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