Nestlé

Nestlé
- Pushpita Gorthy
HRM
1908037

Performance management of Nestle’s subsidiary company Nestle Waters. As Nestle waters is a manufacturing company it’s  performance management techniques which are best suited for Manufacturing Industry. Here, we will discuss about how they evaluate their employees.

 Nestle Waters make the case for integration processes that emphasize performance management systems. 

Performance measures help us understand, analyse, control and improve what our organizations do. Commentators believe performance measures and metrics will facilitate a more open and transparent communication between people, leading to a cooperative supported work environment and hence improved organizational performance (Gunasekaran and Kobu, 2007). 

LEARNING AND DEVELOPMENT 

Learning is part of the Company culture. Employees at all levels are systematically encouraged to consider how they upgrade their knowledge and skills. The Company determines training and development priorities. The responsibility for turning these into actions is shared between employees, line managers and the Human Resources. Experience and on-the-job training are the primary source of learning. Managers are responsible for guiding and coaching employees to succeed in their current positions. Nestlé employees understand the importance of continuous improvement, as well as sharing knowledge and ideas freely with others. Practices such as lateral professional development, extension of responsibilities, and cross functional teams are encouraged to acquire additional skills, enrich job content and widen accountability. Nestlé also offers a comprehensive range of training activities and methodologies to support everyone’s learning and growth. Attending a programme should never be considered as a reward but as a component of on-going development. Additionally, corporate leadership programmes help us develop and retain the best-qualified management. Leaders have the opportunity to attend either international training courses at Rive-Reine, which build integrated business understanding and solidify and reinforce Nestlé values and principles, or programmes conducted by our strategic learning partners. 

Talent, development and performance management

At Nestlé, a high performance culture supported by differentiated rewards and development is key to the delivery of individual and business objectives. This is driven by the alignment of clear and challenging responsibilities and ensuring that employees are aware of how their work impacts Nestlé. The line manager and employee work together to ensure that challenging objectives are set and effectively evaluated throughout the year. This further enables managers to acknowledge high performance and reward employees accordingly, while ensuring low performance is properly managed with integrity. Employees receive regular feedback on their performance and career aspirations through a variety of tools and processes such as the Performance Evaluation process (PE), the Progress and Development Guide (PDG) and 360° assessments. Each manager dedicates the necessary time to the monitoring of objectives and regular coaching of employees through the year. Each employee, supported by the line manager, is in charge of her or his own professional development, whereby the employee is encouraged to express career objectives and expectations in an open dialogue. We aim to retain and motivate employees by offering attractive but realistic career moves allowing them to develop their skills in the long-term. Given the importance Nestlé puts on cultural diversity, employees who are interested in international assignments can be given the opportunity to work in different countries. The international dimension of the Group is used as a competitive advantage to retain and develop talented people. At Nestlé, promotions are based on sustained performance from a results and behaviour standpoint, as well as future potential. The Company undertakes an active and rigorous succession planning process at all levels of the organisation to ensure that there is a strong pipeline of successors ready to meet future needs. We are committed to ensuring sustainable conditions for a gender balanced and diverse company. As such, Nestlé has focused on removing barriers to career progression for women and men by developing a more flexible work environment, initiating mentoring schemes, having flexible career paths and providing dual career support. HR management provides the support for implementing the necessary tools, and partners with line managers to prepare the resources necessary for the continued development of people and the Company.

Pushpita Gorthy

HRM(19-21)

1908037