TOPIC: Workforce reductions and compensation and benefits within external studies
TITLE: Anheuser-Busch InBev
THESIS STATEMENT: Anheuser-Busch Inbev has characterized their management style and success through factors of workforce reductions and compensation and benefits in recent years.
A. Definition of workforce reductions and compensation and benefits B. Discuss importance of workforce reductions and compensation and benefits within a company C. Anheuser-Busch InBev
II. Company History
D. History of Anheuser-Busch
E. History of Inbev
F. Anheuser-Busch Inbev merge
G. Current management practices
III. Workforce Reductions
B. Blue Ocean
IV. Compensation and Benefits
A. CEO Carlos Brito
B. Corporate culture
C. Definition of meritocracy
D. Retiree health care and pensions
V. Counter Arguments
A. Summarize importance of workforce reductions and compensation and benefits B. Future of Anhesuer-Busch InBev
1. Larger profits and growth
2. Higher performance
Workforce reductions and compensation and benefits are two Human Resource factors that if managed properly, can create a successful business. Workforce reductions relate to the act of suspending or dismissing an employee due to lack of work or because of corporate reorganization. Compensation and benefits relate to direct and indirect benefits including salary, allowances, bonuses, commission, insurance, pension plans, and vacations that employees receive from their employer. (BusinessDictionary.com) Workforce reductions have become a necessary practice for many businesses as the economy and markets have changed. Many businesses have found that there is less of a necessity for particular jobs, and the demand for work in some departments has become limited. Additionally, compensation and benefits are necessary business factors that are used to attract, motivate, and retain employees. This affects the company’s recruitment rate, retention rate, and employee satisfaction. While the economy has gone through many changes in recent years, it is important for businesses to design compensation and benefit packages that are attractive and effective for employees. Anheuser-Busch Inbev has characterized their human resource management style and success through factors of workforce reductions and compensation and benefits in recent years. Anheuser-Busch was established in St. Louis, Missouri in 1860. Many German immigrants came to St. Louis during this time creating a large focus on brewing beer. The company quickly expanded to more than 50 breweries, and continued to grow further during the years to come. Anheuser-Busch remained successful when national Prohibition became a law by keeping their doors open and diversifying to remain in business. The company marketed more than 25 different non-alcohol products which included soft drinks, truck bodies, and ice cream. On April 7, 1933, beer was re-legalized, and production and growth continued. By 1957, Anheuser-Busch was declared the leading U.S. brewer. (Anheuser-Busch) In 1987, the two largest Belgium breweries merged: Artois and Piedboeuf, forming Interbrew. In 1999, the two largest Brazilian brewers merged: Antarctica and Brahma, forming AmBev. In 2004, both Interbrew and AmBev merged to form the world’s largest brewer, InBev. Finally, in November of 2008, the merger between Anheuser-Busch and Inbev was completed, resulting in the leading global brewer in the world. Their dedication to heritage and quality is rooted from prior mergers of strong brewers. Anheuser-Busch Inbev (AB Inbev) is now a multinational beverage and brewing company and is one of the top five consumer product companies. The company has 14 brands that individually generate over 1 billion dollars per year in revenue. This is out of a portfolio that includes more than 200 brands. The most familiar global and regional brands...
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