MONDELEZ INTERNATIONAL

[Course title]SSD

MONDELEZ
INTERNATIONAL
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2

TANG

TANG

"TANG - IT'S A KICK IN A GLASS." CONTENTS

MONDELEZ INTERNATIONAL
Mondelez International is rooted in the National
Dairy Products Corporation (National Dairy),
which was founded on December 10, 1923, by Thomas H. McInnerney. The company was formed to execute a rollup strategy in the fragmented
United States ice cream industry, and with acquisitions it expanded into the full range of dairy products.

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Contents
TANG ............................................................................................................................................................................................. 1
SECTORAL INFORMATION............................................................................................................................................................ 4
Porter’s Five Forces Model.................................................................................................................................................. 8
COMPANY INFORMATION ......................................................................................................................................................... 9
Company Snapshot ............................................................................................................................................................... 9
Mondelez International: SWOT Analysis ..................................................................................................................................10
C. Mondelez International, Inc. ..............................................................................................................................................11
Company Profile..................................................................................................................................................................11
Top Competitors for Mondelez International, Inc......................................................................................................................12
Corporate Financial News Releases ......................................................................................................................................13
Marketing...................................................................................................................................................................................14
SWOT analysis of tang juice ..................................................................................................................................................14
Marketing mix of tang: ...........................................................................................................................................................15
4P’s of marketing mix ........................................................................................................................................................15
PLC of tang ............................................................................................................................................................................17
BUSINESS FINANCE .................................................................................................................................................................18
Change in direct and indirect expenses ..............................................................................................................................18
Change in fixed assests .........................................................................................................................................................18
Working capital .....................................................................................................................................................................19
Debt – equity ratio for the quarter ......................................................................................................................................19
HUMAN RESOURCE MANAGEMENT .......................................................................................................................................20
Skill Set Required in a Company ......................................................................................................................................21
JOB DESCRIPTION AND JOB SPECIFICATION............................................................................................................22
Recruitment Sources ..................................................................................................................................................................24
SELECTION PROCESS ...................................................................................................................................................................25
INDUCTION PROGRAMS .............................................................................................................................................................25
Staff/officers/managers ........................................................................................................................................................25
TYPES OF TRAINING ....................................................................................................................................................................26
................................................................................................................................................................................................26
................................................................................................................................................................................................26
Recruitment sources of company ...............................................................................................................................................27
Performance Appraisal Model:..............................................................................................................................................27
THE APPRAISAL PROCESS .......................................................................................................................................................28
Employee Benefits Provided: .................................................................................................................................................28
Organization Culture: .................................................................................................................................................................29
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SECTORAL INFORMATION
FAST MOVING CONSUMER GOODS

1. MARKET OVERVIEW

Evolution of FMCG-

REFERENCE FROM :https://www.ibef.org

 FMCG is the 4th largest sector in the Indian economy
 The number of online users in India is likely to cross 850 million by 2025.
 People are gracefully embracing Ayurveda products, which has resulted in growth of fmcg
major, Patanjali Ayurveda, the company aims to expand globally in the next 5 to 10 years.
5 MONDELEZ INTERNATIONAL

THREE MAIN SECTORS OF FMCG

Food and
Healthcare
Beverages

Household and
Personal Care

FOOD AND BEVERAGES

 It accounts for 19 peercent of the sector
 This segment includes health beverages, staples/cereals, bakery products, snacks, chocolates
etc.

HEALTH CARE
 It accounts for 31 percent of the sector.
 This segment includesOTC products and ethicals.

HOUSEHOLD AND PERSONAL CARE

 It accounts for 50 per cent of the sector.
 This segment includes oral care, hair care, skin care, cosmetics/deodorants, perfumes,
feminine hygiene and paper products, Fabric wash, household cleaners.
6 MONDELEZ INTERNATIONAL

GROWTH IN FMCG SECTOR

https://www.ibef.org

• The FMCG sector in India generated revenues worth US$ 49 billion in 2016.

• By 2020, the revenues of the sector are forecasted to reach US$ 104 billion
• In 2016, revenues for FMCG sector stood at US$ 49 billion.
• In the long run, with the system becoming more transparent and
• easily compliable, demonetisation is expected to benefit organised players in the FMCG
7 MONDELEZ INTERNATIONAL

REVENUE SHARES IN INDIA

 Hair Care is the leading segment, accounting for 23 per cent of the overall market in
terms of revenue.
 Food Products is the 2nd leading segment of the sector accounting for 19 percent
followed by health supplements and oral care which has a market share of 16 percent
and 15 percent.
 8 MONDELEZ INTERNATIONAL

Porter’s Five Forces Model

THREAT TO SUBSTITUTES
 High – Presence of multiple
brands
 Narrow product differentiation
under many brands
 Price war

Bargaining Power of Suppliers Competitive Rivalry Bargaining Power of Buyers

 High – Private label brands  High – Low switching cost induces
 Low – Big FMCG companies are the customers’ product shift
able to dictate the prices through local by retailers are priced at a
sourcing from a fragmented group of discount to mainframe brands  Influence of marketing strategies
key commodity suppliers limits competition for the
weak brands

Threat of New Entrants

 Medium – Huge investments in
setting up distribution network and
promoting brands

 Spending on advertisements is
aggressive
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COMPANY INFORMATION

Company Snapshot

 Mondelez International, Inc., through its subsidiaries, manufactures and markets snack food
and beverage products worldwide.

 It offers biscuits, including cookies, crackers, and salted snacks; chocolates; gums and
candies; coffee and powdered beverages; and cheese and grocery products.

 The company’s primary snack brand portfolio includes Nabisco, Oreo, LU, and belVita
biscuits; Cadbury, Milka, Cadbury Dairy Milk, and Toblerone chocolates; Trident gums;
Halls candies; and Tang powdered beverages.

 The company was formerly known as Kraft Foods Inc. and changed its name to Mondelez
International, Inc. in October 2012. Mondelez International, Inc. was founded in 2000 and is
based in Deerfield, Illinois. Presently 90,000 employees associated to company.
10 MONDELEZ INTERNATIONAL

Mondelez International: SWOT Analysis

STRENGTHS
The company’s market dominance appears unlikely to slip, either, given the company’s emphasis on
innovation -- it routinely modifies core products when it sells them overseas, so as to make them better
fit local tastes -- and distribution growth.

WEAKNESSES
Uneven Execution: Mondelez has been hampered by capacity constraints in certain overseas markets, such
as India. Pricing missteps, most notably in Brazil and Russia, have also been something of a problem. Indeed,
in some cases, they enabled low-cost rivals to steal business.

OPPORTUNITIES
Emerging Markets: About 40% of the top line comes from developing markets, which puts Mondelez on
par with multinational behemoths like The Coca-Cola Company (KO - Free Coca-Cola Stock Report).

THREATS
Commodity Pressures: Rising input costs are a threat to Mondelez, as they are to most food processors. One
potential headwind worth watching is coffee prices, which appear set to rise significantly because of drought
and fungus in Brazil and large coffee-producing countries
11 MONDELEZ INTERNATIONAL

C. Mondelez International, Inc .

Company Profile
One of the world's largest snack companies, Mondelez International owns a
pantry of billion-dollar brands such as Cadbury and Milka chocolates; LU,
Nabisco, and Oreo biscuits; Trident gum; and Tang powdered beverages. The
company's portfolio includes global, national, and regional brands, many of
which are more than 100 years old. Biscuits (cookies, crackers, and salted snacks)
and chocolate account for most of the company’s sales. Mondelez, which operates
worldwide, generates most of its revenue outside the US.

GEOGRAPHIC SALES & MARKETING

OPERATIONS

Mondelez's portfolio of Mondelez has some Mondelez sells its

food and snack brands 150 manufacturing candy, snacks, and
are organized into five and processing beverages through
product categories. Its facilities in more than supermarket chains,
two largest, biscuits
50 countries, wholesalers,
(cookies, crackers and
salted snacks) and primarily in Europe supercenters,
chocolate, together and the AMEA warehouse clubs,
account for about 70% region. It also has mass merchandisers,
of total revenue. The about 130 convenience stores,
remaining product distribution centers, drug stores, and
categories include gum nearly two-thirds other retail food
& candy (some 15%), located in North outlets. The company
cheese & grocery America. also sells through
(nearly 10%), and independent sales
beverages (about 5%). offices and agents in
some of its
international
locations.
12 MONDELEZ INTERNATIONAL

Top Competitors for Mondelez

International, Inc.
• The Procter & Gamble Company (P&G) boasts dozens of
billion-dollar brands for home and health. The world's
The Procter & largest maker of consumer packaged goods divides its
Gamble Company business into five global segments that comprise its vast
portfolio of hair, skin and personal, oral, family,
feminine, and baby care product lines

• Unilever PLC, along with its Dutch counterpart, Unilever

N.V., constitute a global food, personal care, and
household products powerhouse. The group's vast
UNILEVER PLC
portfolio of consumer products includes more than a
Company
dozen global brands, including Hellmann's (mayonnaise),
Knorr (soups), Lipton (tea), and Dove and Lux (soaps),
that each ring up more than €1 billion)in sales

• Bringing together packaged food giants Kraft Foods and

The Kraft Heinz
H.J. Heinz, The Kraft Heinz Company is one of the largest
Company”
food and beverage companies in the world
13 MONDELEZ INTERNATIONAL
Corporate Financial News Releases
Google And OREO Team Up To Reveal Android
OREO
•New Android O Operating System Named After
World's Favorite Cookie, OREO
•EAST HANOVER, N.J., Google revealed that the next
version of its mobile operating system, Android, is
named after the world's favorite cookie 1 - Android
OREO. Historically, Google has named each
successive Android release after sweet treats like
Eclair, Ice Cream Sandwich and most recently, Nougat.
The Android OREO release marks a global
collaboration between the OREO brand and Google,
which kicks off with the debut of the Android OREO
superhero — a new character who personifies the
powers of this iconic duo and the features of the new
operatin
•system.
NEWS
Mondelēz International Named to the Dow Jones
Sustainability Index
•Continued strong performance driven by focus on
driving growth and building positive impact for people
and planet l Reflects company's commitment to
accelerate action against climate change and reduce its
global carbon footprint
•DEERFIELD, Ill., Sept. 12, 2017 (GLOBE
NEWSWIRE) -- Mondelēz International
(NASDAQ:MDLZ) has once again been named to the
Dow Jones Sustainability Index (DJSI) for both the
North America and World indices. The DJSI is a
globally recognized independent benchmark that
conducts comprehensive assessments of a company's
economic, environmental and social performance with
a strong focus on long-term value creation for
shareholders
Mondelēz International Opens Newest R&D Hub in
Poland
•Wroclaw facility is part of company's $65 million
investment in its global Technical Center network to
accelerate growth and innovation
•WROCLAW, Poland, June 07, 2017 (GLOBE
NEWSWIRE) -- Mondelēz International today
inaugurated its newest global Technical Center in
Wroclaw, Poland. This state-of-the-art facility will
support new products and technologies for many of the
company's iconic Power Brands, including Milk and
Cadbury Dairy Milk chocolate as well as Oreo, belVita
and Barni biscuits.
Mondelēz International Names Glen Walter EVP
and President, North America
•CPG Veteran Brings Extensive Brand-Building and
Commercial Expertise to Role l Tim Cofer to Return
Full Time to Role as Chief Growth Officer
•DEERFIELD, Ill., Oct. 25, 2017 (GLOBE
NEWSWIRE) -- Mondelēz International today
announced that Glen Walter, 49, will join the company
next month and become Executive Vice President and
President, North America. In this role, he will be
responsible for leading the company's $7 billion
business in the United States and Canada, which
includes Power Brands such as Oreo and belVita
biscuits; Triscuit and Good Thins crackers, Trident
gum and Halls cough drops.
14 MONDELEZ INTERNATIONAL

Marketing

SWOT analysis of tang juice

Strengths: Weaknesses:
•Maintains water-electrolyte balance and provides •Seasonal variation with respect to sales (Ramadan and
instant energy summers)
•Acts as a source of essential nutrients and provides •Advertisements lack creativity
immunity from diseases •Lack of variety in flavors
•Sold in small packs which are more convenient foe
shopkeepers as it takes less shelf space
•Competitively economic and easy to buy
•Strong distribution network
•Economic price

SWOT
Opportunities: Threats:
•Population of Pakistan is increasing at a considerable •Growing competition in instant drink industry
rate per year •Increasing cost of advertisement
•Target multiple types of consumers •Rising cost raw materials and ingredients
•Growing health awareness •Growing preference for fresh juice
•Introduce new flavors to boost sales
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Marketing mix of tang:

Tang Juice as the name suggests is associated with beverage industry. It was formulated for the
first time in the year 1957 by William A Mitchel, a food scientist at General Foods Corporation.
Tang Juice was marketed in the year 1959 in its powdered form. Currently, it is a subsidiary brand
of its parent company Mondelez international. Tang is a global leader in powdered drink mix
category. It faces competition from the following:

Rasna Nimo pani

Thanda Orange
Energile Sunsip

4P’s of marketing mix

Product:
 Tang Juice is a beverage with fruit flavors and great taste. It is sold in both ready-to-drink and
powdered form and both have the same taste. It does not contain caffeine contents and is also
available in sugar-free version since the year 1985.
 In the year 2007 new variant of Tang was introduced with artificial sweeteners. Tang offers a
real drink with high nutrition content of vitamin C and minerals like zinc and iron. Some of its
popular variants are based on local preferences and tastes. Tang Juice is available in 14-ounce
and 7-ounce glass jars. Its variants in different parts of world are as follows

 Orange
 Strawberry
 Peach
 Tangerine
 Lime
 Mango
 Orange Pineapple
 Orange kiwi
 Orange Strawberry
 Grape
 Tropical Passionfruit
 Cashew
 Guava
 Orange banana
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 Wild Berry

Place

Tang Juice started its

Tang Juice has manufacturing
operation from American soil in the
facilities in France and Mexico and
year 1957 and was launched in the
its facility in India was opened in
overseas market at Venezuela in the
the year 2011. The brand has a
year 1959. It has spread
strong and widespread distribution
its product presence to
network and it also takes help of its
emerging markets in Middle-
parent company to distribute items
East, China, Asia and Central and
far and wide. Channel includes
Eastern European countries. It is
services of manufacturers, retailers
easily available in nearly thirty-five
to reach consumers via discount
countries of the world like, India,
stores, convenience stores, hyper
France, China, Saudi Arabia,
markets, super markets, grocery
Romania, Egypt-Turkey,
stores and corner shops.
Philippines, Argentina, Vietnam,
Indonesia and Brazil.

Price

Tang Juice is popular refreshment because of great taste and

affordable rates. It is a billion dollar brand that has found
acceptance amongst common masses in the consumer market.
At the end of the financial year, 2015 Tang Juice had
estimated revenues of 900 million dollars with 25% of the
total revenues being earned by its orange flavor.

.
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Promotion

Tang Juice is a product for masses and the company has adopted aggressive and intensive brand
campaign to create positive visibility in the consumer market. Its ads are shown via newspapers,
magazines, billboards, television, radio, in-school events like sports day and children’s day and summer
campaigns at malls and theatres. Tang also advertises via social media platforms
in Twitter, YouTube and Facebook page.

PLC of tang

Introduction growth maturity decline

Tang juice

The Growth stage is the second of stage in the product life cycle, and for
many manufacturers this is the key stage for establishing a product’s
position in a market, increasing sales, and improving profit margins. This is
achieved by the continued development of consumer demand through the
use of marketing and promotional activity, combined with the reduction of
manufacturing costs. The product tang is at its growth stage because it’s
trying to establish its position in the market and try to increase its sale and
improving its profit margin.
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BUSINESS FINANCE

2016 Total Revenue = $25,923,000

Gross Profit= $10,128,000

Net Profit= $1,659,000

Gross Profit Margin= 39.07%
Net Profit Margin= 6.4%
Change in direct and indirect expenses

direct expenses 2016 2015 difference % change

cost of revenue 15795000 18124000 2329000 12.8503642
other operating items 176000 181000 5000 2.76243094

Indirect expenses 2016 2015 difference % change

sales, general and admin 6540000 7577000 1037000 13.6861555
non recurring item 852000 901000 49000 5.43840178
interest expenses 1115000 1013000 -102000 -10.069102
income tax 129000 593000 464000 78.2462057
other 176000 181000 5000 2.76243094

Change in fixed assests

Year 2016 2015

Fixed Assets $8,229,000 $8,362,000

From the above data we can say that fixed assets are not purchased for the year 2016 instead it is
discarded and the amount of discarded fixed assets is $133,000
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Working capital

current assets current liabilities working capital

$8,480,000 $14,417,000 -$5937000

Debt – equity ratio for the quarter

Sept. 30, 2017 0.7158

June 30, 2017 0.7302

March 31, 2017 0.7161

Dec. 31, 2016 0.6836

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HUMAN RESOURCE MANAGEMENT

1. Organization Structure

REFRENCE: https://www.theofficialboard.com
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Skill Set Required in a Company

 A lot has been changed over the years in the MONDELEZ INTERNATIONAL. Due to the
introduction of new technology and the breaking down of global and traditional industry
barriers the method of doing business has been changed.

 The Company generally want those individuals who have certain qualities and skills to be
successful in the company. Skill Sets are as follows:

1. Plan and Focus: The employees

should be focussed on achieving the 2. Training and
goal of the organisation. He should Assessment.
give importance to the fulfilment of
organisation goals than his personal
goals
3. Ambition and Risk-Taking: The
employee should be ambitious and must
have the ability to take up risks and
overcome them.
Commitment to employees and customers

4. The Company should be loyal to its

customers and give them the best products.
It should also be loyal to its employees by
providing them with the best work culture. 5. Attitude and Ethics: The
Company should abide by
its core value and ethics

Technical Skills
Good Communication Skills
Supervising Skills
Management Skills
Negotiating Skills
22 MONDELEZ INTERNATIONAL

JOB DESCRIPTION AND JOB SPECIFICATION

At Mondelēz International, they fearless in taking an unconventional approach to reaching our

customers and consumers. Bold in asking the questions others are afraid to ask. Courageous in how
we find new ways to work with each other and our partners .

Reference: https://careers.mondelezinternational.com

Marketing at Mondelez International is a globally connected function. they take on a hands-on

marketing role to launch our brands in developed or developing markets, or take on a role that
is more about sharpening our strategic focus, setting our marketing vision or inspiring others.

Marketing roles fall broadly into five areas:

 Activation involves implementing the plans to engage with consumers and develop our
customer base to meet our profit targets. Roles include Marketing Manager and Brand
Manager.
 Innovation focuses on finding new ways to market our brands. Progression could be
from Innovation Manager to Innovation Director and then Innovation Vice-President.
 Equity is about securing maximum value from the advantage of having well-known
brands. Roles include Equity Manager and Brand Director.
 Marketing Services takes a holistic view of our brands and provides vital support to
maximize their profit potential. Roles include Marketing Services Manager and
Marketing Services Director.
 Cross-functional teams work across a number of brands in a given category,
such as Biscuits or Chocolate. Roles include Key Account Manager, Sales
Insight Specialist or Category Development Manager.
23 MONDELEZ INTERNATIONAL

Finance creates and protects value across all our activities. It plays a vital role in assessment and
planning to meet our resourcing needs. And it manages the Profit & Loss of every area of our
business, as well as maintaining compliance with financial regulations audit requirements and
international tax laws, which vary in complexity.

Reference: https://careers.mondelezinternational.com

Finance is organized into eight sub-functions, each of which offers a rewarding career
path:

 Finance Controlling manages the tools that allow us to evaluate actuals

against forecasts. It assesses our financial effectiveness to keep our business
on track and, ultimately, signs off our books. Entry roles include Internal
Controls Analyst and Financial Accountant, with a path to roles such as
Regional Financial Controller.

 Tax ensures correctly reporting income for tax purposes, and remain in
compliance with tax policies and laws. It includes income tax planning, income
tax compliance and reporting, and tax governance. Entry roles include Tax
Analyst, with a path to roles such as Director Tax.
24 MONDELEZ INTERNATIONAL

HR is shaping the future of Mondelēz International – driving top-tier financial performance, creating a
‘great place to work’ and developing the world-class capabilities to help us win in our key markets.

Reference: https://careers.mondelezinternational.com

We have a global HR operating model that comprises three components: define and design

 Define – credible HR activists with a commercial focus partner leadership teams to

drive business performance. They define and implement business and HR priorities,
ensuring that we ‘play to win’ in our markets. Roles include HR VP and HR Business
Leads for global functions, regions or countries.

 Design – Centers of Expertise (COE) design solutions, programs, tool and processes to
support business priorities. They are trendsetters, enabling us to deliver the best in
areas such as talent acquisition, learning & development, rewards & recognition and
performance management. Roles range from Talent Management Specialist and
Executive Compensation & Benefits Manager to Global Learning Manager and Region
Rewards Manager.

Recruitment Sources
25 MONDELEZ INTERNATIONAL
Word Of Mouth: More and more employers of all sizes acknowledge the power of word-of-mouth
job referrals

Specialist Recruitment Agency: The recruitment agencies send prospect candidates fulfilling the job
requirements for an interview. The use of a specialist recruitment advertising agency enables
organizations to receive professional advice on media, design and copywriting specifically related to
the recruitment process.

Advertisements: Recruitment advertisements may be the first impression of a company for many
people, and the first impression the firm makes goes a long way to determining interest in the job
opening being advertised.

Networking: Using networks to find talent and job candidates. When recruiting for talent, startups
often compete with larger organizations although they have far fewer resources.

SELECTION PROCESS
Since all the three positions come with huge responsibilities the selection process needs to be precise
and accurate.

1. Qualities to look for Intelligence

2. Humor
3. Presence Of mind
4. Compatibility Of Candidate

INDUCTION PROGRAMS
Staff/officers/managers
 This is carried at the very beginning when any new employee enters the office at any
level.
26 MONDELEZ INTERNATIONAL
 The department prepares a schedule for the employees as per which he is required to
spend a specific time in each department which is also known as job rotation. He reports
to the respective department head during this time.
 The objective of the program is to familiarize the employee with the work culture of
Mondelez international and its different departments and have overall view about the
organization.
 Workers Here the worker is called for a general shift for 2 days for working under a
senior worker to familiarize him with the welfare facilities like punching card, canteen
etc.

TYPES OF TRAINING
Most HR managers use a variety of these types of training to develop a holistic employee.
Technical or Technology Training

Depending on the type of job, technical training will be required. Technical training is a type of
training meant to teach the new employee the technological aspects of the job.

Quality Training

In a production-focused business, quality training is extremely important. Quality training refers

to familiarizing employees with the means of preventing, detecting, and eliminating non quality
items, usually in an organization that produces a product

Skills Training

Skills training, the third type of training, includes proficiencies needed to actually perform the
job. At Mondelez international skills training is mainly given to the workers or staffs .

Soft Skills Training

Soft skills refer to personality traits, social graces, communication, and personal habits that are
used to characterize relationships with other people.

Professional Training and Legal Training

In some jobs, professional training must be done on an ongoing basis. Professional training is a
type of training required to be up to date in one’s own professional field.
27 MONDELEZ INTERNATIONAL

Recruitment sources of company

 Campus Recruitment :
Visiting educational and training institutes/campuses for recruitment

 Headhunters :
Institute of engineers, All India Management Association, etc. provide placement service
to the members.

 Deputation :
Sending an employee to another organization for short period of two to three years

 Word-of-mouth :
The word is passed around the vacancies or opening in the organization

 Raiding or Poaching :
In this method the rival firms by offering terms and condition, try to attract qualified
employees to join the company.

Performance Appraisal Model :

Performance appraisal may be defined as a structured formal interaction between a
subordinate and supervisor, that usually takes the form of a periodic interview (annual or in
which the work performance of the subordinate is examined and discussed, with a view to
identifying weaknesses and strengths as well as opportunities for improvement and skills
development.
28 MONDELEZ INTERNATIONAL

THE APPRAISAL PROCESS

Establishing PerformanceStandard

Communicate Performance expectations to employees

Discussion with the employees and identification

development programs to bridge the gap.

Initiate action

Employee Benefits Provided:

Employee benefit services:

Mondelez international Industries provide an excellent platform for experienced professionals to
enhance their careers with phenomenal learning experiences. They provide many benefits and services
so that the employee can enjoy the working condition and have a great future in the organization.

ORGANIZATION PROVIDE BENEFITS TO MEET THE EMPLOYEE DEMAND, TRADE UNION DEMAND AND
EMPLOYER PREFERENCE.

Benefits Services

Premium Payments Transportation Facilities

Employment Securities Financial and Legal Services

Safety Benefits Educational services

Health or medical benefits and Insurance Flexible Time

Welfare and Recreational Facilities Outplacement service

29 MONDELEZ INTERNATIONAL
Insurance Benefits Cafeteria Service

Maternity Benefit Child Care facilities

Organization Culture:
For a good working environment organization culture plays an
important role. It has an effect on the organizational work. The
employee needs to have a good working environment so that the
jobs which are allocated to them can perform efficiently. Many
employees have given feedback about the organization culture they
are having.

Currently Employed--- I have been working at Mondelez international Industries Limited full-time
Pros-- good work culture
---push you beyond your limit
Cons--- target is high
---low work life balance
Previously Employed--- I worked at Mondelez international Industries Limited full-time (More than 3
years)
Pros---Fast growing company
---Good opportunity to learn and grow
---Very ambitious growth plans for the company
---Top leadership is very good
---Improved employee benefits including Maternity leave- 6 months, work from home - 4 days a
month etc.
Cons--- Chances to switch to different functions are break.
30 MONDELEZ INTERNATIONAL