A REPORT ON
PERFORMANCE MANAGEMENT OF NESTLE
Submitted as a part of course study for the award of degree of Masters in International Business from University of Wollongong Dubai.
SUBMITTED BY:
Ayesha Gianchandani
Student Id: 4833788
SUBMITTED TO:
Dr. Ritu Sehgal
Assistant Professor
Faculty of Business and Management
TABLE OF CONTENTS
SERIAL NUMBER TOPIC PAGE NUMBER
1 Executive summary 3
2 Principles of Performance management in MNC’s 4
3 Management Performance at Nestle 7
4 Nestle Challenges 9
5 Solutions for Nestle 10
6 Recommendations 12
7 Conclusion 13
8 References 14
Executive Summary:-
The Purpose of this
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He developed the first baby food formulae, which became a great alternative with women who could not breast feed. It captured the vast European market. Its Management strategy of “Innovating and Renovating “broadened its horizons in the world.
Soon Nestle spread its wings all over the world to be precise it has 447 factories, and operates in 94 countries with an impressive work force of 333,000 people, with a range of 8000 products. Nestle growth story moves forward with partnerships with institutions whereby it holds a sizeable share in the company.
Nestle’s Performance Management Scheme:-
What has really sustained Nestle growth over the years despite tough competition from the big giants like Proctor& Gamble, Cadbury’s etc.
To define it would be “Sustainability of Consumers, Employees and Nutrition” It is a human company, with specific concern for the well being of its consumers and employees. The symbolic image of the bird’s nest speaks volumes of the Performance Management
Nestle Values:
• Integrity and commitment to work
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• An organization which has less of bureaucracy and a clear focus on its objective and results. It gives lot of autonomy with responsibility to tackle issues, which increases operational speed.
• Nestle believes in having a complete balance of private and professional life of its employees. Which reinforces their honesty, loyalty, dedication and productivity .Nestle believes in the concept that skills and knowledge can be developed easily than values and attitudes. Therefore it encourages its employees to take part in community and philanthropic activities.
• Learning, Innovating and Renovating is part of the company culture. To update employees and managers with technical knowledge, skills, Communication, action learning courses, trainings, marketing strategies, health and emotional aspects are all made mandatory. This adds to the potential of the company, which in turn strengthen the
This goes along with the Work, Exchange, and Technology theme. The people working
Terms of Reference I am a HNC business student. I am writing this report as part of my course. This assessment covers outcome 4 of the Managing People and Organizations' class. Unit F84T 34 Procedure In order to construct this report, I read the case study and highlighted information that I thought was relevant to this report.
If employees are not familiar with the company’s goals and what the company is expect from them they won’t be able to perform good. Successful organizational culture requires a team work. Johnson should establish the espoused values of the company. These are the stated values and norms that are preferred by the company (Kreitner, 2013, p.63). Johnson should set the basic assumption which values employees (Kreitner, 2013, p.65).
Free equipment to try out sports- The employees get free scooter and skateboards using which they can go for sport or even surfing whenever they feel like. This keeps them motivated as they get some time to relax. g. Equal Benefits to all- The company provides benefits to the entire community and not only to the high performing employees.
Their employees are given the opportunity to work in a nurturing and thriving environment. The leaders of CarMax have put their words into actions for their employees to benefit from. Their efforts have earned respect from the employees as seen in feedback from employees on their website. The employee development and training initiatives are one of the biggest impacts they can have on their employees. “Training and development play a vital role in the effectiveness of an organization” (Falola, Osibanjo, & Ojo 2014).
A multinational as big as Nestlé plans on the long term, which is why they put a great deal of research into finding out how a business is successful. They have experienced that to achieve success like they have there has to
This business is regularly followed by human resources, safety and health environment-related compliance and business integrity which is based on an independent external audit network evaluated programs called CARE. Therefore, Nestlé worked hard to ensure a high standard of both employees and employers welfare as well as other forms of its CSR aspects such as employee safety, environmental problems, and education. Nestlé believes that its corporate business responsibilities shape the way of business that form of the cultures values, although the basic foundation is unchanged from the time of the origins of the company. Thus, its corporate business principles
It has developed over 8000 products which are available around the world. In Fortune Global 500 Nestle was listed no.1 as the most profitable company in the all
Kraft Heinz Case Study Executive Summary Problem Statement The focal problem that Kraft Heinz Company (KHC) faces is the decrease in demand of packaged-foods, while trying to increase revenue. Analysis This analysis studies Kraft Heinz Company’s strategy, competitive position in the market, problems being faced, and the company’s financials.
INTRODUCTION Performance management Performance management is an important part of the company. Companies based on criteria set by the partner for evaluation, so that company manger can knows the performance of employees. Also make the partner aware of their position in the company, pragmatic to complete the work. Background of Starbucks Starbucks is the world’s largest multinational coffee chain.
Nestle is considered one of the largest food and beverage company worldwide. Nestle first opened its factory in 1866 in New Zealand and have successfully grow and recognize all over the world. Today, nestle own branches almost in every country in Europe, South America, Asia and other continents. The products that they produce are coffee, bottled water, milk products, tea, breakfast cereals, biscuits, baby food and many more. Looking at their annual report, their revenues clearly state that they are the most preferred food and beverage.
Nestle possesses about 450 factories and has businesses in a total of 86 countries around the world. Nestle has a large range of products, from food and snack to ice-cream and cereals. Nestle has the objective to be recognized worldwide as the leader in Nutrition, Health, and Wellness. Nestle has a motto that states, “Good Food, Good Life” that holds the company’s purpose of enhancing the quality of their customers daily
One essential principle of Kaizen is that there are always continuous improvements to be made and there is never an end to the strive of excellence. Employees are required to work on the improvement implemented and explore different ways to make crucial process more effective and efficient for the company. Similarly, in training and development, Sony believes that the development and vitality of its employees is a main factor that drive Sony’s dynamic growth in the market. Sony recognizes its employees as important management assets and essentially focuses on the growth and development of its employees as a fundamental basis for the growth of their company. Hence, Sony provides various on-job-learning experiences for its employees, providing them with real-life challenging problems that aims to help to enhance its employees’ personal growth.
STRATEGIC MANAGEMENT CASE STUDY: MCDONALD’S CORPORATION 1. INTRODUCTION McDonald’s Corporation is the world’s leading fast food restaurant chain with more than 34,000 local restaurants serving approximately 69 million people in 119 countries each day. More than 80% of McDonald’s restaurants worldwide are owned and operated by independent local franchisees. Its revenues come from the rent, royalties, and fees paid by the franchisees, as well as sales in company-operated restaurants (McDonald’s, n.d.).
Nestlé’s products include baby food, bottled water, coffee and tea, dairy products, ice cream etc. Nestle setup its first factory in India in the year 1961 in Moga, Punjab. The other factories are located in Karnataka, Goa, Haryana and Tamil Nadu. In India, the first factory was setup in order to sell ‘Nescafe’, their coffee product which was well known in other parts of the globe by then. Nestlé now has nearly 150 factories in 195 countries.