Nestle Project Management Plan: How Nestle Recruits And Trains Employees

Question

Unit Learning Outcomes:
LO1: Establish project aims, objectives and timeframes based on the chosen theme.

LO2: Conduct small-scale research, information gathering and data collection, generating knowledge to support the project.

LO3: Present the project and communicate appropriate recommendations based on meaningful conclusions drawn from the evidence findings and/or analysis.

LO4 : Reflect on the value from conducting the project and its usefulness to support sustainable organisational performance.

Assignment Brief: The Pearson-set theme for use with Level 4 Unit 6: Managing a Successful Business Project is;

Globalisation:The OECD defines globalisation as the following:

‘’The geographic dispersion of industrial and service activities, for example research development, sourcing of factor inputs, production and distribution, and the cross – border networking of companies, for example through joint ventures and the sharing of assets.’’

The key implications of globalisation for business include:

• increasing trade across borders of goods and services,
• increasing levels of labour migration between countries,
• the emergence of global brands,
• greater outsourcing and offshoring of production,
• expansion of foreign direct investment.

Globalisation has also led to increasing competition and an economic and financial shift from developing to emerging economies. It promotes a sense of cultural awareness, international co-operation and global economic inter-dependency. Those multinational companies that are successful have had to devise and customise new strategies for doing business in emerging markets and implement new business models to stay ahead of the competition.

Topic: How do multinational companies improve the recruitment, selection and training of their employees to meet International requirements?

Scenario: The Nestlé People Development Review
Nestlé is among the world’s leading food company, with a 135-year history and operations in virtually every country in the world. According to Nestle, the company’s principal assets are not office buildings, factories, or even brands. Rather, it is the fact that they are a global organisation comprised of many nationalities, religions, and ethnic backgrounds all working together in one single unifying corporate culture. The culture that unifies people on all continents, with roughly half of their factories and people located in the developing world.

Learning is an integral part of the company’s culture. This is firmly stated in The Nestlé Human Resources Policy, a totally new policy that encompasses the guidelines that constitute a sound basis for efficient and effective human resource management. People development is the driving force of the policy, which includes clear principles on non-discrimination, the right of collective bargaining as well as the strict prohibition of any form of harassment. The policy deals with recruitment, remuneration and training and development and emphasises individual responsibility, strong leadership and a commitment to life-long learning as required characteristics for Nestlé managers (www.nestle.com)

The willingness to learn is therefore an essential condition to be employed by Nestlé. First 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 programmes are generally purpose-oriented and designed to improve relevant skills and competencies. Therefore they are proposed in the framework of individual development programmes and not as a reward (www.nestle.com)

Nestlé believes that it is important to give people the opportunities for life-long learning. All employees are called upon to upgrade their skills in a fast-changing world. The company believe that by offering opportunities to develop, they not only enrich the company, but also makes individual 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 its training efforts at many different levels through the thousands of training programmes we run each year.

As a business project management trainee who is interested in working for a multinational company, choose a multinational company of your choice or use the same case study scenario and produce a comprehensive project management plan, milestone schedule and project schedule for monitoring and completing the aims and objectives of the project title ‘How do multinational companies improve the recruitment, selection and training of their employees to meet International requirements?’. You must conduct small-scale research, information gathering and data collection, generating knowledge to support the project, and critically evaluate the project management process and appropriate research methodologies applied.

In the second part of the business project report, critically evaluate and reflect on the project outcomes, the decision making process and changes or developments of the initial project management plan to support justification of recommendations and learning during the project. This should include an evaluation of the value of the project management process and use of quality research applying qualitative and quantitative research methods appropriate for meeting the stated objectives, and to support own learning and performance.

Answer

D1
LO1: Globalization in today’s dynamic business industry has rendered a major financial shift which helped a country from being developing to enormously developed. The sense of globalization basically promotes an effective cultural awareness, internal relation and inter-dependency on global economy. However, the primary aim of this very specific study is to evaluate on how multinational companies can improve the recruitment, selection and training of their employees to meet International requirements.

Literature Review: It is however observed that multinational companies are expanded in different geographical boundaries where people of diverse cultural backgrounds belong. Customers are from different psychographic backgrounds due to which their purchasing taste varies. However, in order to meet global requirement the business experts have to always focus on upgrading the skills and competency level of the employees so that they can meet customers’ demands (Kerzner 2017). In addition, human resource department has also developed their recruitment and selection procedure so that employees can be appointed as per their expertise level.

As per the Dependency Theory by Andre Gunder Frank where he stated that development is not proper in the western countries and as they have intentionally under developed the nations of the western parts. This is one of the most important theories of globalization as dependency as per Frank has been a major aspect of different nations depending on each other. In early business scenario, the business scenario the business experts did not appoint the employees as per expertise level. As a result, the system of operation became very slow which reflected badly on organizational productivity. However, new human resource policy has rendered immense changes on the overall recruitment and selection procedure as a result, the business experts do not have to put additional effort in educating the employees after being appointed in the real business field.

The primary objectives and aims of this very specific study are as follows:

• To critically understand on how MNCs like Nestle can improve the selection, recruitment and training of staffs to meet required requirements
• To make a budget plan for providing an estimation behind new training and development methods of Nestle
• To provide an effective recommendation on how to improve the implemented procedure of training in more innovative way for Nestle

In this very specific part, an effective project management plan is made on how to improve recruitment, selection and training procedure at the workplace for meeting international requirements (Fleming and Koppelman 2016). While making the plan the project manager has to look in several major aspects such as the scope of this project, the cost of project, time, quality of project, communication method and its various risk factors.

Quality: While making the project plan the manager has to keep a constant attention on the overall quality of work. Based on the online portal advertisement the project manager can appoint the candidates beyond going the regional backgrounds. As a result, large number of skillful candidates can be gathered in the interview process (Larson and Gray 2017). On the other hand, direct recruitment within real business field is a major risk factor. Therefore, the business experts have to concentrate on providing effective training to the employees so that they can run the business operation effectively.

Communication: While spreading the business in the field of international market the project managers have to bring multilingual competency. With the help of multilingual competency method, project managers do not have to face any kind of language barrier (Leach 2014). If the employees in spite of being skillful and talented have to get rejection due to their language incompetency, the business experts generally lose the real talents. Therefore, after hiring an efficient employee at the workplace multinational companies intend to train the employees for enhancing their communication skill.

Resources: The resources that are needed for making the employees efficient towards business process the project managers have to focus on financial resources, technological resources, physical resources and so on (Harrison and Lock 2017). Technological resource is highly important based on which the business experts would be able to enhance the technical skills of employees.

Risk factors: Customers are from different psychographic backgrounds due to which their purchasing taste varies. However, in order to meet global requirement the business experts have to always focus on upgrading the skills and competency level of the employees so that they can meet customers’ demands (Too and Weaver 2014). However, new human resource policy has rendered immense changes on the overall recruitment and selection procedure.

The primary risk factors that project managers may have to face in making project management plans are as follows:

• Economic constraints: The project managers may have to face innumerable challenges in allocating sufficient amount for the purpose of development schemes (Marcelino-Sádaba et al. 2014).
• Communication: Due to communication barrier, project manager does not understand the needs and demands of the employees working within organization. As a result, the manager fails to upgrade the skills of employees.
• Slow business operation: These kinds of economic and psychological barriers ultimately reduce the systematic flow of business, which creates major constraints on the overall business success (Stark 2015).

In order to make the project management plan successful the business experts have to make an in-depth budget for estimating the money in different fields.

In order to make the project management plan successful the business experts have to make an in-depth budget for estimating the money in different fields.

The work-breakdown structure is as follows:

Gnatt Chart evaluating the time-frame of estimated works:

LO2: In case of applying a small scale research it is important to draw the work based on both primary sources of data. This will help in analyzing both the qualitative and quantitative sources of data.

The sampling that has been used in the study includes non-probability sampling for the employees of the company Nestle. This has been done so that all the employees have equal chances of being the respondent of the research. This is important along with the ethical consideration of non-biasness in the research. However, probability sampling would be used for the managers of the company Nestle as they are limited in number and all of them might not be free for the research. Hence, they have been selected through the consent that has been provided by the managers of the HR department. Primary and secondary analysis would be used. Primary would be through the data collection from the respondents and secondary from the literature review.

Qualitative research: In the qualitative study interview would be conducted on two managers of the organisation Nestle. In this regard, it would be seen that in-depth analysis of the ideas would be found and circulated in the study. The managers would help in giving some of the insights based on the HR strategies that are taken by the company. The interview once conducted would be presented in the study in the form of excerpts and this will help in analyzing the qualitative data. This would be a face-to -face interview and hence it would help in analyzing non-statistical data. The two HR managers would be selected with their consent of being part of the study.

Interview questions

• What are the necessary steps that have been taken by Nestle with reference to recruitment for the company?
• What are the necessary steps that have been taken by Nestle with reference to selection of the company?
• What are the necessary measures that have been taken by Nestle with reference to corporate culture of the company?
• What are the necessary methods of employability in Nestle?

Quantitative research: In the quantitative analysis 50 employees from the HR department of Nestle would be selected for a close end survey. This is important as based on the same there would be statistical analysis that would be conducted. In this case, it is crucial to note that the respondents would be selected through the equal probability and the consent. This quantitative analysis would help in delivering the required scientific research required for the study. The thoughts of the employees of the HR department for the employees would be taken into consideration. The options would be provided and the respondents are only required to mark the answer that would help in finding the percentage for each option.

Survey questions

• How far do you think that the HR policies are followed in the organisation for recruiting and selecting candidates?
• Do you agree that Nestle has strong leadership capabilities?
• Do you agree that the company believes in establishing the career of the employees based on training and development?
• Do you think that on job training is effective for Nestle?
• Do you believe that guiding and coaching is perfect for the company?
• Do you think that skill development help employees in their job roles and responsibilities?

Interview to managers

• What are the necessary steps that have been taken by Nestle with reference to recruitment and selection for the company?

The company is one of the best in creating an inclusive culture for the recruits. It is seen that most of the employees of the organisation come from different backgrounds and cultures. There nationalities differ as well. However, the policies help in creating an inclusive culture that is important for the organisation and the skill development of employees. Furthermore, special care is given to create the policies and the organizational culture so that there are no discriminations from the end of the company.

• What are the necessary steps that have been taken by Nestle with reference to selection of the company?

The selection of the company is through the rounds where after checking the credentials, there are tests that are conducted on the candidates that are mostly written followed by a group discussion for selecting smart and competent employees.

• What are the necessary measures that have been taken by Nestle with reference to corporate culture of the company?

The corporate culture of the company includes skills development programs that are created keeping in mind the career development of the employees. Motivation is provided in the form of rewards and the employees are recruited and selected based on the caliber and the expertise.

• What are the necessary methods of employability in Nestle?

The organisation keeps track of the training developments and the importance of life- long learning and commitments that are required. Commitment and leadership is induced with on job training so that the employees can use this knowledge for future career development.

Survey for employees

• Do you agree that the HR policies are followed in the organisation for recruiting and selecting candidates?

Strongly agreed include 40% of the total respondents for the idea. Agrred options are for 30% of the total respondents. 0% is for neutral respondents on the ground and 20% strongly disagreed to the idea and 10% of the respondents disagreed.

• Do you agree that Nestle has strong leadership capabilities?

As seen in tabulation 40% of the people have strongly agreed and 20% of the participants agreed to the above question. 12% of the participants are neutral and 14% of each of participants have stated strongly disagree and disagree as their options.

• Do you agree that the company believes in establishing the career of the employees based on training and development?

Participants of the research accounting for strongly agreed option is 48%, 44% agreed. Neutral constitutes 0% of the participants. Disagree constitutes 4% and 4% of the participants is strongly disagreed.

• Do you think that on job training is effective for Nestle?

Participants of the research accounting for strongly agreed option is 50%, 40% agreed. Neutral constitutes 0% of the participants. Disagree constitutes 4% and 6% of the participants have strongly disagreed.

• Do you believe that guiding and coaching is perfect for the company?

Participants of the research accounting for strongly agreed option is 26%, 24% agreed. Neutral constitutes 10% of the participants. Disagree constitutes 10% and 30% of the participants have strongly disagreed.

• Do you think that skill development help employees in their job roles and responsibilities?

Participants of the research accounting for strongly agreed option is 40%, 20% agreed. Neutral constitutes 12% of the participants. Disagree constitutes 14% and 14% of the participants have strongly disagreed.

D2
LO3: As seen in the above analysis it has been found that Nestle has been one of the companies that have created an inclusive organisational culture and hence, the employees are mostly satisfied with the system. In this regard, it has been found that the organisation has been also part of corporate culture where training and development play a vital role. In this case, the importance of the HR policies has played a pivotal role. The on job training and the motivation given to the new recruits help them in achieving their target and they are interested in the career development programs of the company. The skill development program is also one of the best in terms of creating the opportunities for growth and development of the employees. The leadership of the company has played a dominant role for the HR department to create policies where employees are recruited based on caliber and not on any of the other methods.

However, in terms of the coaching and the guidance there can be improvements that can be brought by Nestle. The employees feel that coaching that not very strong in the departments that can be enhanced for the new recruits.

>b>P6
Recommendations: The coaching of the company can be helped with the help of the internal managers of the organisation. Apart from this in case of coaching there can be external sources that is official can be called so that the employees are coached in the right direct as per the job roles and the responsibilities. They can be helped with time management skills and the ways in which performance can be ensured. This will boost the morale of the employee and positive word of mouth can help Nestle to get more employees who have the required caliber.

Conclusion
Nestle has been one of the companies that has been creating HR policies that are both in terms of the company and also looking after the interest of the employees. Mostly the recruitment process is satisfactory without any form of discrimination. The company has been effective in delivering training and development programs that can create future development for the employees. This can help in developing skills that can help in reaching better positions and objectives for the company. The company has a mix of strict policies at the same time the employees and the new recruits are given the complete support that they require to perform in the organisation. Nestle Project management plan assignments are being prepared by our project management assignment help experts from top universities which let us to provide you a reliable assignment help online service.

LO4: In order to meet all the objectives I have referred various literary sources. Some of those sources include online research, journals, and articles. I have used all these sources very carefully to meet all the requirements in this research on methods. The task was challenging and time consuming hence I had to carefully look into the details. While completing this research I have learnt many new things about me and everything else which was unknown to me before I started this research. I learnt that I needed to improve my research skills more in order to finish my future researches successfully. Research skills can vary from person to person. In order to perform a thorough analysis in this research materials I needed to know exactly what I was looking for and exactly where I should be looking. This comes with patience and experience. The more thoroughly I looked into the research materials the more I started learning about the research and myself. I learnt the fact that one needs to have proper research skills to finish the given task. I also learnt that I was required to improve my communication skills in order to communicate with the respondents in order to interact with them clearly. Communication skills are very important when it comes to communicating with the required people. I learnt that I was required use a simple yet formal language so that the person with whom I am communicating with gets a clear idea about what I was trying to convey. I also learnt that good communication skills don’t end there. In order to improve my communication skills I was required to be a good listener. While communicating it is essential for me to be a good listener as well. A good listener picks up what the other person wants to convey with ease. I learnt that it was important to maintain a two way communication in order to have good communicating skills. I also learnt that I needed to improve my negotiation skills. A person with good negotiation skills would be able to perform any task with ease. Whatever demand is put in front of us is not always easy to fulfill. Hence we need good negotiation skills to make the best use of what we have in the best possible way. I also learnt that time management is an important aspect in this scenario. Like the rest of the world knows that time management is utterly important in any aspect of life. With proper time management a work is completed with ease within a given period of time. Time management has also taught me to keep myself updated with the rest of the world. A day has 24 hours. With the help of time management we can divide our daily tasks into smaller tasks and allot equivalent amount of time for each of them. Time management can also be termed as the ability to utilize time to a proper extent. It can be mastered through years of practice.

Reference List:
Fleming, Q.W. and Koppelman, J.M., 2016, December. Earned value project management. Project Management Institute.

Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach. Routledge.

Kerzner, H., 2017. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.

Larson, E.W. and Gray, C.F., 2017. Project management: The managerial process. McGraw-Hill Education.

Leach, L.P., 2014. Critical chain project management. Artech House.

Marcelino-Sádaba, S., Pérez-Ezcurdia, A., Lazcano, A.M.E. and Villanueva, P., 2014. Project risk management methodology for small firms. International journal of project management, 32(2), pp.327-340.

Stark, J., 2015. Product lifecycle management. In Product lifecycle management (Volume 1) (pp. 1-29). Springer, Cham.

Too, E.G. and Weaver, P., 2014. The management of project management: A conceptual framework for project governance. International Journal of Project Management, 32(8), pp.1382-1394.