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The demand and supply for clean label trend have been growing continuously during the last years. Consumers are increasingly choosing to buy products that contain health and sustainability information. The negative perception of additives, colorants, palm oil, gluten and Monosodium Glutamate has been discussed and has put the food industry for challenging and expensive product adaptations such as recipe changes and design rejuvenation. A literature review based on academic journals and books provides an understanding of the consumer action’s and the food industry’s reactions related to the clean label trend. Furthermore, factors that influence the rise of the clean label trend are discussed. Health and nutritional claims are defined. Additionally, the motivators of a food choice for German consumers are examined. Lastly, an eye-tracking study was conducted to gain insights into consumers visual attention to areas of interest on a stimulus.
Matured markets and rising global competition lead to new challenges for the
manufacturing industry. Lean Production provides an approach to meet those challenges,
even more, to gain competitive advantage by improving the efficiency of processes. As
implementation of Lean Production is associated with high investments in form of time
and money, there is a high demand to measure these improvements. But standardized
Balanced Scorecards (BSCs) and classical Key Performance Indicators (KPIs) are not
designed to show those occurring changes.
This thesis reviews current literature researches and elaborates possible indicators to make
Lean efforts measurable. This approach is further analyzed based on the example of the
implementation of Shop Floor Management in a medium-sized, international automotive
supplier. The thesis results in a proposal of a concrete set of indicators.
People are surrounded by many offers every day, a discount, a gift or a special sale. A walk through a store can lead us to purchases which are not necessary but in our minds are worth it. Pricing may be one of the easiest ways to influence consumers and to make products more attractive.
This study compares the pricing practices “use of word free/free offers” for example buy one get one free and “discount.” Those two practices have different influences on the consumer behaviour and the product perception. A discount tends to be less worth it than a free offer if an average customer would be asked. A survey of over 200 people was made to witness this statement.
This number of people were divided into two groups which were asked different questions via an A/B testing survey. Group A was asked about a free product, and group B was asked about a discount. Additionally, this study includes a field validation in the form of observation. Customers of a transregional drugstore were observed when buying a product. This drugstore where the validation was made offers a bi-weekly brochure with promoted products. Among them are discounts and free offers. The number of sales was compared and analysed to confirm the results of the survey.
This bachelor thesis explores the opportunities of Talent Scouting at ZF Friedrichshafen AG in terms of a cross-divisional internal talent management measure in line with future requirements and the frame of a CoE function. It deals with the definition of talent within the scope of Talent Scouting, ZF specific demands with regard to matching internal talents with key positions and the general framework that must exist in order for Talent Scouting to be successful.
The thesis is supported with primary and secondary research data. A theoretical framework is set up through a comprehensive literature review and used as a foundation for a qualitative data research approach. The literature review comprises the talent definition within the business scope, the frameworks of TM and a first look at Talent Scouting. Furthermore, relevant internal TM measures at ZF are examined. The research includes expert interviews conducted with ZF internal employees. The gained insights are then discussed and concluded into recommended actions for a Talent Scouting process at ZF.
Major findings include a new understanding of talent and the need for a transparent process to encourage and enforce internal mobility division-wide. Additionally, the requirement for an overall coherent TM strategy is accentuated. This is emphasized with demands for a cultural and organizational mindset change. Additionally, a talent life cycle is established and the concept of a Talent Conference is considered. Further topics discussed include the use of big data, staffing rules in placement processes and possibilities on increasing visibility of talents.
Finally, the thesis provides a brief outlook on the potential of people analytics and system-aided processes for HRM in the future.