Tuesday, June 4, 2019
Glanbia Company Management and Organisation Structure
Glanbia Company Management and Organisation StructureThe author has been asked to write this report on behalf of Kilkenny and Carlow didactics and training centre.The author has used secondary sources throughout this report.This report is in three sections the first section gives a instruct history of Glanbia its sub judice multifariousness its current size and location around the world, and the products it produces. The second section describes the administration functions of an office and describes three pieces of equipment used to carry these functions. The third section gives a brief overview of three pieces of employment legislation.Glanbia meaning pure food in Irish has its roots in the Irish co-operative movement. In the 1960s many small co-operatives join together, realising the benefits of increase scale and having greater diversification. Waterford Co-op Society was formed in 1964 with Avonmore Creameries formed two years later in 1966. With the introduction of Europea n draw quotas in 1984 growth in domestic opportunities were restricted. Waterford Co-op Society and Avonmore Creameries both recognised that to expand they would have to look outside Ireland and the best way to computer storage this expansion was through a stock market flotation. Both were floated on the Irish argument Exchange in 1988. With the capital raised leading to cable expansion outside of Ireland. A number of small cheese plants in the USA being the basis of Glanbia marketing leading US Cheese wrinkle today. On 4 September 1997, Avonmore Foods plc and Waterford Foods plc merged to form Avonmore Waterford Group (AWG) plc. The combined entity was the fourth biggest dairy processor in Europe and the fourth biggest cheese manufacturing credit line in the world. In 1999, the business was re bell ringered and the name changed to Glanbia plc.Organisation and Legal Form Glanbia is a private sector business enterprise, being floated on the Irish Stock Exchange on 4 September 1997. It was known then as Avonmore Waterford Group (AWG) plc and being renamed Glanbia plc in 1999.Size and LocationGlanbia registered office is located in Glanbia House Kilkenny it employs over 6,000 people across 32 countries and their products are sold or distributed in over 130 countries with an annual turnover of 3.6 billion. Their major occupation facilities are located in Ireland, the US, the UK, Germany and China. They have four segments Glanbia Performance Nutrition, Global Ingredients, Dairy Ireland and Joint Ventures Associates. Their shares are listed on the Irish and London Stock Exchanges (symbol GLB).ProductsGlanbia has a wide range of nutrition sports brands, Glanbia Performance Nutrition (GPN) is the number one global performance nutrition brand portfolio comprising Optimum Nutrition, BSN, Isopure, thinkThin, Nutramino, ABB and trusource, each with its own brand essence.It has alike a wide range of dairy brands Dairy Ireland is comprised of two businesses. Consu mer Products is the leading supplier of branded consumer dairy products to the Irish market and long-life products for export. factory farm supplies inputs to the Irish agriculture sector and is the leading purchaser and processor of grain and the leading manufacturer of branded animal feed in Ireland.Audit committalThe Audit Committee is responsible for assessing the Companys financial arrangements, as well as reviewing the design and implementation of internal control and risk management. It also agrees the approach and mise en scene of the internal and foreign audit and keeps under review the objectivity and independence of external auditors. twain main functions of the Audit committee is the review of financial statements and external auditors, which involves monitoring the integrity of financial reports and assessing the efficiency of the internal and external audit process.The second main function would be the reviewing and implementing the companys risk management systems . Mainly assessing the leash risks that would threaten the companys business model, future performance, solvency and liquidity.Nomination and Governance CommitteeThe Nomination and Governance Committee is responsible for hiring individuals with the knowledge, experience and management skills needed to expand the business and deliver its strategic objectives.Two main functions of the Nomination and Governance Committee are recommending new appointments to the board of directors.The second would be the forward planning in the succession to the board.Remuneration CommitteeThe remuneration committee has responsibility for putting in place a remuneration strategy, that is designed to meet the companys strategic business ambitions and that attracts new talent and delivers long term sustainable shareholder value.Two main functions of the remuneration committee, one is to review the executive salaries and benefits.The second would be to research approval the annual incentive targets.Group Management CommitteeThe group management committee is responsible for delivering the companys annual business plan and strategic priorities.Two main functionsTo research and analyse the potential markets for products to be sold.To develop the growth of the company business, through strategic investments, and also with strategic acquisition or confederation with other(a) complementary businesses.Group finance directorThe finance director has the responsibilities, for managing the department financial strategy ensuring the company delivers on key financial goals. To action these goals involves assessing both external and organic investment opportunities, cash conversion through improved rifleing capital management and moderate business sustaining capital expenditure. supplement the companys activities in order to improve cost structures utilising shared services, procurement, IT and maintaining the capital structure with an implicit investment grade credit profile.Group HR and C orporate personal business DirectorIs responsible for man power planning, addressing any issues raised by employees, reviews HR operating model to ensure it is meeting the strategic goal of acquiring the talent needed to maintain companys goals. Making sure there is a comprehensive succession and people talent review of senior leadership. Developing a comprehensive Code of Conduct to support commitments to ethical business practice,The administrative function involves the collecting storing and processing of data. The collecting of data involves many things much(prenominal) as reports, minutes of meeting, enquires, quotations, prices lists, invoices to name a few.Storing of data depends on the nature of the data the law requires the storing of data in a specific manner and a qualify period of time especially the keeping of accounts for tax purposes. Data can be stored on computers or hard copies in a filing cabinet.process of data can involve converting the data into more managea ble chunks of reading such as charts, spreadsheets or PowerPoint presentations. Which are used, for the benefit of better understanding of the information in order to make important decisions at heart an organisation.EquipmentComputer -nearly all employees in an office have a desktop computer these days. Software such as Microsoft word and Excel can be used for many office tasks such as storing and processing of information, and email is used for communication within the office and outside communications.Fax machine used for entrusting documents, diagrams and pictures. Linked to the telephone line it is a quick and easy way of communicating. You can send and receive documents with a push of a button. The advantage is that it takes a physical document andtransmits it in physical form to the receiver, it is a scanner, modem and printer all in one.Photocopier e very office has a photocopier for the purpose of copying and printing of documents. Modern photocopiers can resize docume nts and scan documents. They can connect wirelessly they can have regurgitate functions like fax. You can produce anything from A4 and A5 stapled, saddle-stitched booklets to hole-punched, stapled 50-sheet presentations. Some copiers can print documents on a mixture of paper formats, such as heavier stock for covers and dividing sheets, or non-white paper for specific sections. A photocopier can create lots of copies in a short space of time.Workplace Legislation Safety, Health and Welfare at Work Act 2005The key aim of this act is to place broad obligations on employers, employees and the self- employed in relation to safety, health, and benefit matters in all areas of the work place. With the emphasis being on preventing workplace accidents and ill health from occurring by focusing on workplace hazards and putting appropriate precautions in place.Employers are oblige to provide a safe place of work by putting in place safe systems of work, the appropriate training, supervision , appropriate clothing and equipment, emergency plans and welfare arrangements. Employers are required to prevent any inappropriate behaviour that may put the safety, health and welfare of their employees in jeopardy.Employees are obliged to have apt care for the safety of others, by making sure that equipment supplied for their safety are used properly, and all machinery, tools are used correctly. They have a required duty not to be under the influence of drink or drugs in the workplace. They are also required to undergo reasonable medical or other assessment if requested by their employer.Employment Equality Acts 1998 2008The key aim of these acts is to prohibit discriminatory practices in the workplace environment. They prohibit both direct and validating discrimination. The employer has to give equal access to employment, conditions of employment, training and promotion, and like pay for equal work.Direct discrimination is defined as treating one person in a less favourable w ay than another person has been or would be treated because of their gender, marital status, family status, sexual orientation, religious belief, age, disability, race and membership of the traveller community.These acts also create the Equality Authority which works towards the elimination of discrimination in employment, promotes equality of opportunity in matters the legislation applies to and supplies information to employers, service providers, individuals, trade unions and the legal profession in relation to the Equality Acts.Protection of Young Persons (Employment) Act 1996The key aim of this act is to protect workers under eighteen, it sets the minimum age for access into employment and limits the working hours and provides rest periods and prohibits night work. An employer is required to obtain a birth certificate if employing anyone under the age of eighteen and get written leave from parent or guardian before employing anyone under the age of sixteen. An employer must a lso keep a record of workers under the age of eighteen.Glanbia is a very organised and efficiently run company with an annual turnover of 3 billion.References(n.d.). Retrieved Feburary 2017, from www.vikingdirect.ie.(n.d.). 2015_Annual_Report. Glanbia.About us. (n.d.). Retrieved February 2017, from Glanbia.com.(n.d.). Glanbia_AR2014.Keenan, . (n.d.). Essentials of Irish Business Law. Gill and Macmillan.Our Heritage. (n.d.). Retrieved from Glanbia.com.