netrashetty
Netra Shetty
Human Resource Management of Nabisco : Nabisco 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, Cameo, Premium Crackers, Ritz Crackers, Teddy Grahams, Triscuits, Wheat Thins, Social Tea, Nutter Butter, Peek Freans, Lorna Doone, Famous Chocolate Wafers and 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.
One successful approach to providing benefits to employees of a small business is to allocate a
certain amount of money per employee for benefits. Each employee then chooses the package of
benefits that suits his or her current needs. This approach is called cafeteria planning because it is
similar to going down a cafeteria line, where each customer chooses what he or she wants to eat. It
has been suggested that employees perceive this approach as highly equitable because it (1) allows
freedom of choice and (2) does not impose a single package of benefits on all employees.
For example, a young employee with several small children may be interested in dental insurance for
his family. He is not really interested in or motivated by a pension plan at this time in his life.
Another employee in this same company is in her late forties, has no dependent children and is
planning for retirement. To force the same benefit on these two employees is not an effective use of
benefit money. To allow some choice on the part of participants is a major advantage of the cafeteria
approach to benefit planning.
Small businesses face difficult challenges when they try to match benefits with big firms.
Nevertheless, the small firm can enjoy the benefits of greater flexibility and innovativeness by
offering a cafeteria plan.
An Effective Training Program
The quality of employees and their development through training and education are major factors in
determining long-term profitability of a small business. Hiring and keeping good employees is the
key to the first factor. (Hiring has been discussed in the first section and retaining employees will be
discussed in the third section.) If you hire and keep good employees, it is good policy to invest in the
development of their skills, so they can increase their productivity.
Training often is considered for new employees only. This is a mistake because ongoing training for
current employees helps them adjust to rapidly changing job requirements.
Purpose of Training and Development
Reasons for emphasizing the growth and development of personnel include
!
!
Creating a pool of readily available and adequate replacements for personnel who
may leave or move up in the organization.
Enhancing the company's ability to adopt and use advances in technology because
a sufficiently knowledgeable staff.
Building a more efficient, effective and highly motivated team, which enhances the
company's competitive position and improves employee morale.
Ensuring adequate human resources for expansion into new programs.
Research has shown specific benefits that a small business receives from training and developing its
workers, including:
Increased productivity.
Reduced employee turnover.
Increased efficiency resulting in financial gains.
Decreased need for supervision.
Employees frequently develop a greater sense of self-worth, dignity and well-being as they become
more valuable to the firm and to society. Generally they will receive a greater share of the material
gains that result from their increased productivity. These factors give them a sense of satisfaction
through the achievement of personal and company goals.
Its products include Chips Ahoy!, Fig Newtons, Mallomars, Oreos, Cameo, Premium Crackers, Ritz Crackers, Teddy Grahams, Triscuits, Wheat Thins, Social Tea, Nutter Butter, Peek Freans, Lorna Doone, Famous Chocolate Wafers and 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.
One successful approach to providing benefits to employees of a small business is to allocate a
certain amount of money per employee for benefits. Each employee then chooses the package of
benefits that suits his or her current needs. This approach is called cafeteria planning because it is
similar to going down a cafeteria line, where each customer chooses what he or she wants to eat. It
has been suggested that employees perceive this approach as highly equitable because it (1) allows
freedom of choice and (2) does not impose a single package of benefits on all employees.
For example, a young employee with several small children may be interested in dental insurance for
his family. He is not really interested in or motivated by a pension plan at this time in his life.
Another employee in this same company is in her late forties, has no dependent children and is
planning for retirement. To force the same benefit on these two employees is not an effective use of
benefit money. To allow some choice on the part of participants is a major advantage of the cafeteria
approach to benefit planning.
Small businesses face difficult challenges when they try to match benefits with big firms.
Nevertheless, the small firm can enjoy the benefits of greater flexibility and innovativeness by
offering a cafeteria plan.
An Effective Training Program
The quality of employees and their development through training and education are major factors in
determining long-term profitability of a small business. Hiring and keeping good employees is the
key to the first factor. (Hiring has been discussed in the first section and retaining employees will be
discussed in the third section.) If you hire and keep good employees, it is good policy to invest in the
development of their skills, so they can increase their productivity.
Training often is considered for new employees only. This is a mistake because ongoing training for
current employees helps them adjust to rapidly changing job requirements.
Purpose of Training and Development
Reasons for emphasizing the growth and development of personnel include
!
!
Creating a pool of readily available and adequate replacements for personnel who
may leave or move up in the organization.
Enhancing the company's ability to adopt and use advances in technology because
a sufficiently knowledgeable staff.
Building a more efficient, effective and highly motivated team, which enhances the
company's competitive position and improves employee morale.
Ensuring adequate human resources for expansion into new programs.
Research has shown specific benefits that a small business receives from training and developing its
workers, including:
Increased productivity.
Reduced employee turnover.
Increased efficiency resulting in financial gains.
Decreased need for supervision.
Employees frequently develop a greater sense of self-worth, dignity and well-being as they become
more valuable to the firm and to society. Generally they will receive a greater share of the material
gains that result from their increased productivity. These factors give them a sense of satisfaction
through the achievement of personal and company goals.
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