Performance and reward management systems at Nestl Australia Ltd Research Paper

Performance and reward management systems at Nestl Australia Ltd. (NAL) - Research Paper Example (NAL), a wholly owned subsidiary of the Nestlà © Company of Vevey, Switzerland. NAL operates 14 factories throughout Australia, employs 5,000 people and generates sales of A$2 Billion/annum. It manufactures and markets a diverse range of products from Maggi sauces and powders to Milo powdered beverage modifiers. â€Å"Nestlà © Australias objective is to implement policies which promote the best utilisation of its human resources in order to ensure optimum productivity and efficiency while also satisfying and meeting employees needs and expectations†. The words of NAL’s CEO Graham Campbell resonate throughout the organisation on a daily basis. This is particularly true of the department that is at the centre of employee engagement and utilisation: Team HR. The HR department within NAL consists of approximately 65 professionals spread out across all factories, distribution centres and the Head Office located in the Sydney suburb of Rhodes. Team HR is lead within Australia by the HR Director, who reports directly into the CEO of NAL. In the words of Jennifer Jones (HR Business Partner or HR BP, NAL) â€Å"The purpose of the Human Resources (HR) team is to increase Nestlà ©Ã¢â‚¬â„¢s competitive advantage through People - by having engaged and talented individuals at the right place at the right time, driving business success†. Team HR consists of 3 distinct groups: 3. Centres of Excellence (CoE) in recruitment, talent and capability, reward & remuneration and employee relations. These are specialised sections of Team HR that focus on one area of knowledge and expertise. As one of the six core business units within NAL, the Human Resources department is involved in all stages of the development of the organisations’ business strategies. According to Jennifer Jones (HR BP, NAL), â€Å"The level of involvement of HR personnel in determining the goals and objectives for each of the business units is very impressive and certainly greater than any organisation I