The role of training and development in career progression
A Nestlé case study

Page 1: Introduction

Nestlé UK has been trading as a business since the 1860s. Today, Nestlé is the world’s leading nutrition, health and wellness company. It is a major player within the UK and Irish food industry, employing over 8,000 people across 23 sites. Nestlé produces some of Britain’s best loved brands, such as KIT KAT®, NESCAFÉ®, SMARTIES®, FELIX®...
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Page 2: Human Resource Management (HRM)

The key function of Human Resource Management (HRM) is to ensure a business has the right number of employees with the skills and qualifications required to meet current and future needs. This is known as workforce planning. Employees are normally the largest cost to a business, so it is essential that the HRM function measures productivity, absenteeism and employee turnover to monitor the...
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Page 3: Recruitment

Having completed the job analysis, two documents need writing before the job is advertised. The first is the job description.This lists the main responsibilities of the job, including the job title, main purpose of the role and conditions of employment, including salary and benefits. The second is the person specification. This sets out the skills, knowledge, experience, qualifications and...
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Page 4: Selection

The selection process is about getting the best candidate for the job. Companies use a range of selection methods to suit their specific recruitment needs. At Nestlé, successful applications proceed to the online testing stages following a sifting procedure. This includes a situational strengths test – providing candidates with an insight into the culture and role they are applying...
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Page 5: Benefits of a strengths-based approach

Since introducing strengths-based assessment to its graduate recruitment process in 2012, Nestlé have monitored the benefits to both the business and candidates. For the business, the benefits over the past year were a 21% increase in productivity, increased customer satisfaction of 12% and an increase in the number of women recruited into technical roles from 22% to 67%. There was also a...
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Page 6: Conclusion

Human Resource Management is a key function in an organisation.Having a flexible workforce with the right skills and qualifications means that a business is better able to respond and adapt to changes in the market.Taking an innovative approach to recruitment and selection ensures that a business recruits and selects the right candidates who can grow and develop with the business. To date...
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