Bega Cheese Business Analysis

Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.

Dairying started in the Bega Valley in the 1850's. In those days each farmer produced and sold products such as cheese and butter from their dairy. After a period of time local farmers decided to improve their individual production and marketing activities and banded together to establish The Bega Co-operative Creamery Company in 1899 (Bega Cheese, 2016). Since 1899, Bega Cheese has grown from a local dairy farmer cooperative into a manufacture, packager and global distributor of a range of dairy products. The growth of Bega Cheese was through strategic cooperation with its competitors such as Coon, Kraft and Mainland. Also, Bega Cheese choose to establish the strategic contract with these competitors for use of their rival’s more efficient

Bega Cheese product Tasty Sticks are sold nationwide in Australian leading Supermarket such as Coles, Woolworths and selected IGA stores. In total these Australian Supermarket listed operates over 4,995 stores across Australia-wide which is conveniently available for all shoppers across Australia (Westfamer, 2018) (Woolworths Group, 2018) (Metcash, 2018). The transportation of the products including Tasty Sticks between the Bega dairy factor and the supermarket are handled by the transportation company Wettenhalls (Wettenhalls, 2017). Wettenhalls transport has delivered 18 million pallets for a variety of leading retail, food, beverage and grocery manufacturers in Australia including Bega Cheese products each year who use trucks as the mode

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

US Foods was founded in the 19th century by several entities and five generations of employees. Monarch Food is one such entity and is linked to a Dubuque, Iowa company that sold provisions for wagon trains heading west in the 1850’s. John Sexton and Company is another entity whose success began as a merchant for tea and coffee in Chicago in 1883 (http://www.usfoods.com).

I was sitting in my AP Environmental Science class during my sophomore year. The lights were dimmed, the projector beeped on, and the documentary began. Then the title flashed across the screen reading “Food, Inc.” Though beforehand I thought little of what the film would be about, it would have me thinking to this day.

A-B-Zee, which specialises on children products, has just been set up as an independent subsidiary of a well established leading UK retailer, Goodwins. The HR Director and the store managers of their two sites (London and northern) were faced with the challenge of recruiting sales assistants. Each store’s human resources target

Changs is the lowest with nearly a 1:1 ratio of current assets to current liabilities. Cheesecake Factory appears to be more efficient in converting its receivables into cash and selling its inventory. Receivables for the factory were converted into cash almost 29 times during the year, indicating that it typically took less than 13 days to receive cash from the receivables. In addition CF goes through inventory pretty quickly, most inventory is kept on hand less than 12 days and was turned over a total of 32 times during 2003. The number for inventory turn over seems particularly impressive considering that CF has the largest menu selection of the three restaurants. The restaurant purchasers must carefully examine the eating trends of the customers so that they purchase the right amount of ingredients/entrée components and aren't stuck with excess inventory. Inventory turnover is really important in the restaurant industry because most of the inventory accounted for is food, a majority of which is perishable. The quicker the inventory can be turned over, the less money wasted. CPK and PF Changs are slower at converting their receivables into cash, and slower at turning inventory into sales. For 2003, CPK converted their receivables into cash less than 3 times, the outstanding time for receivables was about 133 days. P.F. Changs converted their receivables to cash less than 2 times in 2003 with an outstanding time of 291 days. Inventory was on hand, for CPK and PF Changs

3.) Strong presence in high margin health services business. In addition to UnitedHealth Group’s leadership position in the health benefits market segment, UnitedHealth Group has strong information and technology based health services platform through its business segments which is Ingenix, OptumHealth and PrescriptionSolutions. The “CNN MONEY” (2012) website states Ingenix is one of the largest health information, technology and consulting companies in the world. The UnitedHealth Group derived $2.3 billion of revenues from Ingenix which contributed $284 million (excluding $200 million in goodwill impairment and business line deposition charges) of operating profit, and an operating margin of 12.1% during FY2010.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

InHumanResourceManagement, Recruitment plays a vital role for achieving their organisational goals. It is a process to find or hire the employees and also includes the best and most qualified employees with the introduction of the organisation. This process includes the analysis of requirement activities such as specific job, Application received from the attracting persons, Screening the applications as per our job specialisation and finally select the right person for the right job. This paper describes about the Recruitment, Process, Factors affecting and Best Practices in recruiting while selecting the employees.

The objective of this report is to develop a systematic recruitment plan for the Restaurant Manager.

Recruitment is also a procedure of finding and drawing talented candidates for employment. The procedure starts with looking for of new employees and ends

Recruitment and selection; the main reason for recruit and selection process is to identify potential employee who can fit with the hiring organisation. It is an expensive and complex process. Moreover organisation selection and recruit process prioritise employees “hard” technical skills compare to their “soft” behavioural and attitude skills. Though hard skills are crucial but no matter how sophisticated the manufacturing technology is but no improvement can be sustained without soft skills in workers. Although workers can be trained quickly in tools and techniques but developing soft skills can take long time in compare to hard skills.in come cases; the employee personal attitude and characteristics cannot be altered so the recruiter should pay close attention to potential employee’s attitudes and personality traits during selection process. Though many researchers have long urged firm’s to make basic alteration during recruitment and selection process while applying quality management practices, but very few organisation applying quality management requisite attention to these suggestions till date. (Snell et al., 2000).

The selection is the process of choosing applicants with the best competence and qualifications to handle specific jobs in an organization. Once you have made your recruitment plan, recruited applicants, and now have a large number of people to choose from, you can start the selection process. The selection process is the process to the steps involved in choosing applicants who acquire the right qualifications and skills to fill a future or a current job opening. Most of the time, supervisors and managers will be mostly responsible for the hiring of new individuals, but the role of human resource management is to guide and define managers in this selection process. Just the same as the recruitment process , the selection process has high costs. The time and work for all individuals involved in the hiring process whether to review résumés, weight and study the applications, and interview the best candidates usually takes away a lot of time, and costs money as well, that those individuals might spend on other responsibilities or activities. In addition, there are the costs of testing the candidates and bringing them in from the place they reside for interviews.