Nutritive Infusion Company Description And Swot Analysis

Assignment 1: Nutritive Infusion Company Description and SWOT Analysis Company Description Nutritive Infusion is a Florida-based healthy beverage company that strives to provide people with the nutrients they lack in their diets. Founded in 2010, the company established itself in West Palm Beach, Florida. For the past seven years, Nutritive Infusion sold beverages at county fairs in the surrounding areas. The drinks offered are all natural and infused with vitamins and are intended to supplement one’s diet to reinforce needed nutrients. Company Mission Mission Statement. Nutritive Infusion strives to be a target for people seeking to animate their lives with a beverage that promotes health, cares about the community, and nurtures the†¦show more content†¦The flavored and functional water is expected to rapidly expand from a market worth of $23.8 billion in 2015 to $36.7 billion in the year 2019 (Transparency Market Research, 2016). The growing health concerns have catapulted interest for healthier beverages. Changes in lifestyles have altered people s perspective about traditional carbonated soft drinks, and this trend has opened an opportunity for healthier alternatives. Expected to spend over $200 billion in the year 2017, Millennials have a significant purchasing power (PR Newswire, 2017). By putting credence on healthier purchases, beverage companies have opportunities to make products for consumers that play a role in their diets. Strategic Position Nutritive Infusion plans to position itself within the non-alcoholic beverage industry by fulfilling the needs of people who desire to lead healthy lives. There is a heightened recognition of the benefits, both short-term and long-term, of a healthy lifestyle. These include a prolonged life, minimize the risk of diseases, boost energy, and improve mood (Healthline, 2016). Our product addresses the lack of nutrients people gets with their diets. Under the changing views on how people live their lives, Nutritive Infusion will be targeting people within the ages of 18 and 30 because of their willingness to seek out products that are beneficial to their bodies. They are consistently

Essay Case Study Free Essays

G became aware what the counterpart has planned for the agenda and he was surprised and concerned about he detailed and long business meals and cultural trips without any information or expenditures, knowing that the companies budget is limited. Asking for more information, the local organizer of the counterpart ignored Mr†¦ G’s requests, even the solicitation to speak with the boss, was rejected due to busyness and non-existent importance. At the end of the conference Mr†¦ G was surprised in the positive way, that the conference finally was a complete success. We will write a custom essay sample on Essay: Case Study or any similar topic only for you Order Now Why were the communication and the procedure of organizing the conference between the two parties so efferent? According to the theory of Edward T. Hall Is this, a classical example of monochrome and polychrome cultures. In polychrome cultures like in the example of the venue, time Is flexible. It Is accepted to do various things at once, agendas and business meals were extended at the pleasant way or laid, and cultural events will be organized without consultation. Also communication, via emails like in the example of Mr†¦ G, is not always enjoyable with people from this culture. Because of the different meaning of time. Time is wasted and not taken seriously because it can be changed in seconds; they have a constant state of flux. Scheduled events or plans can be discarded or changed immediately. They interact with several customers at once, and are entangled with each other. Arranging dates therefore is very difficult. In the view of Mr†¦ G, who is obviously a monochromatic type, is this situation awkward. He likes doing things one by one and in an accurate way. Plans or events are scheduled down to the last detail without Interruptions and In a linear way of time. It is important take ointments seriously without breaking deadlines. Monochromatic types are short- term oriented and therefore leisure time Is only accepted after the Job Is done and projects are promptly and satisfactory. Another culture difference, which occurs In this example, is the dimension of power distance from the theorist Egger Hefted. And expect that power will be allocated unequally. According to Hefted there are two differences, low power distance and large power distance. In large power distance cultures as in the case, employees are awaiting for instructions by their boss. They need to be told what to do, in the way it has to be done and they also accept the high differences in the range of salaries and executive positions. Mr†¦ G requested several times for more information’s but Ms. K the local organizer ignored his objection, even a request for a conversation with the boss of the local organizer was denied due to busyness of the boss. Which means the boss has other important things to do and no one is allowed to interrupt him or to question his decisions. Here the subordinates accept the high power status, and when the boss gives the control way like in the case, organizing the event, neither Ms. K nor Mr†¦ G has to doubt about the planning progression of the international conference. In lower power distance culture, subordinates like Mr†¦ G and others superiors consider to be treated equally. Flat hierarchies are expected, without having differences in executive positions. That’s why Mr†¦ G felt quite unsatisfactory to be treated unfairly. He only wanted to be well informed about the progression for the conference and be aware of new circumstances for his planned project. How to cite Essay: Case Study, Free Case study samples

HRM Audit at Etisalat Telecom

Question: Discuss about theHRM Audit at Etisalat Telecom. Answer: Introduction Human Resource Management is a major function in an organization. HRM focuses on the recruitment, management and providing direction for the people who work in an organization. When an organization sets its vision they provide the first priority to the workforce of the company. It means providing the right job to the right person at the right time. There is a direct link to the organization performance and the HRM of a business. When a company engages into an effective human resource management it leads to improved employment commitment, lowering the levels of absenteeism provides higher levels of skills in the employees leading to higher productivity and enhanced quality of efficiency (Golding N, 2010). HR audit is one of the most important tools for management control. It is essential to assess the performance along with the success of a HR management of an organization. The main objective of HR audit is to ascertain the strengths and weakness in the companys human resource management, and identify the issues that need resolution (Armstrong, Michael, and Angela Baron, 2015). The organization chosen for the HR audit is Etisalat Telecom in UAE. Etisalat is a leading telecom operator in the UAE. It believes that there is a high need for investments so that they could build networks in future. UAE aims to stay ahead in competition to achieve its being smart vision. The Human Resource department at Emirates Telecommunications Corporation (Etisalat), focuses on making its organization to be prepared to meet and also to overcome the challenges they face. The main strategy of the organization is become the biggest and top telecom company of in the world. Therefore the main emphasis of the company is developing the skills of the employees by providing adequate training and development. This leads to the growth of the employees and the company as well and also provides international expertise (Company Website, 2016). HR Functions The quality of the HR functions in an organization is one of the most essential factors that decide the success and failure in organization. It is important that each functional area in the HRM works towards the progress of the organization. The HR audit section is depicted as follows: The major HRM functional areas of operation in Etisalat are as follows: Human Resource Information System (HRIS): HRIS is an intersection between the human resources of an organization with the information technology through the HR software. The activities and processes are carried electronically through this process. HRIS at Etisalat is based on three sections (Annual Report, 2015) Human Resource Plans: Etisalat continuously engages in investing in its HR to provide them with best skills, training and development. The system at Etisalat determines the demand and supply of employees, replacement charts and summaries. Job Analysis Information: Job standards, Job descriptions and Job specifications are determined to lay down the right candidates required to perform the right job. This process cuts down unnecessary costs as requirements are clearly stated. Compensation Management: Etisalat at UAE offers best compensation and benefits package that are competitive and include other perks for its employees. The main goal of Etisalat in UAE is to provide continued commitment to build the success of its employees and company from the past years. Staffing and Development Recruitment and Selection: Organizations around the world have constantly adapted to the changes and challenges that have been occurring in the business economies. The telecom industries are new entrants in the new emerging economies. Telecom operator Etisalat has engaged in recruiting by building capabilities that are needed to provide various services in the company. They adopt a strategy that helps in ascertaining best talent into the company through effective selection procedures and providing equal employment opportunity (David Tusa and Melissa Master Cavanaugh, 2012). Training and Development: Etisalat provides growth opportunities for its employees in the long run. They focus on each individual in their talent pipeline in terms of three Es. They are education, experience and exposure. State-of-art facility is provided through education from Etisalat academy for leadership training in Dubai. They provide employees with high potential for rotation of various assignments to get a broad experience (Pulakos, Elaine D, 2009). Career Development: Etisalat has a capacity to attract, retain, and managing the executive talent by not only providing a compensation package but also maintaining a long relationship and providing opportunities for growth. They provide placement of employees outside their company for international expertise. This ensures that the employees are comfortable various working environments. Working in different markets makes them culturally resourceful. Employee Relations HR Compliance undertakes the evaluation of the operational policies of the employee relations at Etisalat. The company maintains confidentiality of all the matters related to the employees in the organization. They make sure that the company stands compliant with the employment related laws and regulations. They provide all benefits and perks to its employees to maintain healthy relationships with them (Staff Report, 2015). Strengths and Weaknesses Based on the HR audit conducted on the functional areas of operation at Etisalat it shows that the companys main goal of providing best in class skills and people development remains at the top. They remain committed at the vision of continuous development of the their people in order to support their career growth and also reach to their business objectives. This shows that the companys people management skills provides higher successes and balances the weaknesses. They do not face much of HR issues as they stay ahead with the changing times and remain competitive. Etisalat ensures success with higher people strengths as they select the right people in the organization and provide them with the best working environment so that they deliver the best results (Ehab Abhusabha, 2013). Conclusion Etisalat conducts an annual forum, which serves as a platform for the Group to come together globally and to celebrate with their people and the company. Etisalat is a one of the most reputed telecom company in UAE. The companys main aim and focus is to provide best skills to its employees. People development and career growth is highly appreciated. Therefore the success rate of the company is higher. The company should continuously invest in training and development of its employees (locally sourced) so that it ensures long-term objectives are achieved and also extend its existing corporate culture. References Armstrong, Michael, and Angela Baron (2015). Managing Performance, retrieved from Performance Management in Action. CIPD Publishing David Tusa and Melissa Master Cavanaugh (2012), A Talent Strategy for Emerging Economies, retrieved from https://www.strategy-business.com/article/00108?gko=1bea2 Ehab Abhusabha (2013), Research, Strategy and Business Plan of Etisalat, retrieved from https://ehab-abusabha.blogspot.in/2013/08/etisalat-new-market-entry-analysis-of_30.html Golding, N. (2010) "Strategic Human Resource Management" in Beardwell, J. and Claydon, T. (2010), retrieved from Human Resource Management A Contemporary Approach, FT Prentice Hall Human Resource at Etisalat UAE (2016), Company Profile, retrieved from https://www.etisalat.ae/en/aboutus/etisalatcorporation/corporation/profile/company-profile.jsp Human Resources, Annual Report of Etisalat UAE, retrieved from https://o2.ae/clients/etisalat/annualreport/en/hr.html Pulakos, Elaine D (2009) Performance Management: A New Approach for Driving Business Results, John Wiley Sons. Staff Report (2015), Etisalat annual group HR forum discusses strategy, best practice, retrieved from https://www.khaleejtimes.com/business/markets/etisalat-s-annual-group-hr-forum-discusses-strategy-best-practice