Cadbury Dairy Milk
Cadbury Dairy Milk is a brand of milk chocolate manufactured by Cadbury. It was introduced in the United Kingdom in 1905 and now consists of a number of products. Every product in the Dairy Milk line is made with exclusively milk chocolate. In 2014, Dairy Milk was ranked the best-selling chocolate bar in the UK. It is manufactured and distributed by the Hershey Company in the US under licence from Cadbury.
There are 7 concepts which explain performance in Cadbury.
1. The importance of goal setting cannot be overestimated within the context of planning, yearly objectives and targets. It is a widely acknowledged that people who have goals do achieve more. A useful template to follow when setting goals is the SMART goal framework. SMART goals are Specific, Measurable, Assignable, Relevant and Timely. They provide you with a benchmark that will help lead you to success in a clear, purposeful and stress-free manner.
2. Make a plan. In line with the need to set goals for the coming year, it is equally important to make a plan for the next year in terms of a review cycle. Managers and reports need to have a conversation to set objectives for the future, and also set dates for the various parts of the review process. Making a plan will ensure all parties know what is expected of them; and what they should have accomplished at each stage of the process. This plan should not be rigid; it should be fluid and open to change as necessary.
3. Continuity. Performance management is so much more than just the end of year performance review. True performance management is an ongoing process. Peer monitoring, as well as regular feedback and coaching sessions form an integral part of the performance management process. This continuous nature opens the process up for adjustments to performance planning as conditions dictate.
4. Improve productivity. Through this continuous performance management and regular revaluation of goals and objectives, productivity can be improved as time is not wasted on endeavours that produce less than satisfactory results. If something is not working; evaluate the failure, then move on.
5. Multiple source feedback. When carrying out performance review process it is important to consider multiple sources. 360 feedback is perhaps the best kind of multi-source feedback as it takes input from peers, as well as from reports and managers alike. 360 feedback provides the most complete picture of any employee’s performance and consequently is the most objective.
6. Keep track. This may seem like a moot point however, it is nevertheless an important one. It is all very well to make plans, set targets and objectives for the upcoming quarter (or whatever the period) but they need to be documented. This is important for both parties, not only so the manager can go back at review time to assess if goals have been met, or targets exceeded, but also for his/her reports. A written record should be kept for ease of reference and to prevent confusion.
7. Train your managers. Reviewing your employees’ performance is a big job, but not a task that necessarily comes easily to everyone. Therefore, as an employee is elevated to the position of manager it is important that they receive some sort of training so that they are prepared for the task of performance management.
Compensation
Insurance, Health & Wellness
1.Health Care & Insurance
2.Life Insurance
3.Disability Insurance
4.Dental Insurance
5.Vision Insurance
7. Train your managers. Reviewing your employees’ performance is a big job, but not a task that necessarily comes easily to everyone. Therefore, as an employee is elevated to the position of manager it is important that they receive some sort of training so that they are prepared for the task of performance management.
Compensation
Insurance, Health & Wellness
1.Health Care & Insurance
2.Life Insurance
3.Disability Insurance
4.Dental Insurance
5.Vision Insurance
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