nestle india ltd

AN INSIGHT TO THE COMPANY

NESTLE ESTABLISHMENT

The founder of Nestlé was Mr. Henry Nestlé who from a modest beginning founded the company in 1866 at Switzerland for manufacturing cereal based milk powders (Farine Lactee Nestle) for babies.

NESTLE INDIA Ltd. MOGA FACTORY

Moga factory started production in 1962. Today, It contributes almost 50% of Nestle India’s total production. It employs 1600 people.

NESTLE PRODUCTS

WHAT IS INDUCTION?

An induction programme is an important process for bringing staff into an organisation. It provides an introduction to the working environment and the set-up of the employee within the organisation. The process will cover the employer and employee rights and the terms and conditions of employment. As a priority the induction programme must cover any legal and compliance requirements for working at the company and pay attention to the health and safety of the new employee.

An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role.

DEFINITIONDEFINITION

Designing an Induction Program:

Why: Induction is an opportunity for both partners . Induction is an opportunity to develop competence

and commitment.

Welcome: Ensure that you welcome includes a clear outline of

how you are going to help the new employee.

Commitment: Build a robust psychological contract with your new

team member. Provide them with feedback on their performance.

What Should Be In An Induction Programme?

Introduction Personnel Information The Organization Work Group The Position Follow Up

Benefits Of An Induction Programme

An induction programme is part of an organizations knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team.

A good induction programmes can increase productivity and reduce short-term turnover of staff.

What does a good induction

programme look like?

1. Interactive

2. Tailored

3. Well delivered

4. Well structured

INDUCTION PROGRAM IN NESTLE :

These bases are for HR department, but the Functional Induction and Co-ordination of any Induction meeting with other managers will be coordinated by concerned Line Manager:

All new joinees should follow the formalities and necessary

paper should be completed, including Bank Account should be open for salary payment.

Explain the new candidate with the Company’s Culture, Principles and Values.

Teach the new joinees about important HR Policies, Procedures and Work Norms.

CERTIFIED STANDING ORDERS OF NESTLE INDIA LIMITED MOGA:

PROBATION POLICY

PROFESSIONAL DEVELOPMENT

SEPARATION COMPANY RULES

AND REGULATION ENGAGEMENT

CONDITIONS OF ENGAGEMENT

GENERAL DISCIPLINE AND CONDUCT AT WORK

EXHAUSTIVE, BANNED ACTIONS

TERMINATION OF ENGAGEMENT

CONDITION OF EMPLOYMENT

WELFARE ACTIVITIES

SUMMER CAMP MEDICAL SCHEME

BENEFITS PROVIDED ON VOLUNTARY BASIS

LOANS LEAVES DOMESTIC TRAVEL SAFETY, HEALTH

AND ENVIRONMENT

RESEARCH METHODOLOGY

RESEARCH DESIGN: Exploratory and descriptive research SAMPLING: It was divided into following partsSampling universe: 50 employees are the sampling universe for the

research.Sampling technique: Judgmental sampling

RESEARCH OBJECTIVES

The research has been undertaken with following objectives.

To study the process of induction of employees in Nestle India Ltd.

DATA COLLECTION Primary Data: -

The primary data were collected through well-designed and structured feedback forms based on the objectives.

Secondary Data:

The secondary data required of the research was collected through Internet.

DATA ANALYSIS/STATISTICAL TOOL Percentage method

RELEVANCE AND LIMITATIONS OF STUDY

Limitation for the study, the study was restricted to Nestle India limited, Moga only and other being the time as constraint.

DATA ANALYSIS:1.DURATION OF INDUCTION

Duration of Induction

Aboveexpectations

14%

Satisfied76%

Fair10%

Poor0%

Above expectations

Satisfied

Fair

Poor

2. DURATION OF INDUCTION IN OWN DEPARTMENT

Duration of Induction in own

department

Aboveexpectations

34%

Satisfied52%

Fair10%

Poor4%

Above expectations

Satisfied

Fair

Poor

3. PROFESSIONAL DEVELOPMENT AND TRAINING

Professional development &

Training

Aboveexpectations

18%

Satisfied56%

Fair20%

Poor6%

Above expectations

Satisfied

Fair

Poor

4. PROBATION POLICY

Probation Policy

Aboveexpectations

32%

Satisfied46%

Fair8%

Poor14%

Above expectations

Satisfied

Fair

Poor

5. ASPECT OF MISSION ASSIGNMENT

Aspect of Mission assignment

Aboveexpectations

20%

Satisfied24%Fair

40%

Poor16%

Above expectations

Satisfied

Fair

Poor

6 EXPLAINATION OF PROCESSES AND PROCEDURES

Explaination of processes &

procedures

Above expectations

16%

Satisfied58%

Fair18%

Poor8%

Above expectations

Satisfied

Fair

Poor

7. CLARITY OF DO’S & DONT’S

Clarity of DO'S & DONT'S

Aboveexpectations

20%

Satisfied50%

Fair30%

Poor0%

Above expectations

Satisfied

Fair

Poor

8. ADMINISTRATIVE SUPPORT

Administrative support

Above expectations

16%

Satisfied36%

Fair40%

Poor8%

Above expectations

Satisfied

Fair

Poor

9. ACQUAINTANCE TO THE LEAVE PROCEDURE

Acquaintance with the Leave

procedure

Aboveexpectations

20%

Satisfied54%

Fair18%

Poor8%

Above expectations

Satisfied

Fair

Poor

INTERPRETATIONS & FINDINGS

All the findings are based on the analysis and interpretation of the primary data regarding the job satisfaction of the employees of Nestle India Limited, Moga.

A larger percentage of the employees are satisfied with the duration of the induction program that they go through.

As concerned with the duration of induction in their own departments a larger number of employees were satisfied while some had an induction which was above their expectations.

The Professional development & Training during the induction program also satisfies the larger mass of employees.

More than 50% of employees are satisfied with the information regarding the probation policy in the company.

Most of the employees were not much satisfied with the aspect of assignments to be accomplished in other countries.

Also it was ascertained that during the induction process they were well acquainted with their job role and policies concerned with his/her work life.

They were made well aware of the administrative policies and the code of conduct was also mentioned.

The employees were well acquainted with the procedures of separation, resignation & termination.

SUGGESTIONS

It is advisable to involve as many people as possible in the process, by splitting the responsibility and making it more interesting.

The new joinees should be given a welcome pack which encourages them for eg. An executive dairy with the name of the new employee carved on it.

Arrange for the newcomer to spend time with someone who is doing the same or similar job. This may help prevent mistakes or misunderstandings. This process is known as job shadowing.

CONCLUSION

An induction programme is part of an organizations knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team, rather than being "thrown in at the deep end" without understanding how to do their job, or how their role fits in with the rest of the company.

A good induction programmes can increase productivity and reduce short-term turnover of staff.