The key strength of the Sales function in Nestlé Bangladesh is our winning attitude . Our motto of 'Growth Unlimited' will be the pillar in achieving our objectives, provided we are open and willing to embrace changes with an ability to redeploy our resources and assets for driving efficiencies. The fundamental sales challenge is the ability to differentiate our demand generating activities through channel & category development strategies. We are one of the leading organizations in FMCG to address channel wise business solutions and working with shoppers insights.
Nestlé Supply Chain operates with a mission of driving sound business decision making through planning the value chain effectively and efficiently to deliver in the most demanding business situations. Here, we embrace the role of change agents, drive long term value creation and ensure the highest standards for stewardship and governance throughout the company. The strength of our contribution is wholly dependent on our people, where outstanding people are hired, developed and retained with integrity.
At Nestlé Nutrition, we work closely with Healthcare professionals for brand building and brand communication. It encompasses popular brands and products of infant nutrition and baby food and being a part of this department means that with every minute of working you are putting a smile on someone's face. The products, the brand personalities, as well as the market itself pose daunting challenges, in addition to immense learning opportunities.
Nestlé Bangladesh has a state of the art factory located at Sreepur. Cerelac, MAGGI Noodles and MUNCH ROLLZ Chocolates are manufactured, while NIDO, NESCAFÉ, NESTEA and MAGGI Soups are packed. We also mix SHAAD E MAGIC and NESCAFÉ 3IN1. Factory team consists of Production, Engineering, Quality Assurance, Application Group and Safety, Health & Environment Teams. There are locally deployed teams from Finance & Control, Supply Chain and Human Resources.
Nestlé Finance & Control is the Co-Pilot of the organization, supporting in decisions and planning to optimize Group long-term profitable growth, cash flow and total return to shareholders. We as a team nurture their development and actively help them develop the business skills and experiences they need to fulfil our mission and objectives. We set high standards, embrace change, operate discipline and take personal risk, as appropriate, to ensure that decisions are taken in the best long-term interest of the key stakeholders.
Being the largest Nutrition, Health and Wellness Company, Nestlé has more than 330,000 people working with it worldwide. We consider our manpower to be our best asset and this function offers different areas to explore your career with, including Recruitment & Selection, Learning & Training, Reward management, People Development and Administration to ensure smooth operation as a whole. Globally standardized operational procedures, international working environment, global attachment programs, globally shared culture, structured development and evaluation framework and extensive training programs have made Nestlé one of the leading and preferred employers worldwide.
The Corporate Affairs function looks after our corporate communications, external affairs, community relations, company security, Creating Shared Values (CSV) and internal communications. The function plays a vital role as a pathway to our external stakeholders and impacts the society and environment through working in different CSV activities focusing on Nutrition, Rural Development & Water.
As the function driving our brand-building efforts, Marketing is right at the heart of what we do. Indeed, " Brand Building the Nestlé Way " is a distinctive process that sets our marketing function apart in the industry - from both a commercial and a career point of view. Our team provides an end-to-end marketing service reflected in our three key areas: brand management, communications and consumer insight. Our focus on the consumer ensures that we provide a seamless service, working hand-in-hand with our Customer & Sales teams.
As you'd expect, there's a wealth of opportunities here. You could join us in any of our three key areas. Then, you could move into commercial or general management as many of our business, market and country heads have done, or you could follow a more specialist-marketing track.
Applying for any position at Nestlé Bangladesh is very challenging. Candidates are tested with extreme care which in turn is very enriching for your personal development.
The Management selection process is designed to be comprehensive and in-depth- however, we want to give you a clear picture of the process. Click here, to find the hints and tips that will guide you through the process and help you pass with flying colors.
These are the basic stages each of which you must pass:
Stage1 : Online Application
Stage2 : Written Test
Stage3 : Assessment Center
Stage4 : Competency Based Interview
Stage5 : Final Interview
In the first step, you must fill out the online application form, where you need to give information about you. The areas that will be covered in the application form are:
Once you have been chosen from the application- you will have to sit for the written test which will consist of a series of psychometric tests. You will be assessed for your numerical, logical and analytical ability along with your strength in language.
1. Numerical Test:
This test is designed to assess your numerical skills from the perspective of business. You might expect to see some tables, graphs and data similar to those in the business reports and asked to analyze them.
Since, it is purely business context- the basics in mathematics will come in handy.
2. Logical Test:
This part will consist of problems to assess the logical functioning of your brain which are important in decision making. You might be given series of numbers, data or figures and asked to develop the progression.
3. Analytical Test:
In an analytical test, your analytical abilities will be judged. You will be asked to solve some puzzles, analogy, analyze any situation etc.
Communication skills are important for Nestle Bangladesh Ltd. So, in the written tests your hold on language, your strength in written communication will be judged.
If you have passed through for the Assessment Center, you are one of the toppers- and now you have to prove your group performance, team leading ability and technical know-how. There will be the following parts in an assessment center:
1. Group debate:
During a group debate, you will be assessed for your ability to work on your point-of-view under a pressure, and also your leading capabilities
2. Case study:
This is where your technical knowledge will be assessed. You will be given a case with a set of questions- and you will be judged against how well you address every question and defend your stand.
You might be asked to present in a group or individually. You will be given the materials on which you will have to present, as well as all the technical support. You might have to make a presentation on the case that has been provided.
Every job/post that you will be applying for has a specific Job Description- and basing on that we decide on certain personality traits with which you must be competent with if you want to perform in that position. Competency based interview are designed with more situational and behavioral questions.
Shortlisted candidates from the Competency Interview will be called in for the final interview where the department heads and the management committee will be judging each candidate against the cultures and values of Nestle Bangladesh Ltd.
At Nestlé, we know that it is our people who set us apart and spur our success year after year. So we have created a high performance culture that puts the emphasis on diversity, innovation and growth and this enables their development and ultimately ours.
These are non-negotiable; they are the qualities you must have if you are to make the most of all the opportunities we have to offer. They include your sustainable performance, the knowledge and skills you have about your function, the business and yourself, plus your leadership skills and critical experience.
This is the name we give to the qualities that will determine how far and how fast you progress and develop. These include your mobility, your flexibility to move between functions and categories, how well you network and how open you are to new experiences
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
Our organization believes in nurturing and developing internal talent. This process helps in assessing the development potential of individuals and planning succession for key positions. Succession planning is the way in which we plan career development and fill middle and senior-level jobs. At any one time, we know exactly how well these successors are performing and how close they are to taking on the next role in their development. This process, based on the talent grid, supports internal selection in line with business needs. Calibrated talent reviews increase visibility of people to senior management and creates a common understanding of development potential of individuals.
At Nestlé, we are committed to provide a learning environment and we encourage our people to leverage these opportunities. Learning is a combination of on-the-job experiences, relationship based and education based opportunities. From experience, we know that to design high-quality development plans it is crucial to apply the 70/20/10 model. This states that on-the-job experiences have the highest impact on professional and personal development, relationship-based approaches such as feedback and coaching account for 20% of impact and formal training or education-based opportunities have the least effect on how fully and quickly people develop.
Rated as the most impactful of all development, experience based development in Nestlé is achieved through domestic mission assignments, projects, job rotations, stretch assignments, overseas mission and expatriate assignments.
Our Corporate Mentoring Programme will help you to accelerate your development through relationship-based support, transfer of experience, of key insights and unwritten rules as well as, bringing exposure to the areas beyond the current role.
SPARKZ is our development centre initiative that acts as a platform for nurturing & developing high performing talent based on simulated assessment and feedback. Employees nominated to attend this two-day intervention go through a battery of assessments and simulations of real work life challenges.
Nomination based international programs delivered through Rive Reine & IMD allows our employees to grow through education-based opportunities internationally. Leading the Nestlé Way program developed by the Nestlé group in collaboration with London Business School supports development of top management. At Nestlé, high performers with aspirations for academic progression are supported through a tie-up with IIM Kolkata. Distance learning programs called Executive General Management Program (EGMP) and Advanced General Management Program (AGMP) for different levels is organized for growth of our employees.
The YTDP program is for a period of 12 months and has key talent handpicked across the region participating in it. As part of the program, the participants undertake projects that are critical to the business / function in which they operate. Participants are assigned Mentors who are Senior Managers from another function to further hone their leadership skills. In addition to these, participants also get an opportunity to attend leadership workshops and relevant functional training. The program has been designed to develop our young talent at an early stage in their career in a focused way through a comprehensive mix of Experience Based (70), Relationship based (20) and Education based (10) interventions. This is to accelerate learning and strengthen development of core leadership skills with professional capabilities that are essential to our business.
The SAR Talent Exchange programme aims to facilitate talent exchange between India, Sri Lanka and Bangladesh at Junior & Middle Management levels. This initiative will also encourage and help to " drive regional alignment and team solidarity" and build functional capabilities in line with the direction in our Nestlé SAR blueprint.
In line with the framework for Long Term Career Growth, this programme aims to develop the employee by focussing on the following
- Knowledge/Skill (Functional/Business/Self
- Critical Experience
- New Roles/International assignments
Diversity has only just reached the top of most corporate agendas, but at Nestlé it has been the foundation of what we do for years. One of the areas in which diversity makes the biggest difference is in the gender mix . Women do things differently from men, and there are advantages to bringing BOTH sets of skills and styles of working to the table. It is not about one or the other, but both TOGETHER . Our objective is to ensure that we provide the environment, culture and leadership to facilitate this balanced gender mix. We aim at creating an environment where women are highly motivated to work, develop, progress and fulfil their potential.
Our vision and values should shape everything we do. We believe strongly that they should be lived and experienced every day. By providing our people with a healthy diet and sporting activities, we support our principle of healthy minds in healthy bodies, and create the healthy workforce that sets us apart.
Nestlé is founded on caring: for our consumers, for the communities to which we belong, and most crucially, for our colleagues. Evidently, safety is central to everything we do - we do not accept compromises in this area. One accident is one too many for us . Our safety and health performance has improved significantly, but we are committed to achieving zero accidents and that means we need to lead the world in our thinking and practices.
The objectives of Nestlé is Remuneration and Rewards Policy are:
To favour a competitive, stimulating and fair Compensation and Benefits structure offering an overall competitive and attractive Remuneration package
To establish Remuneration practices taking into account relevant external compensation levels and internal fairness knowing that the remuneration is also determined by the capacity of the Company to improve its productivity
Recognition is to find ways to value performance and desired Leadership Behaviours, either through formal programs but more importantly through informal and non-monetary recognition.
It is critical for any organization to understand what the employees feel about its culture, strategy, alignment and engagement. We encourage our employees to give us transparent feedback on what is working and what needs improvement, through the bi-annual Nestlé & I survey .
Corporate Office Address
227/A Tejgaon-Gulshan Link Road
1216 Dhaka, Bangladesh
E-mail : recruitment @bd.nestle.com
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