Cerujugo Hr Case Analysis Essay

The motivation of the sales force is so low that they think that the district managers are no more that the baby sitters. No right schedule is being released by the management, there is no sales management planning in the organization. The leadership runs from the top. The employees just want to make sales without having concern about the company in that they work. Moreover, the uncertain night calls and long distance travels for the reps and frequent changes in the sales organizational structure has made problem even worse.

Grupo Modelo is the number one beer producer in Mexico and the producer of Corona, one of the leading import beer brands sold in the United States. This paper will highlight the trends in the global beer market and how Grupo Modelo’s international expansion was achieved through strategic partnerships. It will also discuss Grupo Modelo’s strategies to enter new markets and their challenges from competitors. Finally it will discuss the diversification strategies for Corona Beer (Modelo).

My recommendation would be for starters, enroll every sales rep in a sales training class. Upon completion of I would set a goal that each sales rep must contribute at least 10% of the net income for the company. Since there are 9 sales reps this leaves some room for extra. This will not only force the sales reps to work together, and encourage friendly competition. I also recommend you elect a sales representative team leader (for example Miss Peacock who is consistently your top sales person) and empower her to encourage, coach and teacher the other sales reps in her methods and tricks.

Executive summary: This case was about issues that Ken Winston, the regional office manager Campbell and Bailyn’s Boston Office faced with as a result of the two recent changes in organizational structure and performance management system to react to the dynamic of the industry and market. The issues created by these two changes were process complication, limitation in competitive advantages, and discouragement on internal collaboration. We recommend Winston to engage KAT and sales specialist team, define measureable goals to each individual, set up one common organizational goal and make it as part of the performance assessment and hold more company

In the following analysis, we will first identify the key issues that Sunshine needs to tackle. We will then evaluate the current market conditions of the manufactured juice industry, Sunshine, and its competitors. To find a suitable market match for Sunshine, we will look into the behavior and characteristics of orange juice consumers. Afterwards, we

The Jamba Juice Company, a company that specializes in smoothies and baked goods, is wanting to expand into the states of Kansas and Missouri. As I begin my job as a manager at the Aurora, Illinois store, my goals are to train the employees properly, improve the relationships among the employees, and increase the overall sales at this location. The corporate culture at Jamba Juice is centered around FIBER, especially focusing on health and well-being. Jamba Juice believes in serving products that are good for you. It amazes me how this company only uses real whole fruit and vegetables in every single item that is served (Forbes).

One of the biggest discussions in the article, “The Profession of Arms” 2010, is profession. What does the word profession mean? It is defined as someone who “produces uniquely expert work” or “effectiveness, rather than pure efficiency” (p. 2). In my words, profession would consist of years of experience and study in a specific subject to where you become a subject matter expert. For example, in the Human Resources spectrum, we can justify that a Sergeant First Class (SFC) is considered an expert in the field. We assume that they have the training, experience and years to know their profession very well. How does one achieve to such a level of expertise? Well, in the article, it specifies that they “earn the trust of clients through their

Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

In comparing the above cost of conservation to the one in Queensland, Australia, and considering the future expansion of protected area in Queensland. The total area and the total expected cost was selected, and the potential unexpected cost for the area was calculated. The government committed to add approximately 12 million ha to 8 million ha protected area bringing the total area protected to 20 million ha by 2020. Maxan was used to estimate the cost with data on actual land value, market value, transaction costs and land tenure. The minimum area that was added was 18 million and maximum was 29 million ha. Approximately 2.3 million ha was selected by Maxan due to its low costs compared to other tenures. This brings the total cost to range from $214 million to $2.9 billion with a large cost associated with larger percentage acquisition assumptions (Adams et al. 2011). The area needing acquisition ranged from about 6 million ha to 10 million ha with an addition of 33% that is, 4 million ha to the national park estate. The total expected cost with the additional 4 million ha ranges from $250 million to $1.6 billion. The $250 million minimum cost was estimated based on 10%/1000 ha objectives and assumption on property subdivision which is 30% freehold and 0% leasehold acquisition. On average,

The answer? Raise your performance expectations, which demands improvement from your sales team in three areas, and from you, in one.

With regards to continuous restructuring of the company. This issue is a big factor that even stimulates the first problem. With the re- evaluation of the organizational structure the employees tend to lose confidence and trust in those in charge and therefore their performance is hindered because of this. Concerning the hiring skills of the company it is very inefficient such as recruiting college kids, newspaper advertisements, employment agencies and job notices on job search websites. These hiring skills are very costly and time consuming. The high expectations of management to meet high quotas is unreasonable and thus puts pressure on the salesmen causing them to perform unethical actions such as posting incorrect sales figures just to please their managers. Options that can assist the firm in these issues are by management evaluating the company and making a consistent and permanent organizational structure. To make the hiring process more efficient it needs to be shorter in length, be specific in the characteristics of the potential employee to avoid the many steps and narrow the amount of hiring methods to reduce costs. Not stretching quotas is another factor that needs to be considered by management. This can be done through lowering their expectations of sales in the same time frame that currently exists making them realistic, give incentives if they need to be stretched, employ feedback from sales persons so as to assign comfortable quotas around each

2. Check if communication among teams is clear. Too many sales people connecting directly to plants or production planners is a sign of absence of a sound process.

This case describes the complexity of PepsiCo's competitive position in the Mexican soft-drink market during the late 1990's. Between 1993 and 1996 PepsiCo and Coca-Cola waged a classic cola war in Latin America. The goal for both companies was to gain market share and by the end of 1996, Coca-Cola had clearly won the Latin America cola war. In 1993 PepsiCo enjoyed a 42% market share in Venezuela thanks to the success of its bottling partner, the Cisneros Group but by the end of 1996, PepsiCo held less than 1% of the Venezuelan cola market. Following PepsiCo's anchor bottler in Mexico, Gemex, the case details the strategies employed by PepsiCo's senior management beginning in 1993 to expand its

From the sounds of the scenario, these issues aren’t detrimental to the company’s success and growth. But they need to be addressed and resolved to ensure the company doesn’t have to deal with any major problems down the road and avoid a “plateau” in the future.

The OIG advisory opinion is provided in cases when an organization requests an opinion regarding fraud and abuse statutes as they relate to a specific situation. In general, organizations will request a determination of whether a specific arrangement, program, or relationship could constitute grounds for sanctions.