About Us
•
Company & History
•
Our Goal
And
•
Philosophy
Quality
•
Bottling Purity
•
Quality Control
Our Brands
•
NESTLE® PURE LIFE®
0.33 Liters Pet
0.5 Liters Pet
1.5 Liters Pet
5 Liters Pet
19
Liters
Polycarbonate
•
Adverts
 Contact
NESTLE® PURE LIFE® Global
|
 |
>Home /
Human Resources
|
|
Human Resources |
Nestlé Waters number one worldwide bottled company.
What Does Nestlé Waters Offer You?
Training & Development
Life – long learning….
Ř
Encourages continuous improvement through training
and the improvement of professional skills at all
levels in the organization.
Ř
Training programs are developed at all level. The
Company endeavours
offer the opportunity to develop the capabilities,
improve relevant skill and competencies. Other than
on-the job exposure, in house or external or even
the international executive training programs
conducted at Nestlé International Training and
Conference Centre - Rive Reine, in Switzerland.
Ř
The training activities are identified and planned
for each individual in accordance with the needs of
individuals and company regarding to Progress and
Development Evaluation Process results for
Professional, Personal, Managerial and
Organisational Development
Career
Each employee is in charge of her/his own
professional development at Nestlé Waters.
Offers career opportunities in a multicultural and
international working climate which is conductive to
creativity innovation and the development of
personality.
According to the results of Progress and Development
System that the employees are able to discuss their
own personal development and career objectives;
improvement areas are defined, training and
development supports are provided. Considering the
possibilities of organization structure;career plans
are formed.
Performance Evaluation (Progress ande Development
System)
The performance evaluation at Nestlé Waters is being
followed under the name of “Progress and Development
System”. In addition, Progress and Development
System takes place once a year is based on
objectives and competencies.
There are number of objectives behind the use of
this process;
Ř
to provide feed- back on past performance and future
potential as well as on the relevant aspects.
Ř
to develop skills and competencies.
Ř
to define mutual goals and objectives which support
departmental and organizational objectives.
Ř
to improve communication between managers and
employees
Ř
to provide a system for improving performance
Ř
to enable employee performance to be assessed
according to objective rather than subjective data.
Ř
To help the employees in adaptation to change.
|
|
|
|
