ASSIGNMENT 2 FRONT SHEET

Qualification BTEC Level 4 HND Diploma in Business

Unit number and title Unit 3: Human resource management

Submission date 17/3/2021 Date Received 1st submission

Re-submission Date Date Received 2nd submission

Student names & codes Final scores Signatures

1. Lưu Hoàng Văn

Group number: 2. Lê Thị Lan Trinh

3. Dương Thảo Nhi

4. Phạm Hùng Phúc

Class GBS0901_NX Assessor name Kim Hảo

Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that making a false
declaration is a form of malpractice.
Grading grid

P5 P6 P7 M4 M5 D3
 Summative Feedback:  Resubmission Feedback:

Grade: Assessor Signature: Date:

Internal Verifier’s Comments:

Signature & Date:

1
Contents
I. INTRODUCTION:.................................................................................................................4
Mission statement:................................................................................................................5
Vision and values:..................................................................................................................5
Strategy unit business:..........................................................................................................5
Global organization:...............................................................................................................6
Organizational structure:.......................................................................................................7
Subsidiaries:...........................................................................................................................7
Human Resource Management:............................................................................................8
Performance management....................................................................................................9
Main functions of HRM:.......................................................................................................10
II. DOCUMENT PORTFOLIO:.................................................................................................11
Job description.....................................................................................................................13
Job Specification..................................................................................................................14
Selection & Recruitment in Nestle......................................................................................16
Interview Questions…..........................................................................................................20
INTERVIEW EVALUATION....................................................................................................22
IQ TEST..................................................................................................................................28
Psychometric Test................................................................................................................36
Stress Test............................................................................................................................43
Offer to selected candidates...............................................................................................45
Salary:...............................................................................................................................45
Clear career path:.............................................................................................................47
Reward and perk:.............................................................................................................47
Evaluate reward system of Nestle...................................................................................52
Evaluation process and the rationale for conducting appropriate HR practices..............52
Graphic Rating Scale Method (GRS):...............................................................................53
360 Degree Feedback:......................................................................................................55
Evaluation of Nestle interview........................................................................................56

2
 EMPLOYEE RELATION, ENGAGEMENT AND LAW...............................................................56
Employee relation............................................................................................................57
1. Strategic employee relation:................................................................................57
2. The employee relations process:..........................................................................57
3. Employee relations policies:.................................................................................57
4. Approaches:...........................................................................................................57
Employee engagement....................................................................................................58
1. Definition:..................................................................................................................58
2. The components of the employee engagement:.....................................................58
3. Drivers of employee engagement:...........................................................................58
4. Nestle contribution to improve engagement and relation in the company..........59
Employment law..............................................................................................................64
EVALUATION OF NESTLE AS A WHOLE............................................................................72
III. Conclusion:....................................................................................................................74
IV. REFERENCE....................................................................................................................74

3
 I. INTRODUCTION:

As a HR consultant of Nestle, our responsibility is to design a HR system. The report will

describe the purpose of HR as well as the main HR functions within the company, as well as
an overview of HR practices. The intention of us is to create the recruitment and selection
process and complete a document portfolio. Furthermore, we will put forth an appraisal
overview of employee relations and employment legislation that apply to these HR
practices.

Nestlé is the largest food and beverage

company in the world, in terms of
revenue. It is a Swiss Company established
in 1866 by its founder Henri Nestle. While
its main foray is food and drinks, it has
hundreds of products, nearly 2000. Some
of its most famous products and brands
include Maggi, Kit Kat, Nespresso,
Nescafe, so on. It operates 328 factories
in 86 countries, employing nearly 291,000
people worldwide. Its products are
Source: https://tinyurl.com/5frauxs5 available in 187 countries of the world.

4
Mission statement: “Our mission of "Good Food, Good Life" is to provide consumers with
the best tasting, most nutritious choices in a wide range of food and beverage categories
and eating occasions, from morning to night.”

Vision and values: “To be a leading, competitive, Nutrition, Health and Wellness Company
delivering improved shareholder value by being a preferred corporate citizen, preferred
employer, preferred supplier selling preferred products.”

Strategy unit business: Nestle is aiming its strategic focus on four key areas where it sees
the potential for growth: Bottled water, coffee, infant nutrition and pet care. The company
said it will consider acquisitions in those units, while it is also mulling potential divestitures.

Source: https://www.nestle.com/sites/default/files/2020-03/2019-annual-review-en.pdf

Nestle product presence all over the world, divided into 3 main zones:

o Zone Europe, Middle East and North Africa (EMENA)

o Zone Asia, Oceania and sub-Saharan Africa (AOA)

o Zone Americas (AMS)

5
Global organization:

Nestle global organization is divided into

four main sections on an international
basis, each reporting to the world
headquarters in Switzerland. Nestle uses
both top-down and bottom-up reporting.
Each territory reports next year's
forecasted sales to its Area Manager, who
compiles all of these reports and sends a
summary for his area to the Regional
Manager for yearly budgeting. The
process is repeated by Regional and Zonal
Managers until the National Sales
Manager has the forecasted sales for the
entire country. Target sales are then
reported down to each zone, which is
Source: https://tinyurl.com/myx4tbnx then forwarded to each country, and so
on, until each territory has met its
financial targets

6
Organizational structure:

Source: https://tinyurl.com/ykrvd36a

Nestle is a function-based organization. The tasks are divided into separate jobs and then
these jobs are grouped together under different departments i.e. functional
departmentalization is found in organization. Each major area is kept under the manager
who is a specialist in that concerned field and is responsible for all activities, which that
department performs.

Subsidiaries:

Source: https://nestleblogcom.wordpress.com/

7
Nestlé’s products include baby food, medical food, bottled water, breakfast cereals, coffee
and tea, confectionery, dairy products, ice cream, frozen food, pet foods, and snacks.
Twenty-nine of its brands have annual sales of over CHF1 billion (about US$1.04 billion),
including Nespresso, Nescafé, Kit Kat, Smarties, Nesquik, Stouffer’s, Vittel, and Maggi.

Human Resource Management:

Nestle is a people-inspired company. Our people, their strengths, talent and energy are our
most important strength. Currently there are nearly 291,000 employees worldwide and we
sell products and services in 187 countries. Human Resources (HR) has the responsibility of
implementing our HR strategy across the Nestlé businesses. HR strategy focuses on three
areas:

o People: attracting and retaining the right people

o Performance: achieving the full potential of our business and our people

o Culture: creating an ethical, responsible and high-performance culture.

Source: https://tinyurl.com/myx4tbnx

8
Shared Services: The shared services department's primary responsibility is to maintain the
records and data of all Nestle employees. They are also responsible for supplying line
managers with resources, systems, protocols, and processes for evaluating the performance
of their subordinates and employees. Payrolls, provident funds, pension funds, travel,
boarding and accommodation costs, and other employee funds are also handled by them.

Center of Expertise: The recruiting and selection of new hires is the main responsibility of
the Center of Expertise department. Orientation activities, Nestle’s training programs, both
national and international, and remuneration are their primary responsibilities. They are
also in charge of developing the necessary training for workers once their needs and
selection have been determined.

Business Partners: are the primary intermediaries between all the functional departments
and human resource departments. They ensure that all the decisions, steps and policies of a
functional department is in accordance with the company’s main objective and goals.

Performance management

In order to understand how Nestle manages their organization performance, we first need
to know about the performance management of Nestle.

The performance management cycle at Nestle is divided into several phases, including
preparation, monitoring, feedback, and analysis. Nestle Switzerland develops a five-year
corporate strategy plan called the Performance Development Plan (PDP), which is then
broken down into three-year plans for various zones, each of which lays out the country
divisions' yearly targets.

The CEO assesses the objectives' viability and communicates them to the MD, who splits the
annual goals into quotas and assigns them to relevant department heads. The heads then
assign individual goals to each employee and keep a close eye on their progress.

The heads are also in charge of gathering feedback from workers on growth plans and
priorities, which they then report to the MD. Feedback is normally provided on a weekly and

9
monthly basis to ensure that all departments are on the same page in order to achieve the
key business goals.

For the flow of information and business objectives, Nestle Pakistan uses a top-down
structure, in which the management, including the Board of Directors and the CEO, receive
the yearly objectives from Nestle International, and the CEO then communicates the
objectives and goals to Nestle's Managing Director (MD), who then assigns these goals to
Nestle's 10 separate head of departments.

If Nestle International sets a sales target of Rs 1 billion for Nestle Pakistan, for example, the
MD would divide this target into quotas and delegate them to specific departmental heads.
This vertical information flow approach is beneficial for including all employees in the
communication network and determining the productivity of various departments.

Evaluate:

However, after interviewing some staff, including those in the Sales and Marketing
departments, we discovered that the top-down communication strategy has created some
loopholes and inefficiencies.

To begin with, when the sender and receiver have different designations and locations, the
information can become hazy due to the communication process's delay and information
distortion.

Second, managers are often biased against some workers, assigning them more work than
others, which not only places an undue burden of responsibility on certain employees, but
often creates a sense of insecurity, since their ratings are focused on the achievability of
their individual goals.

Main functions of HRM:

Some main function of HRM include:

10
 source: https://www.olxpeople.com/blog/hrm-functions/

For more details, read the functions of HRM in Assignment 1.

II. DOCUMENT PORTFOLIO:

Before making a document portfolio, we need to understand how a position is determined,

how a job description and job specification is created.

11
 Source: https://www.slideshare.net/KamranAqeel/nestle-performance-management-1?qid=8b79381c-115b-4928-be4a-
994452acce06&v=&b=&from_search=10&fbclid=IwAR1w5rbDLaBUV6uplTLMXOPjJDZdc1yGhqQyYi0B-fwUscbzRZE0QPz41nE

This chart illustrates the general job analysis process. First and foremost, we need to
identify and analyze the tasks, responsibilities and duties to determine the needed position
description. And then, job specifications can be created by determining the needed
knowledge, skills, and abilities.

12
After that, the hiring process involves HR planning, recruitment and selection, training,
performance evaluation, … will be executed to ensure that the company is hiring the correct
candidate for the position.

Job description
Job title: Human Resources Manager Prepared date: 10 March 21

Department: Human Resources Approved by: Luu Hoang Van

Report to: Director of HRM Approved date: 11 March 21

Prepared by: Duong Thao Nhi

Job summary:

You’ll be responsible for all employee-related initiatives and activities at the plant, including
recruitment and selection, training and development, industrial safety, employee relations,
team building, affirmative action and compliance with all federal and state statutes related
to employment and safety. You’ll also be a consultant to the factory management team and
hourly employees with regards to issues related to working relationships, performance and
development. It will be your proactive responsibility to continuously improve the human
working quality throughout the factory as you collaborate with all levels and lines of talent.

Working Condition:

It totally depends on strategies but it may be 65% inside and 35% field.

13
Job Specification
Job title:

Human Resources Manager Education:

Experience: Bachelor’s Degree in Business

Administration, Human Resources, or
5+ years’ HR Generalist experience
related discipline.
working in a manufacturing, production,
industrial, military, or related Language Skills:
environment. 2+ years’ experience in a
Ability to read, speak and write English
leadership role.

Duties and Responsibilities:

● Manage employee relations activities in the factory.

● Be proactive in identifying and recommending initiatives that will continuously

improve the plant working environment.

● Lead and manage the local HR team.

● Counsel, coach and drive continuous improvement efforts pertaining to the working
environment.

14
 ● Provide subject matter expertise in the area of performance management, which
includes recommendations for rewards, disciplinary actions and terminations.

● Drive and manage performance evaluations, development plans and succession

planning.

● Ensure compliance with all Federal, State and Local regulations and Nestle standards.

● Perform all other duties as assigned.

Additional requirements:

It is our business imperative to remain a very inclusive workplace.

To our veterans and separated service members, you're at the forefront of our minds as we
recruit top talent to join Nestlé Purina. The skills you've gained while serving our country,
such as flexibility, agility, and leadership, are much like the skills that will make you
successful in this role. We hope you'll consider sharing in our mission--you'll join a cohort of
others who have chosen to call Nestlé Purina home.

15
Job description and Specification aside, its primary role is to identify who are we going to
hire, what is the position name, is it from the existing employee structure or not.

Next, I would like to talk about the Nestle interview process in order to have a better
understanding of how they evaluate the candidate, the structure of the interview.

Selection & Recruitment in Nestle

We don’t try to innovate on an existing company process. Instead, we use the existing
recruitment and selection structure of Nestle.

At Nestle, the process take place in 5 stages:

16
 with the Human Resources team, either
by phone, online or face-to-face
interview. If you pass your first round,
you’ll then be interviewed by the
appropriate line manager. In Nestle,
they’ll be looking at your potential fit with
our culture as well as exploring your
achievements and motivations.

Nestle uses competency based

S
interviewing techniques that will draw on
ource: https://www.nestle-caribbean.com/careers/interview- your experiences and real examples from
process?
fbclid=IwAR0KCpgmk855wKqXr9JJaflPnh4QahB1VPGBzOoPsg6
your professional life.
oez5E7XxCXAfZAHg

Graduate programme is a little bit

Application: This is the first round of the
different, if you excel at the interviewing
selection process, the HR department
stage, you’ll be asked to an Assessment
employee will post the hiring information
Centre. Here you’ll be assessed alongside
via online or offline for people to submit
other candidates and you’ll have the
their application.
opportunity to demonstrate you have the
Assessment: In this stage, your knowledge, skills and abilities to make a
application will be open for screening, the lasting impression.
HR employee will read through all
Offer: If you reach this stage then
candidates documents as well as
congratulations. In this stage, more
background check to measure whether
information about your induction will be
you match against the role profile. You’ll
given. To reach this stage in Nestle, it
then be contacted by one of our
generally takes about two months.
recruitment teams.
Orientation: Orientation is an event that
Interview: This is the most important part
the company organizes to congratulate
of any selection process, at Nestle, they
everyone who passed all the stages. This
introduce a series of individual interviews
is an opportunity to network with many

17
people at different levels in the company as well as people who are in the same
position as you

Below are 4 steps to join Nestle Trainee

Program include:

 Online Assessment

 Initial interview

 Nest camp/Field work

Nestle training program is a bit different,

 Final interview
here are some introductions about trainee
program.

Source: https://www.nestle.com.vn/vi/jobs/nestl%C3%A9-needs-youth/nestl%C3%A9-
management-trainee-program#sales

18
Feedback from Nestle Vietnam Management Trainees

19
 Source: https://www.nestle.com.vn/vi/jobs/nestl%C3%A9-
needs-youth/nestl%C3%A9-management-trainee-program#sales

20
Let’s talk about Nestle’s interview questions, they are divided into 3 type:

● Getting to know you question: These questions usually involve talking about you, introducing
yourself, your strengths and weaknesses, as well as some personal information and soft skills
assessment. Below are some general questions that Nestle usually asks.

Source: https://tinyurl.com/3zn4843n

● Behavioural/Competency Based questions: a set of questions that are used to evaluate your
behavioral and competency ability. These questions includes:

Source: https://tinyurl.com/3zn4843n

Depending on which type of question, you will be asked to demonstrate your point via a variety of ways.
Some of the assessment methods Nestle usually ask:

21
 ❖ Face-to-face interviews.
❖ Online Assessments logical, verbal and numerical reasoning.
❖ Telephone/Video Interviews.
❖ Presentations you may be given a brief and asked to prepare a presentation that you will deliver
when you attend your interview or assessment process.
❖ Assessment Center: a number of candidates will be invited at the same time to go through a
variety of assessments.

Interview Questions…
1. Getting to know you questions:
● Tell me about yourself
● Why do you want to work here?
● What interests you about this position?
● Where do you see yourself in five years?
● What are your biggest accomplishments?
● What are your strengths and development areas?
● Do you have experience training others?
● What do you think you will enjoy most about working in the food and beverage industry?
● What is your greatest professional achievement so far?

2. Behavioural/Competency Based questions:

Behavioural:

● Why are you leaving your current job?

Competency Communication:

● How would your co-workers describe you?

Competency Teamwork:

22
 ● At Nestle we understand that conflict can arise when you’re working closely with others on a
team. Give me an example of a time when you had to deal with an issue while working with
others
● Tell me about a time when your actions resulted in greater efficiencies of your team.

Competency Flexibility:

● Tell me about an idea you implemented in the past that made an impact.
● How do you handle situations that could cause you to be tardy or absent?

Competency Adaptability:

● We strive to help our employees create a healthy work/life balance at Nestle. How do you
balance life and work?

3. Capacity assessment questions:

● What are some of the challenges that the food and beverage industry face today?
● How do you handle customer complaints?
● At Nestle we value individuals who take initiative. Can you give me an example of a time you did
something without being asked?
● There may be times when you are asked to stay late, work weekends or overtime, due to
fluctuations in the schedule and shift changes at Nestle. What is your availability?
● Nestle is asking for 5 years of industry experience and you have just 3. Why do you think you are
qualified for this position?

INTERVIEW EVALUATION

23
Date: __________

Candidate Name: ___________________________________________

Interviewer Name: __________________________________________________

5 = high 1 = low 5 4 3 2 1

Behavioural/Competency

Tell me about yourself.

Why do you want to work here?

What interests you about this position?

Where do you see yourself in five years?

What are your biggest accomplishments?

24
What are your strengths and development areas?

Do you have experience training others?

What do you think you will enjoy most about working in the
food and beverage industry?

What is your greatest professional achievement so far?

Comments:

Behavioural: Why are you leaving your current job?

Comments:

Competency Communication:

How would your co-workers describe you?

25
Comments:

Competency Teamwork:

At Nestle we understand that conflict can arise when you’re

working closely with others on a team. Give me an example of
a time when you had to deal with an issue while working with
others.

Tell me about a time when your actions resulted in greater

efficiencies of your team.

Comments:

Competency Flexibility:

Tell me about an idea you implemented in the past that made

an impact.

How do you handle situations that could cause you to be tardy

or absent?

Comments:

26
Competency Adaptability:

We strive to help our employees create a healthy work/life

balance at Nestle. How do you balance life and work?

Comments:

Capacity assessment

What are some of the challenges that the food and beverage
industry face today?

How do you handle customer complaints?

At Nestle we value individuals who take initiative. Can you give

me an example of a time you did something without being
asked?

There may be times when you are asked to stay late, work
weekends or overtime, due to fluctuations in the schedule and

27
shift changes at Nestle. What is your availability?

Nestle is asking for 5 years of industry experience and you have

just 3. Why do you think you are qualified for this position?

Comments:

Candidate answered questions clearly and concisely

Communication style

Creative and flexible

Comments:

Overall Evaluation

28
I would rate this candidate overall:

Comments:

29
IQ TEST
1. What numbers should replace the question marks?
100, 95, ?, 79, 68, ?, 40, 23

a. 70 and 55

b. 80 and 55

c. 88 and 50

d. 88 and 55

2.

a. A

b. B

c. C

d. D

e. E

3.

30
a. 343

b. 267

c. 150

d. 80

e. 20

4.

31
What numbers should replace the question marks?

a. 2 and 10

b. 1 and 2

c. 10 and 6

5.

a. 9 4 7 5

b. 7 8 4 5

c. 7 5 4 2

d. 6 8 7 1

6.

32
a. A

b. B

c. C

d. D

e. E

7.

a. A

b. B

c. C

33
d. D

e. E

f. F

8.

a. A

b. B

c. C

d. D

e. E

9. Fill in the missing number (s) indicated by the question mark (s) in question.
14, 16, 28, 32, 42, 48, 56, 64, ? , ?

a. 68, 92

34
b. 70, 80

c. 73, 85

d. 78, 87

10.
3829718 is to 87283 and 642735 is to 5346 therefore 6917 is to ?

a. 67

b. 76

c. 69

d. 91

---------

THE CORRECT ANSWER

1-d

2-c

3-a

4-c

5-a

35
6-e

7-b

8-b

9-b

10 - b

IQ Test is an intelligent quotient test designed to measure a person’s level of intelligence. It is expressed
in the form of a number. The average score is 100, which implies that a person attaining a score above
100 is smarter than most people. On the other hand, scoring below 100 is indicative that a person is less
intelligent than the average person. The tests have been used in schools and in the corporate world to
find the ideal student or worker.

The Tests Are Objective

Employers can avoid biases during recruitment by using intelligent quotient tests. Interviews, resume
screenings, and other forms of recruitment methods tend to be subjective in that it depends on the skills
and experience of the recruiters. However, objective conclusions will be drawn when IQ tests are
utilized. The same questions are utilized to test the participant’s abilities. At the same time, a sense of
consensus is reached on how to rate the answers. A company can prove that it committed to the virtues
of fairness and justice because everyone is offered a chance to thrive in a test.

Notably, the results of an IQ test are likely to be correlated with the job’s performance. It is evident that
people who have high levels of intelligence are successful in many areas. They are productive enough to
create the results needed in an organization. Indeed, their problem solving and critical thinking skills are
remarkable.

It Helps Save on Time and Costs

36
It takes hours and days to conduct interviews in a recruitment process. The company may need to set
aside a lot of money to pay the interviewers and to book for a venue. Similarly, the candidates must
spend a lot of resources to attend the event. Conversely, IQ tests are easy and cheap to administer. The
process can be conducted successfully online. Many candidates will hence take the tests at the same
time without necessarily costing a company or institution a lot of resources.

Future Insight Can Be Obtained With Ease

Companies may need to make decisions based on the data gathered in the past. The IQ tests offer
quantifiable insight to a company. They will know the type of people to recruit in the future and the ideal
training materials for a program.

Whereas intelligent tests are beneficial to a recruiting process, there are some instances when they do
not yield perfect results. The participants may opine that the company is unable to get the whole picture
about their abilities and professional drive. With this in mind, there is a need to design the tests with the
consideration to the following factors:

1. Specificity. A good IQ test will focus on the most relevant elements of a person. The questions
asked must be related to a field and tasks.
2. Validity and Reliability. A good IQ test should yield the same results even when a person takes
them more than once. They must accurately predict a person’s performance.
3. Legality. The tests must not be designed in such a way that discrimination prevails in a
recruitment process. People from different backgrounds must be in a position to take them and
get accurate results.

Certainly, IQ tests are important in the recruitment process. They must, however, be designed in such a
way that accurate and objective results are achieved.

37
Psychometric Test
Question 1/20: Read the statement and indicate whether you agree or disagree with it.

I am the kind of person who sees the big picture, focusing less on the small details.

A. Agree
B. Disagree

Question 2/20: Read the statement and choose whether you Agree, Disagree or Neither Agree Nor
Disagree with it.

I usually keep my feelings to myself.

A. Agree
B. Neither Agree Nor Disagree
C. Disagree

Question 3/20: Read the statement and indicate whether you agree or disagree with it.

I always keep a lid on my feelings.

A. Agree
B. Disagree

Question 4/20: Read the statement and indicate whether you agree or disagree with it.

It takes me some time before I actually get down to work.

A. Agree

38
 B. Disagree

Question 5/20: Please indicate to which extent you agree or disagree with the following statement.

It is better to be polite and rule-obedient rather than carefree.

A. Strongly Disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly Agree

Question 6/20: Read the statement and choose whether you Agree, Disagree or Neither Agree Nor
Disagree with it.

Once I make a decision I feel fairly confident that it is a good one.

A. Agree
B. Neither Agree Nor Disagree
C. Disagree

Question 7/20: Please indicate to which extent you agree or disagree with the following statement.

I am a rule-obedient person.

A. Strongly Disagree
B. 2
C. 3
D. 4
E. 5
F. 6

39
 G. Strongly Agree

Question 8/20: Please indicate to which extent you agree or disagree with the following statement.

I must admit I prefer to be able to do what I want rather than act within accepted rules and regulations.

A. Strongly Disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly Agree

Question 9/20: Please indicate to which extent you agree or disagree with the following statement.

When I am working from home, I plan a work schedule and adhere to it.

A. Strongly Disagree
B. 2
C. 3
D. 4
E. 5
F. 6
G. Strongly Agree
Question 10/20: Please indicate to which extent you agree or disagree with the following statement.

I lose my temper quickly but regain composure quickly too.

A. Strongly Disagree
B. 2
C. 3
D. 4
E. 5

40
 F. 6
G. Strongly Agree

Question 11/20: Please indicate to which extent you agree or disagree with the following statement.

Sometimes, it is hard for me to make a decision.

A. Strongly disagree
B. 2
C. 3
D. 4
E. 5
F. 6
G. Strongly Agree

Question 12/20: Read the statement and choose whether you Agree, Disagree or Neither Agree Nor
Disagree with it.

I like to do things I am not supposed to and “break” the rules.

A. Agree
B. Neither Agree Nor Disagree
C. Disagree

Question 13/20: Please indicate to which extent you agree or disagree with the following statement.

I don’t hesitate when making decisions.

A. Strongly Disagree
B. 2
C. 3

41
 D. 4
E. 5
F. 6
G. Strongly Agree
Question 14/20: Read the statement and choose whether you Agree, Disagree or Neither Agree Nor
Disagree with it.

I almost always complete what I started.

A. Agree
B. Neither Agree Nor Disagree
C. Disagree

Question 15/20: Read the statement and choose whether you Agree, Disagree or Neither Agree Nor
Disagree with it.

I would have to be very ill to miss a day of work.

A. Agree
B. Neither Agree Nor Disagree
C. Disagree

Question 16/20: Please indicate to which extent you agree or disagree with the following statement.

After finishing a task I review it in my mind, double-checking the quality of my results.

A. Strongly Disagree
B. 2
C. 3
D. 4
E. 5
F. 6

42
 G. Strongly Agree

Question 17/20: Please indicate to which extent you agree or disagree with the following statement.

I come across as a calm and rational person

A. Strongly Disagree
B. 2
C. 3
D. 4
E. 5
F. 6
G. Strongly Agree

Question 18/20: Read the statement and indicate whether you agree or disagree with it.

Rules are made to be broken.

A. Agree
B. Disagree
Question 19/20: Please indicate to which extent you agree or disagree with the following statement.

I tend to have mood swings more often than others around me.

A. Strongly Disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly Agree

43
Question 20/20: Read the statement and choose whether you Agree, Disagree or Neither Agree Nor
Disagree with it.

I always double-check my work to be sure there are no mistakes.

A. Agree
B. Neither Agree Nor Disagree
C. Disagree

Source: https://tinyurl.com/y42umu9z
A psychometric test is any activity or assessment that is conducted in order to evaluate a candidate
performance and includes, but is not limited to, skills, knowledge, abilities, personality traits, attitudes
and job/academic potential.

There are many psychometric test styles and formats with 3 main areas:

● Aptitude Tests: These tests have the goal of assessing various cognitive abilities from numeracy and
literacy skills to spatial awareness and more.
● Behavioural Tests: These tests are intended to highlight specific personality traits that could indicate
suitability for specific roles. These can come in the form of personality questionnaires, leadership
tests, motivation tests and situational judgement tests.
● Assessment Centres: Assessment centres are based on human interaction assessments. Various
exercises utilise job-specific skills and simulations and are usually carried out by
assessors/psychologists.

Stress Test
1. What is the worst thing you’ve heard about working with our company?

44
This will catch them off-guard, so it’s good to look intently at their reaction when you ask this question.
This is a good way to check if negative reviews found online will possibly deter them from joining your
organization.

2. Do you enjoy working under stress?

Of course, nobody enjoys working under stress but there are those who still thrive even during nerve-
racking situations.

3. How well do you deal with stress?

A good way to look at their coping mechanisms and to judge whether or not they’re productive in
pressured environments.

4. What kind of people do you struggle to work with?

Lets see if they can adapt to different temperaments or easily get unmotivated if they don’t vibe with
their colleagues or superiors.

5. How do you prepare for an important presentation the day before it’s due?

Offers you a glimpse as to how well they work under pressure, especially if it’s a last-minute presentation
to VIP clients, stakeholders, or even the executive board.

6. How would you deal with frequent changes at work?

This is a good way to gauge their reactions if ever clients are indecisive about a project’s requirements,
they get a new supervisor, or new members join the team.

7. How do you ensure that stressful events in your personal life don’t affect your performance at
work?

As human beings, it’s perfectly okay to get worked up over personal matters but those troubles shouldn’t
bleed into the work or the output they produce. It also shouldn’t affect their professional conduct at
work.

8. Describe a time you had to make a tough decision. How did you make sure you were objective?

45
Offers you a glimpse as to how they’ll handle work dilemmas such as firing an unproductive team
member or choosing between their subordinates for a coveted promotion.

9. How will you deal with a colleague who constantly takes credit for your work?

A good way to assess their interpersonal skills, self-confidence, and conviction to see things through.
Their answer will tell you how much they value their work.

10. How do you think this interview is going so far?

Lets you know about their personal assessment skills and self-awareness. If they can answer this
truthfully, it shows that they’re not undeterred by a stressful, awkward, or intimidating situation.

Objective:

Test a candidate’s ability to handle stress and perform under pressure. This is done by creating an
uncomfortable environment, so you can gain insight into how a candidate would react to stressful
situations on the job.

Adding a stress interview to your recruitment process can show you whether the candidate has the
necessary qualifications and personality to handle the expectations of the job. After all, you don’t want
to hire a candidate who looks great on paper but crumbles under pressure.

Offer to selected candidates

After succeeding in all the interviews and tests, selected candidates will move to the negotiation process
involving salary negotiation, compensation, perk, career path, …

Salary:

Market Benchmarking and Internal Equity, as well as other minor factors, influence the pay structure at
Nestle.

● Market benchmarking:

46
Market benchmarking, which is often performed in the form of surveys by third-party retailers,
takes this method a step further by comparing wage rates at various levels of different companies
within the same sector. Then, based on these surveys, a market average for these various levels is
calculated and transmitted to the company that requests those services from the third-party
merchant.

Nestle analyses the survey results and other variables before determining its own wage scale for
each stage of the group. For a grade, this band has an upper and lower meaning. The company
then determines whether to offer any employee upper band or lower band value based on the
employee's skill set, experience, and other considerations at the time of recruitment.

The chart below shows the average international salary of each department in Nestle. As you can
see, the average wage for Human resources department is 59.000$

Source: https://www.zippia.com/nestle-careers-32626/salary/#by-location

That is the international wage, in an developing nation like Vietnam on the other hand, the salary
of HR Manager is around 34,3 million VND, which is around 1,492.51$

47
 Source: https://vietnamsalary.careerbuilder.vn/detail/HR-Manager-kw

Combine with the year of experience, contribution and other aspect, we can offer our candidate
around 40-60 million VND worth of salary which is around 1,740 to 2,610.81 $USD

● Internal Equity

Internal equity is another method used by Nestle to assess a new employee's salary. The
company ensures that a new employee does not earn a salary that is higher than that of a current
employee in the same position, as this will demotivate the existing employee and cause him to
lose confidence in the organization.

Clear career path:

Another benefit when joining Nestle is a clear career path. At Nestle, they evaluate employees based on
their performance instead of seniority. This encourages employees to perform better in order to reach
the next level.

Below is the general internal HR career path from intern to HR director

48
 Source: https://resources.base.vn/hr/huong-dan-xay-dung-lo-trinh-cong-danh-cho-nhan-vien-426

Reward and perk:

Before talking about reward and perk, we need to understand the link between performance and reward
in Nestle.

Source: https://www.slideshare.net/KamranAqeel/nestle-performance-management-1?qid=8b79381c-
115b-4928-be4a-

49
994452acce06&v=&b=&from_search=10&fbclid=IwAR3fPls1MZLHn2NXs4ug4bgKo8oUeG9WxJDOptPMn
VEKrJjuIIaPFLOCjYU

This chart illustrates the link between performance and reward. Overall, it identified the individual
efforts and performance in order to offer a suitable reward, this helped attract the employee to continue
to contribute to the company.

Here are a list of some of the benefit when working in Nestle:

Type of reward Reward and perk

and perk

Health COMPREHENSIVE HEALTH PACKAGE

These options include:

● Children and/or domestic partners

● Life insurance, disability, and employee assistance offered
at no cost to you
● Dental and vision insurance options
● A variety of cost-saving preventative opportunities through
the onsite associate health and wellness program located at
one of our downtown St. Louis, MO locations

EMPLOYEE ASSISTANCE PROGRAM

Free, confidential access to licensed professional counselors who are

trained to help with a variety of personal or family challenges are
available to you depending on your specific needs.

WEIGHT MANAGEMENT PROGRAMS

Each year, we offer unique incentive programs to help you reach your
weight, fitness, and lifestyle goals. These programs take shape

50
 through the needs and requests of our associates.

Family PARENT SUPPORT POLICY

Family always comes first – a commitment Nestle made across the

entire organization by offering one of the most progressive parent
support policies in the industry. All designated primary caregivers are
offered up to 14 weeks of paid leave, and can elect up to an additional
12 weeks for a potential of 26 weeks total at home as you start or
grow your family. If you are not the primary caregiver, you'll receive
one week of paid leave following the birth, adoption, or foster care
placement of a child.

CHILD ADOPTION ASSISTANCE PROGRAM

Adopting a child is a special gift, and Nestle hopes to assist with

offsetting a few of the costs incurred with growing your family. There
are some variances across this program depending on your role within
the organization.

INFANT FORMULA PROGRAM

If you have an infant under 12 months old, you'll receive 32 store

coupons for any type of Nestlé Infant Formula – a special perk of
being part of our Nestlé family.

Finance BONUS PLAN

As a full-time employee of Nestlé, you become eligible for our short-

term incentive program based on the company's overall annual
performance.

401K

When you add to your retirement savings plan, we feed into it, too.

51
 You'll save on a before-tax basis through automated payroll
deductions – and it's easy to monitor and keep track of online.

RECOGNITION PROGRAMS

There are many ways to receive awards and rewards, as well as earn
recognition for top-notch work. These may vary by location,
department, or team. Don't worry, the work you do will not go
unnoticed.

CORPORATE DISCOUNTS

Being part of such a large corporate network like Nestlé comes with
big perks – discounts on buying/renting vehicles, tickets to sporting
events, and lower rates for cell phone plans and other consumer
products. If you're stationed at our head IS/IT office in St. Louis, you'll
also have access to the Nestlé "Company Store" at one of our
downtown St. Louis locations, which offers considerable discounts on
a variety of Nestlé products, including pet food, confectionary items,
snacks, and other merchandise.

Education TRAINING AND DEVELOPMENT

We know everyone learns in different ways and at different paces –

and we accommodate them all. Online, in-class, small teams, big
groups, onsite, away from the office. We have a robust assortment of
class options designed specifically for areas of interest and
development across the business. The Associate Development Center
at one of our downtown St. Louis locations is a prime location for
many of our in-house training courses.

EDUCATION REIMBURSEMENT

Regardless of your career area or level, if you're interested in pursuing

higher education to further develop in your role, we want to support

52
 you. We offer reimbursement toward tuition and book/class fees to
help you reach your next-step educational aspirations.

Paid time off COMPANY HOLIDAYS

Expected paid holidays:

● New Year's Day

● Martin Luther King Jr. Day
● President's Day
● One-Day Spring Break
● Memorial Day
● Independence Day
● Labor Day
● Thanksgiving Day
● Day after Thanksgiving
● Christmas Day

YOUR OWN PERSONAL TIME AWAY

For vacation, medical, or personal reasons that are entirely up to you

and your needs, you are well deserving of paid time off (PTO)
throughout the year. Eligible employees earn PTO each pay period
with accrual abilities based on your years of service with Nestlé.

BEREAVEMENT AND FUNERAL LEAVE POLICY

The loss of a relative has a profound impact on a person. This policy is

designed to allow you ample time away from work to be with your
family while coping through the loss of a loved one.

53
Evaluate reward system of Nestle

However, the Nestle reward system has a scheme system, through which workers are rewarded by
schemes. Deserving workers are not eligible for these types of benefits, but those who do not merit
them are given them, demotivating those who work hard and deserve them.

Furthermore, some training programs, international tours, and other similar facilities are given to only
some employees, while other employees employed on the same post do not receive these facilities at
the same time. As a result, those employees who receive these facilities are inspired, while those who do
not receive these facilities are demotivated.

Evaluation process and the rationale for conducting appropriate HR practices

By using the existing evaluation tool of Nestle, we can correctly and fairly evaluate the hired employees.
These evaluation tool include:

Graphic Rating Scale Method (GRS):

At Nestle, Employees are evaluated using the GRS system, which uses a scale of job
measurements such as communication, coordination, and work efficiency on one hand and
performance values ranging from below average to outstanding on the other. Specific employee
scores are then assigned by the department's head or boss based on their individual graphs.

Below is our take on GRS. How we evaluate an employee

Graphic Rating Scale

Employee Name: Nguyen Van A

Department: HR Department

Job Title: HR Manager

Work Dimension Performance level

54
 Poor Fairly poor Fair Good Excellent

Attendance

Working Behavior

Behavior toward
others

Sincerity

Dependability

Communication
skill

Specific Comment:

_______________________________________________________________________________
_______________________________________________________________________________
_________________________________________________

Date: ________________________________________

Employee signature: ____________________________

Manager signature: ________________ _____________

Evaluating:

This is a conventional performance assessment tool, but it is incredibly useful to Nestle for a
number of reasons.

To start, Nestle places a strong emphasis on group and teamwork in order to achieve business
goals. This approach would assist the head in assessing each participant based on more reliable

55
 criteria such as contact with other members, behavioral characteristics, and so on. The members'
incentives will also be focused on a more quantitative scale, thanks to the GRS system.

Second, GRS will assist Nestle in identifying top workers who consistently perform well in order to
develop a more credible promotion scheme. Additionally, the "star" workers will be designated as
team leaders so that a positive mindset can be spread within the company.

Finally, GRS will assist Nestle in conducting more formalized employee evaluations while also
enhancing the company's professionalism.

360 Degree Feedback:

This is a modern type of performance evaluation in which managers, subordinates, team

members, supervisors, and peers anonymously provide input on a specific employee. This input is
then factored into the employee's final performance ranking.

56
 Source: https://realbusiness.co.uk/complete-guide-to-staff-appraisals/

Evaluation:

This approach is beneficial because it will assist Nestle in developing a more detailed and holistic
performance assessment framework in which assessments will provide a wider perspective than

57
 conventional appraisal approaches that only concentrate on one or two performance
characteristics.

Your colleagues will exchange feedback and deep perspectives based on leadership style,
communication, and attitudes in 360-degree feedback. Furthermore, since Nestle uses a weekly
input routine, the 360-degree approach would be very useful in providing a more efficient
performance management framework.

Evaluation of Nestle interview

Source: https://www.glassdoor.com/Interview/Nestl%C3%A9-Interview-Questions-E3492.htm

As you can see, the above illustration shows the rating for a Nestle interview. Overall, from left to right,
the experience is mostly positive with 69% rating, the neutral and negative combine only take up 31%.
Nestle usually hires from online applicants, Campus recruiting, employee referral, which take up around
80%. The rest is from recruiter, staffing agency, in person and others. The difficulty of Nestle interview
process is not that hard, rating 2.9 which is an average interview.

EMPLOYEE RELATION, ENGAGEMENT AND LAW

58
Employee relation

1. Strategic employee relation:

Strategic employee relations is concerned with the formulation and implementation of plans designed to
meet the needs of the business. Plans will be based on the organization's policies on how it should relate
to employees and their unions. This chapter examines employee relations policies and strategies.
(Armstrong,2016)

2. The employee relations process:

Employee relations is concerned with the management and maintenance of the employment
relationship while considering the implications of the psychological contract concept. This includes
dealing with employees individually or collectively through trade unions; handling employment practices,
terms and conditions of employment, and issues that arise from employment; and giving employees a
voice and communicating with them.

3. Employee relations policies:

Employee relations policies express the organization's philosophy on the types of relationships it wants
between management and employees, as well as their unions if necessary, and how the pay–work
bargain should be managed. The goal of a social partnership policy is to create and maintain a positive,
productive, cooperative, and trusting work environment.

4. Approaches:

There are 4 approaches to employee relations:

❖ Adversarial: Employees are supposed to fit into the organization's goals. Employees only have
leverage if they refuse to comply.
❖ Traditional: a relatively decent day-to-day working relationship, however management suggests
and the staff responds by elected officials, if any exist, if not, workers either embrace the
situation or walk out.

59
 ❖ Partnership: Employees are involved in the creation and implementation of organizational
strategies, but the company maintains management authority.
❖ Power sharing: Employees take part in both daily and strategic decision-making.

Employee engagement

1. Definition:

Employee engagement is defined in a number of ways in the literature. Maslach, Schaufeli, and Leiter
(2001) define employee engagement in terms of energy and commitment, while Schaufeli and Bakker
(2004) define job engagement in terms of vigor, absorption, and devotion. Personal involvement,
according to Kahn and Heaphy (2014), is described as bringing one's self into one's work-role
performance. Although employee engagement research in the United States and Europe appears to be
thriving, Rothmann (2014) emphasizes the importance of conducting such research in other countries.

2. The components of the employee engagement:

Engagement primarily contains three overlying components such as Commitment, Motivation, and
Organizational Citizenship Behavior. The model below shown is comprehending these components which
are presented by the Institute for Employment Studies (Armstrong, 2014), Illustrated in figure below.

Source: Armstrong Handbook of Human Resource Management Practices.

3. Drivers of employee engagement:

Crawford et al., (2013) listed the below drivers of employee engagement:

- Job challenge: Occurs when the jobs are comprehensive, high responsibility and when there is
high workload.

- Autonomy: This gives the liberty, individuality and decision-making power to employees in
scheduling their work and procedures to work it out. This brings a sense of ownership and control over
work outcomes.

60
- Variety: This permits employees to accomplish many different activities or practice many
different skills.

- Feedbacks: Providing employees with pure information about the effectiveness of their
performance.

- Fit: Compatibility amongst the employees and work environment.

- Opportunities for development: Develop pathways for employee growth and fulfillment.

- Rewards and recognition: Both direct and indirect rewards on the individual investment of an
employee working in an organization.

4. Nestle contribution to improve engagement and relation in the company

Source: https://www.internship.edu.vn/nestle-van-phong-trieu-do-cho-den-noi-lam-viec-dang-mo-uoc/

● Leading Principles: respect to all the employee, including their characteristics:

○ Providing the essentials for employees to have a better life is something any company
needs, needs and is doing. But few companies do as well as Nestlé.

61
 ■ This leads to 85% of the total 2,300 employees of the company are always satisfied
with the salary and benefits policy they are enjoying.
○ For the past 5 years, the company board of directors has always shared with all
employees about the development policy in the most specific way, helping employees to
recognize and orient themselves clearly
■ This result in 2017 and 2018, the rate of resignation of employees in the company
only fluctuated from 7.3% to 7.8%.

Source: https://www.internship.edu.vn/nestle-van-phong-trieu-do-cho-den-noi-lam-viec-dang-mo-uoc/

● Respect, Trust and Transparent:

○ Respect: Regardless of status, all viewpoints and views are "Respected," and each
member is expected to continually develop their knowledge and skills. If you want to work
at Nestlé, you must have an inquisitive spirit.
○ Trust: "Believing in others is the greatest gift you can give them" - a wonderful thing at
Nestlé is everyone "Trusts" each other at work, believes in the task that is being achieved
every day, and works together to deliver the best goods to customers. They are also
constantly eager to share their expertise and experience with their coworkers.

62
 ○ Transparent: The Nestlé environment requires employees to be "up front" at work. That
is an important factor to help each individual or team accurately evaluate their
performance to improve and develop.

Thanks to these rules, Nestlé has succeeded in building an ideal and effective working environment and
culture.

● Million Dollar Working Space:

Nestlé, as a large corporation, is not afraid to "spend" money to better support its workers.
Nestlé Vietnam has invested $3 million in a 4,500-square-meter workspace in Ho Chi Minh City in
order to improve employee dynamism, connection, and innovation.

Source: https://www.internship.edu.vn/nestle-van-phong-trieu-do-cho-den-noi-lam-viec-dang-mo-uoc/

Source: https://www.internship.edu.vn/nestle-van-phong-trieu-do-cho-den-noi-lam-viec-dang-mo-uoc/

63
 This is considered an important and essential investment to attract and retain talented people - the
decisive factor affecting the success and sustainability of the business.

Evaluation:

Source: https://www.nestle.com.au/en/creating-shared-value/our-people/employee-turnover

Overall, thanks to all of this policy, the turnover rate of Nestle is reduced from 24.4% in 2008, to 10.1% in
2013. And currently, according to Nestle sustainability report 2019, the turnover rate of Nestle is around
5%.

Flexible organization:

The concept of a flexible organization is all about the ability of a business to adapt to changes in its
external environment, to be responsive to opportunities and threats, and to be agile in its decision-
making.

A flexible organization is one that is able to adapt and respond relatively quickly to changes in its external
environment in order to gain advantage and sustain its competitive position. A suitable organizational
structure is key to the "flexibility" of a business.

Flexible organization characteristics:

● Flexible working practices should be encouraged and adopted.

● In the organizational structure, flatter hierarchies are preferred over tall hierarchies.
● An organizational culture that welcomes change - that is, one that views change as an
opportunity rather than a threat.
● Good coordination underpins decision-making, which is likely to be decentralized, with extensive
use of employment empowerment.

64
Flexible working practice:

Flexible working refers to a type of work arrangement in which workers have some control over how
long, where, where, and when they work. Flexible working practices include:

● Part-time working: work is generally considered part-time when employers are contracting to
work anything less than full-time hours.
● Term-time working: a worker remains on a permanent contract but can take paid / unpaid leave
during school holidays.
● Job-sharing: a form of part-time working where two (or occasionally more) people share the
responsibility for a job between them.
● Compressed hours: compressed working weeks (or fortnights) don't necessarily involve a
reduction in total hours or any extension in individual choice over which hours are worked. The
central feature is reallocation of work into fewer and longer blocks during the week.
● Annual hours: the total number of hours to be worked over the year is fixed but there is variation
over the year in the length of the working day and week. Employees may or may not have an
element of choice over working patterns.
● Working remotely on a regular basis: employees work all or part of their working week at a
location remote from the employer's workplace. This can be at home or elsewhere, and can also
be called mobile or teleworking.
● Mobile working / teleworking: this permits employees to work all or part of their working week at
a location remote from the employer's workplace.
● Career breaks: career breaks, or sabbaticals, are extended periods of leave - normally unpaid - of
up to five years or more.
● Commissioned outcomes: there are no fixed hours, but only an output target that an individual is
working towards.
● Zero-hours contracts: an individual has no guarantee of a minimum number of working hours, so
they can be called upon as and when required and paid just for the hours they work.

“Employer of choice”:

65
“Becoming an employer of choice” means that applicants are willing to work for you, that people like
your staff, that you receive unsolicited resumes, and that your best employees remain with the company
throughout their careers, according to EREMedia, an online meeting place for recruiters. For any
employer, it's the holy grail.” The ERE recommends that workers put in place a few items in order to
become an Employer of Choice. There are the following:

● Have Interesting work.

● Provide Career Advancement.
● Exhibit Social Responsibility.
● Give Recognition

Employment law

The primary aim of employment law is to prohibit employers from treating their workers unfairly or
abusing them in any way. Governments, on the other hand, use job legislation to help make jobs more
appealing to people and to encourage labor market stability.

In most states, employment laws provide workers with good protection from discrimination and
wrongful termination.

General Nestle policies vs Vietnamese National law

 “Our business is built on integrity, honesty, fair dealing and legal compliance, and we expect our global
team of 291 000 people to live these values every day. 

As well as being committed to respecting human rights and ensuring the safety and health of our
employees, we embrace cultural and social diversity throughout our workforce, our customers and
the communities where we work.”

66
 Nestle’ Vietnamese Law

Human Rights:
Nestle fully supports the new United As organizations established under the
Nations Framework and Guiding Principles laws of Vietnam, enterprises have an
on Business and Human Rights, and they obligation to respect the Constitution
aim to be a best-practice example in the and laws of Vietnam, as well as
way we do business with respect for international treaties on labor and
human rights. human rights to which Vietnam is a
signatory, including general rules and
specific regulations relating to political,
civil, economic, social, and cultural
rights.

Internal training Employers formulate annual plans and

Nestle offers the opportunity of an exciting
set aside funds for training and
career supported by continuous
organizing training and retraining to
development and training.
improve vocational qualifications and
skills for the employees who are
working for them; train employees
before moving to other jobs for
themselves.

Wellness According to the provisions of the

At the core, Nestle aims to enhance the
"Labor Law 2019", employees must
quality of consumers’ lives every day,
pay attention to and take care of their
everywhere, and we apply these same
health. That is their interest.
principles to our employees.
Specifically: they must be based on

67
 their health standards to arrange
appropriate work, receive periodic
health check-ups, and work in a
suitable environment.

Diversity
Nestle embraces diversity across our
workforce, our customers and the
communities where we work. 

Safety & health In principle, the employer ensures the

Our Company is founded on caring: for
right of employees to work in safe and
our consumers, for the communities in
hygienic working conditions; fully
which we operate, and most
complying with occupational safety
fundamentally for our colleagues.
and sanitation measures during the
working process; priority is given to
measures to prevent, eliminate and
control dangerous factors

Engagement Nestle Vietnam is currently in the

Nestle invites people to contribute to
process of designing its next country
identifying and carrying out improvements
strategy, and this research project
to the way we do business.
seeks to inform and advise Nestle on
how best to engage with business in
order to promote quality vocational
training.

 
Vietnamese Law on Marriage and Family and Nestle Maternity Protection Policy:

68
Vietnam, a country with a high proportion of female workers, unlike men, female workers have to take
on many roles: both as labor, as a wife, as a mother, with obligations, to take care of the family.
Therefore, under the Vietnamese national law, the legal policies applicable to women, are concentrated
in the 2014 Law on Social Insurance, the 2014 Law on Marriage and Family, and the 2012 Labor Law
established to protect parents. Nestle, like many other companies, also have to follow these regulations.
In June 2015, Nestle launched a new Nestlé Global Maternity Protection Policy that sang all women a
minimum of 14 weeks' paid maternity leave. Overall, the policies show some benefits following the
Vietnamese National guideline.

69
 Vietnamese Law on Marriage and Family Nestle Maternity Protection Policy

1. Pregnant female employees are entitled 1. Maternity protection 

to the maternity protection regime. 2. Employment protection and non-
2. To be given priority not to be disciplined discrimination
during pregnancy. 3. Health protection in the workplace
3. During pregnancy, the female employee 4. Flexible working arrangements
has the right to unilaterally terminate or 5. Conducive work environment to breastfeed
suspend the labor contract.
4. Enjoy prenatal care.
5. Have the right to prenatal maternity
leave.

This policy would help promote the reduction of female turnover, contribute to a healthier and more
efficient workforce, minimize absenteeism, and optimize recruiting, in addition to improving family
wellbeing.
Nestle is committed to being a family-friendly workplace, and we are optimistic that this Policy will
complement our current efforts to be an equal opportunity and diverse workplace.

Nestle enhance the role and position of women

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For the working environment at Nestlé, the principles of gender equality are evident in the activities of
the Company's HR development and empowerment strategy.
Gender Balance has been a priority for Nestlé since 2008, this proven by the proportion of women
holding senior management and leadership positions has continuously increased through various
internal activities such as:

  “Women in Nestlé” was established in 2012 to provide women with opportunities to develop
and expand their networks.
 "Having it All" in 2013
 In September 2018, Nestlé publicly pledged to help accelerate the pace towards equal pay for
equal work during the UN General Assembly. Our local teams have initiated an analysis of their
gender and equal pay figures in December 2018.
 The company has embedded gender balance in all its Human Resources practices.

Not only going avant-garde in implementing human resource optimisation policy, Nestlé Vietnam also
goes pioneer in expediting commitments on women empowerment and gender equality.
These ideas allowed Nestlé to consider how to break into a male-dominated field and how to manage
work-life balance. This community will continue to assist women in finding resources inside Nestlé.

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The company also formed a Gender Balance Champions Network, with six champions from around the
company. Gender Balance Champions serve as advocates for the gender balance campaign in their
company or department. They'll work to recognize and introduce gender balance strategies around
Nestlé, as well as raise awareness of the initiative.
Gender equality and women's empowerment at Nestle Vietnam
The United Nations Agency on Gender Equality and the Empowerment of Women (UN Women) has
given the right to address the principles of women's empowerment (WEPs) to Nestlé Vietnam for
commitments and achievements in two categories. - the maximum number of categories awarded to a
business: Gender equality through community participation and industry participation; Gender equality
in the workplace.

For the first time, the Principles of Women's Empowerment (WEPs) were held in the Asia-Pacific region.
The award aims to: Encourage and recognize the efforts of companies that have programs and actions to
create corporate culture towards gender equality and women's empowerment; Raise awareness and
attract more and more companies to apply the Principles of Women's Empowerment in their businesses.

Evaluate:

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 Source: http://storage.nestle.com/nestle-society-full-2014/files/assets/basic-html/page-233.html
The above figures show the number of leadership positions as well as senior leadership positions held by
women throughout 2012 to 2014. Overall, the number of women in these positions continues to
increase year over year this is due to the mentioned activities above.

In 2017 to 2019, the number of females in

management roles of Nestle is decent. However,
it seems that they are lacking behind Danone
and Unilever.

Overall, the percentage of women in

management of Nestle is increasing from 37.5%
to 43.2% in 2018. Noted, the 2019 figure is not
published at the time of this report completed.

Source
: https://tinyurl.com/rkwzc2sp

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Source: https://tinyurl.com/44yztwcw
According to a sustainability report, Today, Women holding positions in the Middle Management take up
25.1% up to 29.9% depending on the region, and 12.9% to the maximum of 21.6% in senior management
positions. They also hold approximately 43.4% of the total workforce in the USA, 37.5% in the UK, 35.4%
in Germany and finally 31.5% in France.
In March 2019, Nestlé international unveiled the Gender Balance Acceleration Plan, which coincided with
International Women's Day. The plan aims to raise the percentage of women in the group's top 200
senior executive roles from about 20% now to 30% by 2022.

EVALUATION OF NESTLE AS A WHOLE

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 Source: https://www.glassdoor.com/Overview/Working-at-Nestl%C3%A9-EI_IE3492.11,17.html

Overall, Nestle is rate as one of the most recommended company to work for with 4.1/5 stars according
to Glassdoor. The score is a reflection of many aspect such as: Company culture and values, diversity and
inclusion, work/life balance, senior management and more.

It highly to be recommended with 83% rated in recommendation.

They also have 92% CEO Approval and 70% Positive Business Outlook

Source: https://www.glassdoor.com/Overview/Working-at-Nestl%C3%A9-EI_IE3492.11,17.html

With many people voting in good environment, benefit and perk for employee, this stated that what
Nestle has done demonstrate good employee relation. Though, they still suffer from long work hour due
to the high workload and the slow decision-making.

Figure 1: Nestle total employer from 2008 - 2019

Source: https://www.statista.com/statistics/255203/total-number-of-nestle-employees-worldwide/

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Above is the total employee of Nestle from 2008 to 2019. As you can see, the peak time of Nestle
employment is in 2014 with 339000 employees. From there, it is downward to 2018. And in 2019 due to
COVID-19, the company restructure the HR strategy with only 291000 employee remain.

III. Conclusion:

Overall, this study demonstrates that high expectations were followed in the recruitment, training, and
advancement of employees of high quality. HR management offers the best working conditions as well as
prospects for progression. Employees are responsible for complying to the nation's laws and regulations.
HR management provides them with resources for advancement. This analysis also demonstrates the HR
department's highest level of efficiency.

This research also demonstrates the best HR department efficiency level in the current market. Nestle
clearly places a premium on personal accomplishment and the compensation structure that HR has
devised for its workers in order to inspire them and break up the monotony of their work.

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