Performance Management: Principles Of Performance Management At Nestle

2665 Words11 Pages

Submitted as a part of course study for the award of degree of Masters in International Business from University of Wollongong Dubai.

Ayesha Gianchandani
Student Id: 4833788

Dr. Ritu Sehgal
Assistant Professor
Faculty of Business and Management


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

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