familiar with the organization’s working environment, rules, policies and the fellow employees (Jackson, H, 2011).
