Weekly news 22 -26 nov
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Nestle HR Policies (Contd)...
Employment at Nestlé
The Corporate Business Principles outline the Company’s commitment to fully endorse and to respect a series of principles and international conventions concerning employee’s rights, the protection of children against child labour and other important issues
Employees who are not abiding with the Corporate Business Principles and
the Nestlé Management and Leadership Principles cannot be maintained in employment and will be requested to leave the organisation.
Nestlé provides a working environment which protects the health and welfare of
the employees according to the highest affordable standards of safety, hygiene and security. Each employee should not only care for her/his own safety but also that of her/his colleagues. In the same way that no discrimination for reason of origin, nationality, religion, race, gender or age will be tolerated when joining Nestlé, no such discrimination will be tolerated towards Nestlé’s employees.
A social plan will be elaborated taking into account the legitimate interests of the concerned staff. Reasonable efforts will be deployed to reduce, as much a possible, the negative social impact of such a situation.
Remuneration
Nestlé favours competitive, stimulating and fair remuneration structures offering an overall competitive and attractive compensation package. Remuneration includes salary, any variable part of remuneration as well as social, pension and other benefits.
Nestlé’s policy is to strive to position itself as an employer offering remuneration levels above the average of the relevant benchmark. Nestlé reviews regularly its competitive position with other companies so as to keep in line with the market trends.Wage and salary structures should be kept simple and avoid unnecessary complexity
The quality of communication in these matters is an essential part of the dialogue that each manager will have with her/his employees on remuneration matters.
The HR management sees to it that the implementation of the remuneration policy is fair throughout the organisation and that its spirit is duly reflected.
Professional Development
Learning
Learning is part of the Company culture. Each employee, at all levels, is conscious of the need to upgrade continuously her/his knowledge and skills.
Adequate training programs are developed at the level of each operating company capitalizing on the availability of local, regional or global resources of the Group.
It is the responsibility of HR staff to assist the management in the elaboration of training programs.
Promotions will exclusively be based on competence, insight, performance an potential with the exclusion of any consideration for origin, race, nationality, gender, religion or age. The development of expertise in specific areas of competence is determinant for the Company’s success. Therefore job rotation should be practised with caution. Whilst job rotation might be useful under certain circumstances, it should not result in weakening our expertise in key areas.
Sunday, October 10, 2010
Sunday, October 3, 2010
Saturday, October 2, 2010
Thursday, September 23, 2010
Monday, September 13, 2010
The Nestlé Human Resource Policies
1. Sharing Responsibility
· Each employee has a distinct responsibility in dealing with people be it as a leader of a team or as a peer.
· HR managers and their staff are there to provide professional support in handling people matters but should not substitute themselves to the responsible manager. Their prime responsibility is to contribute actively to the quality of HR management throughout the organization by proposing adequate policies, ensuring their consistent application and coherent implementation with fairness.
· This partnership is the key for efficiency in people management.
· The communication skills of the HR staff must be appropriate to deal with all delicate matters as they occur frequently in human relations issues
2. Dealing with People
· A prerequisite for dealing with people is respect and trust. There can be no room for intolerance, harassment or discrimination
· Transparency and honesty in dealing with people are a sine qua non for efficient
Communication
· To communicate is not only to inform. It is also to listen and to engage in dialogue. Every employee has the right to an open conversation with superiors or colleagues
· The willingness to cooperate and to help others is a required basis for assessing potential candidates in view of a promotion
· In case of Dispute, The HR staff will provide assistance to ensure that the disharmony is dealt with impartially and that each party has the opportunity to explain her/his viewpoint regardless of hierarchical position.
3. Joining Nestlé
· The long-term success of the Company depends on its capacity to attract, retain and develop employees able to ensure its growth on a continuing basis. Therefore the potential for professional development is an essential standard for recruitment.
· Each new member joining Nestlé is to become a participant in developing a sustainable quality culture which implies a commitment to the organization, a sense for continuous improvement and leaves no place for complacency.
· Even when promoting employees intensively from within the organisation, it is the role of management and HR to keep an eye on valuable candidates from outside and to benchmark internal skills with external offers.
4. Work/Life Balance
At Nestlé we believe that the employee’s private and professional life should have a good balance, not only because it reinforces employee’s satisfaction, loyalty and enhances productivity but also because it positively reflects on the Company’s reputation. It helps attracting and retaining people and reconciles economical imperatives with well being.
In the same spirit, Nestlé encourages flexible working conditions whenever possible and encourages its employees to have interests and motivations outside work.
Friday, August 27, 2010
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