Nestle: Training and Development
Nestle is the world’s largest food group, not only in terms of its sales but also in terms of its product range and its geographical presence. Nestle management provides their employees with many things that help provide the employees motivation and willingness to contribute more to the organization. One of these factors are giving them not only a functional and good environment, but they also give opportunities to their employees on how to further improve themselves like giving them various training programs and skills development. The other factor is the multicultural workplace which helps employees broaden their horizons without fear because of the non discrimination, no harassment and collective bargaining rights the employees are provided with. It also helps because by being multi-cultural Nestle has a great source of knowledge of the different places or cultures the company may want to explore in the future.
This case study mainly focuses on the types and methods of training and development that Nestle uses. Training and development is a vital part of operations in any organization. It is the employees that are the life blood of any company. Although having assets make things possible like hiring the employees, they are still the ones who make things happen. To have a successful company, they provide a effective training and development plan. Nestle provides this just like all successful companies do for their employees, because they all know that doing this kind of practice will provide the company with productivity and a reduced chance of turnovers.
The Term Paper on Training And Development Training Plan
All businesses that compete within a market have one goal in common: to be set apart amongst their competitors as one that consistently delivers their goods or services with increasing quality and service. It is this very thing that differentiates a business’ good or service from that of the competition. Ultimately, an organization seeks to build brand loyalty and long standing relationships with ...
Some practices that Nestle uses are mentioned in the case study are the Literacy training wherein they give special training or education for those employees from some countries, who for some reason were not able to finish their elementary schooling. This not only helps the employees but also the company as they are now in need of better learned employees in our fast paced and technology based society. The Nestle Apprenticeship Program which trains some students has it’s advantages and disadvantages, like if the students get hired by Nestle then they are lucky because these trainees are already well versed with production but there are also cases where they get stolen by other companies. There is also the Local Training which is very extensive and an example of this is the on the job training which is a key element to career development in administrative positions, they also have training centers and management training courses and lastly they also practice distance learning. Lastly Nestle has built an International Training Center “Rive-Reine” to bring together managers and senior managers from all around the world to exchange their work experiences and knowledge. Although there is a screening process for qualification Nestle still takes the time to make sure that the classes are composed of people from different geography, culture and backgrounds. The center delivers 70 classes to about 1700 managers, these classes are divided into 2 groups: Management and Executive. Management classes focuses on internal activities. While executive classes focuses on developing the ability to represent Nestle externally, how to think like the competitors and mainly industrial analysis.
