PRINCIPLES OF MANAGEMENT

CASE STUDY

INTRODUCTION
UNDERSTANDING KELLOGGS
MULTI NATIONAL FOOD MANUFACTURER

PRODUCES CEREALS AND CONVINIENCE FOODS

MANUFACTURES IN 18 COUNTRIES, MARKETS IN 180 COUNTRIES CASE STUDY CONDUCTED BY US WAS ON KELLOGGS, INDIA, POWAI

HISTORY OF THE COMPANY

FOUNDED AS BATTLE CREEK TOASTED CORN FLAKE COMPANY IN 1906 BY WILL KEITH KELLOGG. RENAMED KELLOGG COMPANY IN 1922. THEIR PHILOSOPHY WAS IMPROVED DIET LEADS TO IMPROVED HEALTH ACCIDENTAL DISCOVERY OF CORN FLAKES !

RECRUITMENT PROCESS

WHAT IS RECRUITMENT ?
The process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted.

The result is a pool of applicants from which new employees are selected.
Recruitment represents the first contact that a company makes with potential employees

NEED FOR RECRUITMENT

The need for recruitment may be due to the following reasons / situation:

Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labor turnover. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.

STEPS IN THE PROCESS OF REQRUITMENT

Planning Preparation of an organizational chart Creating job descriptions Approval of the organizational chart and job description by the H.R department Application process Screening. Interviews Offer and acceptance

RECRUITING PROCESS

RECRUITMENT PLANNING
Involves the translation of likely job vacancies and information about the nature of these jobs into set of objectives or targets that specify the 1. Number of applicants to be contacted. 2. Types of applicants to be contacted. At Kelloggs the recruitment planning is done every year for the coming year so at to avoid the lack of employees and thus avoid a fall in the productivity.

PREPARATION OF ORGANIZATIONAL CHART

An organizational chart (often called organization chart, org chart) is a diagram that shows the structure of an organization and the relationships and relative ranks of its parts and positions/jobs. In Kelloggs the chart is prepared every year that shows all the positions that are filled by various employees. This chart also has a very important use because it highlights all the vacant positions in the organization. This immensely helps the planning process of the recruitment well in advance.

ORGANIZATIONAL CHART
PRESIDENT

CEO

SALES MANAGER

PRODUCTION MANAGER

MARKETING MANAGER
VACANT POSITION

CREATING JOB DESCRIPTIONS

The job descriptions in the Kelloggs are created by the respective departments and are sent to the H.R. department for verification. The job descriptions are created for the open places that help in the entire selection process. Job description has various components:

K.R.A Key Responsibility Area or Key Result Area 2. Qualification 3. Work experience and leadership abilities 1.

Approval by H.R. Department:

The organizational chart and the job descriptions for the various vacant positions are prepared and sent to the H.R. Department.

APPLICATION PROCESS
The application process at Kelloggs is online as well as offline. Online: On the companys Careers site the applicants can use our simple Job Search to find the right opportunity or register for job alerts to be notified of future opportunities when they arise Offline: For recruitment advertisements are put up in newspapers and various jobs search engines.

ONLINE APPLICATION

APPLICATION PROCESS (CONTINUED)

Internal: 1. promotions, in house advertisements, employee referral scheme. External: 1. The external recruiting is done through the employment agencies. 2. The commercial recruitment industry is based on the goal of providing a candidate to a client for a price 3. Kelloggs is tied up with Arras as their external recruiters. They match the job positions and the description with the list of applicants they have and thus provide the best possible candidate to the company.

SCREENING
Screening includes the shortlisting of the applicants by comparison on the basis of the job description and thereby removes from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. The selection process will begin after the applications have been scrutinized and short-listed Effective screening can save a great deal of time and money.

INTERVIEWS
Kelloggs has a two-step interview process. The first interview is the phone interview and if selected then the applicant has an inperson interview. Phone interview : A recruiter will contact the applicant to discuss his/her application and to better understand the applicants suitability for the role he/she has applied for, in addition to other potential opportunities with Kellogg. Even tough the phone interview may be regarded as a little casual but it is critically time and cost saving for the management

INTERVIEWS (CONTINUED)

In-person interview: The in-person interview is the applicants chance to come and meet with the people working in the company. Kelloggs use behavioral-based interviews to take a closer look at the applicants skills and abilities and how well they match with the companies current and future job openings

OFFER AND ACCEPTANCE

After the interviews the most eligible candidate is finally selected for a certain position. The selected candidate is sent an offer letter and the rejected ones are sent regret letter and are given the opportunity to consider other roles as well at Kelloggs.

After the applicants accept the offer they are contacted and told more about their induction process (called as onboarding process in Kelloggs) and given access to the companies online portal.

PERFORMANCE APPRAISAL

WHAT IS PERFORMANCE APPRAISAL ?

PERFORMANCE APPRAISAL IS THE STEP WHERE THE MANAGEMENT FINDS OUT HOW EFFECTIVE IT HAS BEEN IN HIRING AND PLACING EMPLOYEES

PA IS A PROCESS OF EVALUATING AN EMPLOYEES PERFORMANCE OF A JOB IN TERMS OR ITS REQUIREMENT

KELLOGGS PA
HAPPENS TWICE A YEAR : THE MID YEAR AND THE FINAL YEAR APPRAISAL KELLOGGS APPRAISAL : 1. PERFORMANCE - QUANTITATIVE PERFORMANCE - PROCESS PERFORMANCE

KELLOGGS PA

2. DEVELOPMENT PLAN - STRENGTH AND WEAKNESS - 360 DEGREE FEEDBACK - IMPROVEMENT PLAN - WORKSHOPS AND TRAINING

MANAGEMENT BY OBJECTIVES
DEFINING OBJECTIVES WITHIN THE COMPANY. EMPLOYEES HAVE A CLEAR IDEA OF EXPECTATIONS FROM THE MANAGEMENT. ADVATAGES OF MBO1. MOTIVATION 2. COMMUNICATION AND CO-ORDINATION 3. CLARITY OF ROLES KELLOGGS MAKES IT A POINT THAT ALL MBOs MUST BE ACHIEVED BEFORE FINAL YEAR APPRAISAL.

MOTIVATION

WHAT IS MOTIVATION?
MOTIVATION IS CONCERNED WITH WHY PEOPLE DO THINGS AS WELL AS WHAT DRIVES THEM TO BEHAVE IN A PARTICULAR WAY.

MOTIVATION TOOLS AND TECHNIQUES

MOTIVATION TECHNIQUES USED BY KELLOGGS ARE BASED ON THE MOTIVATION THEORIES OF: TAYLOR MASLOW MAYO

FREDRICK TAYLOR MOTIVATION THEORY

TAYLOR KELLOGGS

BELIEVED IN MONETARY REWARD.

MANAGERS SHOULD BREAK DOWN PRODUCTION INTO A SERIES OF SMALL TASKS.

EMPLOYEES ARE MOTIVATED BY CASH ALTERNATIVES.

DIVISION OF LABOUR APPLIES TO THE PRODUCTION PROCESS OF KELLOGGS.

MASLOWS HIERARCHY OF NEEDS

ELTON MAYOS THEORY OF MOTIVATION

KEY ELEMENTS TO IMPROVE MOTIVATION INCLUDE: TEAM WORKING MANAGERS LEVEL OF INTEREST IN AND CARE FOR TEAM MEMBERS CLEAR COMMUNICATION AND CONSULTATION

KELLOGGS TEAM PROGRAMMES INCLUDE: WK KELLOGG VALUES AWARDS-RECOGNISES PERFORMANCES SUGGESTION BOX SCHEMEGENERATES IMPROVEMENT IDEAS PERSONALDEVELOPMENT PLANNING-REINFORCES INDIVIDUALS COMMITMENT AND SENSE OF WELL BEING.