Nestle Problems and Challenges
Nestlé’s Major Challenges:
Here are some the common challenges which all the organizations face around the world and Nestle Bangladesh Ltd is also facing all of these challenges more or less.
✓ Aging workforce and retirements
As most of the upper level positions are filled with aged personnel and each year some of them are going to retirement, Nestle has to go for continuous recruitment process to fill those positions when succession is not possible and finding the right person is also a challenge as well.
✓ Less experienced and smaller younger generations
Our current job market is filled with new graduates who lack experience which Nestle seeks to maintain the standard in their workplace.
✓ Lack of investment in training and education
Still most of the companies are reluctant to invest on training and development sectors to increase the efficiency of the employees. Even though Nestle is offering its own training and education program to its employees but to be competitive in the market and increase efficiency, more focus on this field is mandatory.
✓ Mismatch between training and education outputs vs. business skill needs
There is not enough capacity at educational institutions to keep up with corporate and student demands, and this will only worsen as technology and innovation increase the rate at which knowledge and skills become obsolete.
✓ Lack of appropriate succession planning
It is not always possible to fill up all the positions internally but when Nestle go for headhunting, they face challenge in finding qualified managerial talent and skilled workers.
✓ Recruiting from a narrow pool of potential talent
Because of rigid job descriptions and hiring requirements, Nestle recruit talent from a narrow pool of potential talent. It may make it difficult to select the best talent from the market.
Problems
While identifying the problems for Nestle Bangladesh
Here are some the common challenges which all the organizations face around the world and Nestle Bangladesh Ltd is also facing all of these challenges more or less.
✓ Aging workforce and retirements
As most of the upper level positions are filled with aged personnel and each year some of them are going to retirement, Nestle has to go for continuous recruitment process to fill those positions when succession is not possible and finding the right person is also a challenge as well.
✓ Less experienced and smaller younger generations
Our current job market is filled with new graduates who lack experience which Nestle seeks to maintain the standard in their workplace.
✓ Lack of investment in training and education
Still most of the companies are reluctant to invest on training and development sectors to increase the efficiency of the employees. Even though Nestle is offering its own training and education program to its employees but to be competitive in the market and increase efficiency, more focus on this field is mandatory.
✓ Mismatch between training and education outputs vs. business skill needs
There is not enough capacity at educational institutions to keep up with corporate and student demands, and this will only worsen as technology and innovation increase the rate at which knowledge and skills become obsolete.
✓ Lack of appropriate succession planning
It is not always possible to fill up all the positions internally but when Nestle go for headhunting, they face challenge in finding qualified managerial talent and skilled workers.
✓ Recruiting from a narrow pool of potential talent
Because of rigid job descriptions and hiring requirements, Nestle recruit talent from a narrow pool of potential talent. It may make it difficult to select the best talent from the market.
Problems
While identifying the problems for Nestle Bangladesh