Ice-Cream Making Case Study Example | Topics and Well Written Essays - 3250 words

Ice-Cream Making - Case Study Example First the components are chosen founded on the yearned formulation and the assessment of the recipe from the formulation and the components selected, and then the components are weighed and combined simultaneously to make what is renowned as the "ice-cream mix". Mixing needs fast agitation to incorporate powders, and often high pace blenders are utilised (Wirt, 49). The blend is then pasteurized. Pasteurization is the biological command issue in the scheme, conceived for the decimation of pathogenic bacteria. In supplement to this very significant function, pasteurization furthermore decreases the number of spoilage organisms for example psychrotrophs, and assists to hydrate some of the constituents (proteins, stabilizers). Both batch pasteurizers and relentless (HTST) procedures are utilised (Anderson, 33). Batch pasteurizers lead to more whey protein de-naturation, which some persons seem presents better body to the ice-cream. In batch pasteurization scheme, blending of the correct component allowances is finished in large jacketed vats equipped with some means of heating scheme, generally vapour or warm water. The merchandise is then warmed in the vat to not less than 69 C (155 F) and held for 30 minutes to persuade lawful obligations for pasteurization, essential for the decimation of pathogenic bacteria. ... Various time warmth blends could be used. The heat remedy should be critical sufficient to double-check decimation of pathogens and to decrease the bacterial enumerate to greatest of 100,000 per gram. Following pasteurization, the blend is homogenized via high stresses and then is passed over some kind of heat exchanger (plate or twice or triple tube) for the reason of chilling the blend to refrigerated temperatures (4 C). Batch containers are generally functioned in tandem in order that one is retaining while the other is being prepared. Automatic timers and valves double-check the correct retaining time has been met. Continuous pasteurization (see schematic design drawing for blend here) is generally presented in high warmth short time (HTST) heat exchanger following blending of components in large, insulated feed tank. Some preheating, to 30 to 40 C, is essential for solubilization of the components. The HTST scheme is equipped with heating scheme part, chilling part, as well as regeneration part. Cooling parts of ice-cream blend HTST presses are generally bigger than milk HTST presses. Due to the preheating of the blend, regeneration is lost as well as blend going into the chilling part is still rather warm. Homogenization The blend is furthermore homogenized which types the fat emulsion by shattering down or decreasing the dimensions of the fat globules discovered in milk or elite to less than 1 m. Two stage homogenization is generally favoured for ice-cream blend (Anderson, 34). Clumping or clustering of the fat is decreased thereby making narrower, more quickly whipped mix. Melt-down is furthermore improved. Homogenization presents the following purposes in ice-cream manufacture: Reduces dimensions of fat

High Employee Turnover Essay Example | Topics and Well Written Essays - 2000 words

High Employee Turnover - Essay Example These expenses are especially felt for lower paying jobs which turn out to be jobs that have a high employee turnover. Some of the expenses involved include advertising for the past, payments being done to the leaving employee, interviews for candidates and subsequent training. This is, in addition to, lose of productivity during that period the employee leaves and replacement with another employee. This paper explores employee retention as a measure of decreasing high turnover by focusing on the methods of assessment and selection, individual and organizational learning, and organizational transformation to find a resolution to the crisis. Methods of assessment and selection According to Carsen (2005, 2) employee retention starts with the application process which precedes recruitment. The applicants start by looking at the agency, and this is followed closely by the initial impressions of the employee during the orientation process, in addition to the subsequent assignments, the em ployee is given, performance ratings, any awards or promotions and off course the overall working conditions. All the above play a role in determining whether an employee decides to leave or stay during that short period. Therefore, the pre-employment assessment forms part of the solution to this trouble of high employee turnover as well as improving employee performance. It is essential that the employer objectively defines and quantifies the behavioral DNA that compels success on the job. This is to mean that the employer has to match the candidates who come for interview against a traditional performance profile for each of the positions that are to be filled in the company. This can be done by correlating the behavioral DNA of the present employees in a company against their performance data to determine the performance profile of the individual. This profile, thus, captures the behavioral and cognitive attributes that are unique to a certain position, and, thus, used to separat e the productivity leaders who will be capable of transcending the other employees. Subjective competencies are deemed an unsuccessful way of coming up with required traits of a particular position, therefore, a flawed way of filing vacant positions in any organization. This is because of absence of tangible correlation between the subjective competencies and the actual success of persons in that position (Carsen, 2005, 33). It is, thus, important that employers use objective competencies to measure the actual behavioral and cognitive traits required for the success of a certain individual in the given position. This means this benchmark of success should be leveraged so that it forms the objective model for the employer in evaluating candidates for specific positions. Therefore, it is important that the assessment strategies be developed having in mind the clear understanding of the knowledge, skills, abilities and characteristics that have to be measured for qualification to a par ticular position (Ongori, 2007, 50). The managers should also ensure that the method of evaluation being used in the process can be connective to, and effectively appraise the requirement being assessed. After a careful assessment of the applicants, hiring should be done on recommendation basis, which falls into four categories. These are recommended which is taken as the strongest match as compared to the others which are 'recommended