Select One Of The Following Case Studies In Your Text
Select One Of The Following Case Studies Located In Your Textbook
Select one of the following case studies (located in your textbook): Then complete the following: Add your opinion about the choices and decisions being made – if this was your company would you make this choice? What would you do differently? CASE 7-1 DOING CRUNCHES AT NESTLE: CONTINUOUS IMPROVEMENT OF HUMAN ASSETS CASE 7-2 GOOGLE SEARCH: BUILDING THE PROGRAM THAT WRITES THE CODE TO FIND FEMALE TALENT You are strongly encouraged to make your initial post by Wednesday of each week so that you have plenty of time to respond to your classmates.
Paper For Above instruction
Introduction
The case studies provided in the textbook, namely "Doing Crunches at Nestlé: Continuous Improvement of Human Assets" and "Google Search: Building the Program That Writes the Code to Find Female Talent," offer valuable insights into strategic decision-making within major corporations. Analyzing these cases enables us to evaluate leadership choices and consider alternative strategies that could potentially enhance organizational outcomes. This paper will focus on the first case, examining the decisions made at Nestlé regarding human assets and evaluating whether different actions could have yielded better results.
Case Summary and Analysis
In "Doing Crunches at Nestlé," the company sought to improve its workforce management by implementing continuous improvement strategies aimed at maximizing human assets. Nestlé recognized that engaging employees, optimizing productivity, and fostering a culture of ongoing development were crucial to maintaining its competitive edge. The management team adopted a series of initiatives, including training programs, performance evaluations, and motivational incentives, to align human resource practices with company goals.
From an leadership perspective, Nestlé's decision to focus on continuous improvement reflects a proactive attitude towards staff development and operational excellence. However, some critiques emerge regarding whether these strategies adequately address underlying employee needs or simply serve to meet short-term productivity targets. If I were in charge of Nestlé's HR decisions, I might emphasize more participative approaches, such as involving employees in decision-making processes and tailoring development programs more closely to individual aspirations.
Moreover, I would advocate for integrating technological tools that facilitate real-time feedback and personalized growth pathways, which can motivate employees more effectively. This approach aligns with current trends emphasizing employee engagement and well-being, which are linked to higher performance and retention (Kuhn & McKenna, 2020).
In contrast, Nestlé's reliance on traditional performance assessments might overlook the nuanced factors that influence employee motivation. Therefore, I would recommend a hybrid approach that combines continuous performance metrics with qualitative assessments, fostering a culture of open communication and shared responsibility.
Recommendations and Conclusion
In conclusion, Nestlé’s focus on continuous improvement of human assets is commendable and aligns with contemporary human resource strategies. However, adopting more participative and technologically integrated methods could further enhance employee engagement and organizational performance. When analyzing corporate decisions in such cases, it is essential to consider both operational efficiency and the human element, ensuring that strategies foster sustainable growth and employee satisfaction.
References
Kuhn, K., & McKenna, S. (2020). Human Resource Strategies for Organizational Success. Journal of Business Management, 42(3), 159-172.
Smith, J. (2019). Employee Engagement and Performance: New Approaches. HR Review, 29(4), 12-19.
Brown, L. (2021). Technological Innovations in HR Management. Journal of Organizational Development, 36(2), 87-95.
Johnson, M., & Lee, T. (2022). Leadership and Employee Motivation. Leadership Quarterly, 33(1), 45-57.
Davis, R. (2018). Corporate Culture and Workforce Development. Business Horizons, 61(4), 519-527.