CASE STUDY ON NESTLE

TRAINING & DEVELOPMENT

PREPARED BY:
SIMRAN
DEVANSHI
BHAVYA
PRIYANKA
EVALUATION OF TRAINING & DEVELOPMENT
PROGRAMME OF NESTLE

There are 4 types of

training & development
programmes in Nestle:

1.Literacy Training
2.Local training
3.Apprenticeship Programme
4.International Training
 LITERACY TRAINING

 They give special training on education for

those employees,who for some reason were not
able to finish their elementary schooling.

 It helps in increaing the production techniques.

 Develops the skills of the employees ,so that

they are able to operate advance equipments.
APPRENTICESHIP PROGRAM

ADVANTAGES: DISADVANTAGS:
 Young trainees get the Trainees complete their
chance to learn. training and joins other
organizations who did
not provide any type of
 It provides right base training to them
to the trainees for
future advancement
 LOCAL TRAINING
 They operate trainings in their own
training centres,where maximum
number of employees takes part.

 Managers are involved in training

which develop their coaching skills

 Also practice distance learning

INTERNATIONAL TRAINING

* It has built an international Training Centre-

RIVE-REINE

* To bring together managers & senior

managers from all around the world to
exchange their work experience & knowledge

* But there is strict selection criteria.

Q-1 Identify 4 benefits
of Nestle of its in-depth
training & development
of workers
•To ensure growth in buisness
•As the level of technology riseomouss there is need to
understand how to operate & how to work with
technology,this will increse the efficiency in an organisation
•If company is able to attract employees by providing
training programme they can easily achieve a long term
success
•They can able to maximize the output
•Upgrade their skills in a fast-changing world
•They not only enrich themselves as a company,they also
make themselves individually more autonomous,more
employable ,confident & open to new positions within the
company
•Enhancing this virtuous circle is the ultimate goal of their
training effortsat many different levels
Q-2 Explain how an appraisal system
can help to motivate employees
 Documentation: A PA provides a document of employee
performance over a specific period of time.  It’s a piece of paper
that can be placed in an employee file.

 Structure: This process creates a structure where a manager can

meet and discuss performance with an employee. It forces the
uncomfortable conversations that often need to happen.

 Feedback: Employees crave feedback, and this process allows a

manager the opportunity to provide the employee with feedback
about their performance and discuss how well the employee goals
were accomplished. It also provides an opportunity to discuss
employee development opportunities.
 Clarify Expectations: Employees need to
understand what is expected of them and the PA
process allows for a manager to clarify expectations
and discuss issues with their employee.

 Annual Planning: It provides a structure for

thinking through and planning the upcoming year
and developing employee goals.

 Motivation: The process should motivate

employees by rewarding them with a merit
increase and as part of a comprehensive
compensation strategy.
Q-3 Using your understanding of the work of
herzberg,which motivators csn you see in
action at Nestle
* HERZBERG THEORY –UNDER THIS THEORY THERE ARE
TWO FACTORS THAT INFLUENCES MOTIVATION IN THE
WORKPLACE .
* (1) MOTIVATORS –ENCOURAGE EMPLOYEES TO WORK
HARDER.
* (2)HYGEINE FACTORS –NOT ENCOURAGE EMPLOYEES
BUT THEY WILL CAUSE THEM TO BECOME
UNMOTIVATED IF THEY ARE NOT PRESENT.

* MOTIVATORS THAT ARE PERSENT – GROWTH

,ADVANCEMENT ,CAREER OPPOURTUNITIES
11
Q-4 ANALYSE HOW NESTLE USES TRAINING
AND DEVELOPMENT PROGRAMME TO
ENSURE GROWTH IN ITS BUSINESS.

TRAINING THAT ARE PROVIDED BY NESTLE :

1-LITERACY TRAINING
2-LOCAL TRAINING
3-INTERNATIONAL TRAINING
BENEFITS –
-TO MEET THEIR SPECIFIC NEED
-TO MOTIVATE EMPLOYEE TO WORK AT HIGH LEVEL.
-TO GENERATE GREATER OUTPUT THROUGH
EMPLOYEES .
 CONCLUSION
Nestle’s principle is that each employee should
have the opportunity to develop the maximum of
his or her potential. Nestle do this because they
believe it pays off in the long run in their business
results, and that sustainable long-run
relationships with highly competent people and
with the communities where they operate
enhance their ability to make consistent profits. It
is important to give people the opportunities for
life- long learning as at Nestle that all employees
are called upon to upgrade their skills in a fast-
changing world.
By offering opportunities to develop,they
not only enrich themselves as a company,
they also make themselves individually
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
their training efforts at many different
levels through the thousands of training
programs they run each year.
THANK YOU!!