National University of Modern Languages

Management Sciences

Group Members: Tasawor Hussain(L-1320) Group Leader

Maria Falak Sher(L-1304), Ahram Shabbir(L-1292)

M. Talha Ahmad(L-1302), Malik Faizan(L-1260)

Subject: Human resources management

Class: M.com II (Evening)

Submitted To: Miss Sameia Farhat

Project: HRM Nestle Project

Dated: 25-June-2020

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Introduction:

Nestlé has been serving for over one hundred and fifty years. It has differentiated itself
through its high-quality product mix and positioned itself as health and Nutrition Company.

Nestlé is the largest food selling company. It manufactures food and beverages. It gives a
briefing about all the brands of Nestlé.

Nestle Pakistan Limited (NPI.), formerly known as Nestle Milk Pak Limited is a subsidiary
of Nestle SA – a company of Swiss origin headquartered in Vevey, Switzerland. It is listed on
Karachi and Lahore stock exchanges. The food products include dairy, confectionery and
culinary products, coffee and beverage and drinking water. The major brands include Milk
Pak UHT, Nestle Every day, Lactogen and Nescafe.

Nestlé has set its manufacturing plants in Karachi, Lahore, Islamabad and Kabir Wala. The

milk processing plant at Kabir Wala district is the Nestlé’s world largest milk processing
plant.
This report includes about the community services by Nestle Pakistan Limited. Also, it
explains the company profile and the infrastructure of the management.
Nestle running many brands and are operating separately. Each of the brand department is
further categorized in different departments according to the product development and sale is
described in this report.
Strengths and Weaknesses are being analysed on the basis of internal environment and
internal organizational factors. Whereas, Opportunities and Threats are being identified on
the basis of external and internal environment and factors.

History of Nestle:
Nestlé is the world’s leading nutrition, health and wellness company. “Good Food, Good
Life” is the promise we commit to everyday, everywhere – to enhance lives, throughout life,
with good food and beverages.

Nestlé is now the world’s largest food company. It is present on all five continents, has an
annual turnover of 87 billion Swiss francs. It runs almost 509 factories in 191 countries and
employs about 328,000 people.
Nestlé covers almost every food and beverage category, giving consumers tastier and
healthier products. Our most popular brands include Nescafé, Milk Pak, Nesvita, Fruita
Vitals, Maggi, Milo and KitKat. Our products are available worldwide in supermarkets,
grocery shops, through online retailers and also in smaller local stores.

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Nestlé has set its manufacturing plants in Karachi, Lahore, Islamabad and Kabir Wala. The
milk processing plant at Kabir Wala district is the Nestlé’s world largest milk processing
plant.
Quality and safety for our consumers is Nestlé top priority. Our internal Quality Management
System is audited and verified by independent certification bodies to prove conformity to
internal standards, ISO norms, laws and regularity requirements.

1866 1867

1875 1878

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1904

1905

1914

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1915

191
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Current Logo:

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Nestle Mission statement:
“Nestlé is the largest food company in the world. But, more important to them is to be the
world’s leading food company”

Nestlé Pakistan is proud of its commitment to excellence in product safety and quality and to
providing value and aims to be the leading Nutrition, Health and Wellness Company. At
Nestlé, we believe that research can help us make better food so that people live a better life.
Good Food is the primary source of Good Health throughout life. We strive to bring
consumers foods that are safe, of high quality and provide optimal nutrition to meet
physiological needs. In addition to Nutrition, Health and Wellness, Nestlé products bring
consumers the vital ingredients of taste and pleasure.

Nestle Vision Statement:

The vision of Nestle Group is,

“Nestlé aim is to meet the various needs of the consumer every day by marketing and
selling food of a consistently high quality. The confidences that consumers have in our
brands is a result of our company’s many years of knowledge in marketing, research and
development, as well as continuity – consumers relate to this and feel they can trust our
products”

The Nestlé global vision is to be the leading health, wellness, and Nutrition (NHW) Company
in the world. Nestlé Pakistan subscribes fully to this vision. In particular, we envision to:

Ambition:

To be the leading Nutrition, Health and Wellness Company in Pakistan.

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Nestle Slogan:

  “Good food, Good life”

Henri Nestlé chose his own coat of arms to represent the company’s philosophy:

a bird’s nest, with a mother feeding her young.

The image represents Nestlé core values: care, family values, nutrition, healthy growth, safety
and comfort. It is a guarantee of quality and a commitment to responsibilities as a food
company and experts in nutrition.

Nestle Goals/Objectives:

Marketing objectives are compatible with the overall corporate objectives of nestle.
Company’s objective is to be the world’s largest and best branded food manufacturer while
insuring that nestle name is synonymous with the products of the highest quality.

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  To achieve compatibility with international voluntary standards on environmental
management systems.
 To build mutual trust with consumers, governmental authorities and business
partners.
 To ensure continuous improvement of nestles environmental performance.
 Conservation of natural resources and minimization of waste.
 To establish the benchmark for good business practice.
 Employing new technologies and processing.
Core Values:

Nestle core values are “full legal compliance, honesty, fair dealings, integrity, and respect.”
As the world’s leading nutrition, health and Wellness Company, our mission of “Good Food,
Good Life” is to provide consumers with the best tasting, most nutritious choices in a wide
range of food and beverage categories. “Good Life” also refers to the way we live and work
together. We believe that when we share common values, it makes our work that much better.
These include:

 Integrity coupled with a strong work ethic

 The desire to do quality work
 Friendly, open and honest communication
 A spirit of cooperation and openness to other ideas and opinions
 A realistic approach to business
 An openness to future trends and new business opportunities
 Pride in enhancing our company’s reputation and performance

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We are committed to the sustainable use of water and continuous improvement in water
management. We recognize that the world faces a growing water challenge and that
responsible management of the world’s resources by all water users is an absolute necessity.
Explanation:
Above structure shows that there are thirteen directors and a chairman are working under a
CEO who report directly to CEO. CEO has the authority to change the directors who further
direct their subordinates for every task.

Chairman of Nestlé Pakistan Limited:

Syed Yawar Ali

Syed Yawar Ali was educated at Aitchison College Lahore and got his
Bachelors in Chemical Engineering and Masters in Management Science from Stevens
Institute of Technology. He joined the family business, Packages Limited and then became
Managing Director of Milk Pak Ltd. After 3 years of the Joint Venture with Nestlé he was
elevated to Chairman of the Board.
Syed Yawar Ali is currently Chairman of Nestlé Pakistan Limited, Chairman, Wazir
Ali Industries Limited and Past Chairman of Pakistan Dairy Association.

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 He is serving on many other boards and has also been on the Board of Directors of State
Bank of Pakistan, Pakistan International Airlines, Agricultural Development Bank of
Pakistan and Lahore Electric Supply Company.
Currently he is Vice-President of the India-Pakistan Chamber of Commerce and Industry and
is heading a committee to ‘Promote Trade with India.’
Board of Directors of Nestle Pakistan Ltd:
Director
Syed Babar Ali

Director
Syed Hyder Ali

Director
Syed Saiful Islam

Chief Executive Officer Director

Samer Edmond Chedid Amr Rehan
Chairman
Syed Yawar Ali
Director
Bernhard Stefan

Director
Osman Khalid Waheed

Director
David A. Carpenter

Director
Rabia Sultan

Organizational Structure of Nestlé is Hierarchical:

Organizational structure is the formal framework by which jobs tasks are divided, grouped,
and coordinated. Nestlé is a function-based organization. The tasks are divided into separate
jobs and then these jobs are grouped together under different departments i.e. functional
departmentalization is found in organization. Each major area is kept under the manager who
is specialist in that concerned field and is responsible for all activities, which that department
performs.

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 Organizational Structure
Nestle SWOT ANALYSIS
BRAND STRENGTH: Nestle has some very strong brands like Nescafe, Meggi and
Cerelec. These brands are almost generic to their   product categories.

PRODUCT INNOVATION: The company has been continuously introducing new products
for its Pakistani patterns on frequent basis, thus expanding its product offerings.

RESEARCH & DEVELOPMENT: Nestle has a worldwide network of canters in 17

locations on four continents. An international staff of 3500 engaged in the search for
innovative new products and the renovation of existing ones.

LOW COST: They are low cost operators which allow them to not only beat competition but
also edging ahead operating excellence, innovation, renovation, product availability and
communication are major strengths.

Weaknesses:

Supply chain: Company has a complex supply chain management.

Expansion: Company has potential to expand its business in small towns and others
geographies. They can introduce breakfast cereals, chocolates and others thing like that.

Product offering: Company has opportunity to introduce more new brands.

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Threats:

Competition: Because the world is global village and a lot of companies exist in it and trying
to produce qualitative product so the competition is increasing and to maintain the level of
the products is getting tough day by day.

International marketing standards: Nestle is facing the threat by the world wide
community due to its violation of international marketing standards. Many conferences and
campaigns have been held against nestle in this regard which can damage the name of the
company and also can break the trust of their customers.

Global Brands of Nestlé

Following are the categories in which Nestlé global is manufacturing its products.

 Baby Food
 Drinks
 Bottled Water
 Food Service
 Cereals
 Chocolate & confectionary
 Coffee
 Culinary, chilled & frozen food
 Dairy
 Food Service
 Health care nutrition
 Ice-cream
 Pet care
 Food Management

Brands in Pakistan

Nestle product line is divided into following major categories:

1-Ambient Dairy                                                

 NESTLÉ MILKPAK
 NESTLÉ MILKPAK Cream

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  NESTLÉ BUNYAD
 NESTLÉ MILO
 NESTLÉ EVERYDAY
 NESTLÉ NESVITA Calcium Plus
 NESTLÉ NIDO FORTIGROW

2-Chilled Dairy

 NESTLÉ Yogurt Sweet ‘N’ Tasty

 NESTLÉ RIWAYATI MAZAA YOGURT
 NESTLÉ ACTIPLUS Yogurt
 NESTLÉ MILKPAK YOGURT
 NESTLÉ ZEERA RAITA
 NESTLÉ PODINA RAITA

3-Juices

 NESTLÉ FRUITA VITALA

 NESTLÉ NESFRUTA

4-Bottled Water

 NESTLÉ PURE LIFE

5-Culinary & Food

 NESTLÉ MAGGI NOODLES

 MAGGI CHOTOO

6-Baby Food

 NESTLÉ CERELAC

7-Breakfast Cereals                                                  

 NESTLÉ KOKO KRUNCH

 NESTLÉ MILO CEREAL
 NESTLÉ CORN FLAKES

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 8-Coffee

 NESCAFÉ CLASSIC
 NESCAFÉ GOLD

9-Confectionery

 KITKAT
Departments of Nestle:
 Customer and Sales.
 Marketing.
 Supply Chain.
 Other functions.

Akmal Saeed:

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 Akmal Saeed is the Head of Human Resources at Nestlé
Pakistan and Afghanistan since March 2016. He joined Nestlé
Pakistan as Manpower Development Officer in 1990. After
successfully completing responsibilities of various roles in HR
at factories and at the Head Office, he was sent to Vevey,
Switzerland, in 2005, on expatriation as HR Manager Special
Projects. In 2006, he returned to lead Nestlé Pakistan and UNDP
Partnership Program for a period of 3 years. In 2010, Akmal
was sent to Vevey, Switzerland on his second expatriate
assignment as HRBP Operations leading HR function for
Nestrade and Corporate Procurement for a period of 3.5 years.
In 2013, he assumed the role of HRBP Operations at Nestlé
Pakistan and Afghanistan playing instrumental role in managing
Industrial Relations and strengthening HR capabilities at the
factories.
Under Akmal’s leadership HR department demonstrated significant progress in all areas
specifically Industrial Relations, Employee Services, Productivity and People Development
to maximize its impact, effectiveness and contribution to Nestlé Pakistan.

Human Resources (HR):

As the function responsible for attracting, developing and engaging the exceptional talent we
need to grow our business, HR offers opportunities in three key areas. You could continue
your career in HR business partnership helping line managers improve business performance
through people. If you have proven experience in recruitment, development or another
specialist HR area, you’ll join our team of HR specialists. Or you could join our support
team, the group that ensures our employees have their essential needs taken care of so they
can focus on what they do best.

HRPractices:
Recruitment is the process of developing and maintaining adequate manpower resources.
Recruitment refers to the attempt of getting interested applicants and creating a pool of
prospective employees so that the management can select the right person for the right job
from this pool.

The recruitment process at Nestle is clearly defined.

 People with qualities like dynamism, realism, loyalty, pragmatism, hard work,
honesty and reliable.

 Match between candidate’s values & company’s culture.

 Recruitment for management levels takes place in the head office and all others at the
branch level. The existing employees are promoted to higher posts as per the
requirements. There are no lateral recruitments. Another source of recruitment is
campus placements and human resource consultancies.

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 People management policies, basic values & principles elaborated in-

 Nestle management & leadership principles- The Nestlé Management and

Leadership Principles describe the management style and the corporate values of
the Nestlé Group, specifically in the area of interpersonal relations.

 Nestle human resources policy- This policy encompasses those guidelines which
constitute a sound basis for efficient and effective HR Management in the Nestlé
Group around the world.

Nestle people development review- this policy throws light on Nestlé’s culture and core
values, different training programs and life of employees after work.

Performance management includes all standard procedures used to appraise contributions,

potentials and personalities of group members in a working organization. It is a process
which is important for making accurate and impartial decisions on employees for secure
information.

At Nestle performance appraisals of Employees abilities, competencies and

relative merit.

 Formal assessment by Line Managers and HR once a year with feedback.

 Subordinate can question an unfair evaluation.

 Specific Key Performance Indicators have been enlisted by the HR department.

 One of the important key performance indicators is achievement following the Nestle
management and leadership principles.

 Remuneration structure and promotion criteria take into account individual.

Nestle Pakistan Jobs Rate this organization Follow this organization

Nestle Pakistan Nestle Pakistan jobs June 2020, May 2020 and April 2020 listing,
which can be viewed online. View new online Nestle Pakistan listing of latest 2020
Nestle Pakistan vacancies and upcoming Nestle Pakistan jobs 2021. You can also
apply on previous jobs 2019 online from home. Choose best Nestle Pakistan career
opportunity as per your qualification and experience and make money from home or
office. Join Nestle Pakistan Punjab, Sindh, KPK, Baluchistan, Gilgit Baltistan, AJK
by applying todays jobs now. Nestle Pakistan is a private organization. Nestle
Pakistan Head office address is Nestlé Pakistan Limited, 308 - Upper Mall, Lahore -
54000, Pakistan. Nestle Pakistan jobs industry includes Management, Executive,
Finance, Sales, IT, Human Resource, Engineering, Marketing, Accounting. Nestle
Pakistan jobs are for cities of Pakistan including Lahore, Peshawar, Sheikhupura,
Gujranwala, Karachi, Islamabad, Multan, Bahawalpur, Mirpur. View list of latest
vacancies in Nestle Pakistan 2020 for fresh students and experienced job seekers.

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 Qualified and eligible male & female candidates having qualifications ranging from
Primary, Middle, Matric, Intermediate, Bachelor, Master, M.ed, Mphil, Phd, B.ed,
BA, B.com, MCS, BBA, M.com, BCS, MBA, BIT, MIT, MA, I.com, DAE, MBBS,
CA, LLM, LLb, ACCA, ITI, MCA, B.E, P.G Diploma, M.sc, M.Tech, B Pharmacy,
BDS to MS can apply for jobs. Nestle Pakistan is a private department providing
services to public of Pakistan. Mostly Nestle Pakistan govt or private jobs are from
Lahore, Karachi, Rawalpindi, Islamabad, Multan, Faisalabad, Peshawar, Hyderabad,
Quetta. Nestle Pakistan Government jobs (www.gov.pk) from Punjab, Baluchistan,
Quetta, KPK, AJK, FATA are also covered.

Job Description:
Nestle has an adequate policy as regard to job description. When a job is advertised it
is properly described so that applicants know what the job requirements are. The
advertisements properly lay out these descriptions. Nestle is very cautious when
making job descriptions as it wants to induct only those people who are right for the
company. Job description is prepared by HR managers and proper care is taken while
defining the description of each job so that later when the person is inducted, he
properly fits in the job requirements.

Responsible for being a key point of contact for all Sales Operations related aspects
(e.g. Field Sales, Distributors) within assigned geographical “Area/Territory” and
deliver set objectives/targets.

Job Requirements:

Develop and Implement field sales plan for the assigned area. Ensure adherence to all
Company principles and policies. Responsible for the execution of the Channel
Category plans at the POP/Outlets as per the channel and category prioritization.
Responsible to provide quality and on-time information. Coach, motivate and develop
Distributor’s and Nestle direct sales force. Effectively manage distributors/customers
and their operations. Ensure achievement of agreed targets/KPIs for the assigned
Area.

Qualification & Experience: Bachelor’s degree in Marketing or business-related

field 1-2 years of experience in sales, and over this period has successfully delivered
on KPIs
Company: Nestle Pakistann

Process of Requirement:

Nestle uses systematic method of recruitment for employees.

Application Received
Selection of applicants for Tests
Selection of applicants for Interview.

Selection:
It is as important to hire the right person, as it is to integrate newcomers in the
organization so that their skills and behaviour can merge smoothly with the company’s
culture. In Nestle new employees are expected to respect the company’s culture and it is

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 required from all employees to be open towards new ideas and proposals coming from
outside.

Nestlé employees are characterized by creativity and dynamism. They don't only look for
specialists, but people who have knowledge and skills in more than one field, with broad
interests. To sum up, they want people with purpose and ambition, though not at the
expense of others. They want people who take responsibility for their actions, who
consider Nestlé their own business, and who show an entrepreneurial spirit.
In the selection process of Nestle particular care is taken of the treatment of each
candidate, regardless of the outcome of the selection process. It is understood that the
decision to hire a candidate remains in the hands of the responsible manager supported by
the HR staff. Under no circumstances the decision to hire or not to hire is to be left on the
hands of an outside consultant or expert. Only skills and experience are considered while
selecting an employee. According to Nestle heads, no consideration is given to a
candidate’s origin, nationality, religion, race, gender or age and hence, there is no
discrimination.

Training & Development in Nestle:

Nestlé's business objective, and that of management and employees at all levels, is to
manufacture and market the Company’s products in such a way as to create value that can
be sustained over the long term for shareholders, employees, consumers, business
partners and the large number of national economies in which Nestlé operates;
Training and development are a vital and effective operation of an organization. It is
people, not buildings that make a company successful.

 
Five steps of training and development procese:
 To make an efficient and well-maintained management and training process a company can
follow five steps which can be key success for the training process of the company, those
cores five stages are:
Step:1 Need analysis:
 identifies the specific job performance skills needed, assessed the prospective trainees’ skills, 
and develops specific, measurable knowledge and performance objectives based on any
deficiencies.
Step:2 Instractionall design:
 this process is a process where we decide on, compile and produce the training programme
content, including workbook, exexcises, and activities.
Step:3 validation step:
these programs are represented in front of the small representative audience.
Step:4 Implmentation:
 this step comprises of actually training the targeted employee group.
Step:5 Evaluation:
 management assesses the program’s success or failures.

Training Programs at Nestlé:

The willingness to learn is therefore an essential condition to be employed by Nestlé. First

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 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 programs are generally purpose-oriented and designed to improve relevant skills
and competencies.

Literacy Training:

Most of Nestlé’s people development programs assume a good basic education on the part
of employees. However, in a number of countries, we have decided to offer employees the
opportunity to upgrade their essential literacy skills. A number of Nestlé companies have
therefore set up special programs for those who, for one reason or another, missed a large
part of their elementary schooling.

Nestlé Apprenticeship Program:

Apprenticeship programs have been an essential part of Nestlé training where the young
trainees spent three days a week at work and two at school. Positive results observed but
some of these soon ran into a problem. At the end of training, many students were hired
away by other companies which provided no training of their own. “My two elder brothers
worked here before me.

Local Training:

Two-thirds of all Nestlé employees work in factories, most of which organize continuous
training to meet their specific needs. In addition, a number of Nestlé operating companies
run their own residential training centres. The result is that local training is the largest
component of Nestlé’s people development activities worldwide and a substantial majority
of the company’s 240000 employees receive training every year. Ensuring appropriate and
continuous training is an official part of every manager’s responsibilities and, in many
cases; the manager is personally involved in the teaching. “Through its education and
training program, Nestlé manifests its belief that people are the most important asset. In my
case, I was fortunate to participate in Nestlé’s Young Managers Program at the start of my
Nestlé career, in 1967. Fees and expenses are reimbursed for successfully following courses
leading to a trade certificate, a high school diploma, university entrance qualifications, and
a bachelor’s degree.

International Training:

Nestlé’s success in growing local companies in each country has been highly influenced by

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 the functioning of its international Training Centre, located near our company’s corporate
headquarters in Switzerland. For over 30 years, the Rive-Reine International Training
Centre has brought together managers from around the world to learn from senior Nestlé
managers and from each other. Country managers decide who attends which course,
although there is central screening for qualifications, and classes are carefully composed to
include people with a range of geographic and functional backgrounds. Typically, a class
contains 15–20 nationalities. The Centre delivers some 70 courses, attended by about 1700
managers each year from over 80 countries.

Internal Activities:

Executive courses: these classes often contain people who have attended a management course
five to ten years earlier. The focus is on developing the ability to represent Nestlé externally
and to work with outsiders. It emphasizes industry analysis, often asking: “What would you do
if you were a competitor?”

Rewards System in Nestle:

Rewards Manager & HRBP of Nestle:

Muhammad Hashim
Corporate Total Rewards Manager & HRBP for Nestlé Waters at Nestlé

Have been given the additional role of HR Business Partner for Nestlé Waters Business in
Pakistan along with my current Corporate Total Rewards responsibilities for Nestlé
Pakistan Ltd.

Benefits & Perks:

We are a people-inspired company. People are at the heart of everything we do. We look
to promote a healthy lifestyle inside and outside work. 
Our culture is based on our values rooted in respect: for ourselves, for others, for diversity
and for the future. Our ways of working and flexible environment allow us to adapt to the
ever-changing world. Promoting an inclusive environment helps us bring our purpose and
values to life every day.

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 Rewards:

Nestlé offers an attractive total rewards package that comprises a competitive salary and
performance-oriented variable pay in return for your contribution to our success. Besides
these financial rewards, we offer many opportunities for personal growth and
development to help you reach your full potential, such as an internationally mobile
career that truly broadens your experience and knowledge. Of course, our total rewards
package varies locally to reflect differing candidate aspirations and to respond to what our
employees’ value around the world. But as a global, diverse and dynamic company, we
offer many exciting opportunities and a total rewards package to match. We are a people-
inspired company. People are at the heart of everything we do. We look to promote a
healthy lifestyle inside and outside work wherever possible. Our culture is based on our
values rooted in respect: for ourselves, for others, for diversity and for the future.

 Nestlé Pakistan recognized as diversity and inclusion (D&I)

champion at GDIB Awards 2020

Karachi (March 4, 2020): Nestlé Pakistan was recognized as one of the most

progressive organizations in Pakistan at the Global Diversity and Inclusion Benchmarks
(GDIB) Awards 2020. Nestlé Pakistan won three best practice awards in the categories of
Vision, Leadership and Structure respectively at the annual diversity and inclusion
conference in Karachi. Talking about the achievement, Akmal Saeed, Head of Human
Resources at Nestlé Pakistan said, “We have been working to implement diversity and
inclusion principles every step of the way within our organizational structure as well as
outside our business. We have incorporated D&I performance goals which helps us stay
motivated and demonstrate excellence in using GDIB Standards.”

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