Nestl in Malaysia

Nestls foundation was built in 1867 on humanitarian needs and social responsibility when Henri Nestl,
a trained pharmacist, developed a healthy and economical alternative source of infant nutrition to save
the life of an infant who could not be breastfed.
Today, more than 140 years later, Nestl continues with its founders legacy to improve lives.
Nestl's commitment to providing quality products to Malaysians dates back almost 100 years ago. Nestl
began in Malaysia in 1912 as the Anglo-Swiss Condensed Milk Company in Penang and later, growth and
expansion made a move to Kuala Lumpur necessary in 1939.
Since 1962, with its first factory in Petaling Jaya, Nestl Malaysia now manufactures its products in 7
factories and operates from its head office in Mutiara Damansara.
The Company was publicly listed on the KLSE now known as Bursa Malaysia Berhad on 13 December,
1989. Today, the Company employs more than 5000 people and manufactures as well as markets more
than 300 Halal products in Malaysia. Its brand name such has MILO , NESCAF, MAGGI,
NESPRAY and KIT KAT have become trusted household names and enjoyed for generations.

Corporate Philosophy

Be the leading multinational company in food, nutrition, health and wellness.

Manufacture and produce world-class products of the highest consistent quality,

reliability and convenience based on business excellence principles throughout our operations.

Maximise the use of good quality local raw materials .

Be an exemplary employer with a progressive human resource and social policy; with a
management style that is based on "Management Commitment and People Involvement"

Be a responsible corporate citizen, fulfilling all obligations to Government,

shareholders, customers, communities and consumers.

Protect the environment by being committed to environmentally sound business

practices, and taking into account the need to preserve natural resources and save energy.

Guarantee that all products manufactured, imported and distributed by Nestl Malaysia
are certified HALAL by authorised Islamic certification bodies.

Deliver shareholder value through the achievement of sustainable and profitable longterm growth.

Hr polices of Nesltle
HR is dedicated to their employees, and ensures that they have all the right people with the right skills, in
the right places at the right time.
Nestle is the worlds largest and most respected food company, and their success is built on their people.
Their 140 years of experience has taught us that people are more important than systems & processes.
Company works on employee's development and make them productive workers.

Nestle Recruitment Process

Development
At Nestl, it is the employee who will set apart and spur their success year after year. Nestle is
only able to hit the targets because of the employees. And this is why Nestle has created a highperformance culture that puts the emphasis on diversity, innovation and growth. This enables the
development of the employees.

As professional employees, they will find that they have a wider sphere of influence and more
freedom with Nestle than at anywhere else. This is how the employee will broaden or deepen
their existing job responsibilities, and gain the opportunity to progress upwards.
There are three factors that will shape the career growth at Nestl:

Core factors. These are non-negotiable; they are the qualities the employees must have
if they are to make the most of all the opportunities Nestle has to offer. It includes sustainable
performance, the knowledge and skills they have about the function, the business and
themselves, along with the leadership skills and critical experience.

Accelerators. This is the name given to the qualities that will determine how far and
how fast you progress and develop. These include mobility, flexibility to move between
functions and categories and how open you are to new experiences.

Opportunities. These are the factors that are more dependent on circumstances and
activities elsewhere in the business. Opportunities can spring from new roles, new positions
and new assignments overseas.

Talent Assessment and Succession Planning

Succession Planning is the way in which Nestle plans career development and fills middle and
senior-level jobs. They are very methodical about how they plan this process. Nothing is left to
chance. The succession plans cover all the key jobs in Nestl and include a list of forecasted
potential successors for those roles. At any one time, they know exactly how well these
successors are performing and how close they are to taking on the next role in their development.
Importantly, the succession plans are created with input from multiple sources. In other words,
Nestle take a very rounded view of development. They look at the career history and Talent
Assessments, Performance Evaluation results and other relevant development data.

The Corporate Mentoring Programme will help to accelerate the development through
relationship-based support, the transfer of experience, key insights and unwritten rules, as well as
exposure to areas beyond the current role.

Total Rewards
As the worlds leading Nutrition, Health and Wellness Company, Nestls name is instantly
recognisable throughout the world. What attracts new hires and keeps current employees
engaged, though, goes beyond our competitive remuneration and attractive benefits that are
based on solid performance. It is about the hard-earned value and trust that our name brings to
those who work with Nestle, and the strong relationships with line managers and fellow workers.
It is also about the recognition and experience that comes with working for a diverse global
company, and the room to learn and grow. These are, as a whole, the Total Rewards that the
employees receive. The Total Rewards Policy is designed to give both the business and the
people a clear understanding of Total Rewards and the principles behind them.
These guiding principles are:

Provide a globally consistent framework with the flexibility for each Market to create
competitive programmes that comply with local legislation.

Focus on attracting and retaining talented employees, building a high-performance

culture and ensuring a highly engaged workforce that achieves sustainable business results.
They are also able to attract, retain and engage talented employees with these specific elements,
which are valued by employees within each Market:

Fixed Pay

Variable Pay

Benefits

Personal Growth & Development

Work-Life Environment
It is Nestls expectation that every employee has a full understanding of the specific
characteristics of Total Rewards and how they are established and maintained throughout the
Group. Nestl Total Rewards Policy aims to explain how Nestl is committed to giving each
employee the opportunity to grow, evolve and contribute.

Performance Culture
A high-performance culture supported by differentiated rewards and development is key to the
delivery of individual and business objectives. This is driven by the alignment of clear and
challenging responsibilities and priorities, and through ensuring that the employees are aware of
how the work impacts on Nestl.
The performance is the most important factor in determining the opportunities within Nestl. If
the employees are keen to take on new and bigger responsibilities, they have to show that they
are able to do so. They have to demonstrate through their performance evaluation process that
they have performed strongly and consistently over a number of years. This does not just mean
hitting the results; they have to show that they have achieved them in the right way.
Nestle should stress the words 'strongly' and 'consistently'. It is important that the employees are
able to make a significant impact by what they do they need to point to great results not once,
but again and again. And to do that, they need to stick with a role and show that the results they
have achieved in it can be sustained.
At Nestl, the end and means are equally important. They value people who achieve results in
the Nestl way.