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QUESTIONS
World's Largest
employees
operating companies
factories
Sales
Sales
OrganicGrowth
Growth
Organic
EBIT
EBIT
countries
CHF109.9bio
bio
--CHF109.9
8.3%
-8.3%
14.3%
-14.3%
No.1FMCG
FMCG Company
Company
No.1
11%of
of the
the total
total Malaysian
Malaysian
11%
processed food
food basket
basket
processed
top20
20KLSE
KLSE company
company
AAtop
employees
halal products
billion turnover
Factories
Sales Offices
Growing Resourcing E ngaging Aligning Transforming
Our Vision
To be a respected, trustworthy
food, nutrition, health, & wellness
company
Our Mission
To Nourish Malaysia/Singapore
Why HR Exists?
Ford
HR Strategic Direction
VISION
EMPLOYEE VALUE
PROPOSITION
Rewarding Career
Enriching Development
Balanced Quality of Work Life
Moving Forward.
Aligning People Strategy Towards 2020
HR
HRas
asKey
KeyEnabler
Enabler
Succession
SuccessionManagement
Management
Balanced
Balancedof
ofQuality
QualityWork
WorkLife
Life
Wellness
Wellness
Nestle
NestleOn
OnThe
TheMove
Move~~Change
ChangeMgt
Mgt
Employer
Branding
Nestle As
Employer Of Choice
ING
AIN
TR
RE
TR
AIN
ING
Development
Development&&Talent
TalentRetention
Retention
Enabling
HR Programs
& Practices
Rewarding Career
Enriching Development
Balanced
Quality Work Life
The Way
We Work
T.R.I.P
Develop People
Performance Management
CONTINUOUS LEARNING
Growing Resourcing E ngaging Aligning Transforming
Engagement Model
Towers Perrin-ISR
Feel: Sense of
Think: Belief in &
belonging, pride,
attachment to the
organisation
COGNITIVE
Feel
Think
BEHAVIOURAL
Act: Willingness to
Act
Business
Strategy
Organisational
Culture
People
Engagement
Business
Results
CORPORATE
BUSINESS
PRINCIPLES
MANAGEMENT
&
LEADERSHIP
PRINCIPLES
CHARACTER
NESTLE
CODE OF BUSINESS
CONDUCT
Inspiring People
Lead people
Develop people
Practise
what you preach
Adding Value
Opening Up
Know yourself
Insight
Service Orientation
Curiosity
Courage
Results
focus
Initiative
Innovation &
Renovation
Dealing
with others
Proactive
co-operation
Impact/Convincing
others
CORPORATE VALUES
T.R.I.P
Customers Need
Organizational perspective
Strengthening of Leadership and Performance Culture
Customers Need
Business perspective
1.
2.
3.
4.
5.
6.
7.
Our Role
q Acquiring Talents
q Developing Talents
q Retaining Talents
q Change Champion
HR Support Structure
Customers
BUSINESS UNITS
PRODUCTION / SALES
MARKETING SERVICES
Competence
Center
Shared
Services
Remuneration
Recruitment &
Talent
Management
HR Manager
GMB
HR Manager
G Mgt/LGO
HR Manager
Marketing
HR Manager
Sales/ER
Business
Business
Support
Support
HR Manager
Operations
Payroll Management
HR Services & GLOBE
In house Training
Methodology
External
Classroom based
lecture
Role Play
Presentation
Assignment
Organizational Behavior
Introduction To Marketing
Introduction To Economics
Business Communication
(Presentation & computer skill)
Assessment
External
6 MONTHS
72 contact hrs
50% Exam
50% Assignment
Assessment
External
Program
External
FLM
External
Ability test
measure current ability and future
potential for different types of work
skills
Critical Reasoning based on
English
Interpreting Data
FOOD
TECHNOLOGY
PRODUCTION
MANAGEMENT
GENERAL
MANAGEMENT
Internal 14
External 42
Total = 56
E-Learning Facilities
Results
Orientation
Task
Orientation
Relative Importance
High
Natural
Tendencies
and Traits
Blue Print
for the
Future
For Example:
Results Focus
Curiosity
Proactive Cooperation
Courage
Task-Related
Knowledge
and Skills
For Example:
Low
High
Job Complexity
Growing Resourcing E ngaging Aligning Transforming
Inspiring People
Lead people
Develop people
Practise
what you preach
Adding Value
Opening Up
Know yourself
Insight
Service Orientation
Curiosity
Courage
Results
focus
Initiative
Innovation &
Renovation
Dealing
with others
Proactive
cooperation
Impact / Convince
others
On-going
communication;
A shared understanding
of what & how
Conducive climate
Gross Salary
Total Cash
Total Compensation
Total Reward
Basic
BasicSalary
Salary
Basic
BasicSalary
Salary
Basic
BasicSalary
Salary
Basic
BasicSalary
Salary
Contractual
Contractual
bonus
bonus
Contractual
Contractual
bonus
bonus
Contractual
Contractual
bonus
bonus
Contractual
Contractual
bonus
bonus
Fixed
FixedAllowances
Allowances
Fixed
FixedAllowances
Allowances
Fixed
FixedAllowances
Allowances
Target
TargetVariable
VariableBonus
Bonus
Target
TargetVariable
VariableBonus
Bonus
Target
TargetVariable
VariableBonus
Bonus
Benefits
Benefits
Benefits
Benefits
COMPONENTS OF TOTAL
REWARDS
Career
Career&&Work
Work
Environment
Environment
Corporate Communications
Competitive Positioning
Corporate Communications
Variable Pay
Developing Talent
5.
On going
Collaboration
with the line
Meeting
Meeting11
ONGOINGActioning
Development
Plan
1.
2.
3.
4.
5.
Successors
Retirees Placement
Expatriates Placement
Hi Potentials
New Talents/MT Status
Meeting
Meeting22
On going
Collaboration
with the line
1.
Meeting
Meeting33
2.
3.
On going
Collaboration
with the line
Step 1
Step 2
All Department
CDS/A&C Direct
Reports
Respective
Departments
Step 3
Market Talent
Review
by ManCom
Centre
Calibration &
Validation
Step 4
Direct Reports
Global Talent
Review
by Mkt Head
by
Review of MH
Bottom
Up
Step 5
Zone / SBU /
Corporate Function
FiCo Employee
PDGs
Management
Growing Resourcing E ngaging Aligning Transforming
Business Units
Supply Chain
PRODUCTION
Sales
SG
Employment At Nestl
Nestl fully supports and publicly advocates the United Nations
Global Compacts guiding principles :1.
2.
3.
4.
5.
6.
Industrial Relations
NESTLE Malaysia & Singapore have a total of three National Unions representing the nonmanagement staff :
Nestle Products Sdn. Bhd.
Union membership
97% of non-management
staff union members
Union membership
99% of non-management
Staff union members
Worksite Union
Committee at
various locations
Nurturing People;
Unleashing Talent
Nestl
Nestl
A Great Place To Work
EMPLOYEE VALUE
PROPOSITION [EVP]
Key
KeyChallenges
Challenges
Rewarding Career
Enriching Development
Balanced
Quality Work
Life
Business Alignment
Employee Engagement
Employee Wellness
Speed
Speed&&Quality
QualityResourcing
Resourcingand
and
Acquisition
of
Talent
Acquisition of Talent
Development
Developmentof
ofTalents
Talentsfor
forSuccessor
Successor
Readiness
Readiness
Career
CareerProgression
Progression~~Flat
Flatstructure
structure&&
specialist
specialistrole
role
Performance
PerformanceManagement
Management~~
Addressing
Addressingperformance
performancevs.
vs.people
people
development
development
Balancing
Balancingthe
theQuality
QualityWork
Worklife
life~~
Wellness@work
Wellness@work
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