History And Organisational Examination Of Nestle Corporation

History And Organisational Examination Of Nestle Corporation Nestle is a multinational company with its worldwide operations in over 84 countries. Nestle is the worlds largest food company with its international headquarters at Vevey, Switzerland. Nestle has almost 500 factories world wide out of which 220 are located in Europe, 150 in America and 130 in Africa, Asia and Oceania. It employs almost 2,30,000 people.   Founder of Nestle was German born Henry Nestle who was living in a small town of Switzerland named Vevey. From a modest beginning he founded the company in 1866 at Switzerland for manufacturing milk powders for babies. Necessity is mother of invention is applicable in the  Ã‚   invention of a special food product Farine Lactee made from Cereals milk to saved the lives of many infants because, at that time Switzerland faced one of the highest infant mortality rate the milk formula act as nectar that saved the lives of many infants whose mothers were un-able to breast feed successfully. Since than Company have always looked forward and have achieved set targets goals.   At present Nestle is the worlds largest food company, with its international head quarters at Vevey, in Switzerland. Nestlà © is often quoted by most as Multinational of Multinationals. There is a good reason, as less than 2% of the turnover comes from domestic market in Switzerland.   Nestlà ©Ã‚  is very much decentralized in its operations most of the markets are given considerable autonomy in its operation. It is more of a people products oriented company rather than systems oriented company. There are unwritten guidelines which are to be followed, based on common senses a strong set of moral principals emphasizing a lot of respect for fellow beings. Nestle has always adapted to the local conditions and at the same time integrates its Swiss heritage. It has always taken a long-term view in the countries in which it operates. Therefore, one can see a lot of investment RD and risk taken in new product areas. There is a great emphasis placed on training by the company. It believes in rewarding and promoting people from within. Today its product brand name Nestle is associated with quality products in worldwide consumer markets. The Nest  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When Henry Nestle introduced the first commercial infant formula in 1867, he also created a symbol of the Birds Nest, graphic translation of his name, which personifies the companys business. The symbol, which is universally understood, evokes security, motherhood and affection, nature and nourishment, family and tradition. Today it is the central element of Nestlà ©s corporate identity and closely parallels the companys corporate values and culture. Main point Worlds leading nutrition, health and wellness company. Founded in 1866 in Vevey, Switzerland. It has around 280,000 employees all over the world. It owns 450 factories in 84 countries. Product categories include Soluble Coffee, Infant Nutrition, Bottled Water, Condensed and Evaporated milk, Ice Cream, Chocolate and Malt drinks. VISION Nestlà ©s aim is to meet the various needs of the consumer everyday by marketing and selling foods of a consistently high quality. MISSION We strive to bring consumers foods that are safe, of high quality and provide optimal nutrient to meet physiological needs. Nestle helps provide selections for all individual taste and lifestyle preferences HR at NESTLE NESTLES SPIRIT Making Big Investments in People Believes in building Leaders of Tomorrow CORE VALUE A prerequisite for dealing with people is respect and trust. Transparency and honesty in dealing with people are necessary for efficient communication. This is complemented by open dialogue with the purpose of sharing competencies and boosting creativity. To communicate is not only to inform; it is also to listen and to engage in dialogue. The willingness to cooperate, to help others and to learn is a required basis for advancement and promotion within the company. Human Resource Policies Designed in alignment to the Business Objectives. Incorporates practices like Job Enlargement as well as Job Enrichment. It follows mainly three different policies:- Nestle management leadership principles Nestle human resources policy Nestle people development review Nestlà ©s Culture Commitment to a strong work ethic, integrity, honesty and quality. Personal relations based on trust and mutual respect.. A personalized and direct way of dealing with each other. Openness and curiosity for dynamic and future trends in technology, changes in consumer habits, new business ideas and opportunities, while maintaining respect for basic human values, attitudes and behavior. HR Practices Recruitment Training Performance Management Rewards and Incentives Employee Relations Change Management Training Literacy training- to upgrades essential literacy skills, especially for workers who operate new equipment Local Training Programs- on issues ranging from technical, leadership, and communication and business economics. Performance Management Transparent performance appraisal system It has the following characteristics:- Recruitment Formal assessment by Line Managers and HR once in a year with feedback. Subordinate can question an unfair evaluation. Specific Key Performance Indicators have been enlisted by the HR department. Key performance indicator:-Achievement following the Nestle management and leadership principles. Remuneration structure and promotion criteria take into account individual performance. People with realism, hard work, honesty and trustworthiness are looked for. Match between candidates values companys culture are recruited. Recruitment for management levels take place in the head office by top management and all others at the branch level. The existing employees are promoted to higher posts as per the requirements. There are no lateral recruitments. Another source of recruitment is campus placements and human resource consultancies to look for the enthusiastic, motivated and fresh pool of talent. Decision to hire a candidate is finally taken by HR professionals only and no preference is given to external consultant. This is done to finally have the discretion power in the hands of Company. Employee Relation Employee turnover is less than 5%., which is considered to be very low for a multinational corporation. Nestle has an open culture upward communication especially in case of grievance redressal is encouraged. Work/Life balance is given importance, as illustrated in the Nestle Human Resource Policy document. Nestle Family annual events are organized by their HR department whereby employees along with their families are invited. Emphasis is laid on safety of employees REWARDS INCENTIVES Passion to Win Awards Long-service Awards Nestle Idea Award Talent Management:- To develop the framework and processes which will enable the company to identify and develop the potential of employees at Nestle.   Learning and development:- Continuous Improvement Creativity and Innovation Changing Role of HR Motivate and to develop people. Develop open-mindedness as well as a high level of interest in other cultures and life-styles. create a climate of innovation HR professionals should be able to inculcate the willingness to accept change and the ability to manage it. International experience and understanding of other cultures will prepare the employees to face the challenges in global markets. The aim of the Human Resources Strategy is to support staff. This it will do by developing and promoting good HR practice for the recruitment and development of high quality staff, by effectively managing their performance and by providing appropriate rewards and flexible opportunities that allow individuals to manage their own development. Core Functions of International Human Resources In Nestle Recruitment Selection Process Expatriates Performance Appraisal Training and Development Compensation Sources of Recruitment There are many different types of interviews. Once you are selected for an interview, you may experience one or more of the situations described below. When you schedule an interview, try to get as much information about whom you will be meeting. It is rare to have only one interview prior to a job offer. Most employers will bring back a candidate a number of times to be sure a potential employee will fit into the company culture. MODERN TECHNIQUES AND SOURCES OF RECRUITMENT FOR GLOBAL COMPANIES LIKE NESTLE 1) Walk-In -: The busy global organizations and the rapid changing companies do not find time to perform various functions of recruitment. Therefore they advise the candidates to attend for an interview directly and without a prior application on a specified date, time and at a specified place. 2) Consult-In -: The busy and dynamic global companies encourage the potential job seekers to approach them personally and consult them regarding the jobs. The international companies select the suitable candidates from among such candidates though the selection process. 3) Head-Hunting -: The global companies request the professional organizations to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidates and advice the global company regarding the filling up of the positions. 4) Body-Shopping -: Professional organizations and the hi-tech training institutes develop the pool of human resources for possible employment. The prospective employers contact these organizations to recruit the candidates. The body shoppers appoint people for their organization and provide the required/specific employees to various organizations on request. In fact, body shoppers collect fee/commission from the organizations and pay the salary/benefits to the employees. 5) Business Alliance -: It is like acquisitions, mergers, and takeovers help in getting human resources. In addition, the companies do also have alliances in sharing their human resources on ad-hoc basis. 6) Tele-Recruitment -: The technological revolutions in telecommunication helped the organizations to use internet as source of recruitment. Organizations advertise the job vacancies though the World Wide Web internet. The job seekers send their application though e-mails or internet websites. CASE STUDY ON NESTLE: UNFAIR LABOR PRACTICES Nestle was one of the biggest purchasers of cocoa from the Ivory Coast, a country in West Africa. Most of the worlds cocoa production came from farms and plantations located in Ivory Coast. Studies conducted by some of the major welfare organizations in the world like the International Labor Organization, UNICEF and other independent agencies revealed that the workers on these plantations lived and worked in poor conditions. They were paid minimal wages and exploited by the land-owners. Most of the workers had been trafficked i.e. bought and sold, making them practically slave labor. Nestle purchased cocoa from these farms despite its awareness of the conditions of the laborers, thus becoming it a party to their exploitation. Child labor was also employed on the plantations. UNICEF studies revealed that over 200,000 children were shipped to Ivory Coast and other cocoa producing countries in Western Africa from neighboring countries like Mali and Burkina Faso, to work on the plantations, especially during the harvesting of cocoa or coffee beans. The children were sometimes as young as nine years and could not escape from the plantations to return to their homes. A report released by the International Institute of Tropical Agriculture (IITA) also confirmed that child labor was used extensively on plantations in Africa, from where Nestle sourced most of its cocoa. The report which surveyed 1,500 farms in Ivory Coast, Ghana, Nigeria, and Cameroon found that more than 200,000 children worked in hazardous conditions using machetes and spraying pesticides and insecticides without the necessary protective equipment. The labor was usually supplied to the plantations by labor broker, totally unrelated to the laborer. The workers actually received only a very small proportion of the price paid for the Nestle product by the final consumer. Nestle was aware of the exploitative labor practices used by its suppliers and was also in a position to pressurize them to change, as it was a major buyer. Besides the report of several credible organizations, public interest groups also sent several petitions and representations to Nestle to stop buying bonded labor-tainted cocoa. However, the company chose to ignore these petitions, and continued its purchases of cocoa from these suppliers. Nestle was also involved in union busting in some countries. For instance, when a group of 13 workers, working in a sub-contracting facility of Nestle in Thailand, organized themselves to form a union, Nestle immediately cut the number of orders to that company and asked the company to put the unionized workers on indefinite leave with half pay. The workers were forced to quit, because of their lowered pay. In doing so, Nestle had clearly denied there workers their right to organize themselves to better their interests. Companies like Nestle made a public show of their support to social causes, in order to divert attention from their irresponsible behavior elsewhere. Nestle set up the Nestle Trust to support social issues relating the children and aged. However, some people believed the company was using these social causes for pure promotional purposes Nestle has well laid out charters to govern their social responsibility and behavior, but more often than not, these are only on paper. STRATEGIC HRM VERSUS CONVENTIONAL HRM Traditional HRM Strategic HRM Responsibility of HRM Staff specialists Line managers Focus Employee relations Partnerships with internal and external customers Role of HR Transactional, change follower, and respondent Initiatives Slow, reactive, fragmented Fast, proactive, integrated Time horizon Short term Short, medium, long (as necessary) Control Bureaucratic-roles, policies, procedures Organic-flexible, whatever is necessary to succeed Job Design Tight division of labor, independence, specialization Broad, flexible, whatever is necessary to succeed Key Investment Capital, products People, knowledge Accountability Cost center Investment center

Management Accounting and Financial Accounting Essay

The differences between management accounting and financial accounting include:[1] 1. Management accounting provides information to people within an organization while financial accounting is mainly for those outside it, such as shareholders 2. Financial accounting is required by law while management accounting is not. Specific standards and formats may be required for statutory accounts such as in the I.A.S International Accounting Standard within Europe. 3. Financial accounting covers the entire organization while management accounting may be concerned with particular products or cost centres. Managerial accounting is used primarily by those within a company or organization. Reports can be generated for any period of time such as daily, weekly or monthly. Reports are considered to be â€Å"future looking† and have forecasting value to those within the company. Financial accounting is used primarily by those outside of a company or organization. Financial reports are usually created for a set period of time, such as a fiscal year or period. Financial reports are historically factual and have predictive value to those who wish to make financial decisions or investments in a company. Management Accounting is the branch of Accounting that deals primarily with confidential financial reports for the exclusive use of top management within an organization. These reports are prepared utilizing scientific and statistical methods to arrive at certain monetary values which are then used for decision making. Such reports may include: * Sales Forecasting reports * Budget analysis and comparative analysis * Feasibility studies * Merger and consolidation reports Financial Accounting, on the other hand, concentrates on the production of financial reports, including the basic reporting requirements of profitability, liquidity, solvency and stability. Reports of this nature can be accessed by internal and external users such as the shareholders, the banks and the creditors.

Oklahoma Colleges and Universities Pursuing Online and Campus Based Education in Oklahoma, the Sooner State 2019

Whether looking for an associate degree, bachelor degree, or advanced degree, students are heading to Oklahoma colleges and universities to pursue their educational goals. One of Oklahomas major cities, Tulsa, was recently rated by Forbes magazine as second in the nation in job income growth. Career advancement and increased earnings are growing even faster for Oklahoma college graduates. Working Professionals Head Back to College in Oklahoma to Secure Positions with Top Local Employers Oklahoma college graduates are top competitors for jobs with companies in Oklahoma. Colleges and universities are training students for careers in finance, retail, government, entertainment, biotechnology and health. Some of the top businesses offering employment in Oklahoma include: Devon Energy headquartered in Oklahoma. ATT headquartered in Oklahoma. The Hertz Corporation headquartered in Oklahoma. BancFirst headquartered in Oklahoma. Express Personnel Services headquartered in Oklahoma. Oklahoma Publishing Company headquartered in Oklahoma. AOL headquartered in Oklahoma. .ue9f7921e047cc3f9cacedde4c7dd492b { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .ue9f7921e047cc3f9cacedde4c7dd492b:active, .ue9f7921e047cc3f9cacedde4c7dd492b:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .ue9f7921e047cc3f9cacedde4c7dd492b { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .ue9f7921e047cc3f9cacedde4c7dd492b .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .ue9f7921e047cc3f9cacedde4c7dd492b .post Title { color:#000000; text-decoration: underline!important; font-size: 16px; } .ue9f7921e047cc3f9cacedde4c7dd492b:hover .postTitle { text-decoration: underline!important; } READ The Relationship Beteween Computer Science and EngineeringLocal Economy Offers Best Opportunities to Graduates of Oklahoma Colleges and Universities Oklahoma college graduates have promising futures in an economy with an unemployment rate well below the national average. Forbes magazine has also ranked Tulsa, Oklahoma as one of the 50 best cities to do business in the nation. Oklahoma university students are entering a strong economy that boasts: The September, 2017 Oklahoma unemployment rate was 4.2 %, compared to the national average of 4.4%. 1,696,300 people are employed in Oklahoma. The 2016 2017 Oklahoma median household income was $39,292. Single Parents find Flexible Education Options at Oklahoma Colleges and Universities Single parents and students from all life situations are finding degree programs in Oklahoma that fit their educational and financial needs. Combinations of campus-based and online degree programs are now available through Oklahoma schools, such as: Kaplan University: Oklahoma Online Degree Programs. .u52957bc200c7ea02b5ae1f65a7aa4b6a { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .u52957bc200c7ea02b5ae1f65a7aa4b6a:active, .u52957bc200c7ea02b5ae1f65a7aa4b6a:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .u52957bc200c7ea02b5ae1f65a7aa4b6a { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .u52957bc200c7ea02b5ae1f65a7aa4b6a .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .u52957bc200c7ea02b5ae1f65a7aa4b6a .post Title { color:#000000; text-decoration: underline!important; font-size: 16px; } .u52957bc200c7ea02b5ae1f65a7aa4b6a:hover .postTitle { text-decoration: underline!important; } READ Online Degree Opportunities For TeachersUniversity of Phoenix: Oklahoma City College Campus, Tulsa University Campus, and Online Programs. ITT Technical Institute: Oklahoma City University Campus, Tulsa College Campus, and Online Programs. For a complete list of Oklahoma colleges and universities, students are encouraged to explore College-Pages.com, the leading education and career resource website. Prospective students will also find links to informative articles on making education and career decisions in the state of Oklahoma. Related ArticlesVirginia Colleges and Universities Pursuing Online and Campus Based Education in Virginia, the Old Dominion StateArizona Colleges and Universities Pursing Advanced Education in The Grand Canyon StateNew York Colleges and Universities Pursuing Online and Campus Based Education in New York, the Empire StateWest Virginia Colleges and Universities Pursuing Online and Campus Based EducationNew Hampshire Colleges and Universities Pursuing Online and Campus Based Education in New HampshireNorth Dakota Colleges and Universities Pursuing Online and Campus Based Education in North Dakota .u186ce0cb3d100b462bfd01f8a8c7375f { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-b ox-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .u186ce0cb3d100b462bfd01f8a8c7375f:active, .u186ce0cb3d100b462bfd01f8a8c7375f:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .u186ce0cb3d100b462bfd01f8a8c7375f { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .u186ce0cb3d100b462bfd01f8a8c7375f .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .u186ce0cb3d100b462bfd01f8a8c7375f .postTitle { color:#000000; text-decoration: underline!important; font-size: 16px; } .u186ce0cb3d100b462bfd01f8a8c7375f:hover .postTitle { text-decoration: underline!important; } READ Bachelor's Degrees in Teaching Online

Case Study - 1434 Words

Alex Sander’s Organizational Behavior Review Page 1 Alex Sander’s Organizational Behavior Review: A Brief Case Analysis Oakley Tyler Business 305-02 Professor Pratt October 9, 2008 Alex Sander’s Organizational Behavior Review Page 2 Alex Sander is the project manager at Landon Care Products, Inc. Alex is smart. Alex is self-driven. Alex is an asset to his company in that he makes intelligent decisions, faces challenges straight on, and confidently makes things happen while getting things done. In over just one year at Landon, Alex rebranded two national skin care products. Sam Glass, Alex’s supervisor, expected Alex to cause waves within the work place when he hired him, due to his†¦show more content†¦Alex is emotionally disconnected from his teammates and obviously believes that ends justify means. As well, Alex shows characteristic traits of a narcissist. Narcissism is the tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement (Robbins Judge, 2009). Regarding the 360( review, Alex tells Glass, â€Å"†¦ this process doesn’t really concern me. I’ve never worried about promotions because I’ve always gotten them†¦ In terms of money†¦ I’ve always made the same amount or more money than my peers. I expect it and demand that level of compensation (Griener Collins, 2008). Alex is not shy to show his sense of entitlement and slight arrogance. Because of this, his performance is suffering. It is hard for Machs and narcissists to be team players. Alex needs to show more concern about the feelings and insights of his peers, as well as take the 360( review seriously as use it as a tool to improve his weaknesses. As stated above, Alex has many strengths and a high amount of potential. However, the 360( review revealed his weaknesses as well. 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