SPORTS HUMAN RESOURCE MANAGEMENT

ASSIGNMENT

NAME - ROHIT SUVARNA

ROLL NO - 98

CLASS - FYMSM B
 HR Organization Structure of Nestle

Nestle has a very active human resource department which is divided into three tiers:

• Shared Services
• Center of Expertise
• Business Partners

Shared Services: Shared Services department has the primary role of keeping the
record and data of all the employees of Nestle. They are also responsible for providing
tools, systems, guidelines, and processes to the line managers to assess the
performance of their subordinates and employees. They also play the duties of handling
payrolls, provident funds, pension funds, travel, boarding and lodging expenses and
other employees’ funds.

Center of Expertise: The Center of Expertise department has the primary duty of
recruitment and selection of new employees. They are primarily responsible for
orientation programs, Nestle training programs; National and International, and
remuneration. They are also responsible for designing requisite training for employees
after their needs and selection is confirmed.

Business partners: The business partners are the primary intermediaries between all
the functional departments and the human resource department. They ensure that all
the decisions, steps and policies of a functional department is in accordance with the
company’s main objective and goals.

Strategic Human Resource Management of Nestle

Resource Based View - Nestle has maintained that their aim is to establish and
maintain long term association with the employees based on its standard of professional
development. It has been indicated by the human resource management report of
Nestle that their workforce contributes to sustainable development of high quality culture
which is based on the continuous improvement approach of the company. The
continuous training and learning environment of Nestle has fostered them to maintain a
workforce that is highly competent and possess skills’ set which cannot be imitated by
relevant others.

Therefore, the human resources of Nestle are contributing to the current competitive
position of the company and they are likely to offer long run competence to the
company as well.
A Pure Human Company - Nestle has been termed as a pure human company as it is
relying on practices that are highly advantageous for the people. Nestle is relying on
three models that are considered as noteworthy for effective management of human
resources. These three models include; high performance, high commitment and high
involvement. Nestle is focusing on improving working conditions for the employees
around the world with an aim of increasing their satisfaction and level of commitment.
The belief of Nestle rests in the fact that highly committed employees are substantially
involved in organizational approaches. Nestle is well convinced by the argument that
human resources are the strength of the company and excellence depends largely on
the commitment and energy of employees. Along with this, Nestle has offered discretion
to its employees to access the necessary information about the company with an aim of
enhancing their involvement in organizational activities. The employee involvement has
also been fostered through open communication that has enabled the company to
enhance the commitment level of its employees. Therefore, it can be maintained that
Nestle has significant reliance on high performance, high involvement and high
commitment.

Human Resource Management Practices of Nestle

Talent acquisition - The recruitment process in Nestle is carried out by considering

higher levels of compliance between the values of individuals and culture of the
organization. The aspects of dynamism, loyalty, hard work and honesty is also
considered as an important aspect while carrying out recruitment. Due to reliance on an
effective recruitment process, Nestle has been able to attract a highly talented
workforce that has enhanced the skills inventory of the company.

Training and learning - The culture of Nestle has considered learning as an integral
part of its culture, and human resources at Nestle are encouraged to systematically
enhance the level of their learning by offering them necessary assistance through
learning programs. The training and learning opportunities of employees are being
determined by the management and the training programs are executed by shared
efforts of employees, line managers and human resource management departments.
Among the primary learning sources, on the job training plays a significant role which is
well supplemented by coaching and guiding of employees. The employees of Nestle are
engaged in sharing knowledge among organizations. The company is relying on an
approach of lateral professional development, extension of responsibilities, and
enrichment of job contents and widened accountability. Nestle is also relying on
corporate leadership programs that are helping the company to hire and retain highly
talented employees.