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HRM Assignment - Industrial Relations of Nestle' Company-1

Nestle focuses on building positive individual and collective relationships with employees through trust, mutual respect and dialogue. Nestle's employee relations policy provides guidelines for relationships with trade unions and representatives based on human rights and labor practices. Nestle engages in open dialogue with employees and external stakeholders and guides its actions not just based on laws but also to promote understanding of its principles. The company works to continuously improve relationships between internal and external labor stakeholders through human resource structures at corporate and local levels focused on strategic areas.

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Sathys Waran Jaganathan
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939 views2 pages

HRM Assignment - Industrial Relations of Nestle' Company-1

Nestle focuses on building positive individual and collective relationships with employees through trust, mutual respect and dialogue. Nestle's employee relations policy provides guidelines for relationships with trade unions and representatives based on human rights and labor practices. Nestle engages in open dialogue with employees and external stakeholders and guides its actions not just based on laws but also to promote understanding of its principles. The company works to continuously improve relationships between internal and external labor stakeholders through human resource structures at corporate and local levels focused on strategic areas.

Uploaded by

Sathys Waran Jaganathan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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4.

3 INDUSTRIAL RELATIONS – (NESTLE’ COMPANY)

Industrial relation is relation and interaction in industry between the labour and management
as a result from attitude and approach from them in industries management to increase their
industries and economic in whole not only a certain. It relates about relation between the
employee and management directly and indirectly from employee relation. Nestle’ company
is more focus on trust, mutual respect and dialogue. Nestle’ company want to create a
positive individual and collective relationship in work environment. They also do this as part
of their job in company. So, everyone must do it and keep positive in everyday working.
Nestle’ employee relation policy also provides frame of reference for the collective
relationship with trade union and employee representative based on human right and labour
practices. Nestle’ company also do open dialogue with their employee and with an external
state holder. It not only follows the strict compliance law and regulation.

They guide our action even it law and more lenient or no applicable law. Nestle’ company
trusted by the employee and stake holders. They also committed to promoting a greater
knowledge and understanding of Corporate Business Principles for being trusted by their
employee and stake holder. It also promotes a relevant international initiation in view of
continuously to improve work condition. Nestle ‘company also strive for proactive and
continuously improvement of the relationship between internal and external labour stake
holders. It accomplishes by organized structures within the human resource department at
corporate and local level and focus on implement of strategic areas.

Nestle’ want to build coaching culture which is everywhere they can coach the employee,
anytime and for all they can do this coaching culture. Nestle’ coaching everyday program is
do because to build a potential employee with fully knowledge and skill to the organization.
This program is dividing into few types example as below. First, certified master
performance coach is for one group of coaching that do a formal training in the organization.
Nestle’ use this opportunity to 13 coaches for year of 2013. Second, Everyday Coaching
Awareness Training is to create culture of coaching at Nestle’ to them practice this culture in
anytime, anywhere, everywhere and by anyone must practice it. 108 Nestle’ employees
underwent the training in 2013.
Third, practice session to give a feedback. It from manager group in the organization to give
direct report from hearing, feedback and asking skill, to them can give performance revive
and give effective development. 67 employees go and attend this session for year 2013.
Fourth, adapt give a guidance in our organization. It for increase understanding on Grow
Model. The participant is guide to accept and give an effective feedback and teach them
hearing skill and asking in good when they give a guidance to the employee. At year 2013, 38
employees attend the session. Fifth, mentor recognition is for give a encourage guidance from
the potential guidance, include all the informal guidance. All the 18 active guidance is
recognizing in year 2013. Sixth, research guidance survey is from 17 July until 7 August
2013. This is to evaluate the response and effectiveness guidance system in the organization.
The result is giving a clear picture about the employee perspective about the guidance culture
in Nestle’ organization.

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