Nestle Case Study

5150 Words21 Pages
Executive Summary From the case study one can see that Nestle is a typical organization that strives for the best. There transformation process is geared towards establishing a high performance organization. The key pillars of their strategy are to be recognised as a preferred corporate citizen, preferred employer and preferred supplier of a preferred product. The following questions will give insight into Nestlé’s strategy to become preferred employer and how. Question: One Strategic Human Resource management can be thought of as “the pattern of planned human resource deployment and activities intended to enable an organization to achieve its goals.”(Friedman & Stickler cited in Noe, 2008:69). It is also referred to as the “strategic partnership between business & HR which impacts on HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development’’. (Source can be found at www.abouthr.com , September 2010). It is clear that from the above definition that Nestle would have not been so successful had they not involved HRM in its strategy formulation. The HR role is likely to have been at an integrated level, whereby HR involvement and participation in business strategy and implementation was active. In the dynamic environments we operate we see the move of the HR function from a back office support role to a more inclusive strategic one. For years we have heard the phrase “people are our greatest assets & the roadmap to organizational success”. If organizations are to maintain their competitive advantage and become proactive with regards to the HR challenges we now face, then based on Ulrich future HR roles the New HR Manger needs to move away from the traditions and become an active player in
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