Iceland Ltd Human Resource Management Analysis

Iceland Ltd Human Resource Management Analysis The organization chosen for the given three tasks is Iceland Ltd. An affiliation cant come up with a superb gathering of working specialists without incredible Human Resources. The key components of the Human Resources Management (HRM) aggregate consolidate enrolling people, setting them up, execution assessments, awakening delegates and furthermore workplace correspondence, working environment security, and a great deal of other stuff. The HR executives devise courses of action and methodology for getting the right kind of people. They arrange the criteria which is most fitting for a specific expected arrangement of duties. Their diverse endeavors related to enrollment join figuring the duties of an agent and the degree of errands consigned to him or her. In light of these two factors, the understanding of a delegate with the association is prepared. At whatever point required, they also offer planning to the employees as demonstrated by the necessities of the affiliation. Henceforth, the staff people find the opportunity to sharpen their present capacities or make specific aptitudes which therefore, will help them to take up some new parts. A not too bad working condition is one of the points of interest that the agents can envision from a viable human resource gather. A secured, spotless and strong environment can draw out the best in a delegate. An intriguing air gives the staff people work satisfaction as well. The HR talks with the staff freely from time to time and gives all the critical information concerning their displays and besides describes their specific parts. This is invaluable as it engages them to shape a design of their normal destinations in much clearer terms and in this way, helps them execute the targets with most perfect attempts. 1.1 Human resource management is the new form of personnel management. There is no any watertight contrast between human resource management and personnel management. Be that as it may, there are a few contrasts in the accompanying matters. A HR administrators part is to guarantee that business directors apply HR arrangements and methods reliably through all specialty units. This creates organizations crosswise over various groups, which bolsters corporate points and targets. (Accounting-management, 2009) PERSONNEL MANAGEMENT HUMAN RESOURCE MANAGEMENT Personnel management is a customary approach of overseeing individuals in the association. Personnel management concentrates on faculty organization, worker welfare and work connection. Personnel management expect individuals as a contribution for accomplishing craved yield. Under personnel management, faculty capacity is attempted for representatives fulfillment. Under personnel management, work configuration is done on the premise of division of work. Under personnel management, representatives are given less preparing and advancement openings. In personnel management, choices are made by the top management according to the tenets and control of the association. Personnel management concentrates on expanded generation and fulfilled representatives. Personnel management is worried with personnel director. Personnel management is a standard capacity. Human resource management is a current approach of overseeing individuals and their qualities in the association. Human resource management concentrates on securing, improvement, inspiration and upkeep of HR in the association. Human resource management expect individuals as an imperative and significant resource for accomplishing coveted yield. Under human resource management, regulatory capacity is attempted for objective accomplishment. Under human resource management, work configuration capacity is done on the premise of gathering work/cooperation. Under human resource management, representatives are given all the more preparing and improvement openings. In human resource management, choices are made on the whole subsequent to considering representatives interest, power, decentralization, aggressive environment and so on. Human resource management concentrates on adequacy, culture, profitability and workers investment. Human resource management is worried with all level of administrators start to finish. Human resource management is a vital capacity. 1.2 In every association, there are a few functions tending to the motivations behind the association. Since human resource management is a fundamental and basic issue for association so HRM has additionally a few capacities like recruitment and choice, execution, preparing and improvement and so forth. Hiring demonstrates the entire exercises from circular for workers to definite selection. In this range expected set of responsibilities, circular, various composed or viva voice, transaction and last contract to the chose people. Preparing and improvement alludes to the basic learning and lessons about the information expected to play out the occupations. Representative advancement likewise alludes to develop workers as viable and proficient for particular employments. The association need to ensure that individuals they have the correct aptitudes and experience to execution work getting it done now and in future. To address the motivations behind Iceland, the human resource management duties are assuming an imperative part. Iceland has a reasonable and particular representative recruitment strategy. Iceland dependably lean towards quality as opposed to quantity. Iceland dependably attempt to favor the gifted, ability and shrewd representatives with no segregation. This recruitment approach is exceptionally adding to Iceland to guarantee todays lucrative position in market. Iceland has some master mentors by whom it acclimates the successful preparing and learning session. (Human resource management functions HR l concepts l topics l definitions l abour laws l online, no date) 1.3 (The HR Answer Book) It is past depiction matter that the parts and obligations of line chiefs of any association is critical to accomplish definitive objectives of that association (Bose lie, Dietz and Boon, 2005). Since the key capacities are administered by the line directors so line administrators ought to be exceptionally earnest, devoted, educated and legit. Iceland todays notoriety and lucrative position in market is being conceivable by a solid and particular administration framework. One of the remarkable component of this accomplishment is the parts and duties of line administrators. The parts and obligations of line directors of Iceland are particular. Line supervisors dependably regulate their subordinates appropriately. Line administrators of Iceland are exceptionally dependable regarding aiding and critical thinking in every day operations of their subordinates. In light of the way of life of Iceland, there is a solid relationship between the line chiefs and their subordinates. This relationship helps the workers take Iceland as their own particular association. Furthermore, by dint of this relationship situation Iceland is presently at this level. 1.4 (The HR Answer Book) From the earliest starting point of 21st century, business associations and its exercises are administered by a certain and compelling institutional administrative structure. This administrative system impact the general exercises of business association. Whats more, human resource management is a key issue to be impacted by administrative structure. Administrative system is quite impact the human resource office when organization goes for universal operations for business exhibitions. Iceland is intense and delicate as far as separation in human resource administration work on concerning the moral and legitimate point of view of lawful edge work. Human resource administration division of Iceland is additionally affected by lawful structure in wording on work question, work relations, work rights, remuneration, representative workplace, association demeanor towards its workers etc. The another zone of human resource administration to be impacted by lawful system is equivalent worker opportunity. So the effect of administrative system of Iceland positive as Iceland dependably attempt to accomplish the best by its dedication to satisfy the standards and directions law and morals. 2.1 (The Big Book of HR) It is said that, a right plan is half of done. Human resource arranging alludes the procedure and system and assurance the necessities of an associations human resource. Arranging is must for an association. Without appropriate arranging no action can be performed splendidly for most extreme cases. Since human resource administration is a crucial element for association so significance of getting ready for human resource is exceptionally fundamental. There are some vital explanations behind Iceland making arrangements for human resource arranging. Some of those motivations to be talked about at this point. Firstly Iceland dependably attempts to make the connecting between associations procedure to human resource arranging. Iceland likewise requirements for making arrangements for evaluating momentum HR, deciding the interest for work, anticipating the future work supply, finding or looking the required representatives, coordinating the request and supply for work. Human resource arranging helps Iceland to deal with its human resource adequately and effectively. 2.2 (Michael Armstrong Armstrongs Handbook on Human Resources Management) For human resource recruitment there are some standard stages that can be received by an association. Those stages are practically normal for medium and substantial size of associations. Be that as it may, for accomplishing or benefiting upper hands as far as human resource numerous associations are currently honing at those phases in to some degree diverse ways. Iceland is exceptionally notable and popular brand in the business world as far as its cooperative attitude regarding representative determination process and worker and boss relationship. For this Iceland needs to receive some recruitment stages viably and proficiently. Two noteworthy phases of Iceland recruitment of workers are recruiting sources and meeting the association. Firstly Iceland should attempt to keep up by its recruiting sources by inside source, worker referrals and suggestions, outside hunts with notice, representative office, school, college, spontaneous candidates. Whats more, meeting the association incorporates resumes gathering, some last comments, viva voice lastly the recruitment is happened. 2.3 Recruitment and choice process is one of the real issues of human resource administration. A definitive achievement or disappointment significantly relies on upon recruitment and determination procedure of any association. Recruitment and determination process differs from association to association and nation to nation. A few contrasts are seen between the recruitment and determination procedure of Iceland and Tesco, Sainsburys. From the foundation of Iceland it has been realized that Iceland take after a reasonable and non-segregation for recruitment and choice process. Corporate administrations are completely trailed by it. Adjacent to that it attempt to choose the dynamic, keen, informative individuals. Iceland recruitment and determination handle begins with ad and finishes with useful or demo session. The huge contrasts are seen amongst Iceland and three others specified above in recruitment and choice process regarding inside determination, contracting individuals for conclusi ve choice process and so forth. (SHRM, 2016) 2.4 On the off chance that we attempt to assess the viability of the recruitment and determination methods in above chosen associations we can state that the recruitment and choice procedure of Iceland is exceptionally viable contrasted with others. The procedure or system took after by Iceland guarantees the equivalent representative open doors. Reasonable and required representatives can be chosen by that way. One the other hand for other three associations there may inward determination prepare that can come about howl the desire execution level. Iceland never inclines toward nepotism regarding recruitment and choice process that guarantees the viability and proficiency as far as exhibitions. In any case, there might be some issue emerge since a couple minute perception by test and viva may not generally function admirably. In such manner inward recruitment and determination prepare at times function admirably since by this procedure restorative recruitment is conceivable at a more noteworthy degree. (Todays news, 2016) 3.1 Regularly there is a solid relationship between reward framework and inspiration. Inspiration can originate from numerous ways. Suitable reward framework is one of them. From the above contextual investigation it has been seen that inborn needs comes about the solid inspiration for the workers. The inborn needs are the requirements of the individual needs. Individual, for the most part, have various key mental needs including the need to feel that worker can accomplish something great, they should be a part of gathering, the requirement for regard and consolation from others. Those necessities may originate from some specific issue like advancement, settling on choice, adding to a group, doing assortment of undertakings etc. Iceland is such an association, to the point that has a solid duty to address these issues by occupation pivot, worker engagement, representative inclusion in basic leadership that dependably make a solid connection amongst representative and boss. 3.2 There is a cozy relationship between employment or execution assessment and installment. Be that as it may, installment methodology may differ association to association and nation to nation over the world. In a few associations employment or execution assessment is just a single criteria to decide the installment. Also, it is valid for little retail association for the most extreme cases. Be that as it may, if there should arise an occurrence of extensive size based enterprise different variables with employment assessment might be considered as vital issue to decide the installment or pay. In light of the situation of Iceland it has been watched that, are three strategies for occupation assessment are seen like requesting technique, grouping strategy and point strategy. Requesting technique otherwise called positioning strategy for the most part comprised by both administration and worker agents organizing work from most astounding to least request. (SHRM, 2016) 3.3 As indicated by the specialists of human resources administration, four sorts of reward framework are there honed by the associations. They are continuously inborn versus outward reward framework, money related versus non-monetary reward framework, work put issue: work improvement, execution based versus participation based reward system. The thought process and objective of every association is not same. So one reward framework is successful for one association. It differs association to association. In the event that we attempt to survey the reward arrangement of Iceland it can be seen that Iceland is taking after the natural reward framework that is exceptionally powerful for this association. The workers of this association is such a great amount of satisfied to this reward framework. The qualities or elements of inborn reward framework are extremely useful for its representatives as this reward framework incorporates cooperation in basic leadership, more noteworthy occupation flexibility and watchfulness, obligation, all the more intriguing work, self-awareness openings, differing qualities of exercises. These all components are exceptionally useful to propel and hold the workers of this association. (SHRM, 2016) 3.4 Observing workers and execution administration is one of the key calculates human resources administration. Without legitimate observing and execution administration a firm or association cant see a definitive achievement in future. When we attempt to look at the strategies embraced by Iceland to screen representatives execution a few inquiries might be extremely useful to analyze it. Those inquiries ought to be (1) Is the strategy performed well? (2) Are there any productive techniques more compelling than that of it? (3) How really it functions admirably? Finding every one of the solutions from the handy situation we ought to observe to Iceland way to deal with do it. We can see that Iceland is extremely willing to draw in its workers in basic leadership, to employment advancement and so on. The motivations behind Iceland are being accomplished thusly. Presently we can think if this association takes other techniques to screen its representatives then what will be the genuine situation? The answer can be exceptionally critical. So one might say that the strategy took after by Iceland is working well for it. ([emailprotected] snippet, 2017) 4.1 (The Managers Guide to HR- Max Muller) As I have said there are some particular purposes for end of work like end of business operations, minimizing the work cost, out of line method for representatives, work debate and so on. Faisals termination at the Chicken Master was truly justified as he was paying no attention to the work. His absence during working hours, inefficiency in work was the main reasons. He used to ignore his duties while spending time on calls with her wife or daughter. He was an irresponsible worker. As he was also caught in pornography and other non-acceptable stuff, Bob did the right thing by cancelling his contract. Bob was very much justified in doing so as he warned Faisal a lot of times about his issues but Faisal paid no heed to it. When we see the explanations behind discontinuance of work with uncommon motivations to the associations it is to specify that the suspension rate of work of the Chicken Master is low. For the most extreme cases suspension of work in an organization happens for misrepresentation and most elevated truancy rate of representatives, money related aversion in early phases of its operations. Other than that suspension of work is found in associations in view of exceptionally poor execution as far as client dealings, client relationship keeping up. Among the reasons specified above money related abhorrence is striking exceptionally for the greater part of the associations. Late world financial emergency is the appropriate case for it. 4.2 Work exit system is the following stride of end of business. It fluctuates association to association and nation to nation. In any case, the privileges of workers must to be guaranteed by every kind of association. The business leave method framework ought to be reasonable and particular. As indicated by the work right association must guarantee the reasonable method for business leave technique. Business leave methodology of any organization should be exceptionally excellent. Firstly it should advise the representative formally about suspension. Also it should offers time to representative to set his or her contention against the progression taken by association. In the event that representative is not ready to put his or her contention in his or her support, association should formally eliminate him or her at long last. At that point the association should satisfy all the necessity because of the worker. And a discontinuance card should sent to the address of representative. (The balance, 2017) 4.3 (The Managers Guide to HR- Max Muller) Keeping up the administrative structure at the season of discontinuance of work is extremely basic for partnerships of the business world. Every single association must need to take after the terms and states of suspension and leave strategies of work. When we consider the end course of action of work in the Chicken Master it is seen that the suspension technique of the Chicken Master match every one of the prerequisites of legitimate issue. The Chicken Master never attempt to abuse any terms and conditions got from lawful system. From the foundation of the Chicken Master it is realized that, the Chicken Master never attempted to skirt any articles and arrangement of work law and work rights as far as end methods. From the above exchange we can finish up such a route, to the point that since human resources administration is a constantly rehearsing issue so it assumes a critical part on associations general execution. On the off chance that an association needs to increase full profit by human resources administration it ought to take after every one of the areas of HRM. In a little retail association there are might be a couple of people are selected for its every day operations and exhibitions. Here an imperious method of the proprietor is watched. Iceland never inclines toward nepotism as far as enlistment and choice process that guarantees the viability and proficiency as far as exhibitions. From the foundation of Iceland it is realized that, Iceland never attempted to avoid any articles and arrangement of work law and work rights as far as end procedures. Iceland itself has legitimate counseling board that dependably bargain the lawful based issues and gives the reasonable and particular consultancy to make the essential strides. Suspension of work is an extremely touchy issue for an association in present day and focused universe of discontinuance. In spite of the fact that discontinuance is not expected any more from an association but rather still this situation is happening in a few associations. End can be happened by the end of any association or minimizing the work costs or any debating or unjustifiable method for means. Suspension of business is more touchy issue due to work law and work rights. Executing examinations, when gone up against a steady start, goad the employees. In an organization, there are a couple issues on which level headed discussion may rise between the employees and the organizations. You can state conflicts are basically unavoidable. In such a circumstance, it is the human resource division which goes about as an expert and judge to manage those issues compellingly. They first hear the grievances of the specialists. By then they consider sensible responses for manage them. By the days end, they make propitious move and keep things from leaving hands. The obligation of setting up incredible publicizing lies with the HRM in a manner of speaking. They mastermind gatherings, courses and distinctive expert parties for the association remembering the true objective to create organization with various business divisions. As a less than dependable rule, the HR division expects a dynamic part in setting up the business and publicizing suspects the organization too. Any organization, without a proper setup for HRM will without a doubt experience the evil impacts of huge issues while managing its standard activities. Subsequently, today, associations must put an extensive measure of effort and essentialness into setting up a strong and effective HRM. [1] Accounting-management (2009) Available at: http://accountlearning.blogspot.com. [2] Human resource management functions HR l concepts l topics l definitions l abour laws l online (no date) Available at: http://www.whatishumanresource.com/Human-Resource-Management-functions. [3] Michael Armstrong Armstrongs Handbook on Human Resources Management. [4] SHRM (2016) Popular tools. Available at: https://www.shrm.org/ [5] Todays news (2016) Available at: http://www.hrmasia.com/ [6] BE IN THE KNOW ONÂ   (2016). Available at: http://www.humanresourcestoday.com/ [7] [emailprotected] snippet (2017) Available at: https://hr.duke.edu/ [8] The Managers Guide to HR by Max Muller-Second Edition [9] The balance (2017) Available at: https://www.thebalance.com

Nine Major Regulatory Bodies Essay

1. The Internal Revenue Service (IRS). The IRS was established in 1913. Its purpose is to administer and enforce the internal revenue laws. Its stated mission is to provide America’s taxpayers top quality service by helping them understand and meet their tax responsibilities and by applying the tax law with integrity and fairness to all. (Internal Revenue Service, 2008) 2. Securities and Exchange Commission (SEC). The Securities and Exchange Act of 1934 created the Securities and Exchange Commission (SEC) to regulate the securities market. â€Å"The mission of the U.S. Securities and Exchange Commission is to protect investors, maintain fair, orderly, and efficient markets, and facilitate capital formation†(U.S. Securities and Exchange Commission, 2008) 3. Financial Accounting Foundation (FAF). The Financial Accounting Foundation (FAF) is a private sector organization that formed in 1972 to create standards for financial accounting. Its mission is to â€Å"establish financial accounting and reporting standards through an independent and open process, resulting in financial reports that provide decision useful information† (Financial Accounting Foundation, 2008) 4. Financial Accounting Standards Board (FASB). The (FAF) formed the (FASB) in 1973 to set up standards for nongovernmental accounting and reporting. The mission of (FASB) is â€Å"to establish and improve standards of financial accounting and reporting for the guidance and education of the public, including issuers, auditors, and users of financial information (Financial Accounting Standards Board, 2008) 5. Governmental Accounting Standards Board (GASB). The Governmental Accounting Standards Board was organized in 1984 by FAF to generate GAAP for state and local governments. The mission of the GASB is to establish and improve standards of state and local government accounting and financial reporting that will result in useful information for users of financial reports and guide and educate the, including issuers, auditors, and users of those financial reports. (Governmental Accounting Standards Board, 2008) 6. Federal Accounting Standards Advisory Board. The (FASAB) was established in 1990 by the U.S. Secretary of the Treasury, the Director of the Office of Management and Budget, and the Comptroller General to produce GAAP for the federal government. The mission of the FASAB is to promulgate federal accounting standards after considering the financial and budgetary information, needs of citizens, congressional oversight groups, executive agencies, and the needs of other users of federal financial information. (Federal Accounting Standards Accounting Standards Advisory Board, 2008) 7. International Accounting Standards Board (IASB) Since its inception in 2001 the (IASB) has created global GAAP and standards. The mission of the (IASB) â€Å"is to develop, in the public interest a single set of high quality, understandable and international financial reporting standards (IFRS’s) for general purpose financial statements† (International Accounting Standards Board, 2008) 8. Public Company Accounting Oversight Board (PCAOB) The Sarbanes-Oxley Act of 2002 (SOX) established the Public Company Accounting Oversight Board to issue auditing standards for public auditing firms. The mission of the PCAOB is to oversee the auditors of public companies in order to protect the interests of investors and further the public interest in the preparation of informative, fair, and independent audit reports (Public Company Accounting Oversight Board, 2008) 9. American Institute of Certified Public Accountants (AICPA) The American Institute of Certified Public Accountants was born in 1887. The mission of the (AICP) â€Å"is to provide members with the resources, information, and leadership that enable them to provide valuable services in the highest professional manner to benefit the public as well as employers and clients† (American Institute of Certified Public Accountants, 2008) References American Institute of Certified Public Accountants. (2008). AICPA Mission. Retrieved November 20, 2008, from http://www.aicpa.org/About+the+AICPA/AICPA+Mission/ Federal Accounting Standards Advisory Board. (n.d.). Welcome to the Federal Accounting Standards Advisory Board. Retrieved November 20, 2008, from http://www.fasb.org/facts/ Financial Accounting Foundation. (n.d.). FAF Strategic Plan. Retrieved November 20, 2008, from http://www.fasb.org/faf/Strategic_Plan.shtml Financial Accounting Standards Board. (n.d.). Facts About FASB. Retrieved November 20, 2008, from http://www.fasb.org/facts/ Governmental Accounting Standards Board. (n.d.). Retrieved November 20, 2008, from http://www.gasb.org/. Internal Revenue Service. (n.d.). The Agency, its Mission and Statutory Authority. Retrieved November 20, 2008, from http://www.irs.gov/irs/article/0,,id=98141,00.html International Accounting Standards Board. (n.d.). About Us. Retrieved November 20, 2008, from http://www.iasb.org/About+Us/International+Accounting+Standards+Board+-+About+Us.htm Public Company Accounting Oversight Board. (2008). Our Mission. Retrieved November 20, 2008, from http://pcaobus.org/ U.S. Securities and Exchange Commission. (2008, November 7). The Investor’s Advocate: How the SEC Protects Investors, Maintains Market Integrity, and Facilitates Capital Formation. Retrieved November 20, 2008, from http://www.sec.gov/about/whatwedo.shtml

Gourmet Bakers Pakistan - 8514 Words

Introduction INDUSTRY ANALYSIS The food items industry has been rising constantly at a considerable rate and the eating habits of people are changing over time with the changing life styles. With the growing trend of having light snacks with tea in the afternoon and other ready made snacks for a meal instead of the traditional meals of curry n bread, the demand and consumption for the products of this industry is growing rapidly. Apart from that as more people and youngsters are working especially the women, their daily lives are becoming very fast and they don’t have time to cook at home. Due to this reason more people are now seeking convenience goods, which act as a alternative to the traditional meals. Although people are†¦show more content†¦Gourmet currently has 5 production units in operation out of which 2 are producing bakery items, 2 are producing dairy products and sweets and out of these two one unit is also acts as the head office. And one unit is producing beverages items. The daily sales of Gourmet are approximately PKR 30 million excluding restaurants. Gourmet restaurants The restaurants are located in: †¢ Faisal Town †¢ Defense Z-block The restaurants have no relationship with Gourmet in terms of collateral functioning. They work as two different entities. The restaurant have there own food suppliers. Water bottles are only product which is supplied to the restaurants by Gourmet factories. Gourmet started their business started their business from sweets and bakery products. After occupying the market they moved to beverages, ice cream and snacks. In future they are looking to work with the product of Pickles, Spices and chocolates. And they are looking forward to expand their outlets in Faisalabad, Rawal Pindi, Gujrawala and Islamabad. Structure (organizational hierarchy) [pic] Location of office/factory Gourmet has 5 production units in Lahore: âÅ"“ 1st unit of Sweets, Milk and ice cream at (73-F Quaid-e-Azam Industrial State). âÅ"“ 2nd unit of bakery products (Quaid-e-Azam Industrial State near Humdard Chock). âÅ"“ 3rd unit baker’s products (Muhammad Pura (Mauchi Pura) near Abuzar Tower, Town Ship ). âÅ"“ 4th unit of beverage (SunderShow MoreRelatedGourmet Foods2609 Words   |  11 PagesExecutive summary of Gourmet: Introduction: Gourmet bakers and sweets is the top food retail chain of Lahore. Lahore is the second largest city of Pakistan fabled for its customer aliment and amorousness for eating. Gourmet is the number one brand in the market of bakers and sweets due to its quality and valuable services. Before 1984, Mr. Nawaz Chattha was the employee of the Shezan bakers at the post of manager. While he was doing his job, he decided to start his own businessRead MoreNirala Sweets Sucees Story4947 Words   |  20 PagesDefense of Recommended Strategy............................................................22 SECTION 1 INTRODUCTION OF THE COMPANY History In 1940s, a new brand NIRALA began to operate when Mr. Taj Din migrated from Amritsar, India to Lahore, Pakistan. He settled in one of the busiest areas of Lahore, The Meva Mundi, which was basically a market place where people came from large distances to sell their goods. Mr. Taj Din had an entrepreneurial spirit and saw an opportunity to provide food toRead MoreSecret Recipe Plan10552 Words   |  43 PagesRecipe Analysis Secret Recipe, a popular lifestyle cafe chain, has become a household name following its debut in 1997. Secret Recipe has successfully established in brand name in Malaysia, Singapore, Indonesia, Thailand, China, Philippines, Pakistan, Brunei and Australia by virtue of its fine quality cakes, fusion food and distinctive service. A leading and largest cafe chain in Malaysia, with Halal certification awarded by Jabatan Kemajuan Islam Malaysia (JKIM), Secret Recipe in committed toRead MoreSecret Recipe Plan10568 Words   |  43 PagesRecipe Analysis Secret Recipe, a popular lifestyle cafe chain, has become a household name following its debut in 1997. Secret Recipe has successfully established in brand name in Malaysia, Singapore, Indonesia, Thailand, China, Philippines, Pakistan, Brunei and Australia by virtue of its fine quality cakes, fusion food and distinctive service. A leading and largest cafe chain in Malaysia, with Halal certification awarded by Jabatan Kemajuan Islam Malaysia (JKIM), Secret Recipe in committed toRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pageschronology of functionality rolled out across global websites Amazon.com Books Music/Video DVD/Rental* Video Games Software Electronics Toys Baby Tools Hardware Kitchen Housewares Magazines Ofï ¬ ce Products Apparel Accessories Sports Outdoors Gourmet Food Jewelry Watches Health Personal Care Beauty Musical Instruments Third Party Sellers Marketplace Merchants@ ‘95 ‘98 ‘98 ‘99 ‘99 ‘99 ‘99 ‘00 ‘01 ‘02 ‘02 ‘03 ‘03 ‘03 ‘03 ‘04 ‘04 ‘00 ‘02 Amazon.co.uk ‘98 ‘99 ’99/’04* ‘00 ‘01 ‘01 ‘04 ‘04