_x000C_Elite Food Services Case Study

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B120 TMA Fall 2011
TMA will be marked out of 100 and is worth 20% of the final mark. Cut-off Date: 18th of December, 2011 Word Limit: 2400 Words

Criteria for Mark Distribution
Word Count Use of ESources Total marks

Criteria Marks

Q1

Q2

Q3

Q4

Referencing

10

25

20

25

10

5

5

100 marks

Mark Deduction for Plagiarism Total Mark After Accounting for Plagiarism

Out of 100

Plagiarism As a student at this level you should start to acquaint yourself to the penalties of copying from sources and/or from your fellow students. You should also understand that any plagiarised and/or copied assignment will result in a heavy market deduction. The following mark deduction distribution is applicable. Percent deduction Marks deduction Complete Plagiarism/Copied Above 75% copied Deduct 60% off their total mark. 50 to 75% copied 50 to 25% Deduct 10% Below 25% Deduct 5%

Zero mark.

Deduct 45%

Referencing It is imperative that you cite the references in the TMA properly. To do so, you ought to use the Harvard Referencing Style. Failing to comply with this rule will result in penalization by point deduction. Also, you should try to use recent and updated references instead of old ones.

Elite Food Services Case Study
Elite limited is a retail company, a major retail establishment in Australia. It has established major store throughout these countries having a wide array of consumer product lines from food to non-food, liquor, grocery items, electronics, general merchandise and many others. Elite is committed to helping sustain the communities that support its stores, not just in terms of providing jobs and services, but also in creating a wider range of opportunities to foster closer links between its stores and the communities it serves. Elite places a high importance on supporting employees to ensure they successfully adapt to its new role and the organisation. It introduces an induction program for all trading businesses and a regular business orientation led by members of the senior management group, as well as executive transition coaches. Currently, Elite employing almost 200,000 people houses more than 3000 staff. Over 45% of this workforce is under 25 years old, and it is also the country’s largest employer of trainees and apprentices. The company’s long term goal is to have a workforce that proportionally represents Australia’s diverse population. It drives the establishment of effective training and employment programs to enable the workforce a good access and retain jobs across all Elite business. During 2010, there was a notable reduction in labour turnover with a decrease of 4.16% Company-wide. Supermarkets, Petrol, Liquor and Consumer Electronics were some of the key divisions that contributed to this reduction. Elite recognizes that people are crucial to its success, which is why all of its staff have access to the training, education and services they need. In 2010, Elite invested over $63 million into learning and development initiatives. This spanned core training programs, training for new employees and leadership programs for managers and executives. As management and executive development is key to building leadership capability for the future, there were a number of programs which were effective in preparing people for more complex future roles that were also delivered during 2010. of what actions in the business reflect the qualities to complement these workshops. Typically, external recruitment focuses on specialist roles, often at its corporate support office in Norwest, Sydney. Elite sources candidates through a variety of channels to ensure the location of best suited to the roles and Company. These include online job boards, industry magazines, recruitment agencies, employee referrals and word of mouth, career expos and press advertising. It is part of its strategy to be committed to protecting the safety, health and welfare of its employees, customers,...
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