Talent management is a complete management approach that adds to the competitive improvement of an organization. It is a whole system that emphasizes on various components of the company (Jones, 1985, p. 74).Talent management shapes up employee performance through human resources management policies. Talent management strategy has become a useful tool to develop company’s future and increasing its production as a whole (Shafi, 2015,p. 20).

  1. Development of Talent management strategy:
  2. Build a solid talent management strategy based on goals and targets of the company.
  3. KPIs should be considered at the very start (Gberevbie,2008,p.16).
  4. Design TM practices compatible with the organization and practical with its business strategy (Bhattacharjee, 2012, p. 3)
  5. Other human resource practices should be integrated into the strategy(Ashton and Morton, 2005, pp.28-31).
  6. Collaboration and accountability should be given preference (Christensen, 2008, pp.743-757).
  7. Be as transparent and precise (Gberevbie,2008,p.16).
  8. Maintain adherence to procedures (Jones, 1985, p. 74)
  9. Building a positive atmosphere, where everyone is a talent manager receptive to the company’s targets (Shafi, 2015,p. 20)

2.1 Theoretical perspective: Employee resourcing

The process of Employee resourcing directly relates to HR management. It takes into account the primary areas of recruitment and selection processes (Bhattacharjee, 2012, p. 3). Employees are the fundamental assets of an organization and successful organizations better understand and effectively manage their employees. The primary role of employee resourcing is to develop employee skills and encourage high-performance levels (Falola,2017, p. 5).

2.2 Implications of employee resourcing within organizations

Several types of research have predicted the relationship between development and employee resourcing, but it has yielded inconclusive results. The employee resourcing factor major differs from organization to organization (Falola,2017, p. 5). The disparity is also evident depending on the kind of practices the company is involved in. Furthermore, studies have considered that employee resourcing works independently from employee development (Tarique, I. and Schuler, 2010, pp.122-133).But employee resourcing and developmental progress significantly and positively affects organizational growth (Gberevbie,2008,p.16).

2.3 Evaluating and justifying these implications

Employee resourcing relates human resource skills to operational requirements of the organization which is especially challenging in project-based organizations. Employee placement exists in the resourcing and controls the accomplishment of the project(Ashton and Morton, 2005, pp.28-31).It determines the work effectiveness within an organization. Employee involvement and future planning help to balance the company priorities, goals, and individual employee needs (Rees and Rumbles, 2010,pp.169-190).

2.4 Talent Management Tools

Well planned tools and effective management motivates employees to be more productive to reach operational goals (Lewis and Heckman,2006,pp.139-154).Understanding talent management tools help to create a great team of persons. The tools necessary for fruitful talent management vary from workforce recruitment, tactical planning, executive training, management development, appreciation programs and employee engagement, among other things (Rees and Rumbles, 2010,pp.169-190).

2.4.1 Workforce Planning

Efficient workforce growth encompasses a well-planned goal to contact capable individuals, within the organization and outside. These people should have skills, understanding, and performances necessary to achieve company objectives.Operational workforce planning, built on pure tools and methods (Hird and stripe,2010,pp.46-67)

2.4.2 Recruiting Effectively

Recruiting involves the ability to successfully identify, attract and hire talented individuals with the potential to move your organization towards accomplishing your objectives. It is achieved through targeted advertising and focused interviewing of prospective candidates (Katou,2009,p.335). Consider including a clear mission statement as part of your recruitment advertising. It is likely to attract those with the talent and desire to become a part of your mission to move your organization forward. Clear job descriptions and skills list further help narrow the field of applicants (Falola,2017, p. 5).

2.4.3 Organizational Planning & Goal Orientation

Any strategic plan involving goal achievement methods which can maximize organizational profitability is essential. A tactical planning guarantees that all employees are moving in the right direction and have the same vision. When a company has an active planned strategy, prevalent strengths and weaknesses (Shafi, 2015,p. 20)

(Video) Operational Management in Nestle

2.4.4 Executive Coaching

Executive coaching is an association that offers inspiration to make modifications that aid employee transformation and people around them to attain ideal results. In favoring positive growth individuals and company benefit together(Katou,2009,p.335).

2.4.5 Leadership Development

By developing the leadership, we are targeting the base of all the programs and facilities which will be available in the long run. The senior more administration is the most career driven and makes every attempt to plan goal-driven strategies.By working on the leadership, open communication, intrapersonal relations, and organizational excellence can be achieved (Guchait,2010, pp. 1228-1247)

2.4.6 Recognition Programs

Recognition and acknowledgment programs in an organization recognize the employees and teams that continuously add to organization’s achievements. By making such application and thanking the reliable and hardworking staff, proliferates job satisfaction (Guchait,2010, pp. 1228-1247).

2.4.7 Diversity and Inclusion

Diversity reaches beyond the internal work and includes suppliers, customers, and resources. Ethnicity, cultural differences, gender all need to be considered. These two factors in a workplace bring many benefits including inspiration, problem-solving and productivity (Jones and Jayawarna, 2010, pp.127-152).

2.4.8 Engagement

Engagement boosts employee strengths and recognizes their talent. Employee engagement should be seen positively. Open communication and employee encouragement should be the fundamentals of a talent management strategy (Christensen, 2008, pp.743-757).

2.4.9 Retention

When organizations work hard to train their employees, it becomes imperative to make them stay in the organization rather than moving on to better prospects (Tarique, I. and Schuler, 2010, pp.122-133). Work schedules, higher salary, and more comfortable surroundings are the most common reasons for employee movement to another organization(Ashton and Morton, 2005, pp.28-31). It costs a lot of resources to hire and train employees. Bonuses, competitive benefits, and incentives are ways to enhance employee retainment(Katou,2009,p.335).

  1. Business Strategy Integration

Talent management is a new aspect of business management. It can be seen as a way to encourage better workplace performance and the management of human capital. It links business strategy of the organization to boost the employee performance (Lewis and Heckman,2006,pp.139-154).It presents a culture that cultivates flexibility, innovation, and a very competitive benefit. Therefore, the primary goal of Talent management is to work towards to the betterment of the organization by increasing employee productivity and encourage employee (Falola,2017, p. 5).Strategic orientation of Talent management is vital for the organization regardless of its magnitude and area. It primarily involves the configuration of every HR task with business strategy (Bhattacharjee, 2012, p. 3).

To be efficacious, it is essential that all sections of the company work hard to attain business objectives. To accomplish business objectives, companies devise a business strategy. In actual, the employees are the ones to work towards the attainment of these objects. Therefore it is exceptionally essential that companies should work hard to boost the performance of their people (Shafi, 2015,p. 20).

  1. Talent Management Strategy Objectives

4.1. Act as a role model.

The senior management plays an essential role in cultivating talent development. The purpose of senior management needs to be highlighted in talent management strategy (Jones and Jayawarna, 2010, pp.127-152).It is essential that old and learned employees direct other employees on how to move in the right direction. They can act so by being transparent their failures and achievements. Also, they should encourage the idea of learning by embracing the notion themselves (Hird and stripe,2010,pp.46-67).


4.2 Learning Reinforcement

Talking to the employees about their views on goals achievement Appreciating when an employee does good work, in front of everyone. Celebrating the result, as a consequence of learning (Falola,2017,p.8).

4.3 Encourage development.

Managers should be very supportive in encouraging their employees. They should coach and cultivate inner determination within their employees. Everyone knows where they lack; it is crucial to help them identify ways to curb their shortcomings (Falola,2017,p.8).

4.4 Strengthen shared values.

People need to understand their position in the company and the importance of the work they do (Rees and Rumbles, 2010,pp.171)

  1. Factors affecting Talent Management strategy

5.1 Economic Factors

  • The state of the economy determines the position of any company. It helps to identify the resource efficiency and how much money should be allocated to tasks of Talent management (Christensen, 2008, pp.743-757).
  • Globalization effects are related to company expansion. It possesses challenges and prospects around talent diversity and utilization, along with and risk management (Lewis and Heckman,2006,pp.139-154).
  • Structural unemployment is addressed by reskilling and peer-to-peer learning cultures (Gberevbie,2008,p.16).

5.2 Social and Political Factors

  • Tapping into global talent and taking out ability from around the globe is becoming an unintentional problem (Christensen, 2008, pp.743-757).

Worldwide workforce and increased health have aided seniors to work for a more extended period, allowing organizations to retain skilled members till they reach their retirement age. Not only it obscures workforce scheduling and but causes generational challenges (Wilson, 2008, pp.5-10).

  • Workplace diversity is predominantly powered by globalization and demographic variations. Talent diversity gives new prospects such as appointing workers who are played down in the employees of a specific country to attain competitive gain (Gibb,2001, pp. 318-336).

5.3 Technological Factors

  • Technology progress is growing exponentially. Adopting new technology by employees will increase employee expectations judging employers by their obligation to employee enablement. Also, company’s capacity to rapidly change consumer to enterprise tech(Silzer and Dowell, 2009,p.16).
  • Telecommunications has enabled the organization to collaborate and look into global talent pool (Jones and Jayawarna, 2010, pp.127-152).

5.4 Focus on visible skills.

In talent management, the most efficient way to manage employees is to address the most prominent employee skills. This not only saves time but boost the company’s progress by attaining the maximum benefits from its employees. Building talent, on the other hand, is less visible and has a long-term payoff (Gibb,2001, pp. 318-336).

  1. Risk Evaluation

Employee resourcing process boosts human resource management and focuses on the talent of employees (Lewis and Heckman,2006,pp.139-154). While continuing with organizational requirements, talent management involves participation and involvement of employees and giving them a direction to achieve corporate purposes (Wilson, 2008, pp.5-10). Risk managementis highly associated with talent management. Extraordinary regulatory requirements and culminating work complexity affect the organization and the people who are working in it (Tarique, I. and Schuler, 2010, pp.122-133). The company safety and control functions stress on employees technical skills, as well as giving importance to their creativity and hard work in a business setting (Silzer and Dowell, 2009,p.16). Adding to individual employee talent management, which fascinates individuals, there is public talent management propagating the balance of capable employees to recognize effective risk management (Hird and stripe,2010,pp.46-67).

  1. Skills Auditing

Talent management should promote Personal Branding. The employees should go through SWOT analysis regularly. Narrating their skills and overcoming the shortcomings, helps to increase output. Working professionally and employees have to be fully engaged within their environment. They should be ready to equip themselves with further knowledge and aptitude to learn new things (Bhattacharjee, 2012, p. 6).The importance of multitasking should also be highlighted. It took a lot of perseverance, dedication and self-management skills to continue working towards company objectives and managing everything in a timely manner irrespective of the oncoming pressures requires sheer diligence (Shafi, 2015,p. 13).

7.1. Attributes of a Good Employee

7.1.1 Knowledgeable and skilled in their disciplines

(Video) Talent Management Tutorial - What is a talent management strategy?

Making a career in company a lot training and knowledge. After education an employee requires further training owing to company’s demands, Achieving excellent skills, understanding and experience within this industry is equally important. Company talent management training further revamps an employee’s qualifications (Silzer and Dowell, 2009,p.16)

7.1.2 Effective communicators and team member

Effective communication is very important within an organization. It is extremely important that your responses are tailored according to the situation. As an employee, role was clearly defined(Hird and stripe,2010,pp.47).

7.1.3 Innovative and creative with critical judgement

A creative person has a knack to resolve issues but such situations should not occur in the first place. Talent management helps employees to become more efficient in their work. Also, the company should present opportunities on various instances to help me improve employee’s analytical skills (Bhattacharjee, 2012, p. 6).

7.1.4 Socially responsible and engaged in their communities

Being directly engaged within the company environment and dealing with different personalities is extremely important. Group tasks are extremely important and require effective responses (Shafi, 2015,p. 13).

7.1.5 Competent in culturally diverse and international environments

Working in a multinational company requires an employee to be a people’s person. Daily on my job they may come across people from different cultural backgrounds and work in different situations. Being a good judge of character helps any employee to feel comfortable in any kind of work environments. The company is a good place to nourish different kinds of personalities(Wilson, 2008, pp.6).

7.1.7 Sheer dedication

An employee can only succeed if he is a dedicated person, working hard to brighten up his future. When employees lack some qualities they should be ready to strive hard in bringing about a change and grow as a worker(Gibb,2001,pp. 326).

  1. Recommendations

Talent-management competences within control functions of a company, in comparison to the new demands, have often struggled. It should be kept in mind that Talent management strategies should be made according to the changing scenarios of the world (Tarique, I. and Schuler, 2010, pp.122-133).While looking for talent, relevant experience, and added skills should be given priority. Later trough proper motivation employee talent can be boosted (Bhattacharjee, 2012, p. 3).

  1. Discussion

Nestleis one of the world’s chief suppliers of consumer goods in foods,personal care and home. Its scale and scope, makes it adistinctive global corporation. Yet the story ofUnileveris not just a tale of a company. It is a connection between this multinational company and the people who are linked to it, even its customers(Gibb,2001,pp. 326). That is the major reason of selecting it as core of my study(Silzer and Dowell, 2009,p.16). Unilever’s role is evident; it holds a close connection to its employees. Hence, its efforts in Talent management can be highly praised. The food industry is considered an important segment of our economy(Hird and stripe,2010,pp.47). One of its key elements is employment. Nestle is a hub to provide jobs for people all over the world. The Skills of an employee is regarded as his most highlighted facets and guarantees him a higher pay and great prospects. The basic skills requirement for an employee is good communication skills, time management, financial skills, problem solving abilities and customer service capabilities. With experience, plenty of training tools and talent management exercises, strength and weaknesses can be worked on (Christensen, 2008, pp.751).

Some of its key initiatives for Talent management are:

  • The primary objective of selecting employees who can offer maximum to the company.
  • Making sure that employees understand the role Nestle and move in accordance to business strategy.
  • To bring into notice employee perspectives and boosting their talent
  • Identify company strategies and that they are in accordance to employee work ethics (Gibb,2001,pp. 326)


Ashton, C. and Morton, L., 2005. Managing talent for competitive advantage: Taking a systemic approach to talent management.Strategic HR review,4(5), pp.28-31.


Bhattacharjee, a., 2012. How outsourcing hr created a profitable scenario for nestle and peoplescape ltd?.

Christensen Hughes, J., and Rog, E., 2008. Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management,20(7), pp.743-757.

Falola, h.o., 2017.Employee resourcing strategies: implications for job performance and perceived corporate image in selected Nigerian private universities(doctoral dissertation, covenant university).

Gberevbie, d.e., 2008.Staff recruitment, retention strategies and performance of selected public and private organizations in Nigeria(doctoral dissertation, covenant university, ota).

Gibb, s., 2001. The state of human resource management: evidence from employees’ views of hrm systems and staff.Employee relations,23(4), pp.318-336.

Guchait, p. And cho, s., 2010. The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment. The international journal of human resource management,21(8), pp.1228-1247.

Hird, m. And stripe, m., 2010. Nestlé: reflections on the hr structure debate. Inleading hr (pp. 46-67). Palgrave Macmillan, London.

Jones, o. And jayawarna, d., 2010. Resourcing new businesses: social networks, bootstrapping and firm performance.Venture capital,12(2), pp.127-152.

Katou, a.a., 2009. The impact of human resource development on organizational performance: a test of a causal model. Journal of behavioral and applied management,10(3), p.335.

Lewis, R.E., and Heckman, R.J., 2006. Talent management: A critical review. Human resource management review,16(2), pp.139-154.

Rees, g. And rumbles, s., 2010. Recruitment and selection.Rees, g. And French, r. Leading, managing and developing people, pp.169-190.

Shafi, a., 2015. Hr functions and employee job satisfaction of nestlé Bangladesh Ltd.

Silzer, R. and Dowell, B.E. eds., 2009.Strategy-driven talent management: A leadership imperative (Vol. 28). John Wiley & Sons.

Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative framework, and suggestions for further research.Journal of world business,45(2), pp.122-133.

Wilson, f., 2008. Meeting the challenges of global resourcing.Strategic hr review,7(2), pp.5-10.


Which two strategies do you consider the best for Nestle to pursue Why? ›

Based on SWOT analysis, Nestle can adopt two strategies to help it to remain competitive. The first strategic option is the investment in market research and analysis to get a better understanding of the consumers. The second option is the commitment and focus of the company's energies on creativity and innovation.

How many interview rounds Nestle? ›

Nestle interview process usually has 2-3 rounds.

What is the competitive strategy of Nestle? ›

The three competitive strategies include cost leadership, differentiation and Focus of which focus can further be divided into cost focus or differentiation focus.

What is the most popular growth strategy for Nestle? ›

Nestlé is the world's largest food and beverage player by revenue. It has been explicit about its broader strategy focusing on building out high-growth product categories, digital channels, and healthier food and beverage options throughout its portfolio.

What strategies Nescafe might needs to adopt to remain a successful brand? ›

Much of its credit goes to Nescafe's marketing strategy that includes inspirational advertising strategy, range of products, maintaining affordability for cost-conscious consumers, and utilizing strong distribution network of Nestle.

Does Nestlé use pull strategy? ›

Thus, Nestle is focusing on both Pull and Push Strategy.

How do I ace my Nestle interview? ›

For Nestlé interview practice, use: a smartphone.
Refine your technique for your final Nestlé interview to showcase your:
  1. deep knowledge.
  2. understanding of the role.
  3. business acumen.
  4. passion.
  5. critical thinking and ability to think on your feet.

How long does it take to hear back from Nestle after interview? ›

Each application is typically reviewed by a member of the recruiting team within 2 weeks of receiving the submission. To check the status of your application, please return to our application site (, then click "My Application Status" in the Search Bar at the top of the page, and log in.

Why should we hire you for Nestle? ›

Interview Answer

Nestle is the best and fastest company and people fell proud to be a part of this company and the work environment is very good that's why I want to join nestle..

What makes Nestlé different from its competitors? ›

The company has the largest R&D centers' network of any food or beverage company in the world, with 34 R&D facilities and over 5000 people working in them. Nestlé's superiority in R&D against its rivals provides a sustainable competitive advantage and long-term success.

What is corporate level strategy for Nestlé? ›

The corporate level strategies of Nestle include growth, stability, and retrenchment strategies which it adopts according to changing business needs and different market situations. i. Growth Strategies: Nestle is one of the world's leading foods and beverage manufacturers.

What have been the key success factors for Nestlé? ›

Listed below are three key factors that have made the company such a success:
  • Localisation amidst Globalisation. Nestlé has successfully achieved localisation in an increasingly globalised food industry. ...
  • Global Brand Strategy. ...
  • Successful Mergers & Acquisitions.
15 Dec 2014

What generic strategy does Nestlé use? ›

Nestlé uses significant differentiate strategy for cost leadership strategy. Nestlé follows less price transparency and significant differentiate of products in business to enhance the productivity and profit of the organization.

What is Nestlé diversification strategy? ›

FMCG major Nestle is eyeing to diversify its offering into new categories such as pet care, cereals, skin health and premium coffee business. The company is also looking to consolidate its product portfolio and including new categories in order keep the two-digit growth.

How do Nestlé promote their products? ›

The company is using competitions, advertising, and sponsorships as its main marketing initiatives. The most visible marketing campaigns by Nestle have been prize giveaways, whose impact has been the increase in sales for selected products involved or targeted in those campaigns.

What is the competitive advantage of Nescafé? ›

Nestlé Coffee Resources and Completeness

Nescafe products bring a competitive advantage to the firm, as they are able to serve various needs of the customers. Nescafe enables Nestlé to have a competitive advantage in the coffee industry, and it enables the firm to earn massive profits from its business unit.

How Nestlé's digital marketing and social media strategy is winning? ›

The company uses social media sites to interact with customers and strengthen its brand image. The food company launched regional social media pages to engage with its global clientele for its wide range of products. Nestlé uses social media to boost its marketing, innovation, and leadership capabilities.

What pricing strategy does Nescafé use? ›

Nescafe Price/Pricing Strategy:

The price of products are dependent on the quality of the material supplied by the company. The marketing mix pricing strategy of Nescafe is dependent upon competitors and demand. The products are high in quality and they are significantly priced.

How management functions are performed at Nestlé? ›

In the first of the four management functions, which is planning, Nestlé define their goals and strategies to run their business (Robbins, 2015). In this stage, the managers will create the basis for everything they do while they are organizing, leading and controlling. It can be in either formal or informal form.

What makes Nestlé unique? ›

Nestlé is a global company with deep local roots, which gives a unique ability to understand local consumers and adapt fast to their preferences.

What is Nestlé value proposition? ›

We are the Good food, Good life company. We believe in the power of food to enhance lives. Good food nourishes and delights the senses. It helps children grow healthy, pets thrive, parents age gracefully and everyone live life to the fullest.

What is Nestle interview process? ›

The interview will consist of meeting with individuals from the Hiring Team to address several behavior-based interview questions. It's your chance to get to know us as well, we'll leave time to answer your questions so plan ahead what you need to know more about to make an informed decision.

Where do you think you will be in 5 years? ›

So what are interviewers asking? Well, when interviewers ask, “Where do you see yourself in 5 years?” They're really asking, “What are your career goals within this position?” They want to know that the position will satisfy you and that you'll work hard and stay with the company for a long time.

What questions should I ask at the end of an interview? ›

Questions to ask at the end of a job interview
  • How would you describe the company's culture? ...
  • What is your favorite thing about working for this company? ...
  • How do you see this company evolving over the next five years? ...
  • How would the person in this role contribute to this vision?

How long does it take to get hired at Nestle? ›

2-8 weeks to go through hiring process. Interviews with multiple groups, followed by drug screen.

What is assessment round in interview? ›

An assessment is the portion of the interviewing process that tests a candidate's industry knowledge, personality traits and observational abilities.

Does Nestle do random drug test? ›

What time of drug testing does nestle do? They dont. Urine pre employment and random. If you don't a cdl u may only get tested pre employment and post accident.

Is Nestlé a good company to work for? ›

Nestle: A great place to work for many reasons, but you'll need to push hard to advance. Nestle's culture is generally a very healthy one. The work environment is pleasant, supportive, and collaborative. Nestle seems to do a good job of consistently hiring good people; they are honest, nice people- solid citizens.

Why should you be hired for this role? ›

Possible Answer 3:

“Honestly, I possess all the skills and experience that you're looking for. I'm pretty confident that I am the best candidate for this job role. It's not just my background in the past projects, but also my people skills, which will be applicable in this position.

Why did you decide to apply for a job best answer? ›

Show your enthusiasm

'This opportunity is really exciting as I will be able to learn/develop/progress in an exciting environment/industry that I am passionate about.' 'The first thing that caught my eye when I saw the job spec for this role was...'

What are some weaknesses of Nestle? ›

Nestle's Weaknesses

Nestle has increased prices by 6.5% on a certain category of their consumer goods. The price increase is due to an increase in raw material and transportation costs, supply chain constraints, and an overall inflationary environment.

What are Nestle strengths? ›

1. Strengths of Nestle. The S in the SWOT analysis of Nestle stands for strength; examples of strengths include a large and loyal customer base, a healthy financial position, innovative products, and a well-known brand name.

What are the core competencies of Nestle? ›

Nestlé must excel at each of these four inter-related core competences. They drive product development, renewal and quality, operational performance, interactive relationships with consumers and other stakeholders and differentiation from our competitors.

What is successful differentiation strategy? ›

Your differentiation strategy is the way in which you make your firm stand out from otherwise similar competitors in the marketplace. Usually, it involves highlighting a meaningful difference between you and your competitors. And that difference must be valued by your potential clients.

Why does Nestlé have a strong brand equity? ›

Nestle has exceptionally strong brand equity as it focuses on its product quality and consistent brand image in its packaging.

When did Nestlé become successful? ›

Nestlé 's business acumen combined with his quality products resulted in an impressive growth of his business. By 1875, only 8 years after his initial launch, Nestlé products could be found across the globe in countries like Indonesia, Argentina, Egypt and even the United States.

What are the 4 Ps of Nestle? ›

Marketing mix of Nestle, which includes the 4Ps (Product, Price, Place, Promotion). Product innovation, price approach, promotion planning, and other marketing methods are only a few examples. These business tactics, which are based on the Nestle marketing mix, contribute to the brand's success.

What is Nestle international strategy? ›

Generate better products for better living. Minimize impact on the environment through a focus on sustainability and safeguarding resources for future generations. Generate long term growth through resource optimization and improved margins.

Who is Nestle target customers? ›

Consumer/customer analysis

Nestle can target international, rural and urban consumers of age 13 or greater including males and females, both. Students, professionals, and employees can all be targeted as they all consume Nestle's products, especially its Pure Life mineral water.

What makes Nestlé so successful? ›

They aim to inspire people to live healthier lives to improve society. This ensures them long-term success that comes with earning their consumers' trust and maintaining market leadership. Currently, they have more than 2,000 brands (from global icons to local favorites) and are in 190 countries around the world.

What makes Nestlé successful? ›

The results show that Nestle's success factor is from the provision of good products at a reasonable price and marketing strategies that Nestle has developed to be the main driver of the growth, which contribute to the organizational success.

Why Nestlé is Multidomestic strategy? ›

A great example of a multidomestic company is Nestlé. Nestlé uses a unique marketing and sales approach for each of the markets in which it operates. Furthermore, it adapts its products to local tastes by offering different products in different markets.

What is Nestlé diversification strategy? ›

FMCG major Nestle is eyeing to diversify its offering into new categories such as pet care, cereals, skin health and premium coffee business. The company is also looking to consolidate its product portfolio and including new categories in order keep the two-digit growth.

Why Nestlé is better than its competitors? ›

The company has the largest R&D centers' network of any food or beverage company in the world, with 34 R&D facilities and over 5000 people working in them. Nestlé's superiority in R&D against its rivals provides a sustainable competitive advantage and long-term success.

What makes Nestlé unique? ›

Nestlé is a global company with deep local roots, which gives a unique ability to understand local consumers and adapt fast to their preferences.

What differentiates Nestlé from its competitors? ›

By creating product, service, channel, people and image differentiation Nestlereach the consumer touch point more effectively and efficiently in comparingwith their competitors in the highly competitive food-processing sector. It hasmany advantages over competitors by offering different types of qualityproducts.

What is corporate level strategy for Nestlé? ›

The corporate level strategies of Nestle include growth, stability, and retrenchment strategies which it adopts according to changing business needs and different market situations. i. Growth Strategies: Nestle is one of the world's leading foods and beverage manufacturers.

How management functions are performed at Nestlé? ›

In the first of the four management functions, which is planning, Nestlé define their goals and strategies to run their business (Robbins, 2015). In this stage, the managers will create the basis for everything they do while they are organizing, leading and controlling. It can be in either formal or informal form.

What is the evolution of strategy? ›

The Evolution of Strategy will be the first port of call for those wanting to check up on the development of land strategy in the eighteenth century, maritime strategy in the nineteenth century, nuclear strategy in the twentieth century, or counterinsurgency strategy in the twenty-first century.

Does Nestlé follow transnational strategy? ›

The company's structure is well matched with the concept of transnational strategy. The SBUs that Nestlé performs around the world are responsible for top strategic decisions which have specific focus on particular product lines such as coffee and beverages (Parsons, 1996).

What is Nestlé doing to innovate? ›

Whether the focus is on developing delicious plant-based foods that support healthier, more sustainable diets, solutions to tackle packaging waste, affordable nutrition for all, or personalized nutrition, we're constantly improving our products and services and innovating to create new ones.

What is Nestlé pricing strategy? ›

Nestle uses various pricing strategies including price skimming, inexpensive and bundles pricing strategy, penetration pricing strategy, stock keeping units, psychological pricing strategy, discounts, and competitive pricing strategy.

What is Nestlé value proposition? ›

We are the Good food, Good life company. We believe in the power of food to enhance lives. Good food nourishes and delights the senses. It helps children grow healthy, pets thrive, parents age gracefully and everyone live life to the fullest.


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Introduction: My name is The Hon. Margery Christiansen, I am a bright, adorable, precious, inexpensive, gorgeous, comfortable, happy person who loves writing and wants to share my knowledge and understanding with you.