MGT301--Good People, Good Business---term ppr presentation

100 %
0 %
Information about MGT301--Good People, Good Business---term ppr presentation
Education

Published on February 22, 2014

Author: samiyayesmin

Source: slideshare.net

Description

Focus on the human resource department of Nestlé

For Mr. Tanvi Newaz's class

MGT301 Mr. Tanvi Newaz

 Shoieb Ahmed Abdullah 11304001  Abdullah Ibne Hossain 10204015  Saqif Rahman Sabit 11204017  Protiti Khan 11304018  Golam Asfia 11304057  Samiya Yesmin 11304043

 NBL encourages ethical conduct.  Participatory style.  Group  All management and decision oriented leadership style. work is team work.  Employee Congenial leadership and empowerment. atmosphere that motivates.

 Primary--Interview of Mr. Faiyaz Khan Chowdhury, HR officer at Nestlé Bangladesh Ltd. (NBL)  Secondary—Articles  Term & websites paper body format: Every part has its own analysis and recommendation.

Is Job Analysis conducted? How frequently is it conducted?

Job Title: Technical / Functional Levels: Knowledge Report to: Qualifications Organization Unit/ Location: Experience Details: Training requirements

Sl. 1 2 3 4 Leadership Competency 5 6 7 8 9 10 11 12 13 Know yourself Insight Result focus Proactive/Cooperative Impact and convince others Service orientation Curiosity Courage Initiative Innovation/Renovation Lead people Develop people Proactive what you preach Standard Developed Highly Developed

 Recruitment & Selection  Compensation  Training & Development Need  Performance Appraisal

 Questionnaire  Interview

 Purpose of the analysis  Background check  Selecting Sample  Collecting information & Analyzing  Verifying Information  Developing Job Description & Job Specification

“Real Possibilities, Real People At Nestlé, we don't offer jobs – we offer possibilities.”

 Personality  Motivation  Professional Knowledge

 Stage o1– Sending CVs • Your personal details • Extracurricular activities • Academic history and work experiences  Stage 02– Written Tests • Numerical Test • Logical Test • Analytical Test • Language

 Stage o3– Competency Based Interview • Situational Questions • Behavioral Questions • Presentation  Stage 04– Final Interview • Structured panel interview • Department head and management committee • Evaluates Nestlé Culture and Sprite

 Have Insight:  Impact Others: • Understanding Level. • Perspective. • Thought Level. • Analysis.  Be Proactively Cooperate: • Challenge others • Team Sprit • Respect to Team • Contribution • • • • • Simplicity Logical Enthusiasm Communication Skill Listening Skill  Be • • • • on and Convince Focused on Results: Preoccupation Assistance to team Persistence Example/ Logic orientation

 Background  Referrals  Medical Tests

 Recruiting and hiring internally.  Referral CVs  Internal hiring reinforces the culture of Nestlé & works as a great motivation.  Open-ended questions helps determine candidate’s personal strengths  Practical competence.  Panel Interviews

 Orientation Program: 3 days long– • Day 1- Head Office • Day 2 – Factory • Day 3 – Market Place

 Task Analysis: Assessing New employees’ training Needs: • • • • Annual Induction Nestle Code Training Product Knowledge Training Safety Training   Performance Analysis – Assessing Current Employees’ Training Needs • The individual himself • The function • The HR department

 More extensive and elaborate induction program.  External training.  More elaborate technical knowledge sharing.  training budgets  Internal study

Corporate training core curriculum Support 20% On the Job 70% Learn and train 10% Support Learn and train On the Job

 Work in different special projects and taskforces  Doing the actual job  Job rotation  Working in teams  Mentoring/Job shadowing

 360 degree feedback process  Ongoing feedback  Coaching/Role models Training based on ―Education‖:  Workshop/Seminar/Conference  Further studies

 Technical/Functional skills  Organization knowledge  Business experience  Leadership skills

 How satisfied were the learners with the learning experience?  How effective did they feel it had been in meeting their learning needs?  How well did training participants like the program?

 The End~~~

Add a comment

Related presentations

Related pages

Ppr | LinkedIn

Current Senior Consultant at PPR Australia, PR Consultant at PPR Australia Past PR Assistant at PPR Australia, Campaign Coordinator at PPR Australia ...
Read more