Nestle's Human Resource Policy - Literature review Example

Human resource policy analysis Name Student Number Course Date Human resource policy analysis Human resource policies are the accepted rules and guidelines that the organization use to hire, train, assess and reward employees in the workplace. Organizations use these policies to quell misunderstandings between employees and employers about their rights and privileges in the organization (DeCieri, Helen and Kramar 2005). This article will emphasize on how the human resource policy is implemented in the organization and the effectiveness of it. This article will emphasis on how effective the policy is in combating employment inequality in the workplace. Its effect on the employee code of ethics, how combats bullying cases in the workplace, how it helps advocate diversity in the workplace and induction of employees in the workplace. These policies help an organization maintain its tradition and the desired work ethics and harmony. A human resource policy clearly illustrates how organization approach issues like promotions and salary increments and the general employee management policies and programs (J. Coyle-Shapiro et al. 2013). This article will focus on the human resource policy of Nestle-Australia with an aim of identifying how efficient and effective it is in management of Nestle employees in Australia. Nestle operates on a global scale, and hence its human resource policies are adjusted in a way that helps them conform with local standards and guidelines on employee management (Nestle, 2010). Nestlé’s human resource policy analysis The human resource policy of Nestle encompasses many areas of consideration for effective management of the organization. These include; a shared responsibility, how to deal will people and the remuneration policy. a) A shared responsibility Nestlé’s human resource policy underlines the importance of a shared responsibility for its workforce. With a shared responsibility, each employee has a mandate to deal with people be it as a team leader or as a peer. Human resource managers are required to provide professional support to people. Every employee’s core responsibility is to be actively involved in the quality management of human resource. By suggesting adequate policies, ensuring that they are impartially applied and adhered to and implemented with all the necessary fairness that every employee needs. The human resource managers are required to act as advisors and offer solutions that are aimed at providing positive results (DeCieri, Helen and Kramar 2005). With a shared responsibility, Nestle can form partnerships that are very essential in people management. They realize the importance of communication and thus an emphasis is put on the communication skills of their human resource staff. In order to enable themselves deal with matters that will arise from the day to day handling of human relations (Nestle, 2010). b) Dealing with people Nestle as an organization understands the importance of dealing with people and thus emphasis on respect and trust. Their human resource policy strongly advocates for zero intolerance within its employees. Discrimination and harassment of any kind are regarded as a sign of disrespect. This principle is to be applied at all levels in the organization without fear or favour be it a CEO or a subordinate. While dealing with people the Nestle policy advocates for transparency and honesty having that only through a sincere dialogue can a solid basis be formed to continuously booster improvement in the organization (Nestle, 2010). The policy further states that when dealing with people communication should not only be used to inform but rather for listening and engaging in dialogue. Under this open communication, is encouraged with an aim of sharing competences and boosting creativity. Information is used by employees in order to do their work effectively and efficiently. Potential promotion candidates are assessed through their willingness to cooperate and help others. In cases where there in a misunderstanding between employees or an employee and his superior, he or she must be offered a fair hearing to ascertain the true cause of the matter. The Nestle human resource staff will provide the necessary assistance to help make sure that the misunderstanding is dealt with in an impartial manner regardless of the positions held by the disputing parties, this helps in quelling discord in the organization and creating a work environment well every employee is treated and accorded respect despite of his or her position. c) Joining Nestlé Nestle understands the importance of being able to attract and retain employees in order to keep growing. The human resource policy requires every new employee joining Nestlé to be actively involved in the development of the company’s culture with an aim of continuously improving. Most importantly an employee’s values are matched with the company’s culture to avoid future conflicts that may arise from conflicting ideologies (DeCieri, Helen and Kramar 2005). Part of their human resource policy is to visit universities with the aim of recruiting top performing students to work for them. The human resource department is required to be vigilant on suitable candidates from outside the firm while benchmarking internal skills with external forces. Hence, hiring of the right candidate for the job only helps in quick integration of the employee in the work space and respecting the company’s culture. (Nestle, 2010). d) Employment at Nestlé Nestle is committed to fully protecting employees in line with international standards and the organization's management is mandated with the responsibility for ensuring these principles are implemented in all the departments in the company and any employee who contravenes that will have to be relieved off his duties having that this is clearly stated in Nestlé’s corporate business principles. The policy provides the environment that protects employee's safety, hygiene and security. Employees are given opportunities to give suggestions on how best to improve the policy on safety and health. Nestlé further detests discrimination and thus provides an environment that is discrimination-free by having a zero tolerance rate on discrimination on the basis of origin, nationality, religion, race, gender and age. An employee of Nestlé will not be tolerated if he violates this principle. Consequently any form of harassment, is prohibited in the company’s human resource policy and thus harassment is always monitored and eliminated whenever necessary (Nestle, 2010). Its human resource policy has clear guidelines on how to handle harassment and discrimination cases in order to secure its employees from any form of abuse. Top management is mandated with checking employees in their departments and always gives timely responses. This is usually done through surveys and valuable approaches (Agocs, Carol and Burr 1996). Their employment policy centers on long-term employment and thus necessary steps are always taken to avoid any kind of employment loss. e) Work and life Balance In Nestlé an employee’s personal and professional life are balanced in order for the employee to function at an optimal level. This helps reflect positively on the company’s reputation and enhances employee satisfaction, loyalty and increased productivity. Nestlé also encourages its staff to be actively involved in external interests apart from the company work f) Remuneration Their policy states that employees will be paid according to the skills and expertise and necessary allowances given where necessary (Nestle, 2010). g) Professional Development Like any other company, Nestle encourages its employees to upgrade constantly by seeking further studies to empower their knowledge, continuous assessment of employees is emphasized in order to determine the areas the organization has to improve. Nestle has adequate training programs to train their employees to expand their knowledge and encourage innovations. Senior employees are also expected to act as mentors to their junior employees. Reinforcement theory emphasizes on rewarding employees thus improving their behavior and helping them develop and learn in order to be innovators (Wright, McMahan and McWilliams 1994). The impact of human resource policy on employees by Ellen Galinsky This article draws its conclusion from findings the author made on over 500 companies. The article illustrates the challenges associated with most human resource policies in companies. The article explains the challenges that human resource policies have on employees having that they are to be adhered to and the effect the set working hours can have on the family. How work and family programs will affect productivity if not well balanced. Organizations should be flexible enough on their employees more so breastfeeding employees in that a lot of pressure will make them unsettled and thus hinder their productivity (Huselid, M.A. 1995). The article also touches on the kind of trends that are emerging among companies on how they respond to work and family issues. The articles argues that for a human resource policy to be effective it should emphasis on; caring for children, caring for the elderly, the time spent working, policies on relocation, demands for the job and autonomy, supervisory relationships and company culture (Galinsky, 1990).These policies are used in an organization, and thus some organizations have programs that correspond to employee demands. The researcher argues that many organizations are not sensitive to family conflicts that arise as a result of work. How human resource policies improve human rights by Ellen Weinreb This articles analyzes the best methodology that can be used to improve working conditions in organizations and industries. The researcher argues that in order to improve working conditions and solve the many problems that arise as a result of working then elaborate human policies and procedures must be in place to better the working conditions of employees and respect their rights. The researcher argues that a good human resource policy should factor the general recruitment process, hiring and personnel development after hiring. Have a clear health and safety procedure to cater for employees in case injuries occur or a fire outbreak (Delery, J.E. and Shaw, 2001). A good human resource policy should clearly illustrate the guidelines to be followed in case an employee is to be terminated at his workplace or retrenched. A clear compensation policy that brings about equal pay in an organization. The article further argues that it’s paramount for an organization to indicate its working hours clearly and clearly adhere to the 8 hours working rule. This policy should also clearly have principles on how best to behave in a given industry and maintain industrial relations. Most importantly the writer states that a clear policy should have clear procedures on how to handle grievances, workplace conduct and general discipline and above all have a clear policy on how employees need to protect the environment (Weinreb, 2012). Improving the labour productivity:human resource policies do matter by Marianne J. Koch The researcher of this article draws conclusions from a resource-based study on 319 business organizations with a highlight on the effect of the human resource policies on their productivity. The researcher using a resource-based approach argues that an organization’s strategy is central to the overall strategy of the organization. With a good and effective human resource policy, an organization is able to have a system that rewards, motivates, controls and regularly compensates employees. Rewards motivates employees to work extra hard and thus productivity is improved in an organization, this rewards bring about competition and with an effective policy productivity per head is increased in the organization (Marianne and Gunther, 1998). An organization’s human resource policy should conform to the company’s vision and strategies. The researcher argues that employees are central to an organization’s success, and thus a company with motivated and high performing employees clearly shows how efficient and effective their policy is. Continuous training should also be encouraged among employees as this gives a company a competitive advantage over its competitors. Cognitive theory helps employees find things out for themselves and hence they tend to have a tendency of self-managed learning which helps in a need by the employees to advance (Wright, Dunford and Snell 2001). Human resource policy analysis from JetHR magazine Human resource policies provide the guidelines on how employees should behave in the workplace. These policies helps employees in performing their jobs according to the company’s standards and thus every manager in an organization has a mandate of making sure all policies are well implemented. This article states that a good policy should bring about compliance, good behavior from the employees. Employees are required to follow the policy hence it outlines employee responsibilities. The policy act as a management tool in the workplace makes sure an organization's culture is preserved through things like dress codes and most importantly elaborate policy to tackle harassment (JetHR magazine, 2012) Conclusion When formulating a human resource policy an organization should moderate it in that employees understand the nature of the company, their expectations of the organization, what the company expects of them, what is the acceptable and unacceptable behavior and the consequences of any unwanted behavior in the workplace. Policies are essential to any business as they help manage individual who are also central to any organization (Huselid and Ulrich, 2001). A company with a good policy will always curb cases of harassment and discrimination and with a good policy, a company can attract and retain top employees. Personally I could prefer to work in an organization where I will feel protected and valued. Read More