ORGANIZATIONAL BEHAVIOUR PRRESENTATION

QuickT ime and a B MP decompressor are needed to see this picture.

Submitted to:Dr. Shekhar

Nestle

Introduction

Transnational Company, with headquarters in Vevey, Switzerland

Founded in 1866 by Henri Nestl World's biggest food and beverage company

Nestle employ around 250,000 people

Recruitment
Definition of needs and objectives, description of responsibilities and competencies Search for the suitable candidates

Evaluation of candidates

Selection of the most suitable candidate

Incorporation and adaptation.

Training & Development

1. 2. 3. 4.

Training focuses on Continuous training Increasing personal competencies Interdepartmental collaboration International Training

Development

Formal Training Programs Expatriation assignments Career Counseling and Guidance Management courses Executive courses Small Group Activities Sports and Recreation Succession planning Mentoring

Approaches to Measuring Performances

Objective Bases Competency Based Functional know-how Results orientation Decision making or Problem solving Planning or Organization Communication or Collaboration Personal effectiveness Adaptability or Flexibility

Remuneration and Recognition

It focuses on Rewards linked to performance Definition of total reward Analyze strategic parameters & trends Participation in market survey Maintenance of internal balance Determine salary brackets Reward of high performance

Benefits provided by Nestle

Health insurance plan Pension plan Indemnity for departure 15 & 25 years of service Marriage gifts Baby scheme Mini market Restaurant

Analysis

10

Analysis

Transnational Company [TNC]

Decentralized SBU People and product oriented than systems

Tasks are defined in broader terms with distinct job description

Job enrichment Work/Life Balance

11

Job analysis

Total Competency job analysis approach

link competencies to tasks in manner that increases the effectiveness Define KPIs High job satisfaction Stress and mental overload More training time

Motivational Job Design

12

HR Planning

Regression Method Use of historic data to predict the forecasted labour demand Leading indicator

forecasted sales, employment level and new expeditions.

13

Recruitment

More Internal hiring

Not aligned with their mission and strategy Limit Creativity and diversity

Leading the market strategy

Help to attract good talent

14

HR Planning

Labor surpluses

Transferring

Work sharing
Selling the operations to other firms

Labor Shortages

Temporary Workers (80:20)

15

Training & Development

Training & Development

Team building Cross training

Not fully aligned with strategy

Expatriating
Employee willingness

16

Analysis

Result Based Performance Appraisal

Through KPI More contamination & Deficiency Aligned with the strategy

Skill based Compensation

Internal Pay equity is disturbed

17

Analysis

Cultural differences among employees SBU operates independently.

These results a high cost to the company.

18

Recommendations

Nestle should promote external hiring

Differentiation

Training implication

Cultural Integration Standardization

In expatriates, proper training and awareness Diversified Projects

Judgmental method

Balance between Internal & external Pay equity

19

THANK YOU

20