INTRODUCTION
Founded in 1866 by Henri Nestl
Established in 1866 by brothers George Page and Charles Page,
and Farine Lacte Henri Nestl.
Nestl was formed in 1905 by the merger of the Anglo-Swiss
Milk Company.
Around 254,000 people working.
Runs 509 factories all over the World
TRAINING AT NESTLE
Five steps of training and development processes:
To make an efficient and well maintained management and training
process a company can follow five steps which can be key success
for the training process of the company, those cores five stages are:
Step 1: Need Analysis
Step 2: Instructional Design
Step 3: Validation Step
Step 4: Implementation
Step 5: Evaluation
ORIENTATION & TRAINING
PROGRAMS AT NESTLE
1. Formal Orientation
2. Literacy Training
3. Nestl Apprenticeship Program
4. Local Training
5. International Training
FORMAL ORIENTATION
Formal orientation is defined as the program of learning, including
business rules and policies and job specific information which are
required by employees to perform their jobs.
Line managers are responsible for orienting new employees into
positions within Nestle Ltd.
ORIENTATION POLICY
This policy ensures all new employees receive a complete orientation, encompassing:
Nestl Management and Leadership Principles
Terms & conditions of employment
Business policies & procedures
Site-specific information
Information on the requirements of their job so that they can become proficient as soon
as possible
On-the-job information critical to the employees health, safety & security
Nestl Code of Good Conduct
ORIENTATION POLICY
First day: At first day newly hired employees have given
information about safety and security issues and workplace rules.
Second day: At second day forth coming employees are
introduced to HOD of each department of the whole organization.
Third day: Employees have given all necessary information
required to perform their jobs, familiarization of work place.
LITERACY TRAINING
Nestle Offer employees the opportunity to upgrade their essential
literacy skills
This program is for those who had missed a large part of their
elementary schooling
These programs are especially important as they introduce
increasingly sophisticated production techniques
Much of this is on-the-job training to develop the specific skills to
operate more advanced equipment
LITERACY TRAINING
Advantages:
It is given to the employees so that it can enhance their essential literacy
skills.
This helps in increasing the production techniques
This training develops the skills of the employees, so that they are able
to operate advance equipment's
Disadvantage:
They do not give training on new changing working practices of the
organization
APPRENTICESHIP PROGRAM
It is a process by which people become skilled worked through a
combination of classroom instruction and on the job training, it is
widely used to train individuals for many occupations.
It traditionally involves having the learner apprentice study under
the instruction of a master craftsperson
APPRENTICESHIP PROGRAM
Advantages:
Young trainees get the chance to learn
It provides right base to the trainees for future advancement
Disadvantages:
Trainees complete their training and joins other organizations
who did not provided any type of training to them
LOCAL TRAINING
They start with continuation training for ex-apprentices who have
the potential to become supervisors or section leaders
Through several levels of technical, electrical and maintenance
engineering as well as IT management
The degree of specialists varies considerably, reflecting the
availability of trained people on the job market in each country
The scope of local training is expanding. So many Nestl
companies have appointed corporate training assistants in this
area
LOCAL TRAINING
Advantages:
They operate trainings in their own training centres, where
maximum number of employees takes part
Managers are involved in training, which develop their coaching
skills.
Career development of ex-apprentices
INTERNATIONAL TRAINING
Nestls success in growing local companies in each country has
been highly influenced by the functioning of its international
Training Centre. Country managers decide who attends which
course, although there is central screening for qualifications, and
classes are carefully composed to include people with a range of
geographic and functional backgrounds
INTERNATIONAL TRAINING
Management courses: The participants have typically been with
the company for four to five years. The intention is to develop a
real appreciation of Nestl values and business approaches. These
courses focus on internal activities
Executive courses: these classes often contain people who have
attended a management course five to ten years earlier. The focus
is on developing the ability to represent Nestl externally and to
work with outsiders
INTERNATIONAL TRAINING
Advantages:
It brings all the managers from around the world together to learn
from their seniors
Develop the values and business approaches among the managers
Disadvantages:
Strict selection criteria
TRAINEE PROGRAMS
Management Trainees
Management Trainees are put through a 12-month long, cross-
functional, multi-location training program; after successful
completion of the training they are absorbed in their respective
functional departments
Finance & Control Trainees
Finance & Control Trainees are put through a 12-month long,
multi-location training program; after successful completion of
the training they are absorbed in their function across locations
basis business requirements
Costing Trainees
These trainees are put through a stint of 12 months through
various units and after successful completion of their stints and
absorbed in the finance & Controls division
Technical Management Trainees
The training program is for duration of 12 months. Post the
satisfactory completion of training period the trainees get
confirmed against available positions based on business
requirements
Field Force Trainees
The Trainees are engaged for duration of 11 months for training.
Post the satisfactory completion of training period the trainees get
confirmed against available positions based on business
requirements
Summer /Autumn Trainees
Nestl handpicks top quality students from premier management
institutes across the country to undertake live projects in the field
of Human Resources, Sales & Marketing & Supply Chain
NUTRITIONAL TRAINING AND
INDIVIDUAL COUNSELLING
The NQ (for Nutritional Quotient) initiative aims at equipping
all Nestl employees with regular nutrition education sessions
Sessions are delivered by nutritionists, who help employees better
understand key nutritional concepts and develop healthy habits,
based on practical case-studies
A more advanced training is proposed to employees working in
marketing, product development and communications
CONCLUSION
Nestl do this because they believe it pays off in the long run in their
business results, and that sustainable long-term relationships with highly
competent people and with the communities where they operate enhance
their ability to make consistent profits
It is important to give people the opportunities for life-long learning as at
Nestle that all employees are called upon to upgrade their skills in a fast-
changing world. By offering opportunities to develop, they not only
enrich themselves as a company, they also make themselves individually
more autonomous, confident
THANK YOU
PRESENTED BY:
ADITYA RAJ
IPSITA SAHU
SUMAN NAYK
SUMIT RANJAN
TANUSHREE ROY
