Faculty: Computing

Program: Information Technology

Our group members:

Anwar Mahamud Mohamed 0618947425

Faiza Mohamed Hassan 0617712727

Sumaya Mohamed hilowle 0615302227

Abdullahi farah Awil 0618058967

1.0 INTRODUCTION...............................................................................................................................2

2.0 MANAGEMENT ISSUES OF THE COMPANY.............................................................................3

2.1 EXPALANATION OF PROBLEM...................................................................................................3

2.2 LACK OF EFFECTIVE TEAM.........................................................................................................5

2.3 Experiences (The Solution)...............................................................................................................10

Conclusion................................................................................................................................................11

REFFERENCE........................................................................................................................................11

Appendix..................................................................................................................................................12

Appendix A...............................................................................................................................................12

Appendix B...............................................................................................................................................13
1.0 INTRODUCTION
Nestle is the leading FMCG company of Switzerland established by Henri Nestle. The company
is one of the largest food companies in the world. The business operations include producing
about 2000 brands where their main products fall into categories of tea, coffee, bottled water, and
baby food, breakfast cereals, confectionery products, and lots more. The company is seen in
about 189 countries worldwide. One of the famous products of Nestle is the Nestle milk
chocolate which is a chocolate bar. It is liked by many people and also sold in many countries.
Henri Nestlé endowed his company with the symbol derived from his name.

Nestle is dedicated to providing the best foods to people throughout their day, throughout their
lives, throughout the world with our unique experience of anticipating of consumers’ needs and
creating solutions, nestle contributes to your well-being and enhances your quality of life.

Nestlé's business objective is to manufacture and market the Company's products in such a
way as to create value that can be sustained over the long term for shareholders, employees,
consumers and business partners. Nestlé recognizes that its consumers have a sincere and
legitimate interest in the behavior, beliefs, and actions of the Company behind brands in which
they place their trust and that without its consumers the Company would not exist. Nestlé
continues to maintain its commitment to follow and respect all applicable local laws in each of
its markets.
2.0 MANAGEMENT ISSUES OF THE COMPANY
2.1 EXPALANATION OF PROBLEM

Effective team building starts with effective communication and facilitation. In order for the
team to be successful, they’ll need to have three different skills among them—technical
expertise, problem-solving skills, and decision-making skills. A good balance of the three is an
imperative—too much of one and not enough of another will lower a team’s performance. It also
helps if the team members have good interpersonal skills.

Team to be truly effective, its members must unite with same vision and be motivated to bring
that vision to life. They must share clear measurable goals and committed to each play their part
in the overall success of the group.

If you’re going to create an effective team, you need first to think about context—that is, all the
things that surround the team that aren’t actually your team. Contextually speaking, the things
that seem to matter most to effective teambuilding are:

 Adequate resources

 Leadership and structure

 Trust

 Performance evaluation and reward systems

Of all of those items, it appears that adequate resources are the item that most impacts a team’s
ability to do its work. Lack of resources impedes the team’s ability to do their work, so it’s
imperative that organizations support their team with the right amount of funding and tools for
the job.

Team members should always agree on the work that is to be done and who is doing it, so
leadership and structure are important parts of context. Team members should all contribute
equally and share the workload, they should determine schedules, any training needed and so on.
If they are a self-managed team, they can agree by whatever means they determined decisions
might be made, and move on to next steps. Teams don’t have to have leaders, but if they do, they
should be careful not to obstruct progress and expect great things from this team. (No, that’s true.
It’s been shown that leaders who expect great things from their teams get great things!)

If that leader is a part of the team, then the team needs to show trust in that leader. And the
members should trust one another, too. Team members will not spend time monitoring one
another if they trust each other, and they’ll be more likely to take risks.

Finally, the team should have an established system for how their performance is evaluated and
rewarded. Performance evaluation and reward systems keep team members individually and
mutually accountable. Individual performance evaluations and reward systems aren’t consistent
with high-performing teams, so these systems need to recognize team progress as much, if not
more, than individual contribution.

2.2 LACK OF EFFECTIVE TEAM

Nestlé SA is a giant food and pharmaceuticals company that operates virtually all over the
world. Headquartered in Vevey, Switzerland, the company had 2004 revenues of $76 billion and
more than 253,000 employees at 500 facilities in 80 countries. Best known for its chocolate,
coffee (it invented instant coffee), and milk products, Nestlé sells thousands of other items, most
of which are adapted to fit local markets and cultures.

Traditionally this huge firm has allowed each local organization to conduct business as it saw fit,
taking into account the local conditions and business cultures. To support this decentralized
strategy, it has had 80 different information technology units that run nearly 900 IBM AS/400
midrange computers, 15 mainframes, and 200 UNIX systems, enabling observers to describe its
infrastructure as a veritable Tower of Babel. Interestingly, despite its size, the company has had
no corporate computer center.
However, Nestlé's management has found that allowing these local differences created
inefficiencies and extra costs that could prevent the company from competing effectively in
electronic commerce. The lack of standard business processes prevented Nestlé from, for
example, leveraging its worldwide buying power to obtain lower prices for its raw materials.
Even though each factory uses the same global suppliers, each negotiated its own deals and
prices.
Several years ago, Nestlé embarked on a program to standardize and coordinate its information
systems and business processes. The company initially installed SAP's R/3 enterprise resource
planning (ERP) software to integrate material, distribution, and accounting applications in the
United States, Europe, and Canada.
Nestlé is working on extending its enterprise systems to all of its facilities to make its 500
facilities act as a single-minded e-business. Once this project is completed Nestlé will able to use
sales information from retailers on a global basis to measure the effectiveness of its promotional
activities and reduce overstocking and spoilage caused by having products sit around too long on
grocery shelves.
The experience of Nestlé USA illustrates some of the challenges Nestlé had to face in
implementing enterprise systems. Nestlé USA, an $8.1 billion subsidiary, in 2001 used to be
organized as a series of brands, each operating independently. So, for example, the Stouffer's and
Carnation units were separate companies, each owned by Nestlé SA, the Swiss-based parent, but
reporting to Nestlé USA. In 1991, Nestlé USA reorganized itself and the different brands were
brought under the parent American control. However, the Nestlé division headquarters were still
dispersed, and each division was still free to make its own business decisions, although each one
within the United States did report to Nestlé headquarters in Glendale, California. The situation
did not really begin to change until the spring of 1997 with the arrival of Jeri Dunn as vice
president and CIO of the American company.
Dunn actually knew Nestlé technology unusually well because of her long history with the
company. In 1991, as associate director for application systems at Nestlé-owned Stouffer's
Hotels, she was sent to Switzerland to participate in an effort to establish a common worldwide
methodology for Nestlé projects. In 1995, she was promoted to assistant vice president of
technology and standards for Nestlé SA, and while there came to understand and agree with the
value of establishing common systems throughout global Nestlé because such a change would
enable group buying which in turn would reduce costs. Dunn also realized that common systems
would facilitate data sharing among subsidiaries. When she was moved to Nestlé USA in 1997 at
age 42, she found that her earlier recommendations from Vevey were mostly ignored. "My team
could name the standards," Dunn said, "but the implementation rollout was at the whim of the
businesses."
When she arrived, Dunn found that Joe Weller, the chairman and CEO of Nestlé USA, wanted to
integrate the company, although he was not an information technology specialist. Dunn joined
with the executives in charge of finance, supply chain, distribution, and purchasing to create a
team to study the company's strengths and weaknesses. They found many problems including the
revelation that the company was paying 29 different prices for vanilla from the same vendor.
Dunn's explanation was that "Every plant would buy vanilla from the vendor, and the vendor
would just get whatever it thought it could get." She also realized that every division and every
factory had assigned different names to the same product, so that the company could not even
check on the situation. "We had no way of comparing," she said. When their studies were
completed, they were given only two hours total to present their findings to Weller and the rest
of the executives. Some of those reporting was upset with the time limit, and in the end, they
were given the whole day. Speaking later about the meeting, Dunn said, "[The executives] didn't
know how ugly it was. We had nine different general ledgers and 28 points of customer entry.
We had multiple purchasing systems. We had no clue how much volume we were doing with a
particular vendor because every factory set up their own vendor masters and purchased on their
own."
Soon after this meeting, the members of the team offered a three- to five-year plan for the
necessary improvements. Central to the plan was the recommendation that the company install
SAP, an ERP (enterprise resource planning) system. The team members expected the changeover
to take three to five years. Dunn knew it was more than a software change, and she later said
"We made it very clear that this would be a business process reorganization and that you couldn't
do it without changing the way you did business." The long time period was the result of Dunn's
expectation that "There was going to be pain involved, it was going to be a slow process, and this
was not a software project." By October, Nestlé had established a project team of 50 top business
executives and 10 senior information systems professionals. They developed a set of best
practices to become common work procedures for manufacturing, purchasing, accounting and
sales. A smaller technical team was set up that took 18 months to examine all data for every item
in all divisions and set up a common data structure for the whole company.
At first the project decided not to use SAP's supply chain software because that module was
brand new and appeared to be risky. It turned instead to Manugistics for its supply chain module.
The team did decide to use SAP's purchasing, financials, sales, and distribution modules. All of
these modules would be installed throughout every Nestlé USA division. The plan was
completed by March 1998 and development work began in July 1998. The project was called
Best for "business excellence through systems technology."
In June 2000, Nestlé SA followed the lead of Nestlé USA and contracted with SAP to deploy
purchase and deploy the new version of their software called mySAP.com. The new system will
not only standardize and coordinate the whole company's information systems and business
processes, but it also will extend SAP's enterprise software to the Web. The new system will
allow each Nestlé employee to start work from a personalized Web page linked to his or her job
function. The employee's job is structured to conform to the "best practices" defined by SAP for
300 work roles. According to Jean Claud Dispaux, senior Nestlé vice president for group
information systems, "It is an exceptionally simple way to make sure that everyone does the
same job in the same way." Nestlé will also create up to five computer centers around the world
to run mySAP.com enterprise financial, accounts payable, accounts receivable, planning,
production management, supply chain management, and business intelligence software. Nestlé
publicity announced that the SAP contract would cost $200 million, plus Nestlé would add an
additional $80 million for installing all the system for the global company. However, a year after
the announcement of the project, Anne Alexandre, an HSBC Securities analyst in London who
covers Nestlé, downgraded her Nestlé recommendation. Her reason was her doubts about the
success of the project. "It touches the corporate culture, which is decentralized, she said, "and
tries to centralize it." She added, "That's risky. It's always a risk when you touch the corporate
culture." Jeri Dunn agreed after her experience with Best.
The major problem that Best faced in the United States was that both Weller and most of the key
stakeholders failed to realize how much the project would change their business processes. it
soon was clear that they had created as many problems as they had solved. In fact, a rebellion
had already taken place when the team moved to install the Manneristic module.
The problem began during the early planning stage of the project when the staffs that would be
directly affected by changes were not included in the key stakeholders' team. Dunn summed up
the results, saying "We were always surprising [the heads of sales and the divisions] because we
would bring something up to the executive steering committee that they weren't privy to." By the
beginning of 2000 it was clear that nobody wanted to learn the new processes, that nobody
wanted to make the changes. The lower-level workers did not understand how to use the new
system and also did not understand the changes. Nobody had been prepared for the new ways of
doing things, and their only hope was to call the project help desk. Dunn said the help desk
reached a phenomenal 300 calls a day. They did not want to learn the changes. Even the
divisional executives were confused and angry. No one seemed willing to take the extra step to
learn what to do. Turnover among the employees who were to use the Manugistics software to
forecast product demand reached 77 percent. Those who remained found it easier to use their
familiar spreadsheets.
In the rush to be done on time, the team had failed to integrate the various modules. Therefore,
for example, while the purchasing departments used the appropriate systems and data names,
their systems were not integrated with the financial, planning, and sales software. As a result,
when a salesperson gives a valued customer a special discount rate, it was entered in the new
system, but the accounts receivable department would not know about it and would think the
customer did not fully pay its bill.
The team finally called a halt to the project in June 2000. Nestlé removed the project co-leader
and Dunn took over as the sole project leader. In October, Dunn held a three-day offsite retreat
with the key stakeholders and the business executives. It became clear that the deadline of
January 1, 2000, had put too much pressure on the project, and as a result the members of the
project team had lost sight of the bigger picture. They just focused on the technology. They now
needed to integrate the existing components and to complete the work on the sales and
distribution modules. Dunn also decided she now wanted to switch the supply chain module to
the new SAP system because it had been improved enough since her rejection of it in 1998. By
the time the retreat was ended, the team decided to start the whole project over again. It would
first determine the business requirements and then decide on a new completion date, abandoning
the earlier date. They also agreed to educate those affected so that all employees would know not
only what changes were taking place but also why, how, and when those changes would happen.
The project team created a detailed design and project road map by April 2001. Nestlé also
assigned one person, Tom James, to be Best's director of process change, giving him complete
responsibility for liaison between the divisions and the Best project. The team also began taking
repeated surveys of the effect of the project on employees and how they were dealing with it.
James and Dunn also began holding more meetings with the division heads. As a result of the
information gathered in this way, James and Dunn determined the manufacturing users were not
ready for the many changes, and so the rollout of that package was delayed for six months.
The new project appears to be paying off. All of Nestlé USA are using the same software and
data. The company not only has been able to produce better sales forecasts, but Dunn said the
factories are following these better numbers. The company said it has already saved $325 million
by spring 2002. And Nestlé SA has learned from that project and expects to have an easier
success with its project. And that, she says, is despite the fact that Dunn only had to deal with
eight or nine autonomous divisions while the global headquarters was dealing with 80
autonomous countries to accomplish the same thing.
Nestle's global organization is benefiting from standardizing its data and business processes as
well. By the end of 2004, about ten percent of Nestle's global food and beverage business was
operating with standard processes, data and systems. Within the next few years most of the
company's food and beverage business will undergo system implementations to bring them up to
these standards.

2.3 Experiences (The Solution)

Utilizing multiple products across the Any Road Experience Relationship Management (ERM)
platform, specifically Any Road Atlas and Any Road, the Nestlé team leveraged the platform’s
core functionality across products, to build a powerful solution that:

 Engaged trainers from across the United States to create unique online experiences for
dog owners.
 Offered individual, group, and recurring sessions.
 Configured the marketplace to organically offer a variety of price points and experiences
to find most effective experiences for creating dog owner and trainer satisfaction.
  Brought innovative experiences to the digital market to create enriched relationships with
customers, positioning the brand expert educators and connectors.
Nestlé’s fully bespoke Any Road solution also included a custom-branded Help Center including
24/7 customer support; live, small-group onboarding sessions for trainers in the marketplace;
weekly custom insights consultations and industry benchmarking. The two-sided marketplace
delivered a full-service solution that engaged both owners and trainers, captured meaningful
data, and hosted real-time online experiences at scale.

Conclusion
In conclusion our group survey and research on Nestlé company in this report has definitely
benefited us of advantages and knowledge. nestle is the largest company which is in the world’s
leading food manufacturer and the market leader in both coffee and mineral water. Products
including prepared dishes and cooking aids milk-based products, cereal, instant coffee and baby
food.

Although nestle company has achieved their mission and objectives. But every organization has
a reason to be successful in some way. Also, as we mention in our report earlier Nestle has also
faced some challenges. For example, lack of effective team in which they faced their way of
achieving their goals which lead nestle to be fail in their project of that year. Over all as we were
writing this report, we thought that some of their theories we can apply in our real life such as
how they encouraged their team by giving the opportunities of giving them responsibilities so
that to be confidence to their selves.
 REFFERENCE

https://wps.prenhall.com/bp_laudon_mis_9/32/8212/2102272.cw/justcontent/index.html

https://startuptalky.com/story-behind-nestles-dominance/

htt ps://courses.lumenlearning.com/wm-organizati onalbehavior/chapter/creati ng-

https://www.academia.edu/23542062/Case_Study_of_Nestl%C3%A9
 Appendix

Appendix A

Nestle was founded in 1905 by a merger of the Anglo-Swiss Milk Company, established
in 1866 by brothers George and Charles Page, and Farina Lacteal Henri Nestle, founded by
Henri Nestle. The company grew significantly during the First World War and again in the
Second World War, expanding its offerings beyond its early condensed milk and infant formula
products.

Nestlé’s mission statement says, "Good Food, Good Life" which is to provide consumers with
the best tasting, most nutritious choices in a wide range of food and beverage categories and
eating occasions, from morning to night.

Appendix B

Several years ago, Nestlé embarked on a program to standardize and coordinate its information
systems and business processes. The company initially installed SAP's R/3 enterprise resource
planning (ERP) software to integrate material, distribution, and accounting applications in the
United States, Europe, and Canada.
Nestlé is working on extending its enterprise systems to all of its facilities to make its 500
facilities act as a single-minded e-business. Once this project is completed Nestlé will able to use
sales information from retailers on a global basis to measure the effectiveness of its promotional
activities and reduce overstocking and spoilage caused by having products sit around too long on
grocery shelves.