Bega Cheese Business Analysis

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

Bega Cheese Company offers extremely high levels of assurance. The food safety standard of the factory goes far and beyond normal food safety standards as they are graded as ‘pharmaceutical’ grade. The employees who work in the factory wear special clothing that is provided to them in packaging every day. The clothing used while producing the cheese has a restriction of leaving the building as there is a risk of it getting contaminated.

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

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.

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.

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).

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.

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

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.

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

At the northern store, the closure of several manufacturing companies was an opportunity to have a large pool of potential candidates. A-B-Zee took the initiative to solicit with the local Job Centre. The result was that there were too many applications to be processed. The major constraint was time. As a result of the huge number of applications, there was constraint in the task of short-listing for interview which was as a resulted of the enormous volume of applications received. Majority of the applicants were of good quality Also, given the size of the task and the time available it was very likely that the quality of the short-listing decisions would be affected.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.

Once applicants with realistic job expectations are recruited the actual selection process starts. Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization (Mony, Noe & Premeaux, 2002, p. 175). The recruitment process is very important for this because

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.