Published on February 22, 2014
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
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?