Introduction:
Managing a successful business project is all about setting and
establishing aims and objectives that would lead to acquiring information for
supporting the business operations and also ensure about successful business
conduction. The study revolves around the case overview of Nestle and its
project management that encompass of project management that highlights about
the cost, time, quality management structure along with work breakdown
structure and Gantt chart. Research has also been assisted with the help of
quantitative and qualitative research question asked to the managers in order
to acquire their perception about how a business like Nestle can be
successfully managed.
Company overview:
Nestle is found to be one of the most leading food producer from 135
years and operates itself globally. The respective company is wholly concerned
and inclined towards maintaining their organizational culture,
responsibility towards nutrition, quality and safety of food and business
principles. Estimates revenue generation of the company is believed to be 9,143
crores CHF. (Nestle.com, 2019)
LO 1:
P1. Devise project aims and objectives for the chosen topic.
P1. Devise project aims and objectives for the chosen topic.
Theory
of Liberalization states that in the rudimentary level globalization is
considered as result that aims at fulfilling the political liberty and economic
welfare of a country (Crane et al., 2016). In contrast to that, the advocate of Theory
of Political Realism explains globalization addresses the state power to
protect the national interest (Beck, 2018).
To put it another way, the main purpose of globalization is to balance the
power wherein the attempt of achieving the world dominance is effectively
countered by collective resistance. However, Turner
and Holton, (2015), stated that Theory of Marxism views the
globalization process as an opportunity for making surplus from the world
interconnectivity. This theory is strictly a counterpart of liberalist and
political realist theory.
The
model of Old School Recruitment and Selection holds that in order to fill the
vacant job posts the process of recruitment should start with attracting the
workforce through advertisements, thereafter the response from the candidates
evaluating each prospects and conducting interviews (Bratton and Gold, 2017). In this context, the model of Fully
Outsourced Recruitment and Selection is considered as an appropriate approach
for multinational companies because it offers certain benefits to the
organizations like lowered labor and technological costs and better result in
stipulated time (Lander and Schmidt, 2016).
The
system model of training is composed of five phases namely analyzing,
designing, developing, executing, and evaluating (Hanapiyahet al., 2019). For the purpose of
achieving best organizational results these five phases should be repeated and
hence this model ensures that the employees can match the organizational
standards (Bompa and Buzzichelli, 2018).
In contrast to that, the Transitional Model of Recruitment emphasizes on the
entire organization that is the outer loop of the model defines the
organizational mission, vision and values (Sharf,
2016). Based on this loop the training model that is the inner loop of
the model is designed. However, the scope of the Instructional System
Development Model of Recruitment is wide from these two models that is this
particular model address the training related issues and also effectively
contributes in developing organizational strategies for further development (Sitzmann and Weinhard, 2018).
Project aim:
The aim of the project is to investigate and analyze the ways in which
the multinational companies recruit, select and train their employees, for
meeting the International standards and requirements.
Project objectives:
·
To understand the concept of recruitment, selection,
and training within multinational organizations as well as its importance
·
To investigate the steps taken up by multinational
organizations for ensuring appropriate recruitment, selection and training
procedures, for meeting international standards
·
To recommend strategies regarding the efficient ways
in which the current steps adopted by the companies can be improved
P2. Produce a project management plan
that covers aspects of cost, scope, time, quality, communication, risk and
resources.
Cost:
Activities
|
Estimated Cost per hour (€)
|
Time (Hours)
|
Total estimated Cost (€)
|
Recognizing and discovering sources of recruitment and selection
(basic recruitment costs)
|
20
|
15
|
300
|
Evaluating Fixed recruitment costs (Partnerships with Universities,
recruitment events and agencies)
|
30
|
10
|
300
|
Technological costs for recruitment and selection (video interviewing,
coding, Background check and ATS)
|
20
|
30
|
600
|
Recognizing basic training costs (Tools and resources for training)
|
30
|
36
|
1,080
|
Estimated recruitment, selection and training
|
-
|
91 (3 days 8 hours
approx.)
|
2,280
|
Table 1: Cost and Time
(Source: Created by Author)
Scope:
Included
Scope:
In this study, the influence of effective recruitment and selection
process has been put forth and the importance of acquiring effective workforce
has been determined. Along with this, the importance of training and
development process, emphasizing on individual development and their
responsibility, strong leadership and commitment towards life-long
organizational objectives has also been included in the
study.
Excluded
scope:
The
concerned research stresses much on the old school recruitment and hiring
procedure and overlooks to ambits and utility zones that may be provided by the
new ideologies of selective recruitment and hiring.
Quality:
The
prime focus of this project is to improvise the recruitment, selection and
training programs of Nestle to meet the international requirements.
Role
|
Quality
Responsibility
|
Project Manager
|
As per the
objectives of the project, the project manager will be dedicated with the
responsibility of allocating the unit task and distribute the same in a
uniform manner so as to avoid overburdening any individual.
|
Supervisor
|
The job assigned
to the supervisor would be to adhering to his natural job role that is
supervising the tasks assigned to the team. Further, he will be the person
responsible to look after the minor glitches that may emerge whilst carrying
out the team tasks.
|
Team
|
Team would be
responsible for gathering the probable information in regard to the said
process and analyzing the requisite data for an enhanced outcome for the
processes of recruitment, selection and training.
|
Table 2: Quality
management
(Source: Created by
Author)
Communication:
What
|
Who
|
Why
|
When
|
Method
|
The
need of competent workforce in workplace.
|
Executives of the organization namely
project manager.
|
It
is the core responsibility of the top level management to ensure that the
competent and skillful workforce are recruited who can match up with the international
requirements
|
During the commencement of the project
|
Face-to face communication in board
meetings
|
Required skills and expectations from the employees
|
Executives along with the internal stakeholders of the
organization
|
To meet the needs and requirements of the globalized
society and push the potential standards of the
same
|
At the initial level of project
|
General meetings, e-mails and phone calls
|
Training and developmental programs
|
HR department
|
This will ensure the individual and
personal as well as professional competencies, knowledge and skills within
the employees, that is, the team members herein
as communicated by the executives of the organization; to be précised
Project manager and supervisors.
|
Throughout the project
|
Meetings, sessions, communicating
through e-mails and phone calls
|
Table 3: Communication
(Source: Created by Author)
Risk
assessment:
Week No
|
Identified date
|
Encountering problem and identification of risk
|
Person with responsibility
|
Impact
|
Project and its effect
|
Action of reducing risk
|
1
|
20.05.18
|
Issues of narrow focus
|
Project manager
|
High
|
This project focused on eradicating the issue of narrow focus by the
management
|
Organizing monthly meetings with the teams and the
supervisor, in order to keep up with the information regarding the progress
of the project
|
2
|
10.06.18
|
Problems related to training and development
|
Supervisors
|
Medium
|
The problems in training and development might lead to failure
of the project
|
Making the process of training mandatory for the
employees
|
Table 4: Risk Assessment
(Source: Created by Author)
Resources:
Financial resources:
Financial resources are considered
as one of the prerequisite for project management. This project is not an
exceptional one and hence, this resource catered support to the growth platform of the organization in the international
markets in terms of leveraging the competitive advantage.
Human Resources: The human resources for
the project are required to be allocated specific job roles and ensure proper
flow of communication amongst the different groups, in order to ensure that the
project is completed well within the deadline.
P3. Produce a work
breakdown structure and a Gantt chart to provide time frames and stages of
completion.
Work
break down structure of the project:
Figure 1: WBS
(Source:
Created by Author)
Gantt
chart:
Activities
|
Week 1-3
|
Week 3-5
|
Week 5-7
|
Week 7-9
|
Investigation and initiating the need for the project
|
||||
Elementary approach towards acquiring resources for project
conduction
|
||||
Introduction to the research process for supporting the project
|
||||
Preparing estimated budget for the project
|
||||
Attaining data and information
|
||||
Final submission of the project
|
Table 5: Gantt
chart
(Source: Created by Author)
P4.
Carry out small scale research by applying qualitative and quantitative
research methods appropriate for meeting project aims and objectives.
Research
methodology:
Research
methodology stands for a systematic plan which is used in order to conduct a
research. Basically there are three types of research methodologies namely
observational method, survey method and case study method. The project research
will effectively utilize a particular research plan that will ensure the
execution of the tasks, for the successful completion of the project.
Justification: For this particular
research, survey method is utilized wherein the respondents will be
administered through survey questionnaires and interviews because this will
enable the organization to make the decision effectively in a stipulated time
frame. In addition to that this method also ensures the identification of the
problem area related to the project.
Data
collection methods:
Data
collection method is viewed as a process wherein the data for the project are
collected and measured for the purpose of meeting the objectives if the
project. The method is segmented into primary data collection method and
secondary data collection method.
Justification: In this project, the primary
data are collected through survey method. Both quantitative and qualitative
data are collected through survey questionnaires and interview. Primary data collection
method is embraced in this case because it ensures the accuracy and validity in
the research process.
Sampling
criteria:
Sampling
criteria is considered as an important aspect while conducting the research
because it effectively determines the validity of the research. In case of
Qualitative research, information
was collected by interviewing 2 managers of Nestle regarding the recruitment,
selection and training procedures of the company has been incorporated in this
project. However, in the case of quantitative data collection, the project
incorporated information or data that was collected from an online survey on 25
managers belonging to different multinational organizations depending on
different aspects of recruitment, selection and the training procedure of the
company in the global market.
Quantitative
questions:
Q1. What
is your age?
Options
|
Number of Respondents
|
% of Responses
|
Total number of respondents
|
18-22
|
8
|
32
|
25
|
23-27
|
6
|
24
|
25
|
28-32
|
7
|
28
|
25
|
32 and above
|
4
|
16
|
25
|
Table 1
(Source: created by the author)
Q2. What
is your gender?
Options
|
Number of Respondents
|
% of Responses
|
Total number of respondents
|
Male
|
11
|
44
|
25
|
Female
|
12
|
48
|
25
|
Others
|
2
|
8
|
25
|
Table 2
(Source: created by the author)
Q3. How
far do you agree that on-job training is essential for improving the
performance of the employees?
Options
|
Number of Respondents
|
% of Responses
|
Total number of respondents
|
Strongly agree
|
10
|
44
|
25
|
Agree
|
8
|
32
|
25
|
Neutral
|
2
|
8
|
25
|
Disagree
|
4
|
12
|
25
|
Strongly disagree
|
1
|
4
|
25
|
Mean
|
Median
|
Standard deviation
|
|
2.12
|
2
|
1.24
|
Table 3
(Source: created by the author)
Q4. How
far do you agree that purpose oriented and global training programmers can
improve the skills and competencies of the employees?
Options
|
Number of Respondents
|
% of Responses
|
Total number of respondents
|
Strongly agree
|
8
|
32
|
25
|
Agree
|
7
|
28
|
25
|
Neutral
|
2
|
8
|
25
|
Disagree
|
5
|
20
|
25
|
Strongly disagree
|
3
|
12
|
25
|
Mean
|
Median
|
Standard deviation
|
|
2.52
|
2
|
1.45
|
Table 4
(Source:
created by the author)
Q5. What
are the principles that are crucial to be involved in the international human
resource management Nestle policy?
Options
|
Number of Respondents
|
% of Responses
|
Total number of respondents
|
Non-discrimination
|
7
|
28
|
25
|
Right of collective bargaining
|
4
|
16
|
25
|
Strict prohibition of harassment
|
5
|
20
|
25
|
Adequate remuneration
|
3
|
12
|
25
|
Strong leadership
|
6
|
24
|
25
|
Table 5
(Source: created by the author)
Q6. What
according to you are the biggest criteria to meet the international
requirements of human
resource management Nestle?
Options
|
Number of Respondents
|
% of Responses
|
Total number of respondents
|
Life-long opportunity to learn
|
6
|
24
|
25
|
Developmental opportunity
|
5
|
20
|
25
|
Sound workplace environment
|
4
|
16
|
25
|
Guiding and coaching
|
3
|
12
|
25
|
Active co-operation among the staffs
|
7
|
28
|
25
|
Table 6
(Source: created by the author)
Q7. What should be the
recruitment and selection practices for multinational companies?
Options
|
Number of Respondents
|
% of Responses
|
Total number of
respondents
|
Emphasizing
on culture
|
8
|
32
|
25
|
Leveraging
the social media platforms
|
5
|
20
|
25
|
Adopting agile hiring
methods
|
7
|
28
|
25
|
Optimization of
recruitment funnel
|
5
|
20
|
25
|
Table 7
(Source: created by the
author)
Q8. How far do you agree that
incorporating ATS in the recruitment and selection is effective for the
multinational organizations in meeting the international requirements?
Options
|
Number of Respondents
|
% of Responses
|
Total number of
respondents
|
Strongly agree
|
10
|
40
|
25
|
Agree
|
8
|
32
|
25
|
Neutral
|
2
|
8
|
25
|
Disagree
|
2
|
8
|
25
|
Strongly disagree
|
3
|
12
|
25
|
Mean
|
Median
|
Standard deviation
|
|
2.2
|
2
|
1.38
|
Table 8
(Source: created by the
author)
Qualitative
questions:
Q1. What
changes, according to you, have been and should be incorporated in the
international human resource policy of Nestle to meet the standards?
Q2. How
according to you the performance of the employees can be improved through
training and developmental opportunities?
Q3. As per
you, how effective are the human resource management Nestle policies
and resources
regarding the recruitment and selection within Nestle, for meeting
organizational goals and objectives?
LO3:
P5.
Analyze research and data using appropriate tools and techniques.
Q1.
Figure 1
(Source: created by the author)
During the
quantitative research, the managers who were surveyed through online platformer
were asked about their age group. The survey result revealed that most of the
managers belonged to the 18-22 age group. Hence, it can be said that the survey
is done involving mostly the young age group of society.
Q2.
Figure 2
(Source: created by the author)
The second
question was asked to have an idea about equality in the managerial positions
in companies based on gender. According to the survey, it is evident that most
of the respondents were women and the percentage was 48%. On the other hand,
the percentage of male respondents was 44%. 8% of the total respondents who
were interviewed belonged to other groups. Thus, it could be said that equality
is becoming an integral part of the international human resource management
Nestle and employees are recruited with the perception of non-discrimination.
Q3.
Figure 3
(Source: created by the author)
From the
survey result, it can be seen that 44% of the total managers surveyed strongly
agree that on-job training is a necessity in order to improve employee
performance. 32% of the respondents also agreed with the statement, which
implies that most of the managers are supporting the positive impact of on-job
training on employee performance. 12% of the respondents have disagreed with
the current statement. The median value of the data set is 2 and the mean is
2.12 which lie very close to one another. This indicates that the data set is
left skewed and distributed in an almost symmetric way. The SD value of the
dataset is 1.24, which is less than the mean and indicates that the data is
authentic and unbiased.
Q4.
Figure 4
(Source: created by the author)
From the
statistics of the survey, it can be said that most of the managers are agreeing
that a purpose-oriented approach and global training approach of employee
training and development program is capable of improving the professional
skills and competencies of the employees. However, 20% of the managers
disagreed with the present statement. From the overall result, it can be
concluded that the purpose-oriented approach is effective but not crucial in
improving employee performance. The mean and median value of the dataset is
2.52 and 2 respectively which are not very close, however, it indicates that
the distribution of the data is symmetric and left skewed. The SD value is
lower than the mean value implying the authenticity and unbiased nature of the
data.
Q5.
Figure 5
(Source: created by the author)
From the
survey result, it is identified that most of the human resource managers
support no discrimination while recruiting and selecting candidates as
employees in their own organization. It has been also identified that strong
leadership is another crucial element as per 24% of the surveyed managers. 20%
of the managers supported that the human resource policy must include the
principle for the strict prohibition of harassment in the workplace. The data
reveals the major principles that are necessary for the formation of human resource
policy in the international context.
Figure 6
(Source: created by the author)
From the
above statistics, it could be seen that according to the opinion of 28% of the
managers an active co-operation among the employees is essential which can help
in meeting the requirements of the organizations in an international context.
However, a large number of managers also support a life-long learning
opportunity and developmental opportunity.
Q7.
(Source: created by the
author)
Based
on the criteria of best recruitment and selection procedure in the
multinational companies, it is evident that most of the respondents that is 32%
considered the option of emphasizing on the culture because of diversity in the
workforce. Thereafter, the recommended option is adopting agile hiring methods
(28%) through which appropriate candidates for the organization could be hired.
20% of the participants supported the advertisements on social media platforms
for recruiting desired candidates and rest 20% opted for recruitment funnel.
Q8.
Figure 8
(Source: created by the
author)
From
the above statistic results, it can be said that most of the respondents that
are 40% strongly agree that implementation of ATS would be beneficial to the
multinational organizations. However, 12% of the respondents strongly disagreed
with the facts and stated some technological issues against the application. The
median value of the data set is 2 and the mean is 2.2 which lie very close to
one another which indicate that the data set is left skewed and distributed in an almost
symmetric way. The SD value of the dataset is 1.38, which is less than the mean
and indicates that the data is authentic and unbiased.
Analysis
of the qualitative data:
Analysis
of Question 1:
According to
the first manager, the employees are the major asset of the company and thus
they are more valuable than its factories, physical structures and the brand of
the organization. As Nestle is a multinational company, it operates with people
from different religious, cultural backgrounds and nationalities (Albrecht et
al., 2015). The company has already taken steps to unify the employees in
its outlets in different countries and continents.
The second
manager has supported the statement of the first manager. He has further stated
that the organization supports no discrimination and do not entertain any kind
of harassment in the workplace which helps it to build up a healthy working
environment. According to him, it is the
responsibility of the managers to check that all the employees are being
trained in a proper way and to guide them with particular courses that can help
them in progressing in their careers. In the new approach of human resources,
employees are continuously asked to improve their professional skills.
Analysis
of Question 2:
The first
manager stated that Nestle uses to run thousands of training programmers every
year as it is the belief of the organization that offering the proper
opportunity to the employees for developing helps them to improve their
professional skills. Apart from that, it enables the employees to become more
confident, autonomous and employable. When employees are provided with proper
developmental opportunities they become more open to the new positions where
they are employed in the future (Stone et al., 2015).
According to
the second manager, Nestle approaches to train its employees with a formal
training program. These programs are mainly focused on a purpose-oriented
approach that is designed in a manner that can make improvements in the
competencies and skills of the employees. Such a program is very effective in
improving the performance of the employees as this also motivates the employees
and allows them to feel valued.
Analysis
of Question 3:
According to
the first manager, the new international human resource policy of the
organization regarding
recruitment and selection is capable in enhancing the organizational
performance because it includes hiring appropriate candidate. The IHRM policy
of Nestle ensures that the skillful and knowledgeable employees are hired for
the organization who can match the international standards. This has been directly reflected in
the employee turnover rate, which has been drastically decreased especially in
the developing countries.
The second
manager agreed that the employee turnover rate is decreased in most of the
countries, however, said that in developed countries the rate unchanged. He has
also stated that the improved working environment has helped to decrease the
absenteeism of the employees which is a positive implication of the new HR
policies of the company.
P6. Communicate
appropriate recommendations as a result of research and data analysis:
Recommendation
1: As per the understandings drawn from the research and data analysis of this
study, this may be recommended that opting for précised approaches for training
and development will be highly accepted by the employee end.
Recommendation
2: Another recommendation that may ne affirmed would the inclusion of
international standard of training and work policies will allow an organization
to build a positive atmosphere within the workplace.
Recommendation
3: This may further be recommended that developing a sense of co-operation
among the workers in a workplace may produce a few positive outcomes. In
addition to this, the practices regarding hiring and recruitment needs to aim
and focus on cultural diversities and may include the application of tools like
ATS.
LO4
P7. Reflect
on the undertaking the research to meet the stated objectives and own learning
and performance
1.
What are your positive points or strengths while
conducting the research?
The successful research requires effective communication skill and I
have excellence in the skill. Effective communication in the entire research
process is my strong point with which I overcame the issues. The respondents
of the survey were reluctant in filling up the questionnaires because the aim
and the objective of the project were not explained to them. In addition to that they were not motivated
with such kind of projects. Thereafter I personally interacted with these
twenty five individuals who were selected for the survey and hence explained
the issue to them and made them realise that improvisation in the HR
activities will also enable them to increase their organizational
productivity. After a long time conversation I was able to convince them to
fill up the questionnaire. The research process also enabled me to learn
statistical tools and techniques for interpreting the collected data in a
more effective way. While conducting the interviews with the managers of Nestle there was
some time related issues because the managers were busy with their work and
were unable to manage their time. In this context, my time management skill
enabled me to conduct the interview effectively. I conducted the interview in
small parts rather than conducting the same as a whole that is whenever the
managers were free from their work I use to conduct the interview through
phone calls. My analytical skill is also my strong point because I analyzed
the data that were collected from the respondents with the help of the
statistical tools.
2.
What are the major weaknesses in you which had a
negative impact on the research?
Apart from my strong points I also have some weaknesses which I have
encounter while conducting this project. I do not possess excellent
communication tool that is to say I can explain the terms and requirements of
the project but is unable to encourage and motivate my people towards the
unified aim. In other words I can say that my team members work efficiently
but does not have unified aim and as a management consultant I would have
engaged them properly in accomplishment of the unified goal and objectives of
the project. For improving my leadership quality during the progression of
this project, I have experienced that being focused on the goal and objective
in the toughest situations is one of the important leadership qualities which
must be improved. Confidence is another requirement to lead a project.
|
Table 6: Objectives and own learning
(Source: Created by Author)
Conclusion:
From the above-conducted
research project, a conclusion can be made on the perspective and strategies of
multinational organizations like Nestle for improving the procedure of
recruitment, selection, and training of the staff in the era of globalization.
The company pays greater attention to the training and development of its
employees. The organizational culture of the organization based on a single
corporate culture that is able to unify the employees who are from different
backgrounds and cultures. The study reveals that the approach of the
organization is much effective for meeting the standards of international human
resources management Nestle.
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