Alignment of Hr Practices with Business Strategy

5515 Words23 Pages

Table of Contents


1. Introduction 3

2. Assignment Question 1 4 – 8

3. Assignment Question 2 9 – 13

4. Assignment Question 3 14 – 18

5. Assignment Question 4 19 – 23

6. References 24

7. Bibliography 25



This Assignment reveals how Nestle is able to integrate and align it’s HRM practices with the overall business strategy, able to manage the responsibility of identifying, attracting, selecting and moulding employees and provides an evaluation of their recruitment processes and policies .It further discusses the strategic link between
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Establishment of good culture in terms of integrative linkage that Nestle took advantage of catapulted it to this acceptable peak, strengthening the pillar of being preferred employer of choice. As asserted by Noe et al. (2008) “fuse HRM with people related issues”. The components considered and established during the strategic formulation phase include:

• Organisation’s mission which spells out the organisation’s reasons for existence, For instance the mission of Nestle include the mentioned key pillars and expanding globally,

• Organisation strategic goals which reveal what the organisation aims to achieve in the medium and long term.

• External analysis which provides information as to the threats and opportunities which exist for the company within the external environment, example of opportunity is customer market, labour pool etc that has not been catered for, the threats include labour shortage, new competitors etc that might affect the company negatively,

• Internal analysis which provides information of the strengths and weaknesses of the company’s resources.

• Strategic choice which is organisation’s chosen strategy and it indicates how the mission and the goals can be achieved. (Noe et al., 2008: 74).

Nestle appears to look into all these during its regular meetings .As indicated in the case “Nestles General Management Team(GMT) undertakes an organisational review
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