Nabisco (pronounced /nəˈbɪskoʊ/; originally known as National Biscuit Company) is an American brand of cookies and snacks. Headquartered in East Hanover, New Jersey, the company is a subsidiary of Illinois-based Kraft Foods. Nabisco's plant in Chicago, a 1,800,000-square-foot (167,000 m2) production facility at 7300 S. Kedzie Avenue, is the largest bakery in the world, employing more than 1,500 workers and turning out some 320 million pounds of snack foods annually.
Its products include Chips Ahoy!, Fig Newtons, Mallomars, Oreos, Ritz Crackers, Teddy Grahams, Triscuits, Wheat Thins, Social Tea, Nutter Butter, Peek Freans, Chicken in a Biskit, used for the United States, United Kingdom, Mexico and Venezuela as well as other parts of South America.
Nabisco products are branded as Kraft in some other countries. All Nabisco cookie or cracker products are branded Christie in Canada; however, prior to the Post Cereals merger, the cereal division kept the Nabisco name in Canada. The proof of purchase on their products is marketed as a "brand seal".
Nabisco opened corporate offices as the National Biscuit Company in the world's first skyscraper, the Home Insurance Building in the Chicago Loop in 1898
Decide why you want to use telecommuting. “Telecommuting should not be offered just because employees think it's a great idea,” says Jack Nilles, president of JALA Int'l. “It should be implemented because it meets some established business goals, be it increased productivity, cost savings or employee retention.”
Al Gever, senior director of finance for Nabisco Refrigerated Foods Company in Parsippany, N.J., a $600 million subsidiary of Nabisco, implemented a telecommuting pilot program almost two years ago. His goal? “I was looking for a way to maximize resources and I felt if employees could work from home more often we could save eventually on real estate costs.”
For the last 18 months, five of the 18 employees in his department have worked at home an average of two-and-a-half days a week. These employees include three financial analysts, an accounts payable clerk and a market researcher. By scheduling their time in the office on opposite days, these employees have been able to share office space. “We have a 'telecommuting bull pen,' which allows four people to share the space normally reserved for two,” Gever says. “As a growing company, this is important. It's now clear we can hire people without having to create new office space.” Gever's program has been so successful in terms of its money-saving potential that telecommuting is currently being rolled out companywide.
Select the appropriate jobs for telecommuting. According to Gordon, the kinds of jobs that work best in a telecommuting arrangement meet three criteria. First, they are physically portable and don't require the use of resources or special equipment that are only available at the office. Second, the work can be measured. In other words, the manager and telecommuter can agree what kind of outcome is expected. Third, the jobs require minimum unplanned face-to-face contact with other employees. If meetings can be prearranged or conducted over the phone, by fax or e-mail, then the work may be able to be done off-site.
Gordon believes finance and accounting positions are especially well-suited to telecommuting. “These employees don't make widgets that require the use of specialized equipment,” he says. “They are knowledge workers who do most of their work on computers that can be set up anywhere.”
Furthermore, while there are some jobs that require constant interaction with co-workers, there are many more in which employees need quiet and solitude some of the time. “It's a myth that telecommuting is an all-or-nothing proposition,” he says. In fact, most companies that promote telecommuting report that employees take advantage of the option fewer than three days a week, and sometimes as seldom as once a month.
Select the right people for telecommuting. Not everybody who wants to telecommute is up to the task. Jonica Preite, domestic sites controller for 3Com Corp., currently manages two telecommuters: a fixed-asset accountant and an accounts receivable specialist. She says several qualities are important for a telecommuter to be successful. The person needs to be self-motivated, results-oriented, able to work independently, and “I need to have worked with them long enough to know I can trust them.”
Although volunteering for a telecommuting program should not be a criterion for selection, by the same token, managers should not force someone to telecommute against their will. “If a person is motivated to telecommute, they will work hard to make sure it's a success,” Nilles explains.
Work out the specifics of the telecommuting arrangement. There are no hard-and-fast rules about how telecommuting should work. However, every controller should consider the following questions prior to implementing a program:
What kind of equipment is needed, who will pay for it and who's responsible for maintaining it? Many companies supply computers, modems and software for employees to use at home, but the employee is required to supply the office furniture.
Who will pay for office supplies and long-distance charges?
Are security measures in place to protect data accessed from remote locations?
How often will the employee telecommute? Will it be on a regularly scheduled or occasional basis?
What are the employee's goals during telecommuting days?
How will employees organize their time? How will they deal with interruptions by family members and friends?
Will employees be able to work flexible hours while at home, or are they expected to be accessible during work hours? Richard Vandenberg, principal accountant-auditor for the County of Los Angeles, supervises three telecommuters: two have young children at home and the third has a medical condition that requires regular treatment.
Finance - Finance analysts support the business model by ensuring that various departments and divisions are making the best use of their resources, quality, services and cost. If you have a Bachelor's degree in Accounting, Finance or Economics, this division might be a good match for you.
Global Supply Chain - Manufacturing, Logistics, Customer Service and Procurement specialists make up the Global Supply Chain. They are in charge of making sure the products that customers want are available at the point of sale.
Human Resources - HR professionals focus on developing and supporting the personnel needs of Kraft and Nabisco divisions. Focused, innovative individuals with leadership skills may do well in this division.
Information Systems - Account Management, Global Delivery Management, Technology Architecture, Information Security and business to business technology infrastructure are all areas focused on by information systems. Each area requires a specific skill set as well as leadership abilities and growth potential.
Marketing - The marketing team handles all aspects of brand identification and promotion. Marketing specialists come from many fields, but often possess degrees in journalism or public relations.
Marketing Resources - Marketing resources offers insight and expertise in their research of the business model and what appeals to the consumer. Employees interested in a position with marketing resources possess a degree in a related area such as sociology, psychology and statistics.
Sales - Sales representatives and managers are the people who meet with businesses, stores and corporations to feature Kraft and Nabisco products in their stores.
Technology and Quality - Research, product development, product quality and packaging are the focus of the Technology and Quality division. These specialists balance regulation requirements with appealing packaging and products.
Training
Kraft Nabisco believes in more than just classroom learning. They believe employees should be constantly challenged in order to grow their skill sets through on the job training and learning. The Organizational Development and Performance department offers a full range of expertise training to help hone the skills of consultants, management and sales.
Benefits
All full-time salaried employees receive benefits packages that include:
Medical insurance
Dental insurance
Flex spending account (FSA)
Life insurance
Disability plans
Business travel plans
401K retirement plan
Stock purchase plan
Employee assistance program (EAP)
Educational assistance
Group home and auto insurance
Vacation and holiday plans
Group legal services
Long-term care insurance
Its products include Chips Ahoy!, Fig Newtons, Mallomars, Oreos, Ritz Crackers, Teddy Grahams, Triscuits, Wheat Thins, Social Tea, Nutter Butter, Peek Freans, Chicken in a Biskit, used for the United States, United Kingdom, Mexico and Venezuela as well as other parts of South America.
Nabisco products are branded as Kraft in some other countries. All Nabisco cookie or cracker products are branded Christie in Canada; however, prior to the Post Cereals merger, the cereal division kept the Nabisco name in Canada. The proof of purchase on their products is marketed as a "brand seal".
Nabisco opened corporate offices as the National Biscuit Company in the world's first skyscraper, the Home Insurance Building in the Chicago Loop in 1898
Decide why you want to use telecommuting. “Telecommuting should not be offered just because employees think it's a great idea,” says Jack Nilles, president of JALA Int'l. “It should be implemented because it meets some established business goals, be it increased productivity, cost savings or employee retention.”
Al Gever, senior director of finance for Nabisco Refrigerated Foods Company in Parsippany, N.J., a $600 million subsidiary of Nabisco, implemented a telecommuting pilot program almost two years ago. His goal? “I was looking for a way to maximize resources and I felt if employees could work from home more often we could save eventually on real estate costs.”
For the last 18 months, five of the 18 employees in his department have worked at home an average of two-and-a-half days a week. These employees include three financial analysts, an accounts payable clerk and a market researcher. By scheduling their time in the office on opposite days, these employees have been able to share office space. “We have a 'telecommuting bull pen,' which allows four people to share the space normally reserved for two,” Gever says. “As a growing company, this is important. It's now clear we can hire people without having to create new office space.” Gever's program has been so successful in terms of its money-saving potential that telecommuting is currently being rolled out companywide.
Select the appropriate jobs for telecommuting. According to Gordon, the kinds of jobs that work best in a telecommuting arrangement meet three criteria. First, they are physically portable and don't require the use of resources or special equipment that are only available at the office. Second, the work can be measured. In other words, the manager and telecommuter can agree what kind of outcome is expected. Third, the jobs require minimum unplanned face-to-face contact with other employees. If meetings can be prearranged or conducted over the phone, by fax or e-mail, then the work may be able to be done off-site.
Gordon believes finance and accounting positions are especially well-suited to telecommuting. “These employees don't make widgets that require the use of specialized equipment,” he says. “They are knowledge workers who do most of their work on computers that can be set up anywhere.”
Furthermore, while there are some jobs that require constant interaction with co-workers, there are many more in which employees need quiet and solitude some of the time. “It's a myth that telecommuting is an all-or-nothing proposition,” he says. In fact, most companies that promote telecommuting report that employees take advantage of the option fewer than three days a week, and sometimes as seldom as once a month.
Select the right people for telecommuting. Not everybody who wants to telecommute is up to the task. Jonica Preite, domestic sites controller for 3Com Corp., currently manages two telecommuters: a fixed-asset accountant and an accounts receivable specialist. She says several qualities are important for a telecommuter to be successful. The person needs to be self-motivated, results-oriented, able to work independently, and “I need to have worked with them long enough to know I can trust them.”
Although volunteering for a telecommuting program should not be a criterion for selection, by the same token, managers should not force someone to telecommute against their will. “If a person is motivated to telecommute, they will work hard to make sure it's a success,” Nilles explains.
Work out the specifics of the telecommuting arrangement. There are no hard-and-fast rules about how telecommuting should work. However, every controller should consider the following questions prior to implementing a program:
What kind of equipment is needed, who will pay for it and who's responsible for maintaining it? Many companies supply computers, modems and software for employees to use at home, but the employee is required to supply the office furniture.
Who will pay for office supplies and long-distance charges?
Are security measures in place to protect data accessed from remote locations?
How often will the employee telecommute? Will it be on a regularly scheduled or occasional basis?
What are the employee's goals during telecommuting days?
How will employees organize their time? How will they deal with interruptions by family members and friends?
Will employees be able to work flexible hours while at home, or are they expected to be accessible during work hours? Richard Vandenberg, principal accountant-auditor for the County of Los Angeles, supervises three telecommuters: two have young children at home and the third has a medical condition that requires regular treatment.
Finance - Finance analysts support the business model by ensuring that various departments and divisions are making the best use of their resources, quality, services and cost. If you have a Bachelor's degree in Accounting, Finance or Economics, this division might be a good match for you.
Global Supply Chain - Manufacturing, Logistics, Customer Service and Procurement specialists make up the Global Supply Chain. They are in charge of making sure the products that customers want are available at the point of sale.
Human Resources - HR professionals focus on developing and supporting the personnel needs of Kraft and Nabisco divisions. Focused, innovative individuals with leadership skills may do well in this division.
Information Systems - Account Management, Global Delivery Management, Technology Architecture, Information Security and business to business technology infrastructure are all areas focused on by information systems. Each area requires a specific skill set as well as leadership abilities and growth potential.
Marketing - The marketing team handles all aspects of brand identification and promotion. Marketing specialists come from many fields, but often possess degrees in journalism or public relations.
Marketing Resources - Marketing resources offers insight and expertise in their research of the business model and what appeals to the consumer. Employees interested in a position with marketing resources possess a degree in a related area such as sociology, psychology and statistics.
Sales - Sales representatives and managers are the people who meet with businesses, stores and corporations to feature Kraft and Nabisco products in their stores.
Technology and Quality - Research, product development, product quality and packaging are the focus of the Technology and Quality division. These specialists balance regulation requirements with appealing packaging and products.
Training
Kraft Nabisco believes in more than just classroom learning. They believe employees should be constantly challenged in order to grow their skill sets through on the job training and learning. The Organizational Development and Performance department offers a full range of expertise training to help hone the skills of consultants, management and sales.
Benefits
All full-time salaried employees receive benefits packages that include:
Medical insurance
Dental insurance
Flex spending account (FSA)
Life insurance
Disability plans
Business travel plans
401K retirement plan
Stock purchase plan
Employee assistance program (EAP)
Educational assistance
Group home and auto insurance
Vacation and holiday plans
Group legal services
Long-term care insurance