Recruitment and Selection Process
• Nestlé is the world's largest foods company.
• Nestlé’s relationship with India dates back to 1912 • Began trading as The Nestlé Anglo-Swiss Condensed Milk Company (Export) Limited • Importing and selling finished products in the Indian market. • Set up its first factory in 1961 at Moga, Punjab • The first product to be manufactured was Milkmaid • Now the product range has increased to about 80 • Famous brand names are NESCAFÉ, MAGGI, MILKYBAR, MILO, KIT KAT…..
“Good Food Good Life”
“To be every way the leading company in the Indian food industry and a good corporate citizen by providing our customers with superior quality products, our share holders with rapid growth and fair returns and our employees with a challenging and satisfactory work environment.”
The Company continuously focuses: • To better understand the changing lifestyles of India and anticipate consumer needs. • To provide Taste, Nutrition, Health and Wellness through its product offerings. • To create value that can be sustained over the long term • To offer consumers a wide variety of high quality, safe food products at affordable prices.
Nestlé India: Recruitment Policy
As mentioned in the Nestlé Management and Leadership Principles: • The Nestlé recruitment policy is to hire staff with personal attitudes and professional skills enabling them to develop a long-term relationship with the Company. • Only relevant skills and experience and the adherence to the above principles will be considered in employing a person. • No consideration will be given to a candidate’s origin, nationality, religion, race, gender or age. • The potential for professional development is an essential standard for recruitment. • Under no circumstances should the decision to hire or not to hire be left in the hands of an outside consultant or expert.
“Manpower planning is the process including forecasting, developing and controlling by which a firm ensures that it has the right number of people and the right kind of people at the right places, at the right time doing work for which they are economically most useful”. - E. Geisler
• Ascertaining manpower needs in number and kind. • It presents an inventory of existing manpower of the organization.
• Helps in determining the shortfall or surplus of manpower. • Initiation of various organizational programmes. • Acquisition, utilization, improvement and prevention of human resources.
• Demand Forecasting. • Supply Forecasting. • Determining human recourse. requirements.
• Action Planning.
• Monitoring & Control.
Human Resource Planning
Organisational Objectives HR Needs Forecast HR Programming HRP Implementation Control & Evaluation Surplus - Restricted Hiring, Lay Off, VRS, Reduced Hours HR Supply Forecast
Shortage - Recruitment & Selection
Assistant Manager - Packaging Development CTC: Rs 5Lac p.a.
Assistant Manager - Elect & Automation CTC: Rs 5Lac p.a.
Manager – Purchase CTC: Rs 5Lac p.a.
Vice President– Finance CTC: Rs 5Lac p.a.
• Recruitment is the process of discovering of potential applicants for actual or anticipated organizational vacancies. • Recruitment is the process of discovering the right applicant and tapping the talent.
Recruitment: Time Plan
• Floating job advertisement and attracting pool of applicants – 30 days • Screening of applications – 10 days • Calling of interview – 5 days • Selection process including tests and interviews- 15 days • Evaluation of candidates - 5days • Sending offer letters -2 days • Offer to acceptance- 15 days • Acceptance to reporting for work-30 days
Recruitment: Time Plan….contd.
Summary: • The whole process would take approximately 4 months. • The process would start on the 1st of May. • The new employees will join office in September....
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