Nestle India Ltd
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Transcript of Nestle India Ltd
![Page 1: Nestle India Ltd](https://reader031.fdocuments.in/reader031/viewer/2022012307/55256ee54a7959d4488b4c89/html5/thumbnails/1.jpg)
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AN INSIGHT TO THE COMPANY
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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.
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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.
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NESTLE PRODUCTS
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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.
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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
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Designing an Induction Program:
Why: Induction is an opportunity for both partners . Induction is an opportunity to develop competence
and commitment.
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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.
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What Should Be In An Induction Programme?
Introduction Personnel Information The Organization Work Group The Position Follow Up
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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.
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What does a good induction
programme look like?
1. Interactive
2. Tailored
3. Well delivered
4. Well structured
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INDUCTION PROGRAM IN NESTLE :
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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.
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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
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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
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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
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RESEARCH OBJECTIVES
The research has been undertaken with following objectives.
To study the process of induction of employees in Nestle India Ltd.
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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
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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.
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DATA ANALYSIS:1.DURATION OF INDUCTION
Duration of Induction
Aboveexpectations
14%
Satisfied76%
Fair10%
Poor0%
Above expectations
Satisfied
Fair
Poor
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2. DURATION OF INDUCTION IN OWN DEPARTMENT
Duration of Induction in own
department
Aboveexpectations
34%
Satisfied52%
Fair10%
Poor4%
Above expectations
Satisfied
Fair
Poor
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3. PROFESSIONAL DEVELOPMENT AND TRAINING
Professional development &
Training
Aboveexpectations
18%
Satisfied56%
Fair20%
Poor6%
Above expectations
Satisfied
Fair
Poor
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4. PROBATION POLICY
Probation Policy
Aboveexpectations
32%
Satisfied46%
Fair8%
Poor14%
Above expectations
Satisfied
Fair
Poor
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5. ASPECT OF MISSION ASSIGNMENT
Aspect of Mission assignment
Aboveexpectations
20%
Satisfied24%Fair
40%
Poor16%
Above expectations
Satisfied
Fair
Poor
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6 EXPLAINATION OF PROCESSES AND PROCEDURES
Explaination of processes &
procedures
Above expectations
16%
Satisfied58%
Fair18%
Poor8%
Above expectations
Satisfied
Fair
Poor
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7. CLARITY OF DO’S & DONT’S
Clarity of DO'S & DONT'S
Aboveexpectations
20%
Satisfied50%
Fair30%
Poor0%
Above expectations
Satisfied
Fair
Poor
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8. ADMINISTRATIVE SUPPORT
Administrative support
Above expectations
16%
Satisfied36%
Fair40%
Poor8%
Above expectations
Satisfied
Fair
Poor
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9. ACQUAINTANCE TO THE LEAVE PROCEDURE
Acquaintance with the Leave
procedure
Aboveexpectations
20%
Satisfied54%
Fair18%
Poor8%
Above expectations
Satisfied
Fair
Poor
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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.
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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.
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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.
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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.