Executive Summary:

Nestle is the worlds largest food group, not only in terms of its sales but also in terms of its
product range and its geographical presence: Nestl covers nearly every field of nutrition: infant
formula, milk products, chocolate and confectionery, instant coffee products, frozen ready-made
meals, mineral water etc. Nestle also a major producer of pet food. Nestle management provided
their employees functionally with good environment, they also influences their employees
various steps, like gives their employees various training and knowledges .For this reason these
employee more motivated and ready to make much more contribution to the organization.

Mainly we focus this report how to maintain and what types of methods follow in training and
development process. We also focus five steps. How to evaluate their employees performance
appraisal. And tried to our best think, what types of training and development process should be
followed for their employees increasing knowledge and skills.

We are acquired more experience to research and analysis this report, that help us future job
performance. We also learn various things. We collecting data and some valuable information by
internet from Nestle Bangladesh Ltd. official web-site, friend and annual report.

Finally, we thanked those people who are help through valuable information. Also special thanks
our honorable Teacher Akbar Ali for his guideline.

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TABLE OF CONTENT

No. Particular Page No.

1.0 Chapter 01- INTRODUCTION 4

1.1 Background of the Report 4

1.2 Objective of the Study 4

1.3 Primary Objective 4

1.4 Scope of the Study 5

1.5 Limitations of the Study 5

1.5.1 Shortage of time 5

1.5.2 Limitation of related with the organization 5

1.5.3 Difficulty in collecting data 5

2.0 Chapter 01- METHODOLOGY 5

2.1 Sources of collecting data 5

2.1.1 Primary Data 5

2.1.2 Secondary Data 6

2.2 Software used 6

3.0 Chapter 01- COMPANY PROFILES 6

3.1 Nature of business 6

3.2 Mission and Vision 6

3.3 Purpose and principles 7

3.4 Logo and Visual language 7

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3.5 Shareholders 7

3.6 Organ gram and organizational structure 8

Divisions of the company
3.7 8
Human Resource division
3.8 8
Products and Services
3.9 9
Recent company achievements
3.10 10

4.0 Chapter 04- ANALYSIS AND FINDINGS 10

4.1 Training and development Process 10

4.1.1 Five Steps of Training and Development processes 10

4.1.2 Training processes 11-13

5.0 Chapter 05- RECOMMENDATIONS & FINDINGS 13

5.1 Recommendations 13

5.2 Findings 13

6.0 Chapter 06- CONCLUSION 14

7.0 Chapter 07- REFERENCES & SOURCES: 14

7.1 References 14

7.2 Sources 14

Chapter 01- INTRODUCTION

1.1 Background of the Report:

An employee might more knowledgeable and skilful by training and development program or
process that maintaining an effective level job performance. So it acts an important role in HR
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department. As a part of MBA program, our Training and Development course teacher Akbar Ali
assigned us to prepare a report on Training and Development process and practice in a
multinational organization. We have selected our report topic as Training and Development in
Nestle Bangladesh Ltd.. We have made a survey for required information in Nestle official site
in net. We have prepared our report on November 13, 2016 which will be submitted by
November 14, 2016.

1.2 Objective of the Study:

We have prepared this report based on two purposes. Those are,

1) To develop our Knowledge in Human Resources Management Program

2) And provide more Valuable Information gathered for who passionate employee to want to join
in this company

1.3 Primary Objective:

The report aims to provide information on suggest more valuable step follow to make a training
program effective of by the Nestle Bangladesh through HR department.

1.4 Scope of the Study:

There is a certain boundary to cover this report. Our particular report only covers Training and
Development in Nestle Bangladesh Ltd. We mainly focus on Training and Development Program
followed Nestle Bangladesh.

1.5 Limitations of the Study:

We are lucky enough to get a chance to prepare a report on Training and Development Process
Bangladesh Ltd. We tried heart & soul to prepare a well-informed report. But unfortunately we
faced some difficulties when preparing this report. We tried to overcome the difficulties. In spite
of trying our level best, some difficulties that hamper our schedule report work:

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1.5.1 Shortage of time:

Within a short time, we need to prepare some other courses reports for in this session.

For this reason, we could not get a fluent time schedule for the report.

1.5.2 Limitation of related with the organization:

The employees of Nestle Bangladesh Limited were too busy of their work. For this, they did not
sufficient time to fulfill our queries and some of them neglected us to support.

1.5.3 Difficulty in collecting data:

Many employers of the organization were not well known about all information that we asked
them. Many of them also hesitated to answer the questions. These things hampered the
information collection.

Chapter 02- METHODOLOGY

2.1 Sources of collecting data:

We are collecting through two types, those are,

I. Primary data
II. Secondary data

2.1.1 Primary Data:

The employees of Nestle Bangladesh Limited were too busy of their work. For this, they did not
sufficient time to fulfill our queries and some of them neglected us to support.

2.1.2 Secondary Data:

We collecting data and some valuable information by internet from Nestle Bangladesh Ltd.
official web-site and others web site, friends and many others peoples.

2.2 Software used:

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Microsoft Word 2007

Chapter 03- COMPANY PROFILES

Nestle Alimentana, Switzerland, a wholly owned subsidiary of Nestle Holdings Ltd. the
Company expanded its product range with new products in instant coffee, noodles,
sauces, pickles, culinary aids, chocolates and confectionery, dairy products and mineral water.
Nestl can trace its origins back to 1867, when the first European condensed milk factory was
opened in Cham, Switzerland, by the Anglo-Swiss Condensed Milk Company. One year later,
Henri Nestl, a trained pharmacist, launched one of the worlds first prepared infant cereals
Farine lacte in Vevey, Switzerland. With headquarters still based in the Swiss town of Vevey.
We employ around 280 000 people and have factories or operations in almost every country in
the world. Nestl sales for 2015 were almost CHF 110 bn. today Nestl Bangladesh Ltd. is a
strongly positioned organization. The Company will continue to grow through our policy of
constant innovation and renovation, concentrating on our core competencies and our
commitment to high quality, with the aim of providing the best quality food to the people of
Bangladesh.

3.1 Nature of business:

Nature of Business means what type of business your are doing? Like Wholesale, Retail or
Service, Manufacturing, Marketing, etc. If you want more specific, then Furniture
manufacturing, health Drinks marketing, etc. so as far we know that the nestle is a food
manufacturing company with lots of food products and world widely is provided to all.

3.2 Mission and Vision:

Nestle mission of Good Food, Good Life is to provide

consumers with the best tasting, most nutritious choices in a wide
range of food and beverage categories and eating occasions, from
morning to night. Nestl Bangladeshs vision is to be recognized
as the most successful food and drink Company in Bangladesh,
generating sustainable, profitable growth and continuously
improving results to the benefit of shareholders and employees.

3.3 Purpose and principles:

The Nestl Corporate Business Principles are at the basis of companys culture, which has
developed over the span of 140 years. Since Henri Nestl first developed his successful infant
cereal Farine Lacte, we have built our business on the conviction that to have long-term
success for our shareholders, we not only have to comply with all applicable legal requirements
and ensure that all our activities are sustainable, but additionally we have to create significant

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value for society. A modular training programme will be rolled out on the various components of
the Corporate Business Principles. The depth and focus of the trainings will be established in
accordance with the materiality for the different functions within the company. For example, the
training on the human rights components will focus on managers and employees in countries of
higher human rights risks as a priority, with the aim to having completed the first training cycle
by the end of the year.

Our Corporate Business Principles will continue to evolve and adapt to a changing world, our
basic foundation is unchanged from the time of the origins of our Company, and reflects the
basic ideas of fairness, honesty, and a general concern for people.

Nestl is committed to the following Business Principles in all countries, taking into account
local legislation, cultural and religious practices:

Nutrition, Health and Wellness

Quality Assurance and product safety

Consumer Communication

Human rights in business activities

Leadership and personal responsibility

Safety and health at work

Supplier and customer relations

Agriculture and rural development

Environmental sustainability

Water

3.4 Logo and Visual language:

Good Food Good Life this is what the company takes as their visual language with a great logo
which creates a brand awareness with standard and dignity.

3.5 Shareholders:

Nestl Bangladesh Limited started its first commercial production in Bangladesh in 1994. In
1998. Nestle S.A. took over the remaining 40% share from our local partner when Nestl

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Bangladesh became a fully owned subsidiary of Nestl S.A.. And its the leading nutrition, health
and wellness company.

3.6 Organ gram and organizational structure:

In the organization of nestle the organizational structure is quiet simple, we can see from the
structure that from the starting level the executive director is the main of the company in
Bangladesh Paul Bulcke is the Chief executive manager of nestle. After that six officers are
doing their responsibility as their post and grades. After that there are three divisional managers
are working in the different divisions and sections. But the company like nestle just cant think
so easily they made various processes to maintain good division in organization.

3.7 Divisions of the company:

By the turn of the century a new organizational form had begun to emerge. As businesses
expanded into new markets and new products, the functional form failed to be efficient for
managing a diversification strategy. By the 1950s nearly all of the diversified firms listed in the
Fortune 500 organized using the Multi-Divisional form (MDF). The MDF structure organized
businesses under a headquarters that functions as banker, strategist, and coordinator for multiple
business units (sometime termed strategic business units or SBUs). This form is often
characterized as organizing by outputs (products).

3.8 Human Resource division:

We have chosen FMCG (fast moving consumer goods) sector because it is quite fragmented but
the fastest growing sector. Even smallest companies in fmcg sector practices ethical selling.

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To carry out our project, we met top executives in both organizations. We have comprehensive
discussion with all executives we met. In both organizations we met marketing manager, head of
sales and marketing department, sales administration and distribution manager, training manager,
sales representative, HR manager.

3.9 Products and Services:

Most people know us through our brands. Our portfolio covers almost every food and beverage
category giving consumers tastier and healthier products to enjoy at every eating occasion and
throughout lifes stages including times of special
nutritional need. Some exclusive products of nestle sales in
Bangladesh are given below:

Baby foods: Cerelac, Nido, NaturNes, Nestum

Bottled water: Nestl Pure Life, Perrier, Poland

Spring, Chocapic, Cini Minis,

Cookie Crisp, Estrelitas, Fitness, Nesquik Cereal

Chocolate&
confectionery:Aero, Butterfinger, Cailler, Crunch,
KitKat, Orion, Smarties.

Coffee: Nescaf, Nescaf 3 in 1, Nescaf Classic,Nescaf Decaff, Nescaf Dolce

Gusto, Nescaf Gold, Nespresso

Chilled and frozen food:

Buitoni, Herta, HotPockets, Lean Cuisine, Maggi, Stouffers, Thomy

Dairy: Carnation, Coffee-Mate, La

Laitire, Nido

Drinks: Juicy Juice,

Food service: Chef, Chef-

Mate, Maggi, Milo, Minors, Nescaf,

Ice cream: Dreyers, Extrme, Nestl Ice

Creame

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3.10 Recent company achievements:

Nestl was last week crowned the winner of the 27th World Environment Center (WEC) Gold
Medal award for its commitment to environmental sustainability.

Paul Bulcke, Chief Executive Officer of Nestl, accepted the award on behalf of our Chairman
and the 280,000 employees that make Nestl today.

Bulcke also stressed that this award is a mandate, an obligation and motivation to do even better
so that also future generations can enjoy Good Food and a Good Life with Nestl.The WEC
Gold Medal Award is presented annually to a global company that has demonstrated a unique
example of sustainability in business practice and is one of the most prestigious forms of
recognition of a global companys ongoing commitment to the practice of sustainable
development.

Nestl was originally announced as the winner in January, ahead of this months official prize
ceremony.

Chapter 04- ANALYSIS AND FINDINGS

4.1 Training and development Process:

HRM practices followed by the company/ Specific HR sector like- Training and development:

Training and development is a vital and effective operation of an organization. It is people, not
buildings that make a company successful.

Assets make things possible but people make things happen. And for making them efficient and
hardworking company should provide training and development of their staffs and nestle do the
same thing as all biggest and efficient companies do for their staffs and all over the human
resource department and employees play dual role in the company. First, as a factor of
production. And second, it makes other factors operative and productive.

4.1.1 Five Steps of Training and Development processes:

To make an efficient and well maintained management and training process a company can
follow five steps which can be key success for the training process of the company, those cores
five stages are:

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Step-1 Need analysis: identifies the specific job performance skills needed, assessed the
prospective trainees skills, and develops specific, measurable knowledge and performance
objectives based on any deficiencies.

Step-2 Instructional design: this process is a process where we decide on, compile and produce
the training program content, including workbook, exercises, and activities.

Step-3: Validation step: these programs are represented in front of the small representative
audience.

Step-4: Implementation: this step comprises of actually training the targeted employee group.

Step-5: Evaluation: management assesses the programs success or failures

4.1.2 Training processes:

After all the assessment they found that if they provide some facilities they the staffs could be
very efficient and those facilities are:

On-the job training: Its a training which is operated at the sight of the company or training is
carried out the working is running, it is really a effective process played by various well leading
company and this system also played by the Nestle, but it is also a unavoidable risk because all
new staffs can make a mistake or cause a loss to the company, therefore company plays that
system when its right to do so. It is effective, when a major leveled employee do a mistake by
mistakenly then, for making an improvement Nestle company plays that system.

Local training: These trainings are carried out within the country by reputed training institution
from, Bangladesh slavery and labor training institute and consultant from foreign training
institutes are invited to conduct training. These trainings are usually take place at a different
venue other that the office.

In- house training: These trainings are basically held within the office premises and usually get
conducted by the senior managers who are specialist in different field.

Training about the market survey: Company plays a vital role in the market survey by sending
their staff at market and operate a project by management to get the fluency and efficiency of the
staffs.

Overseas training: Company provides need based training to the employee through the usage of
appropriate external training in state, which are very often conducted overseas. Most of the
functional trainings are provided by foreign training.

Diversification training: Its a process of training where staffs work at the different level and
post of the management and identify the efficiency and effectiveness of their work ability.

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Off-the job training: This process is also an effective training for internal staffs but it can be
painful and fluctuate staffs confidence and motivation, because it is quiet time consuming and
costly which bared by company, but in may stages of the efficiency of a company or to make an
efficient staff company may play this training. Where any temporary staff may work for the
company with or without wages and this is actually not a job but binding for the staff to be full
time staff, which is also depends on the performance of the staff.

Apprenticeship training: It is a process by which people become skilled worked through a

combination of classroom instruction and on the job training . it is widely used to train
individuals for many occupations. It traditionally involves having the learner apprentice study
under the tutelage of a master craftsperson.

Computer based training: Now a day all most all companies provide training to their staffs by
computers and projectors, this system is so much effective and time saving device. By this,
companies can express their plans, training, what to do and what is restricted by company and
other authorities; it is a total pack of direct communication and training process.

Training and development: Some employees may have skills from their education or from
previous jobs and therefore need little additional training. Others will need extensive training
how much and kind of training is needed will depend on the type of job involved and the amount
of training that has already been given through education and the coerces and the natural skills
of the person employed. This section will be looking primarily at the type of training provided by
organization to their employee. There is various type of training and those types are:

Case study involving role play or discussion.

Use of internal and external communication system.

Interactive video where the trainee is required to respond- depending upon the response.
The video will follow different sequence.

Games and outdoor programs can teach a workforce to work in a team.

Brainstorming

Group reading

Small group discussion

Case study

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Performance appraisal:

The process of monitoring individual and group performance, and giving helpful feedback for
improvement, is generally called performance appraisal. The purpose of appraisals are:

Helping the employee to overcome any problems or obstacles to performance.

Identifying where an employees potential for improved performance and greater

challenge could be better fulfilled.

Setting goals and priorities for further monitoring and development.

The process will look at the employee as an individual, but will also ask how the employee helps
the organization to achieve its objectives.

Chapter 05- RECOMMENDATIONS & FINDINGS

5.1 Recommendations:

1. Its determining if training is the best method to achieve the desired changes.

2. Learning objectives and outcomes of training is identified and specified clearly.

3. Team or trainees should actively involved in the development of the learning program

4. Senior management is committed to why and continued support of learning.

5. The design of the content and delivery is easier and requires overall behavior changes
clearly

6. Easy to take into account culturally conditioned learning styles.

7. A follow-up strategy in place to support continuity of changes is not required.

5.2 Findings:

The assignment was so interesting and complicated to, and for completing this assignment I and
my group has worked very hard, and I needed so many planning to do this, each and every task
has different commodity and factors. These not just helped me to doing assignment, I learned so
many important things of administration of an organization and their day to day activities with
relevant examples. For collecting samples and evidence for completing the assignment, I went so

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many places and searched via Internet search engine. And for searching I took help from
google.com.

Chapter 06- CONCLUSION

It can be said that Nestle is one of the best leading food manufacturing company in our Country.
Moreover, the quality of this companys product is world class.

We hope that this company will continue their business with lots of good food and bakeries. And
also we are wishing that they will increase their branches all over the world. In addition, it can be
observed that it creates a lot of employment facilities in our Country. For this reasons, we are
proud of this company.

Chapter 07- REFERENCES & SOURCES:

7.1 References:

Dessler, Gary, Human Resource Management

We took so many helps from various sources but we made some plans for completing the report,
some facts that always worked in our mind that we have limited and short time, for that we
planned with our scheduling, our individual contribution, then our way and source of
information workability and proper helping and other some factors.

7.2 Sources:

www.nestle.com

www.google.com

www.wikipedia.com

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