Comprehensive Organisational Analysis of Kraft Heinz

This report provides a comprehensive organisational analysis of Kraft Heinz. It begins by outlining the company's mission and vision, emphasizing its goal to be the best food company globally. The report then delves into the company's divisional organisational structure, highlighting the role of product markets. A management chart is presented to illustrate the company's hierarchical structure. The analysis includes a competitor analysis, comparing Kraft Heinz to General Mills and Hormel, focusing on employee numbers and revenue. The report then examines Kraft Heinz's commitment to workforce diversity, leadership training programs, and its performance-driven management culture. The conclusion reiterates Kraft Heinz's potential for achieving its vision through investments in quality and employee development. References are provided at the end of the report.

Running head: ORGANISATIONAL ANALYSIS OF KRAFT HEINZ
Organisational Analysis of Kraft Heinz
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1ORGANISATIONAL ANALYSIS OF KRAFT HEINZ
Table of Contents
1. Introduction........................................................................................................................2
2. Discussion..........................................................................................................................2
2.1. Organisational mission and vision...............................................................................2
2.2. Organisational structure...............................................................................................3
2.3. Management chart.......................................................................................................3
2.4. Competitors’ analysis..................................................................................................4
2.5. Company analysis........................................................................................................4
2.5.1. Diversity in workforce.........................................................................................4
2.5.2. Leadership............................................................................................................5
2.5.3. Management.........................................................................................................5
3. Conclusion..........................................................................................................................5
References:.................................................................................................................................6

2ORGANISATIONAL ANALYSIS OF KRAFT HEINZ
1. Introduction
Setting up of organisation objectives is always considered to be the starting of
managerial actions (Cooper & Burrell, 2015). The end results of an organisation for which it
strives are its mission, vision, purpose, goal etc. In this paper, the organisational mission and
vision of Kraft Heinz would be highlighted along with the organisational structure and the
way it is making the business as compared to its competitors. Also, management chart of the
company showing the levels and responsibilities shall also be presented. Along with this, a
brief description of the employees and the headcount in the organisation along with a brief
company analysis will be presented. Lastly, various concepts of leadership, roles and
management theories will be discussed in this paper.
2. Discussion
2.1. Organisational mission and vision
The Kraft Heinz Company is considered to be a global leader in the field of food and
nutrition as it offers a large variety of products. The mission of the company is to become the
best food company in the world and for this, it is re-vamping its playbook while enhancing
the iconic brands. Today, the company is widely recognised as a globally-trusted producer of
great-tasting, nutrious and high-quality foods for all types of eating occasions. Being a global
food company, it has a responsibility of giving back to the local communities with an effort
of helping in ending the world hunger. Its vision is to be the best food company and growing
a better world (“Kraft Heinz-Home”, 2019). For it, consumers are its first priority, innovation
is everything. It focuses on doing right things at all the time and inspiring trust. Also, the
company thinks and acts like the owners of the business as it makes tough choices and treat
every dollar as if it is its own. As per the year 2018, the total annual revenue of the company
was 26.268 billion dollars.

3ORGANISATIONAL ANALYSIS OF KRAFT HEINZ
2.2. Organisational structure
Organisational structure have direct influence on how effectively the company operates
within its industry (Taherparvar, Esmaeilpour & Dostar, 2014). It operates under divisional
organisational structure that is, an organisational form where the projects and product
markets are all grouped internally. In the case of Kraft Heinz Company, the product markets
are the ones to drive the divisional organisational structure (Shein & Yamada, 2017). The
CEO of the company oversees the functional departments for the domestic operations and
some of them comprise of the operations, corporate and governance, human resource,
foodservices, the US commercial, information technology and performance. Every domestic
department is broken down into some more specific areas. For instance, the department of US
commercial oversees the Oscar Mayer and Kraft Foods, the US Meals and Sauces, the US
sales etc.
2.3. Management chart

4ORGANISATIONAL ANALYSIS OF KRAFT HEINZ
2.4. Competitors’ analysis
The top competitors of Kraft Heinz are General Mills and Hormel. General Mills is
considered to be the top competitor of the company. It is a public company that was founded
in the year 1866 in the city of Minneapolis, Minnesota. It operates in Packaged Foods and
meat industry (Jackson & Singh, 2015). As compared to Kraft Heinz, General Mills has more
number of employees. At present the total number of employees working in the company is
48,000, where else in Kraft Heinz, it is 38,000. On the other hand, Hormel is considered to be
the biggest rival of Kraft Heinz. It was founded in the year 1891 and is based in Minnesota. It
does business in the meat, poultry and fish industry and generates a total revenue of 16.7
billion dollars less than Kraft Heinz, i.e., 10.268 billion dollars annually (Grim & Grim,
2016).
2.5. Company analysis
2.5.1. Diversity in workforce
Kraft Heinz considers diversity to be very crucial for sustainable business growth and
development. There is presence of diversity of talents in the company that is offering it an
unique perspective for the process of problem solving, innovation and brainstorming. It is
also to note that Kraft Heinz Company has recently taken a new initiative that focuses on
recruiting diverse talents through some specialised groups (Arcese et al. 2015). The initial
focus of the company was workplace development and it is important to them to bring
everyone together and leverage diversity within the place for better networking. It has already
partnered with Historically Black Colleagues (Overman et al., 2017). The company
empowers its employees to aid to three key business initiatives and they are- a) talent
recruitment, b) learning and development and c) workplace inclusion and communication
through its BRGs (Business Resource Groups). It requires inclusion and diversity training for

5ORGANISATIONAL ANALYSIS OF KRAFT HEINZ
each of its employees in order to ensure that both awareness about the differences and
inclusive behaviour is prevailing throughout the organisation.
2.5.2. Leadership
It is important to the company to ensure that its workforce is reflecting the face of
consumers and particularly, in its leaders. Kraft Heinz drives its strategy of leadership by
means of different training that are been offered to all the employees such as Jumpstart for
success, people of colour, Men of LGBT etc. (Ikeda & Marshall, 2017). Also, the company
engage and leverage the 10 employee resource groups by means of holding the leaders and
executives of the company throughout the firm accountable for the results of diversity.
2.5.3. Management
The culture of Kraft Heinz is a culture that is based on the performance driven people
who grow at their own speed. However, the company never fails to supply learning, training
and development opportunities to its people. It trains them and give them more opportunities
in order to ensure that the staffs are running things that are much bigger than their
imagination and are fulfilling the organisational goal of a “dream big” environment (Aksnes
et al., 2015). Also, it is all about action and meritocracy in Kraft Heinz. People are
accountable for their goals and for being performance driven in the workplace.
3. Conclusion
Hence, from the above analysis it is to conclude that Kraft Heinz has the potential of
achieving its vision of becoming the world’s best food company. It gives its people immense
sources of growth and promotion in order to bring out the best from them. The company is
investing more behind quality than anything else.

6ORGANISATIONAL ANALYSIS OF KRAFT HEINZ
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