Professional Documents
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Human Resources Policy Nestle
Human Resources Policy Nestle
Table of Contents
This policy encompasses those guidelines Should any HR policy conflict with local
which constitute a sound basis for efficient legislation, local legislation will prevail.
and effective HR Management in the Nestlé
Group around the world. These policies are addressed to all those
who have a responsibility in managing
They are in essence flexible and dynamic people as well as to HR professionals.
and may require adjustment to a variety of The Nestlé Management and Leadership
circumstances. Therefore its implementation Principles include the guidelines inspiring
will be inspired by sound judgement, all the Nestlé employees in their action
compliance with local market laws and and in their dealings with others. The
common sense, taking into account the Corporate Business Principles refer to all
specific context. Its spirit should be the basic principles which Nestlé endorses
respected under all circumstances. and subscribes to on a worldwide basis.
Both these documents are the pillars on
As Nestlé is operating on a worldwide which the present policy has been built.
basis, it is essential that local legislation
and practices be respected everywhere.
Also to be considered is the degree
of development of each market and its
capacity to advance in the management
of their human resources.
P. Brabeck-Letmathe
Chief Executive Officer
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The Nestlé Human Resources Policy
A shared Responsibility
HR managers and their staff are there This partnership is the key for
to provide professional support in handling
efficiency in people management.
people matters but should not substitute
themselves to the responsible manager.
Their prime responsibility is to contribute The communication skills of the HR staff
actively to the quality of HR management must be appropriate to deal with all delicate
throughout the organisation by proposing matters as they occur frequently in human
adequate policies, ensuring their consistent relations issues. They gain their credibility
application and coherent implementation not only from their professional contribution
with fairness. but also through the care and the excellence
of their communication skills.
Acting as business partners, the
HR manager advises and offers solutions
which results in positive impact on the
organisation’s effectiveness.
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The Nestlé Human Resources Policy
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The Nestlé Human Resources Policy
Joining Nestlé
is an essential standard
Nestlé wishes to maintain and develop
for recruitment. its reputation as an employer of high repute.
Contacts with universities, attendance at
Each new member joining Nestlé is to recruitment events and other contacts are
become a participant in developing a to be undertaken so as to ensure good
sustainable quality culture which implies visibility of the Company vis-à-vis relevant
a commitment to the organisation, a sense recruitment sources. Particular care
for continuous improvement and leaves no will be given to the treatment of each
place for complacency. candidacy regardless of the outcome of
the selection process.
Therefore, and in view of the importance of
these Nestlé values, special attention will be Even when promoting employees intensively
paid to the matching between a candidate’s from within the organisation, it is the role
values and the Company culture. of management and HR to keep an eye on
valuable candidates from outside and to
benchmark internal skills with external offers.
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The Nestlé Human Resources Policy
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The Nestlé Human Resources Policy
Employment at Nestlé
The Corporate Business Principles outline Furthermore, any form of harassment, moral
the Company’s commitment to fully endorse or sexual, will not only be prohibited but
and to respect a series of principles and actively tracked and eliminated. Internal
international conventions concerning rules and regulations will explicitly deal with
employee’s rights, the protection of children discrimination and harassment issues so
against child labour and other important as to obtain the best possible prevention.
issues. These principles are to be respected
everywhere and under all circumstances. Nestlé considers that it is not enough to
The management will implement the avoid discrimination or harassment.
necessary processes to ensure that these It is essential to build a relationship based
principles are enforced at all levels. on trust and respect of employees at all
levels. Therefore, it is indispensable for each
Employees who are not abiding with manager to know how her/his employees
the Corporate Business Principles and feel in their work. In larger units it may
the Nestlé Management and Leadership be necessary to organise such feedback
Principles cannot be maintained in on a regular basis, using internal surveys
employment and will be requested to or other valuable approaches.
leave the organisation.
Nestlé favours a policy of long-term
Also our main suppliers and providers employment. Whenever, an operation/
of outsourced services should be informed activity cannot be maintained within the
of the Corporate Business Principles Nestlé sphere, reasonable steps will
and should comply with those. be undertaken to avoid overall loss of
employment by identifying an external
Nestlé provides a working environment business willing to take over activity
which protects the health and welfare of from Nestlé, whenever this is possible.
the employees according to the highest
affordable standards of safety, hygiene and If this is not possible, a closing down may
security. Each employee should not only be unavoidable. It will be handled in
care for her/his own safety but also that of full respect of local legislation and of the
her/his colleagues. Therefore, suggestions Corporate Business Principles. A social plan
for improvement are welcome and will will be elaborated taking into account the
be given prime consideration. legitimate interests of the concerned staff.
Reasonable efforts will be deployed to
In the same way that no discrimination for reduce, as much as possible, the negative
reason of origin, nationality, religion, race, social impact of such a situation.
gender or age will be tolerated when
joining Nestlé, no such discrimination will
be tolerated towards Nestlé’s employees.
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The Nestlé Human Resources Policy
Work/Life Balance
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Remuneration
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Professional Development
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The Nestlé Human Resources Policy Professional Development
Such opportunities should take into account Regular counselling and guidance are
the potential of each employee and be the best tools for improving performance
discussed with transparency. They will be and for helping people develop their
based on defined possibilities, concentrate skills. It also allows to correct errors swiftly
on the next career step and not on vague and to transform them into a positive
promises or remote hypotheses. The learning experience. In an organisation
Company encourages its employees to with flat structures this supports better
express their objectives and expectations delegation. Direct personal contact should
in an open dialogue. always been given preference over written
communication whenever possible.
The objective is to retain and motivate
employees by offering attractive but realistic
career moves allowing them to develop Each manager has the duty to act
their skills over a long-term period
as a mentor for his employees.
within the framework of economic reality
and a changing environment.
Formal assessment should take place on
Whereas succession plans forecast the a regular basis, preferably once a year. Its
Company needs, they will be reconciled, purpose is to provide feedback on past
inasmuch as possible, with individual performance and future potential as well as
development plans. on other relevant aspects concerning a staff
member’s work including the development
HR management provides the support for of his skills and competencies. Both the
implementing the necessary planning tools, positive and negative aspects of individual
having in mind the necessary flexibility performance should be frankly addressed.
to cope with unforeseen situations. Assessment of performance should be
However, it is understood that each based on facts rather than opinions.
manager is co-responsible for preparing For managerial positions, assessment will
the resources necessary to the development be based essentially on agreed objectives
of the Company as this is also part of and their level of achievement.
his accountability.
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Industrial Relations
Nestlé upholds the freedom of association Contacts with union delegates should create
of its employees and the effective a further opportunity to provide information
recognition of the right to collective allowing their members and other
bargaining. representative associations to acquire a full
understanding of the business activities
Nestlé wishes, also through its relationship and the goals of Nestlé.
with unions and other representative
associations, to sustain the long-term In accordance with local legislation, Nestlé
development of the Company, both to the will refrain from any action restricting the
benefit of the employees and of the employee’s right to be or not to be affiliated
Company, by maintaining a level of to a union.
competitiveness adapted to its economic
environment. Nestlé will not engage with any union or
other representative association in activities
Industrial relations are a clear responsibility or discussions other than those relating
of local management and will be handled to employment and working conditions as
at the appropriate level: first at site well as issues relating to the workplace.
level (factories, warehouse) subsequently
at regional or national level, according Whenever negotiations take place, they will
to local law and practices. be duly prepared with the full involvement
of line management and take into account
Nestlé will ensure that direct and frequent both the Company’s and the employees’
communication is established with its legitimate interest. In dealings with
employees, both union members and unions, it will be ensured that management
non-members, as mentioned in the Nestlé prerogatives be properly maintained.
Management and Leadership Principles.
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The Nestlé Human Resources Policy
HR Organisation
The fact that Nestlé is more Whereas the HR function should indeed
provide flawless administrative support, its
people and product than systems
main role is to add value to the business
oriented is reflected in the way HR and to play a proactive role in every
situation where HR action is required.
is functioning and is organised.
Specific HR KPI’s are useful in assessing
Processes and systems as well as the performance of an HR unit. However,
professional HR tools are there to support it should be kept in mind that the
HR management but never to the detriment HR contribution aims in the first place at
of the human dimension. The human optimising the overall company performance
perspective should be present at all times through improving people performance.
and under all circumstances.
With the evidence that the human capital
The HR function should report to the is of increasing importance, HR plays
manager responsible for a defined operation indeed a pivotal role in the conception
(Region, Market, Country, Factory) with a and implementation of the people
functional relation to the market HR strategies that impact financial results
according to the size of that operation. and the organisation’s overall reputation
and effectiveness.
The HR manager should not only have the
skills and competencies from a purely
professional standpoint but also have the
charisma and the credibility to be a
trustworthy partner to her/his colleagues.
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The Nestlé Human Resources Policy