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Nestle HRM : International Employee Hiring strategies

Assignment Brief : The Pearson-set theme for use with Level 4 Unit 6: Managing a Successful Business Project is Globalisation: The OECD defines globalisation as the following: ‘’The geographic dispersion of industrial and service activities, for example research development, sourcing of factor inputs, production and distribution, and the cross – border networking of companies, for example through joint ventures and the sharing of assets.’’ The key implications of globalisation for business include: increasing trade across borders of goods and services, increasing levels of labour migration between countries, the emergence of global brands, greater outsourcing and offshoring of production, expansion of foreign direct investment. Globalisation has also led to increasing competition and an economic and financial shift from developing to emerging economies. It promotes a sense of cultural awareness, international co-operation and global economic inter-dependency. Those multinational companies that are successful have had to devise and customise new strategies for doing business in emerging markets and implement new business models to stay ahead of the competition The topic for this unit is: How do multinational companies improve the recruitment, selection and training of their employees to meet International requirements? Scenario: The Nestlé People Development Review Nestlé is among the world’s leading food company, with a 135-year history and operations in virtually every country in the world. According to Nestle, the company’s principal assets are not office buildings, factories, or even brands. Rather, it is the fact that they are a global organisation comprised of many nationalities, religions, and ethnic backgrounds all working together in one single unifying corporate culture. The culture that unifies people on all continents, with roughly half of their factories and people located in the developing world. Learning is an integral part of the company’s culture. This is firmly stated in The Nestlé Human Resources Policy, a totally new policy that encompasses the guidelines that constitute a sound basis for efficient and effective human resource management. People development is the driving force of the policy, which includes clear principles on non-discrimination, the right of collective bargaining as well as the strict prohibition of any form of harassment. The policy deals with recruitment, remuneration and training and development and emphasises individual responsibility, strong leadership and a commitment to life-long learning as required characteristics for Nestlé managers ( The willingness to learn is therefore an essential condition to be employed by Nestlé. First and foremost, training is done on-the-job. Guiding and coaching is part of the responsibility of each manager and is crucial to make each one progress in his/her position. Formal training programmes are generally purpose-oriented and designed to improve relevant skills and competencies. Therefore they are proposed in the framework of individual development programmes and not as a reward ( Nestlé believes that it is important to give people the opportunities for life-long learning. All employees are called upon to upgrade their skills in a fast-changing world. The company believe that by offering opportunities to develop, they not only enrich the company, but also makes individual more autonomous, confident, and, in turn, more employable and open to new positions within the company. Enhancing this virtuous circle is the ultimate goal of its training efforts at many different levels through the thousands of training programmes we run each year. As a business project management trainee who is interested in working for a multinational company, choose a multinational company of your choice or use the same case study scenario and produce a comprehensive project management plan, milestone schedule and project schedule for monitoring and completing the aims and objectives of the project title ‘How do multinational companies improve the recruitment, selection and training of their employees to meet International requirements?’. You must conduct small-scale research, information gathering and data collection, generating knowledge to support the project, and critically evaluate the project management process and appropriate research methodologies applied. In the second part of the business project report, critically evaluate and reflect on the project outcomes, the decision making process and changes or developments of the initial project management plan to support justification of recommendations and learning during the project. This should include an evaluation of the value of the project management process and use of quality research applying qualitative and quantitative research methods appropriate for meeting the stated objectives, and to support own learning and performance.

Subject Name: Human resource management

Level: Diploma

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