SELECTION PROCESS:“The process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selection.”

NESTLE’S OBJECTIVE OF SELECTION PROCESS:The objective of selection process in nestle is to choose the individual who can successfully perform the job from the pool of qualified candidate. Job analysis, Human Resource planning and recruitment are necessary prerequisites to the selection process.

THE CRITERIA TO SELECTING THE EMPLOYEES:Munir Chugtai ,HR manager nestle says that,

“Entry in nestle is quiet challenging”

Nestle mostly selects the students of LUMS and PUNJAB UNIVERSITY as the employees in their organization and the toppers of other universities. There are a certain criteria for selecting the employees like, according to the job description and job profile it conducts the verbal interviews. In addition to the verbal interviews it also conducts some in-writing tests. The international tool nestle got to select the employees is their scores and the topper of the universities. Department heads of nestle interviews the candidates and they mark them independently again after the interviews. It also conducts follow-up interviews to supplement the information obtained in other steps of the selection process to check the suitability of the applicants for the specific opening. Both types of interviews structured and unstructured are used in the selection process depending on the job. The average age of the candidates must be 35.Nestle circulates the employees in every department for two years. It gives a chance to new employees to prove themselves in every department.Reference checking system in the selection process, is not that strong in Nestle, it depends on the need of the organization. During the selection process the organization also conducts the physical examination of the individual who is offered the job. The exam is given to determine not only the applicant is physical capable of performing the job but also his eligibility for the group life, health, and disability insurance.For this purpose different medical tests are used.

ORIENTATION:

“An introductory stage in the process of new employee assimilation, and a part of his or her continuous socialization process in an organization. Major objectives of orientation are to (1) gain employee commitment, (2) reduce his or her anxiety, (3) help him or her understand organization's expectations, and (4) convey what he or she can expect from the job and the organization. It is commonly followed by training tailored to specific job positions. See also acculturation and company orientation.”

HR Manager Munir Chugtai told, that “ I had dinner with the new employees last night, the purpose was to introduce them to their department while all the business heads were present there.”

The length and timings of the orientation program in Nestle depends on the size of group of the new employees. Orientation is conducted at least once a week. For the sake of evaluation of the orientation, the company don’t go in depth. It just takes an overview of the orientation program by asking questions from the newly hired employees.

TRAINING METHODS:

”Educational preparation for performing a job that is typically provided to staff by the business that has recently hired them before they become active in service to the company. Employee training is increasingly required to assist the work force in using modern techniques, tools, strategies and materials in their jobs.”Mr. Munir Chugtai quotes:

“We are famous for our learning”

Initial training can have a significant influence on the new employee’s productivity and attitude towards his job. Training is a continuous process in Nestlé. It gives different types of trainings to its employees depending on the job profile. Different types of training methods are used here.1. On job training 70%2. Cross functional 20%3. Classroom training 10%The training program is evaluated by getting the feedback from the employees. For this purpose feedback form is filled by the employees before and after the training.

CAREER DEVELOPMENT:

In simple terms it means 'Providing employees an opportunity to grow', especially to those employees who deliver performance.

Growth means, to an employee, one or more of the following:

1. Climbing up the ladder in the organizational hierarchy.2. On-going increase in remuneration.3. Acquiring higher level skills & competencies.4. Occupying higher level Job positions.5. Having an opportunity to avail of some exclusive benefits (perks &

privileges).

According to Mr. Munir Chugtai, Career development is not a mere management responsibility. It is a composite organizational process which involves people, addresses their ambitions, assigns them roles & responsibilities commensurate with their potential, evaluates their performance, and creates Job positions to accommodate growth ambitions of employees. Career development is an important responsibility of nestle towards its employees. It provides different career opportunities to its employees. Managers of nestle plays an important role in facilitating their subordinates career. It asses the employees from performance appraisals and assessment centre and then implement the career development.