The Performance Of The Nestle Company Business Essay

The Performance Of The Nestle Company Business Essay Nestlà © is a multinational packaged food company founded and headquartered in Vevey, Switzerland. It came into being from a merger in 1905 between the Anglo-Swiss Milk Company for milk products established by the Page Brothers in Cham, Switzerland, in 1866 and the Farine Lactà ©e Henri Nestlà © Company set up in 1867 by Henri Nestlà © to provide an infant food product. Trademark of Nestlà © is birds in a nest, derived from Henri Nestlà ©s personal coat of arms, suggests the values upon which he originated his Company. Several of Nestlà ©s brands are globally renowned, which has made the company a global market leader in many product lines, including milk, chocolate, confectionery, bottled water pet food. (Strategic HRM, n.d.). Nestles Brands are: 1. Milk Nutrition 2. Beverages 3. Prepared dishes cooking aids 4. Chocolates confectioneries Objectives of Nestle To manufacture and market the Companys products in such a way as to create value that can be unremitting over the long term for shareholders, employees, consumers, and business partners. It does not favor short-term profit at the expense of successful long-term business development. It recognizes that its clients have a genuine and reasonable interest in the behavior, beliefs and actions of the Company behind brands in which they place their trust and that without its patrons the company would not exist. Nestlà © thinks that, as a common rule, legislation is the most useful protection of responsible demeanor, though in certain areas, extra supervision to staff in the form of deliberate business principles is advantageous consecutively to guarantee that the highest standards are met all the way through the organization. Nestlà © is aware of the fact that the success of a company is the expression of professionalism, conduct and the conscientious attitude of its management and employees. Consequently recruitment of the right people and constant training and development are essential. Nestlà © persists to preserve its dedication to follow and value all applicable local laws in each of its markets. (Strategic HRM, n.d.). Core values of Nestle A requirement for dealing with people is reverence and reliance. Integrity and transparency in dealing with people are very important for good communication. This is balanced by open dialogue with the purpose of sharing competencies and boosting creativity. To communicate is not only to notify; it is also to pay attention and to take on a discussion. The eagerness to collaborate, to facilitate others and to be trained is a requirement for progression and promotion in Nestle. (Strategic HRM, n.d.). Nestle is a human company Nestlà © is a human Company providing a rejoinder to individual human needs all over the world with explicit concern for the comfort of both its patrons and its employees. This can be seen in its approach and its sense of conscientiousness towards people. (Strategic HRM, n.d.). After analyzing Nestle it has been seen that it has to follow all three models High Performance, High Involvement High Commitment. Since Nestlà © simultaneously aspires to boost sales and profits and, to raise the standard of living everywhere, it is active and the quality of life for everyone. Nestlà © is also swayed that it is the people who form the vigor of the business and that nothing can be attained without their loyalty and their vigor, which makes people its most significant asset. Participation of people at all levels starts with suitable information on the Companys activities and on the explicit aspects of their work. Everyone is invited to contribute towards improvements enhancing Company results and personal progress through open communication and dynamic collaboration. (Strategic HRM, n.d.). Nestlà ©s Culture Theres a very strong organizational culture in Nestlà ©. It believes on team work. The head office provides the guide lines to the zonal managers and informs them about their budget limitation. The zonal managers are totally independent in constructing their plans and the usage of budget. Likewise, the regional managers are independent in their areas. They are given a specific target and a certain amount of budget. The discretion is theirs to make plan and attain the targeted result in the certain given budget. The internal control system of the organization is very strong and effective as well. Due to the strong check and balance, they can make eradications and amendments in their plans. If the plan does not work properly, the manager can take corrective measures. No one from the company can challenge his power. The betterment towards the achievement of goals can only be done through the collective commitment. (Nestle Report, n.d.) HR PRACTICES in Nestle Human resource planning and requirements in Nestlà © Planning consists of those guidelines which encompasses a sound basis for efficient and effective HR Management in the Nestlà © Group around the world. They are flexible and dynamic and may require adjustment to various circumstances. Hence its application will be influenced by good judgment, compliance of the local market laws, keeping in mind the specific context. Its spirit should be respected under all circumstances. As Nestlà © is operating all over the world, it is necessary that labor laws and practices be respected everywhere. Degree of development of each market and its capacity to advance in the management of their human resources should also be taken into consideration. (Nestle HRM, n. d.) HR policies are addressed to all those who have a liability in managing people as well as to HR professionals. The Nestlà © Management and Leadership Principles include the guidelines influencing all the Nestlà © employees in their action and in their dealings with others. The Corporate Business Principles comprises of the basic principles which Nestlà © endorses and subscribes to on a worldwide basis. Both these documents are the pillars on which Nestlà ©s present policy has been built. (Nestle HRM, n. d.) HR managers and their staff are there to provide professional support in handling employee matters but should not substitute themselves to the responsible manager. Their major liability is to contribute effectively to the quality of HR management throughout the organization by proposing adequate policies, ensuring their consistent application and coherent implementation with fairness. (Nestle HRM, n. d.) Recruitment The recruitment process at Nestle is evidently distinct. People with qualities like dynamism, realism, pragmatism, hard work, honesty and trustworthiness are welcomed there. Nestlà © follows a set process for hiring more employees. The major document in this connection is the Recruitment Requisition Form. A recruitment opportunity could arise either after discussing or planning a position on the termination of some employee or on an urgent need basis. After receiving the document the human resource department puts up an advertisement in the newspaper or it directly contacts placement officers at various institutes. Approximately eight to ten best resumes are selected and presented to the divisional heads. On their recommendation the candidates are called for interviews and the most suitable are finally selected. (Nestle HRM, n. d.) Training From the factory floor to the top management, training at Nestlà © is incessant. Since it is mainly given by Nestlà © people, it is always significant for the professional life. Throughout the world, each country runs its own training programs (e-Learning, classroom courses, external courses), and it has five training centers in France, UK, Spain, Mexico and Brazil. Nestle provides the following- Literacy training to promote vital literacy skills, particularly for workers who operate new equipment (Mission-directed Work Team Approach). Employees are also sent abroad to study markets, consumer tastes and others. Nestle Apprenticeship Programs. Local Training Programs-on issues ranging from technical, leadership, and communication and business economics. Rive-Reine, their International Training and Conference Centre in Switzerland is where Nestlà © people from all over the world meet to exchange information and ideas in seminars and training courses (Strategic HRM, n.d.). Performance management Formal assessment is done by Line Managers and HR once a year with feedback. Nestle gives subordinates the freedom to ask question for an unfair evaluation. Explicit key Performance Indicators have been listed by the HR department. One of the important key performance indicators is achievement following the Nestle management and leadership principles. Remuneration structure and promotion criterion depends on the individuals performance. (Strategic HRM, n.d.). Compensation Nestle endeavors to offer fair compensation. Remuneration level is above the average in industry. The inconsistent component of the salary is relatively immense to reward individual performance. In case of higher management level, the inconsistent part is associated with individual team target achievements. (Strategic HRM, n.d.). Rewards incentives Passion to Win awards- These quarterly awards have been institutionalized to reward those who over-achieve their targets. Long-service Awards are given to recognize employees who have been with the company for more than 30 years. Nestle Idea Award- the company institutes Nestle Idea Award every quarter to distinguish and honor employees who come up with significant and pioneering ideas which have the prospective of being implemented at Nestle. (Strategic HRM, n.d.). Benefits The following benefits are provided to all employees at Nestle Leave-Personal Medical (fixed no. per year). Children Education Assistance Scheme. Provident fund. Retirement Gratuity Scheme. Group Insurance Accidental Insurance Scheme. Conveyance Reimbursements. Residential Accommodation. Monthly health check-ups free consultation for self family etc. (Strategic HRM, n.d.). Employee relations Nestle provides a very healthy working environment which is one of the reasons why Nestlà ©s employees organizational commitment is very high. Employee turnover is less than 5%, which is considered to be very low for a multinational corporation. Nestle has an open culture upward communication particularly in case of grievance, redressal is encouraged. Work and Life stability is given substance, as illustrated in the Nestle Human Resource Policy document. Nestle Family annual events are organized by their HR department and employees along with their families are invited. Strong emphasis is laid on safety of employees (Nestle Policy on Health and Safety at Work. (Strategic HRM, n.d.). Change management Nestle has attuned to the dynamic external environment for the last 140 years since its commencement in 1866 without trailing its elementary beliefs and core values. It manages change and coerces sustainable advantageous growth by following the policy of making plodding changes as a substitute of making radical and precarious changes. (Strategic HRM, n.d.). Safety health Nestlà © considers its people as its most valuable asset and ranks the highest priority on protecting them. In every country where Nestle operate, it emphasizes the need for safe working environments, which must meet the strict global corporate standards. They are determined to provide a safe working environment for all employees, contractors and visitors and are vigilant in continuing to implement Health and Safety practices and programs at all the sites. à ¢Ã¢â€š ¬Ã‚ ¢ Valuing people by providing a safe place to work. à ¢Ã¢â€š ¬Ã‚ ¢ Identifying, assessing and reducing risk and preventing injury or illness to employees, contractors and visitors. à ¢Ã¢â€š ¬Ã‚ ¢ Operating business to meet health, safety, legislative and other requirements applicable to Nestlà ©. à ¢Ã¢â€š ¬Ã‚ ¢ Continually monitoring, reviewing and establishing new objectives aimed at eliminating or minimizing work related injury or illness. à ¢Ã¢â€š ¬Ã‚ ¢ Developing and implementing effective and efficient injury management systems which enable a safe and sustainable return to work for affected employees. à ¢Ã¢â€š ¬Ã‚ ¢ Providing information, training and supervision to employees and contractors to ensure they understand their roles and responsibilities in eliminating or minimizing the risk of workplace injury or illness. à ¢Ã¢â€š ¬Ã‚ ¢ Encouraging a similar Health and Safety commitment from our suppliers and contractors. à ¢Ã¢â€š ¬Ã‚ ¢ Consulting with employees and other stakeholders on Health and Safety matters. (Nestle HRM, n. d.) Contribution of human resource planning towards organizational objectives Nestle is the world leader in FMCG industry. People rely on the products offered by the company. Nestle in this present era is heading towards implementing and adopting new strategies to retain its customer and to get more clientele as well. Nestle tries to evaluate its strengths and weaknesses along with opportunities and threats to assess the need of implementing strategic policy. HR as discussed above plays a significant role to capturing and sustaining Nestle status and consumers in the market. This is possibly done through the constant effort on the part of strategic human resource management and their planning as discussed in this paper to keep up the pace with modern revolutions, technological advances and changing perceptions of the people and consumers world over. List of References Nestle HRM. (n.d.). Scribd Inc. Retrieved March 13, 2011 from http://www.scribd.com/doc/37163662/Nestlle-Project-HRM-Project Nestle Report. (n.d.). Scribd Inc. Retrieved March 13, 2011 from http://www.scribd.com/doc/30801788/Nestle-Report Strategic HRM. (n.d.). Scribd Inc. Retrieved March 13, 2011 from http://www.scribd.com/doc/6694518/StrategicHrm Upson, M. (2011). What is strategic human resource management? Retrieved March 14, 2011 from http://www.wisegeek.com/what-is-strategic-human-resource-management.htm Task 3 Briefing paper for the client Every organization has people; that implies they have human resources. Not considering the size of an organization or the extent of its resources, the organization endures and flourishes because of the competence and performance of its employees. The actions to take full advantage of those capabilities and that performance are essential regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources or has no official name for those actions at all. These activities are the liability of all people in the organization. (McNamara, n.d.). Implementation of straight-forward, unambiguous and brief HR policies and job descriptions are important for a number of reasons in an organization. Failing to implement policies and job descriptions leaves the company open to legal challenges, grievances and law charges, particularly if you contradictorily apply your human resources policies and your pay structure/system. (Absolute HR Solutions, n.d.). Grievances and lawsuits lead to: Increased costs that affect companys profits Increased turnover Negative morale The company can keep away itself from these troubles if you implement HR policies, procedures according to the labor laws. (Absolute HR Solutions, n.d.). The company requires human resources policies and procedures and current job descriptions so that the staff is treated uniformly athwart a variety of employment issues. Moreover, human resource polices facilitate if legal situations arise. (Absolute HR Solutions, n.d.). Impact of organizational structure and culture on the management of HR Organizational culture generates a number of diverse concepts, strategies, and situations which influence every level of scheduling when it comes to any type of hierarchical organization. The implications of organizational structure and culture apply to companies, corporations, charitable organizations, governments, and even sports teams/organizations. (Implications of Organization Structure Culture, 2007). Many leadership theorists and coaches have found that ineffective leadership often tends to be one of the major causes of an organizations retreating and deterioration. A governmental example from history can be ancient Rome. During a series of terrible emperors, the structure and culture was strong enough to often overcome it, even for decades at a time-but without strong top end leadership eventually the mid level governing and organizational culture collapsed, resulting in the ultimate failure of the culture. To be healthy for the long term, a corporation must have strong human resource management, leadership and a strong organizational culture. Though some of the strongest companies or organizations may be able to tread water for a long period of time, or even do well, if the culture starts to erode, its only a matter of time until the larger structure collapses. (Implications of Organization Structure Culture, 2007). Enormous human resource management and good leadership is needed for an organization to have strong culture, even great organizational culture will eventually become dull, and then erode completely without strong HR to help keep everything running smoothly. (Implications of Organization Structure Culture, 2007). Leaders must have a deep understanding of the identity and impact of the organizational culture in order to understand what kind of human resource management and adjustment is needed within the company, as well as perceiving how to communicate their vision to the rest of the company. (Implications of Organization Structure Culture, 2007). From corporations to government to sports teams, the study of how structure and culture impacts the management can reflect a better way to make an entity work. Use a sports team as an example: most teams who have the only head coach as the GM doesnt do well as compared to the teams who split the duties between two individuals who can work together towards the same common goal. (Implications of Organization Structure Culture, 2007). Recommendations to improve the effectiveness of HRM Organizational efficacy depends on having the right people in the right jobs at the right time to meet quickly changing organizational needs. Right people can be selected by performing the role of Human Resource function. A strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programs and practices. According to this human resource management should not only handle recruitment, pay, and discharging, but also must make the most of an organizations human resources in a more strategic manner. An important aspect of an organizations business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vis ion of the company. Staffing, training, compensation and performance management are fundamentally central tools in the human resources practices that shape the organizations role in satisfying the needs of its stakeholders. Common rules and procedures of human resource management must be adhered to by the organization which forms basic guidelines on its practices. Teamwork amongst lower levels of staff and the management should be formed and continue to assist in various aspects that would reckoned necessary in eliminating communication breakdowns and encourage better relationship among workers. The management should emphasize on first-rate corporate culture in order to develop employees and generate an optimistic and favorable work environment. An HR strategy should aim to capture the people element of what an organisation is tending to achieve in the long run, guarantying that It has the right people in place It has the right mix of skills Employees display the right attitudes and behaviors, Employees are developed in the right way. (Groenewald, 2011).

Performing Arts in Context Log Book West Side Story, The Romeo & Juliet :: Drama

Performing Arts in Context Log Book West Side Story, The Romeo & Juliet (Baz Lurhman Version) And The Original Version: Character Analogies Voice 1 Log Book Vocal/ Physical Warm-Ups for Actors and Speakers Breathing: Inhale through the nose, exhale through the mouth. Do this 5 times. Inhale through the nose, filling lungs to 90% capacity, and then quickly fill up. Exhale with a relaxed a-a-a-h. Do this 5 times. Stretching: Stretch your neck to one side (ear to shoulder), then the other. Do this twice. Stretch your chin to your chest, then back. Do this twice. Stretch all the way around (chin to chest, shoulder, back, and chest) 5 times each way. Shake all over, like a wet dog, starting from the top and working down. Voice: Say "hah," "he," "hi," "ho," and "huh" from your diaphragm. Say each of your vowels from head to toe, toe to head, as if the sound is coming out of those parts of your body. Say each of your vowels as if it is coming from you mouth only, then nose, then eyes, then top of the head. Say each of your vowels from your facial mask (your whole face). Say "b-r-r-r-r" as if you are a race car. Do this several times. Say "gutter, butter, butter, gutter, good blood bad blood, good blood, bad blood red leather, yellow leather, red leather, yellow leather" Say "The Swiss wrist watch sank swiftly" 5 times. Good Posture: An exercise for practising is to pretend that you are supported with a ‘metal rod’ going through the top of your head and through the back of your body down to your ankle; this is the ‘Alexander theory’. Something also similar is to imagine that you’re a puppet dangling on a single string attached to the top of their heads. Research for My Chosen Monologue The Shawshank Redemption is a 1994 movie, written and directed by Frank Darabont, based on the Stephen King novella Rita Hayworth and Shawshank Redemption. The film stars Tim Robbins as Andy Dufresne and Morgan Freeman as Ellis "Red" Redding. This movie is primarily about Andy Dufresne's life in prison after being convicted of the murder of his wife and her lover, despite his protests of innocence. Theatre in Education Log Book In theatre in education we have been progressing on the play ‘Romeo & Juliet’. We have chosen as a team to produce the play in the style of ‘Goths & Chavs’ and the conflict will be a cause of trend. The Uses & Role of Theatre in Education * High quality, entertaining and educational performances for young people * Expertise in Drama with disaffected and disadvantaged teenagers * Facilitating forums and workshops with all ages

Yeats Easter

â€Å"Easter 1916† – manuscripts the events of Easter revolution in Ireland. It was Written in 1916 and Published only in 1921. The Question remains in the readers mind that â€Å"Was the revolution really necessary or was it unnecessary death? † The language in poem is simple and straight which makes use of figure of speech like slimly and metaphor. The poem conveys the moral that individual, war, friendship and relationship are more important in the world.We must have self control and shouldn't complain if the things go wrong. In the poem Yeats is taking the role of flamers and he is giving the description of normal dally lives of people. He also tells that he wants to go and meet his friends at theatre and say â€Å"A terrible beauty Is born†. This shows a dualistic nature of rising. It said a terrible beauty because It caused death and beauty of their step towards Independence. The revolution caused many problems which ruined the normal days of people as shown in the poem.Yeats describe about a revolutionist woman leader to be placed at a cabinet position ho is both a socialist and politician. She was left alone in Ireland by her husband who moved to Ukraine. She belongs to IIRC and designed uniform and national anthem for IIRC. RIB Leaders includes Patrick Pears: Leader of RIB, teacher, poet, nationalist and activist. Pears, he was the head of RIB and he delivered the proclamation speech on 24th of April at General Post Office. The second includes McBride: Member of RIB, husband to Yeats Love; Maude Gonne.Thirdly, James Connelly: Who Founded Irish Republican Society and Irish Citizen Army he was ideation at G. P. O leading 150 rebels as commandment- General. Followed by Marketable a Nationalist, suffragette and socialist, she Is also a first woman to hold cabinet position In world. She Designed uniforms and composed anthem for RIB. She motivated and inspired many other revolutionist. Lastly Macdonald: who contributed to the Proc lamation speech. He was stationed at Jacob Biscuit. They planned a movement during the early spring to actually revolt against British rules.By then England was heavily involved in war with their allies. Irish nationalists ND revolutionist thought it would be great opportunity to fight for the revolution. They made friends with Germany and got helped in terms of weapons and ammos to fight against Britain. Yeats have written this poem as legacy in memory of Macdonald, McBride, Connelly, and Pears who are all untied by their commitment to their dream of freedom, giving Ireland everything they could for the good thing to happen.Yeats continues to say, wherever the split of Ireland Is represented by people wearing the color â€Å"green,† and those people will be forever changed-Yeats also describes how nature is corresponding to the Irish revolution which is very that is to achieve freedom for Ireland as if like a stone which can be resembled as an island of destiny because of th eir excessive love towards Ireland which made them revolt against British rules. Revolution is simply disturbing the social lives of people and their privacy.It means if the revolution continues then there is the chance that people will become emotionalism with heart in nature which can further more lead to much destruction. Yeats says only God can help. Though Ireland is happy for its independence Yeats is not as happy about the revolution as he says that those revolutionaries were very impatient to gain independence as British rules has actually promised the homeland for self governing but revolutionaries were so eager to fight.The revolution left 300 civilians, 200 soldiers & revolutionist dead, 2500 wounded, 15 leaders executed and 1841 sent to prison. The main theme if the poem is Art and politics which reflects Yeast's opinion of the British politics on Ireland. The Impact of fate and Divine on History is also included in the poem. He explains to us about the Fate and historic al determinism time. We can also see Yeast's transformation from being romantic poet to modernist poet. The poet has a perfect command over words.He has also deep insight in to human character. The characters of RIB have been pointed with great skills which seem simply is unforgettable. This shows the basic honesty and simplicity of the poet. The poem ends on a note of hope as the poem makes delightful reading simply because the very sincere about his ideas. He neither neither boasts nor hide anything. The toe is a patron of music and possesses a pictorial quality to build up an atmosphere of rare charm and reality.The quality of the poem is unquestionable. I can't name another poet which contains so much beauty as this person. The poem is very much optimistic and sentimental with the help of deep poetic inside. He creates realistic feeling in the readers mind. â€Å"Wherever green is worn/Are changed, changed utterly' these lines are unforgettable and a delight wonders. The poet o scillates between the present and the past, between Joy and despair and feels miserable.

Media Violence is Not the Problem - The Problem is in Our...

There are many examples that Americans commonly associate with growing up and coming of age; getting a driver’s license, seeing an R-rated movie, registering for the draft or to vote, buying guns, killing classmates†¦ Indeed, the dramatic increase in school shootings during the 1990s, in conjunction with the technology boom, drew much attention to mass media violence. Does media violence perpetuate aggressive behavior in its viewers? If so, to what extent? Do viewers retain models of behavior from their exposure to media violence? Do these models resurface later on during their coming of age? These are hard questions that may not have definite answers; however, a clear analysis on many studies reveals that we’ve only begun to scratch the†¦show more content†¦Who’s to blame? The Culprits Many Americans, particularly parents and politicians, were displeased with the amount of violence depicted in the media. In terms of violence in music, many turned around and blamed shock-rockers such as Marilyn Manson, Rammstein, and KMFDM. This, despite the fact that Harris and Klebold were not Manson fans, is a rather selective judgment. As Brooks Brown, a close friend of Harris and Klebold, and Klebold’s childhood best-friend, wrote in his book he co-authored with journalist Rob Merritt, No Easy Answers, â€Å"Music creates an emotion, whether it’s anger, sorrow, thoughtfulness, happiness, or humor. What people do with their emotions is up to them. But music doesn’t tell people what to do† (17). As for video games, it was common knowledge that Harris and Klebold were video game fans of the first-person-shooter genre, such as Doom and Duke Nukem. Again, Brown writes, â€Å"Video games may have given them a place to direct their rage—but somethin g else caused their rage in the first place. 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