Merger of Cadburys and Kraft | HR Analysis

spinal fusion of Cadburys and kraft paper HR AnalysisCadbury organism one of the top triad and al intimately 200 days old confectionery c on the wholeer-out having chocolate, gumwood and corporationdy brands in the portfolio , with a power of making brands like Cadbury, Trident and H each(prenominal)s, that mass love.John Cadbury, in 1824 started cocoa and chocolate selling shop in Birmingham. Since then the line of merchandise kept expanding over clock duration approximately the world, and to twenty- quartet hour period operates in much than 60 countries, with over 35000 direct and indirect suppliers and having more than 45000 employeesCadburys HR de start upmentCadbury operates in more than 60 countries all some(a) the world. Each of the factories has its own HR department that deal with the demand of the holders of the land according to their local situations and demands.Like all former(a) HR departments, it deals with the economical and effective utilization of resources available. The HR department active agently takes c ar of the at a piteouser placementionedRecruitment of new staff that must pull in good acquirement level or past consider of workings at factories of similar kind. prep bedness of training to new and brisk staff so that they are fully equipped with knowledge of any new equipment or procedure brought in and allow for be able to use it efficiently.Helping the existing workers with problems that they may swallow at work place.The problems that Cadburys HR department is nigh likely to face arePotential employees contain in commensurate skill or knowledge creating a skill bedspread.Other factories cook competition among staff and creating a deficiency of new staff.Increase in staff turnover in different situation affect mathematical productGUEST MODELThrough statistics and evidences we fucking easily identify the active way at Cadbury that non only seek betterment of its furrow but continuously str ives for development for the stack it holds and for the people that looks forward in connector hands with the federation.In this way the Guest get fits in the utmost hat with the attach tos strategies and takes.The Cadburys powerful formational policies cigaret be understood by any good commercializeer by means of the managerial decision it takes in the market all over the world. The utmost emphasis on benevolent resource development has helped Cadbury to gain the loyalty of its employees. The employees that are working with the lodge have created a good will of the company in market such a way that new graduates seek opportunity to work with the company. (Cadbury)The proactive approach of providing equal opportunities to the workers for their development and encouragement packages that the existing employees are enjoying helped to maximum decrease in the turnover and absenteeism percentage. The flexibility employees get during their raise help them enjoy their work. The governances confabulation system is well operated. The delegacy divulges a platform to its employees and non only that, they assure the employees that they have a commit audience that will welcome whatever they place upon that platform. This strategy has helped spaciously that it has not only reduced the grievance level but have also again helped in the reducing the absences.Thus, all the statistics, feedback of employees and consumers and the well know companys market reputation indicates the companys conformance surmount with the Guest Model. kraft to the highest degree KRAFTA US manufacturer, kraft, universe the second largest food company with approximately $ 50 philippicions r tied(p)ue, doing line of business line in more than 160 countries.A company that grew out of cheese whole sale and delivery business started in Chicago in 1903 by James L. kraft. It by and by on incorporated as kraft Bros, Co. in 1909. It acquired Philip Morris Cos in 1988 and late r on on renamed it as Altira Group Inc., in 2003.THE CULTUREAt kraft, being open and inclusive a simple concept to follow that has became a part of their core company observe in action and that guides their behavior.organism open and inclusive is faultfinding to creating a delicious work association for our employees and business partners. And its the foundation of our strategy to build a high-performing enculturation. (Krafts management)Their business vogueTwo words open and inclusive has become the core computer code of all the business Kraft do everyday, from training and development programs to the duty in leadership objectives.THE HR PERSPECTIVEThe Kraft believe in attaining h octettes by their diverse workforce is one of the unexampled day technique. Krafts piece resource approach revolves around the like perspective. The management cl contained to be providing equal opportunities and rights to different races and color people working at Kraft.At Kraft, by-line ke y points are emphasized and are followed religiouslyPro batch of training for every employee to value the diversity creating a sustainable nuance of welcoming differences and values.Their diversity-focused council aligns objectives with the business strategies in order to enhance the impact.HARVARD MODELKraft Foods Company fits in with the Harvard model for HRM. The reviews, feedbacks and statistics indicated that the company emphasis on the company as a whole with respect to its employees. The Kraft management is working with the situations of the worlds market in formulation of policies and making organization wide decision. It industrial plant in interest of all the members i.e. stakeholders, of the company. Although the model is weaker than the another(prenominal)s and has a fair vulnerability to Unitarianism but it is a much more appropriate model of reference.The decisions the company have made over time had given us the mood that the company whole caboodle in between co nstraints and wefts that made the company a successful and still growing one. The influence of company itself on the rummy contribution within the environmental and organizational parameters not only depicts the management as the real actor but also confirms its conformity with the model. The hr perspective also indicates the active HRM the company has that gives the 4 C outcome that is obvious enough through the employees feedbacks that have been reviewed.In the last the model gives three types of long term consequences i.e. indivi soprano base, organization ground and social level. At individual (employee) level, the psychological takingss a worker receives in permutation for efforts. At organizational level, change magnitude effectiveness that ensures the survival and growth of organization. These devil levels in turn, enable the societal level as these two levels hasten its possible for fully utilization of gracious resource available and thus, societal goals like emp loyment and growth are easily attained.STRATEGIC gentlemans gentleman RESOURCE MANAGEMENTCADBURY strategical tender resource management aims at the improvement of the way human resources are managed strategically within organizations, with the classic goal of improving organizational performance, as judged by its impact on the organizations declared corporate strategy, the customer or shareowners. It is a philosophy of people management based on the belief that human resources are uniquely important to sustain the success of a business. It can also be defined as the process of linking the human resource functions with the strategic objectives of the organization in order to improve performance.Strategic human resource management involves the linking of HRM with the strategic goals and objectives of the organization in order to carry out a innovative business performance and achieve an organizational structure that promotes innovation and flexibility. Strategic HRM according t o text published in 2004 has emerged as a study approach to improving the competitive favor of the firm. The strategic management is pertain with policy decisions effecting the entire organization, overall objective being to position the organization to deal effectively with its environment. Strategic HRM aims to provide a sense of direction in an often turbulent environment so that organizational and business needs can be translated into coherent and practical policies and programs. It provides competitive avail over the others. (Malik, 2009)The goals and objectives of HRM are adjust with the strategic objectives and plans of the organization.The case referred presents a low-cal picture of an organization that deeds with wrap up business objectives i.e. to deliver shareholder performance. The company works with the aim at dividends.The company policy works with the vision that the people it holds are the most important asset that not only works for the company but also int egral in achieving the desired goals. Through different papers and journals we saw that the management is managing its human resources in a contingent manner. Thus, we can say that they are following the contingency approach.Many advocates of the contingency theory of SHRM a company can only be effective if its policies and strategies align with the other key factors and strategies of the firm. gibe to journal HR must be closely integrated into the homework process of a firm. They also believed that a firm can achieve success if it is able to develop HR policies and places that complement and support other HR policies and practices and other elements of the organizations strategic plan. (TME)Thus it is evident enough in the case that Cadbury considers its people as a source of competitive advantage and believes that they work as the main(prenominal) contributors to the companys success. The company also seeks and welcomes changes. The goals and objectives are clear and in order to achieve the goals and set objectives it must be aligned with the efforts of its people. The only way to observe such a trend is through Strategic Human Resource.As the company requires active and effective communication with its human resource and it plays the most important role in the companys approach, and in conveying all the policies, plans and strategies so that people at work can synchronize their efforts.The mere fact that Cadbury Schweppes has an HR director on the main board and that HR is represented at every kingdomal business unit hand it obvious that the company recognizes the strategic importance of human resources and takes HR issues and concerns unplayfully. (Cadbury)Cadbury is a resource based company. The company core competencies make it a resource based company. Cadburys unique strategies and policy, the working conditions and the development opportunities it provides to its employees that in turn becomes the key asset or its edge over its competitors. (TME )KRAFTKraft unique style of providing training and development opportunities at all level and point of time during an employees tenure makes it a best fit, best practice based company. Through analysis we can see that all the employees from top to bottom have a particular thing to be on that position. The core strategies that are followed at Kraft begin with the aim of building a high-performing organization (Kraft Foods). The provision of best fit entitles an employee for his reward in terms of promotion or training or even other means of rewards and appraisals. It also provides the top management the opportunity of enjoying a decentralized decision making power. The best fit eventually leads to best practice where a good healthy employee who is psychologically satisfied through rewards and encouragements strives to work for better tomorrow.All these practices are observed in Krafts foods trading operations making it Best Fit, Best Practice based company.LITERATURE REVIEWSKraft wi ns BBC Big altercate Award for Gloucestershire (Kraft Foods, 2006)Kraft Foods today announced that it has won the BBC Big Challenge Health Works Award for Healthiest Large Employer in the BBC Radio Gloucestershire area. This award is presented to employers who have made health in the employment one of their top priorities in 2005 and beyond.Kraft won the award for its inscription to creating a working environment that encourages and supports employees in their efforts to lead a balanced, active and healthy lifestyle. Since its launch in July 2004, Krafts employee welfare programme has offered advice on life a healthy lifestyle, supported activities that promote wellbeing such as pilates and yoga, provided healthy options in its staff restaurants, and offered all employees the opportunity to obtain half-yearly health checks through the companys occupational health team.The programme also demonstrates Krafts perpetration to being a global leader in Health and Wellness, and its v ision to Help people around the world to eat and live better.Christine Harrop, occupational Health Sister at Kraft Foods won the BBC Big Challenge Unsung Hero Award for Gloucestershire an award presented to employees who have through something to scoff and encourage their colleagues to lead healthier and fitter lives.Christine won the award for her perpetration to the health and wellbeing of Kraft employees, and her role over the past 18 years in participating and encouraging Kraft employees to take part in the annual London to Brighton Bike Ride. Christine regularly manages to recruit up to 60 employees to participate in the initiative and has raised thousands of pounds for the events chosen charity, the British Heart Foundation.Commenting on the two awards, Jim Beaty, HR Director affirmd Its a terrific achievement and recognition for the efforts of all employees who have contributed to the success of the employee wellbeing programme.Kraft Foods Names May to Global Human Resour ces Post. (Busniess Wire, 2005)NORTHFIELD, Ill. Kraft Foods Inc. (NYSEKFT), a global leader in branded foods and beverages, announced today that Karen May, 47, is joining the company in October as executive frailty chairwoman, Global Human Resources. May will provide leadership for all of Krafts human resources disciplines, including benefits, compensation, diversity, facilities management, poke and employee relations, human resources strategy, safety and security, and talent management.She will report to Roger Deromedi, Chief Executive Officer of Kraft Foods, and join the Kraft Executive Team. May replaces terry Faulk, who is retiring after more than 38 years with the company. She will work closely with Faulk to ensure a smooth transition, prior to his retirement at the end of the year.We will truly miss Terrys vast experience and hygienic judgment, said Deromedi. I want to thank him for his many significant contributions to Kraft throughout his long and distinguished biograp hy, and wish him and his family the very best in his retirement.Karens b travel guidebook range of experiences and thorough understanding of the Human Resources function will serve her well in this role, Deromedi noted. Im confident that shell play a key role in driving Krafts transformation to a more consumer-focused, innovative and nimble company in the years ahead.May joins Kraft from Baxter worldwide, Inc., where she has been Corporate Vice President of Human Resources since 2001. She joined Baxter in 1990 as Director of Corporate Audit and held several positions of increasing responsibility, including Vice President of Corporate Audit and Vice President of supranational finance. In 1998, she became Vice President of Global Talent Planning and Staffing at Baxter and, prior to her most recent assignment, was named Vice President of Human Resources in 2000.May began her career in finance, with PricewaterhouseCoopers. She has a BS in accountancy from the University of Illinois at Champaign-Urbana.Kraft Foods markets many of the worlds leading food brands, including Kraft cheese, Maxwell House and Jacobs coffees, Nabisco cookies and crackers, Philadelphia thrash cheese, Oscar Mayer meats, Post cereals and Milka chocolates, in more than 155 countries.CONCLUSIONAfter all the research it can be concluded being key players of same consumer good category companies, and apart from the merger or acquisition, both the companies have their own unique set of competitive advantage over for each one other.Challenges in alley expression Research ProposalChallenges in street winding Research ProposalDissertation ProposalChallenges in Highway driveway pull in Nigeria.Research QuestionsWhy is there a high number of routeway tracksteadtead in pathetic conditions particularly in the eastern part of the rude?Why is there given up main passageway roads across Nigeria despite commodious investments in road verbalism?Why this there a brusk maintenance culture of roads across the res publica?Hence, this proposed dissertation would aim to address this gap in knowledge by challenges facing the highway road mental synthesis, cerebrate more on the inadvertence of highway roads of indigenous expression companies.AIMTo review and identify the challenges facing the reflection of highway roads in Nigeria and to provide relevant cheerations for minimising these problems.The objectives of this research proposal areTo all the way identify the challenges facing highway twist in Nigeria through literature review.To conduct a questionnaire curriculum vitae and interview of professional bodies and engineers and obtain their perceptions on highway face challenges in Nigeria (particularly professionals with 30years and over of experience).Analysis of the survey data.To recommend possible changes in the supervision of highway braid in Nigeria. stress IntroductionNigeria is the largest country in Africa in terms of size and race of 174 one million million with landmass of 923,768 sq. km with diverse ethnic and cultures. It has 36 states with the federal official capital at Abuja with commercial states at Kano, Lagos, and Port Harcourt representing the northern, southerly and eastern parts of the country.The body structure exertion contributes about 7% of the gross domestic product (Gross Domestic Product) in Nigeria annually and the GDP per capital was about $2,800 in 2013 and is made up of small, average and large home companies. It is dominated by hostile companies controlling about 95% of the construction works across the country with top construction companies namely Julius Berger, Dantana Sowoe, Borini Prono, mainland China Civil design kink Corporation, etc.OVERVIEW OF bridle-path CONSTRUCTION IN NIGERIANigeria has the largest road mesh in atomic number 74 Africa with a radical of over 193,000km length which is loosely funded and managed by government.Road conductation is the major means of mo vement in Nigeria and it accounts for about 90% of movement of goods and services (Akpogomeh, 2002). In terms of scale and value, the transport infrastructure sector is dominated by the roads and bridge over which make up about 17.2% of the total construction industry in 2014. However less than 20% of the road network is paved. With the governments commitment to development, large investments in highway roads has been awarded across the country and the sector is expected to grow.The road network in the South and eastern part of the country are denser than the other parts owing to the high population densities in the areas (Ubogu et al, 2011). For example, the population in Lagos is about 6 million which was the former capital state and is the commercial and production part of the country and then the volume of usage of the highway roads to and fro Lagos is quite high. The total highway roads are separately owned with the responsibility for construction, maintenance, and rehabilit ation.The national roads are about 17%, State owned roads 16%, verdant and Local Government Areas (LGAs) about 67%. The living of the construction of the highway roads comes from the allocation of budget and also revenues from glut crude oil sales. Also, some states generate funds through clannish partnering which is used in Lagos States.However, only about 27% of Federal roads are reported to be in good condition, of which a major cause is likely to be the instability of the country during the military regime, which later became civilian rule since 1999. Annual loss to the economy is estimated in the region of N175b (N75b receivable to reduction in asset value N88b due to increased vehicle operating monetary value N12b due to increased turn around and increased travel time). Due to the high cost of construction of highway roads especially in the southern part of the country characterized with poor soils, high cost of labour, the Federal government relies heavily on worldwide aid especially from China and the earthly concern Bank. With the World Bank, funding corroding projects across the country worth over $500 million.In October 2012, in the Northern part, Kaduna State approved $176million for 31 rural and township roads, and the World Trade Organization (WTO) agreed a loan of $170million for roads as part of the Nigeria Agriculture Transformation Agenda (NATA), which targets rural development. Also, a 128km road capture in Zamafara state worth $43.47million was awarded in 2013.Over in western part of Nigeria November 2012, in one of the biggest road developments, Ogun state awarded four companies a share of $568million for road contracts. Borini Prono, China Civil Engineering Construction Corporation (CCECC), Hi Tech and PW Construction will complete eight new roads by 2014, with a second phase of construction worth over $250 million.Also, the Lagos-Ibadan Expressway is one of the major road projects under development. The Infrastructure Bank Plc. is to raise NGN117bn for the reconstructive memory of the 127km road.Over in the halfway part of Nigeria, Delta where the country gets its crude oil from, a road construction contract worth $1.07 billion has been awarded to China Railway Construction in Nigeria. The Ministry of Delta Affairs of Nigeria awarded the package of works for Section V of the A121 East- double-u highway to China Civil Engineering Construction, a division of China Railway Construction with a 5 years duration to connect the main North-South highways. ITS route runs from the A1 highway at Shagamu in Ogun State to the A2 highway at Benin urban center in Edo State.More recently, in 2014, the governments of the Economic Community of West African States (ECOWAS) of which Nigeria is strong member approved a $50million six dual lane road projects to link Lagos, Abidjan and Dakar together cutting across Benin, Togo and Ghana. Also, the African Development Bank is expected to provide $16million for the constructio n and rehabilitation of roads across Africa linking the major cities.In general, the present condition of the Nigerian roads require urgent attention, in terms of rehabilitation and had a negative effect on the cost of production, lengthy travel time and standard of living ((Ubogu et al, 2011). For example, travelling from Benin to Lagos normally should take 5hours, but due to the bad road, the journey takes 8hours.Table 1.0 showing highway construction projects, value in US dollars, capacity, contractors and status. make NameValue(US$)Capacity/lengthCompanies officeBenin-Sagamu Highway1569.93kmNA under(a) construction from 2013Edepie-Tombia road Reconstruction6313kmShell Petroleum Development CompanyUnder constructionNiger Delta East- West Highway2,175.69338kmSetraco LimitedUnder construction from 2013Akwa Ibom State roads reconstruction726266kmNAPlanning stageSix lane Rig road in Niger Delta Port Harcourt1,000125kmAfrica Finance Corporation, China Harbor Eng. Company cut off award ed in 2008East-West Road Project2,276.3338kmSetraco Nigeria Ltd, Reynolds Construction Company Ltd, Gitto Costruzioni General Nigeria Ltd.Under construction since 2012. 51% of work completed.Ibadan-Ilorin highway upgrade29252kmShikin Binui Housing and ConstructionUnder construction awarded 2010 and includes new dual carriage with interchanging bridges.Lagos- Ibadan Expressway1054127.6kmJulius Berger, Reynolds Construction Company Ltd.Awarded 2013. Concession awarded to Bi-Courtney Highway Services ltd and was terminated and granted to Messrs Julius Berger Plc, Reynolds Construction Company.Gbongan Akoda Omoluuabi Motorway widening185.830kmRATON construction NigeriaAwarded May 2013Magami-Dangulbi Dankurmi, Sabon Birni, Bagega Anka road94.91128kmBonny PronoAwarded Nov. 2012Charanchi Ganuwa-Rawayau road8.1817kmMothercatUnder construction from Oct 2013Kaduna roads178.1NANAProject Finance Closure(Funding Approved)NA-Not AvailableSource- Nigeria Infrastructure Report 2014 (BMI key Proje cts Database)SUPERVISION IN HIGHWAY CONSTRUCTION IN NIGERIAIn Nigeria, supervision of highway construction is through with(p) by consultant engineers and middle level supervisors with few highway field of view experience, for example in the construction of say 10km rehabilitation in rural areas. A major factor affect supervision of highway projects is low knowledge of highway design and construction, understanding and interpretation of drawings, which is impossible to handle what ones does not have knowledge of.Some processes in highway construction requires proper supervising such as the road alignment, soil tests, put of asphalts or macadam as the case maybe. Also, the supervision should involve checking of feeling of the material used for construction such as sand, laterite in agreement with the specifications in the highway drawings.In the awarding of highway roads contracts, the construction and supervision are awarded separately with competitive biddings. For example, J ulius Berger, a foreign based company which specializes in highway construction which major works in Abuja city capital. The major issue is that for some construction works supervision contracts are awarded based on connection instead of essential knowledge of the supervision and hence there are no checks. just now in general, most of the construction of highway roads by the foreign companies have stood the test of time. The case is not the same for home based construction companies who have limited resources and technical knowledge are awarded huge highway road contracts, with home based consultants supervising.Another issue is that the bill of the consultants supervising the construction is often multiplication added to the entire contract and hence responsibility rests in the hands of the contractors and hence the consultants are often times forced to cut corners and save costs such as not putting a resident engineer to supervise daily and give reports.LOW KNOWLEDGE BASE.A majo r problem facing the highway construction is the neglect of knowledge passage from the old and experienced engineers to the young, uninitiate engineers. Often times, due to the lack of availability of supervision works, most consulting firms do not employ and train engineers, engaging them in design and interpretation of drawings on site. Often times, when consulting firms get work, they employ contract based engineers to supervision leaving a huge gap of knowledge passage to the young engineers and hence in Nigeria, most graduate Engineers have little or no construction experience.Also there is a lack of modern method of road construction especially the home based construction companies and hence many highway projects, such as highways and bridges, do not meet cost and time performance requirements.There is a poor maintenance culture of highway roads across the country and with the huge investments in highway construction, the average Nigerian lacks maintenance culture. In some cities across the country, some of the highways are constructed without the side drains and in some other cases only one side of the drains are constructed, which later causes trouble of the roads. Also, litters can be seen in some of the highway roads especially in the eastern and western parts of the country which is a very serious issue which should be addressed. In the rural areas, most of the side drains are completely blocked especially in the eastern part which is prostrate to erosions.Another major issue within the highway construction in Nigeria is the failure of the Federal Government in paying contractors. For example, in the reconstruction of the 125km Lagos-Ibadan Expressway which was re-awarded to Julius Berger and R.C.C in which the construction is due to start due lack of payment by the government which is one of the reasons for abandoned highway projects across the country.Nigeria still uses the traditional contracting approach in which procurement is done through advertisement and bid processes has failed in performance in both the gauge of construction and the management of the highways, in many developed countries adopting performance-based contract in road construction and maintenance.The Federal Ministry of Works which has branches across the 36 states with head office in Abuja the capital is responsible for all the federal highways construction which involves planning, design, construction, and rehabilitation. It is responsible for awarding for major highway contracts across the country. It also supervises and monitors construction and maintenance of the federal roads.In terms of quality, the choice of materials used, methodology and supervision are key in improving the quality and life span roads. In this regard, (Arumala 1987 and Akpododje 1986) investigated how the design standards, poor supervision and the failure of highways and found little or no evidence supporting it.Also, studies on road failure caused by use of sub-standard m aterials and knowledge on the geotechnical properties of the soils in which the roads are built (Ibrahim 1980 and Ola 1978). For example, the cost of road construction in the south and eastern part of the country is higher than that in the northern part mainly on the bad conditions of the soil, high cost of labour and availability of construction materials.The British code of Highway practice (BS codes) are still used in Nigeria for both in highway construction and buildings as it was a former colony of the Britain and currently a member of the Common Wealth.The Federal ministry also supervises the activities of the Federal Roads sustainment Agency (FERMA) which is responsible for carryout maintenance works on the federal and state highways across the country.Research MethodMy proposed research method would be a qualitative research (questionnaire and interview survey). Interview survey for consultant engineers who have over 30 years experience in highway construction and questionn aire survey for contractors in highway construction in Nigeria. The reason being that the research requires an in depth perspective and in terms of poetry there are few engineers with over 30 years experience I can meet.The structure of the interview would be semi organize to allow for flexibility for 3 consultant engineers home based medium scale firms.Possible Problems Potential SolutionsPossible limitations to my proposed study is the firstly the time management and a timetable has been drafted as shown below. Also the responsiveness of the interview survey could be challenging finding professional engineers and consultants with over 30 years experience. The research limited to home based construction companies and professionals.ConclusionHopefully, at the end of research work, solutions could be recommended in the highway construction industry in Nigeria especially in the supervision area which would help in future planning of projects.ReferencesAlaba Adetola, et.al (2011) A critical appraisal of road transport infrastructure management in Nigeria International council for research and innovation CIB, pp.77-95.Abdulkareem, Y. and Adeoti, K. (2003), Road maintenance and National Development available at unilorin.edu.ngAdams, O. (1995) Indigenous Contractors Perceptions of the constraints on Contractors Performance and Development Programmes required in Nigeria. Habitat International, 19(4), pp.599-613.Adetola, A. (2011) A critical appraisal of road transport infrastructure management in Nigeria. International council for research and innovation CIB, pp.77-95.Aibinu, A. and Jagboro, G. (2002) The effects of Construction Industry, international Journal of Project Management. 20(8), pp.593-599.Nigerian Infrastructure report, 2013 2014. (2014).A.E Okezie (2013) A case for Performance based road maintenance in Nigeria available at www.nseph.orgOdeh, A. and Battaineh, H. (2002) Causes of construction delays traditional contracts. International Journals of Proj ect Management, 20, pp.67-73.Okigbo, N. (2012) Causes of Highway failures in Nigeria. International Journal for Engineering comprehension and Technology, 4(11).