...You” For more than 100 years, corporate responsibility has been at the foundation of Kellogg Company and a key part of our heritage and culture. We are pleased to share this report with you. It provides an overview of our corporate responsibility approach, priorities and targets, as well as a baseline performance review in several key areas. Welcome Welcome to Kellogg’s first global Corporate Responsibility Report. We hope this report provides information useful to our stakeholders, including our consumers, employees, customers, investors, business partners, community members, and governmental and nongovernmental organizations. We plan to publish a corporate responsibility report on an annual basis, expanding and improving upon this first effort. Data in this report are for 2007 except as noted. Although the report focuses primarily on calendar year 2007, it includes discussion of some 2008 events that were particularly relevant to our corporate responsibility strategy. The report covers Kellogg’s wholly and majority-owned operations, and complements other information about Kellogg available on our company Web site (www.kelloggcompany.com) and our nutrition Web site (www.kelloggnutrition.com). As part of our strategic focus to pursue selective growth opportunities, we have recently acquired several new businesses around the world. Those acquisitions are being integrated into our company, and we intend to report on them more fully in the future, once they are aligned with...
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...Kellogg’s Company Mark Brown II SNHU Professor Joshua Gomez Abstract Kellogg’s company as a whole is a great company to work for. Their values and mission are some of the best and are widely looked after by all employees. Kellogg’s is a company that strives to succeed not only with the company, but also with its customers. They are always looking for ways to improve their product and also looking for ways to expand their products. With this being said they look for the best employees and best stores to carry their products. It covers the three main types of employee performance appraisal 360-degree feedback, management by objectives, and ratings scale. The design of performance appraisals have the likeliness to influence professional progression, succession preparation, organizational training and development, retention, entire compensation and other key human capital benefit investment programs. The vision of the Kellogg’s company is “To enrich and delight the world through foods and brands that matter” (kelloggcompany.com). Kellogg’s company has been around since February 19th, 1906. It reaches out to not only adults, but children as well. Whether you like Rice Krispies, Frosted Flakes, or you might not even be a cereal person, Kellogg’s has your favorite foods. Again their vision says “To enrich and delight the world through foods and brands that matter” (kelloggcompany.com). If you are familiar with the products of Kellogg’s, then you know that they do take pride in...
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...recommendations will include software in the following business areas: human resources, operations, and logistics, legal, and finally, sales, and Marketing. Riordan Manufacturing Inc. like most companies can benefit from process improvements and the implementation of software solutions to improve its human resources, operations and logistics, and legal processes. Human Resources Focus According to Nickels, McHugh, and McHugh (2010), attracting and keeping the best employees is one of the fundamental goals of human resources management. People are the most valuable resource in any organization because their knowledge and creativity translate to products and services that business models depend on. Riordan Manufacturing Inc. faces some challenges with human resources management and is in need of some solutions. Existing Human Resource Management Systems (HRMS) in Riordan manufacturing Inc. * Employee Database * Payroll System * Training and Development System * Recruitment and Selection system * Hiring System * Compensation System * Compliance System * Performance management system Recommended Human Resources Management Systems (HRMS) Oracle HRMS Oracle HRMS is part of Oracle’s E-business suite with several sub-modules that Riordan can benefit from. The human resources module will provide the core functionality for the HRMS by integrating other modules that the company may choose to use. It will help the firm centralize employee data into...
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...® Kellogg Company // Form 10-K For Fiscal Year 2012 (Ended December 29, 2012) This page intentionally left blank UNITED STATES SECURITIES AND EXCHANGE COMMISSION Washington, D.C. 20549 FORM 10-K Í ANNUAL REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934 For the Fiscal Year Ended December 29, 2012 ‘ TRANSITION REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934 For The Transition Period From To Commission file number 1-4171 Kellogg Company (Exact name of registrant as specified in its charter) Delaware (State or other jurisdiction of Incorporation or organization) 38-0710690 (I.R.S. Employer Identification No.) One Kellogg Square Battle Creek, Michigan 49016-3599 (Address of Principal Executive Offices) Registrant’s telephone number: (269) 961-2000 Securities registered pursuant to Section 12(b) of the Securities Act: Title of each class: Common Stock, $.25 par value per share Name of each exchange on which registered: New York Stock Exchange Securities registered pursuant to Section 12(g) of the Securities Act: None Indicate by a check mark if the registrant is a well-known seasoned issuer, as defined in Rule 405 of the Securities Act. Yes Í No ‘ Indicate by check mark if the registrant is not required to file reports pursuant to Section 13 or Section 15 (d) of the Act. Yes ‘ No Í Note — Checking the box above will not relieve any registrant required to file reports pursuant to...
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...business as part of the business plan. Born in Chicago on the 27th of May in 1931 to Russian Immigrants. He grew up with his three brothers in Chicago, where his parents ran a retail business. At an early Dr Kotler was seen to be someone who enjoyed reading. Dr Kotler is married to Nancy with three children. [pic] [pic] 2. Professional Background Kotler earned his Masters degree in economics from University of Chicago and his PhD at M.I.T both in economics. He also did his postdoctoral work in mathematics at the Harvard University and behavioural science at the University of Chicago. In 1962 he joined the Northwestern University which was later named as Kellogg School of Management. He has since been known as the distinguished S.C. Johnson & Son Distinguished of International Marketing at the Kellogg School of Management at Northwestern University. In business he has consultated and researched for IBM, American Bank, General Electrical and Honeywell. 3. Author: As an author he authored and co-authored 47 books by 2007. Amongst those books is the famous Marketing Management book which was released in 1967 which has since been recognised as the marketing bible, which has been translated into 18 languages. (See Appendix 1) 4. Articles: Dr Kotler has published many articles and he has also received many awards. Of note was that he was the first recipient of the American Marketing Association’s (AMA) distinguished marketing educator award (1985). (See Appendix...
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...Nick Eldridge Abby Martin Nolan Nye Shane Richardson Alex Lagrou Table of Contents Executive Summary 4 Situation Analysis 7 Company 8 Who We Are 8 What we are known for 9 Competitive Advantage 9 Mission Statement 10 SWOT Analysis 11 Organizational Structure 14 Company’s Capabilities and Processes 14 Industry environment 15 Customers 15 Who are they 15 Any recent or expected changes in behavior, attitudes, composition of the customer base 16 What are they purchasing from your company 16 Why are they buying company’s product 16 Describe order qualifying and order winning characteristics of your company’s product(s) 17 Context 17 Industry 17 Economics 19 Technological 21 Societal 22 Legal 24 Competitors 25 Kind Healthy Snacks 25 Nature Valley 28 Kellogg’s 31 Financial Ratio 34 Collaborators 35 Growth Strategy 36 Detailed description of the growth strategy 37 Goals/Objectives 37 Segmentation 37 Targeting 38 Positioning 38 Strategy Execution 40 Product 41 Goals and Product Description 41 Process Description 42 Life Cycle Stage 43 Place 43 Goals and Market Exposure 43 Channels Used 44 Supply Chain System 45 Promotion 46 Goals 46 Promotional Blend 47 Price 50 Goals 50 Value Proposition and Price Sensitivity 50 Pricing Strategy (Short Term/Long Term) 51 Breakeven Analysis 52 Implementation and Control 53 Timing and Implementation Activities 54 Sales Estimates (Forecast)...
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...the company is a well-known name both within and outside of the United States. As the largest consumer electronics retailer in the world, it ranks number 72 on the Fortune 500. To maintain its competitive advantage against rivals in specialty electronics, Best Buy is engaging in competitive pricing strategies, international expansion, and the targeting of a younger demographic. In addition to discounted and high-quality products, Best Buy became known for its customer-centered approach and sustainable outreach. After realizing the importance of sustainability to its customers, Best Buy implemented an extensive recycling program. In the process, Best Buy earned itself a name as a socially responsible company. The company also adopted programs and systems to provide flexibility and aid to its employees. This case provides a brief history of Best Buy, including details on its expansion and the models it implemented to become a success. Next, we discuss Best Buy’s vision, along with the actions the company is taking to turn its vision into a reality. We briefly analyze Best Buy’s community outreach programs and look at its large-scale environmental initiatives, particularly those regarding energy savings and recycling. Finally, we examine some of the challenges Best Buy is encountering as it struggles to maintain its dominance in the consumer electronics market. HISTORY Best Buy has undergone a number of changes over the course of its 50-year history. The company was...
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...success around the world. This paper will discuss the close relationship between business and government, using Halliburton as main examples throughout the case. Halliburton has often been perceived negatively by the public and has become a favorite target by Democrats for critics about conflicts of interest, undue corporate influence, hidden motives, accounting fraud, bribery, bilking the government, tax evasion, and trading with rogue nations.[iii] Its name has become synonymous with political cronyism.[iv] The current U.S. Vice-President Dick Cheney, who previously held the CEO of Halliburton from 1995 to 2000, is criticized to facilitate the government contracts to be available to the company even though he has persistently said that he has severed all business ties with the company. Even though there needs to be fine line between a corporation’s business and the government’s business, in reality, both business and government need to work together to achieve the common goal of their common stakeholder: the community at large. The main challenge is to establish that fine line that...
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...A Former Harvard Business School Admissions Board Member Reveals the Insider Keys to Getting In • Prepare your resume and professional record • Discover the differences between business schools • Top essay and interview strategies • Behind the scenes of the admissions process • Qualitative factors that can make you stand out • Application insights from insiders Chioma isiadinso, M.ed. former Admissions Board Member of Harvard Business School The Best Business Schools’ Admissions Secrets A Former Harvard Business School Admissions Board Member Reveals the Insider Keys to Getting In Chioma Isiadinso, M.ED. © 2008 by Chioma Isiadinso Cover and internal design © 2008 by Sourcebooks, Inc. Cover photo © Punchstock Sourcebooks and the colophon are registered trademarks of Sourcebooks, Inc. All rights reserved. No part of this book may be reproduced in any form or by any electronic or mechanical means, including information storage and retrieval systems—except in the case of brief quotations embodied in critical articles or reviews—without permission in writing from its publisher, Sourcebooks, Inc. This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional person should be sought. —From...
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...This book is a compilation of successful admission essays; it does not claim to be the definitive word on the subject of MBA admission. The opinions expressed are the personal observations of the author based on her own experiences. They are not intended to prejudice any party. Accordingly, the author and publisher do not accept any liability or responsibility for any loss or damage that have been caused, or alleged to have been caused, through the use of information in this book. (2) Admission to business school depends on several factors in addition to a candidate's essays (including GPA, test scores, interview and reference letters). The author and publisher cannot guarantee that any applicant will be admitted to any specific school or program if (s)he follows the information in this book. Dedication For students everywhere; may the size of your dreams be exceeded only by your tenacity to attain them. Acknowledgements...
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... 2 4 6 10 24 32 36 40 44 49 77 78 79 80 162 167 170 Our Company Financial and Operating Highlights Message from the Chairman Message from the Chief Executive Officer Report of the Chief Operating Officer Corporate Governance Board of Directors Corporate Officers Subsidiaries Corporate Social Responsibility Management’s Discussion and Analysis Report of the Audit and Risk Management Committee to the Board of Directors Statement of Management’s Responsibility for Financial Statements Independent Auditors’ Report Financial Statements Glossary Business Directory Contact Information Credits Acknowledgments R E - E N E R G I Z E D After a stellar year, Meralco is re-energized and ready to pursue new opportunities that will accelerate growth in the longterm. Despite unprecedented challenges in the past, we have prevailed, and more importantly, thrived. Thanks to the support of our shareholders and our unwavering faith in the corporate values that have sustained us through the years. We look forward to a brighter future strengthened by our strategic pillars and the extraordinary commitment of our leadership. An empowered, enlightened Meralco is ready to seize it. A new day has come. 1 Meralco 2010 Annual Report Our Company Meralco marches on to its 108th year of service in 2011. Consistently in the list of the Philippines’ top five corporations and cited among Asia’s...
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...566.7 $ 64.55 +.7% +70 basis points +5% +90 basis points +8% +80 basis points +11% +7% +4% +60 basis points +330 basis points –3% –3% –11% $1,599.6 $1,536.2 Every operating division participated in the strong 5 percent unit volume growth. Colgate achieved its sixth consecutive year of double-digit earnings per share growth. All key profitability indicators set new records: gross profit margin, EBIT, net income, operating cash flow and return on capital. ■ ■ Continuing sales would have increased 5.5 percent if not for foreign currency translation. The dividend rate was increased by 14 percent in 2001. Colgate-Palmolive is a $9.4 billion global company serving people in more than 200 countries About Colgate: and territories with consumer products that make lives healthier and more enjoyable. The Company focuses on strong global brands in its core businesses — Oral Care, Personal Care, Household Surface Care, Fabric Care and Pet Nutrition. Colgate is delivering strong global growth by following a tightly defined strategy while increasing market leadership positions for...
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...While preparing the syllabus, the syllabi of different national level universities/institutions have been taken into account. This syllabus has endeavoured to strike a balance between theory and practice and classic and contemporary concepts. The MBA programme of Gujarat Technological University (GTU) will be conducted on a semester basis with four semesters spread over two academic years. The duration of each semester will be around 15 weeks. In each semester there will be seven courses/subjects. In the first year all the 14 courses are compulsory. In the second year there will be three types of courses, namely, compulsory, electives and sectorial specialisation. The MBA programme will have four electives, namely, Marketing, Finance, Human Resource and Information Systems. A student can choose any one of the four electives. There will be five sectorial specialization areas, namely, Retail, Pharmaceutical and Healthcare, Rural and Cooperatives, Public Systems and Policy, and Banking and Insurance. A candidate has to opt for one of the sectorial areas. In each semester of the second year there will be three compulsory courses, three electives and one sectorial course, thus making a total of six compulsory courses, six elective courses and two sectorial courses in the second year. Once a student opts for a particular elective and sectorial course in semester III, he/she will continue the same in semester IV. The institution conducting the programme can either offer all the electives...
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...leadership potential with a focus on real management capacity in a multi-cultural and complex environment. In total we spend at least 10 manhours per candidate to make sure each one is right for the program. The admission process consists of: - an online application with 12 essays - letters of recommendations - a full day assessment center Once accepted, each candidate goes through a full background check conducted by an independent agency. International and experienced In a class of 90, you will find 40+ different nationalities and 90% of the participants will have spent at least 6 months outside their home country. With a minimum of 3 years of work experience, our participants have on average 7 years of experience prior to IMD. Trained to become truly global hand-on leaders Besides strong academic business fundamentals, our intensive one-year program is designed to constantly push our MBAs beyond their comfort zone. A diversity of hands-on projects takes them through various settings: - a 6-week startup project - a 9-week international consulting project with medium to large multinational companies - a one-week discovery expedition to an emerging market (this year, South Africa), advising local SMEs With a strong self-awareness With an unparalleled focus on leadership, the IMD MBA program aims at enhancing selfawareness, identifying ones’ strengths and learning how to lead teams and organizations. It includes: - preparing a personal and professional identity...
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...Five Functional Areas Of Human Resource Management Five Functional Areas of Human Resource Management (HRM) HRM has five functional areas that include: Staffing, Human Resource Development (HRD), Compensation and Benefits, Safety and Health, and Employee and Labor Relations. Staffing Achieving organizational objectives requires having the proper number of employees with the appropriate skills. Staffing accomplishes this objective through four tasks. The first task is job analysis, which examines specific job functions in determining the skills, duties and knowledge required for each position. The second task is ensuring that the required numbers of employees, with the appropriate skills, are available when needed organizations engage in Human Resource Planning (HRP). The third task is recruitment, which is the process of attracting enough skilled people to apply for jobs in the organization. Fourth, the last step in the staffing process, is selection. This involves choosing the best suited individuals to fill the open positions in the firm. Human Resource Development (HRD) Six functions, including training, development, career planning, career development, organization development and performance appraisal, make up Human Resource Development (HRD). * Training: is a process designed to provide employees with the knowledge and skills needed for their present job. Focusing on long-term learning needs is development. The ongoing process of career planning sets career goals for...
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