Weekly news (25-30th oct)
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Sunday, October 31, 2010
Sunday, October 24, 2010
Sunday, October 17, 2010
Thursday, October 14, 2010
Tuesday, October 12, 2010
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
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