Research Paper on "Talent Development at Pepsico"

Research Paper 5 pages (1728 words) Sources: 4

[EXCERPT] . . . .

Talent Development at PepsiCo

For any organization the way they attract and manage talent, will speak volumes as to how successful an entity will be in the future. In the case of PepsiCo, they have been engaging in strategy of uniquely evaluating and managing their talent. What happened was various changes occurred in consumer tastes and newly acquired brands, as this would force the company to carefully evaluate their overall levels of talent. At which point, they created a number of policies and procedures to help executives achieve this objective. Where, the company would use this system to help ensure that their overall bottom line was continually increasing. This is despite changes in consumer tastes and threats from competitors. As a result, this system of carefully evaluating talent has made the company one of largest producers / distributors of various food and beverage related products. With PepsiCo, selling its different products in over 200 countries and it provides them with annual sales of: at $98 billion every year. However, to fully understand the impact of the company's talent development system requires examining: the competitive advantages this give PepsiCo in the marketplace, elements of the company's career growth model, the talent management model and possible challenges that the talent management system could face in the future. Together, these different elements will provide the greatest insights, as to how PepsiCo attracts and retains talent.

Discuss how PepsiCo uses its talent to sustain its competitive advantage in the marketplace.

PepsiCo uses it talent management system as way to effectively: identify, develop and sustain talent. This would involve four different principals to include: talent management, talent development, PepsiCo University and the culture of the organization. Talent management is when you are finding the key talent and then working with them, to join the company. This would include: everything from recruiting to the actual hiring of the individual. Talent development is when you are placing each person in those jobs / roles that are they are most suited for. PepsiCo University is when the employee will go through a specialized course that will help introduce them to the organization and will give them the opportunity for continued improvement (through areas such as: continuing education). The culture of the organization is when you are using this system, to develop a culture of tradition within the organization that will sustain and develop talent. This is significant, because it shows how PepsiCo has a talent management system that works effectively at: identifying, training and supporting the company; in maintaining its competitive edge in the marketplace. (Sizler, 2010, pp. 617 -- 620)

Discuss three key elements of PepsiCo's career growth model.

The three key elements of PepsiCo's career growth model would include: employee access to career information, information as to how employees can see career advancement and a variety of choices. When the company is providing an employee with access to career information, they are telling them about the different ways that they can advance with the company and how this can be achieved. Information as to how an employee can see their career advance is: when the company is explaining how they must act, what kinds of leadership skills someone must possess and it also provides real life examples as to how someone can advance. A variety of career choices is when you are allowing the employee to see and determine what direction they want to take their careers with the company. This is significant, because it shows how the company uses this model, to tell employees how they can build their career over the long-term. This creates a sense of loyalty for the organization, as everyone has the opportunity to determine their own destiny, by following clearly defined procedures. Over the course of time, this helps the company to be able to build and maintain the most talent individuals in key positions.

Discuss three key elements of PepsiCo's talent management model.

The main element of the PepsiCo's talent management model would be: central planning. Where, the model is dependent upon the company laying out, a workable planning solution that their employees can use. Three of key elements of this model would include: leadership, knowledge and experience. Leadership is when the managers and executives of the company are working in conjunction with the HR department, to evaluate the underlying talents of each staff member. Knowledge is why you know everything surrounding the situation. This would include: understanding career aspirations, history, past experience, limitations and the experience needed to be successful. Experience is when the manager has been working in the position long enough, to know how to match employees with the most appropriate position and using everyone on their team to achieve the objectives of the company. This is significant, because it shows how managers must be able to: effectively identify key talent, understand how to use them and then place them in the best position; to be successful in meeting the organizations goals. As a result, one could effectively argue; that this model helps to give the company, the flexibility to adapt to changes in the market. As knowledgeable employees are placed in key positions, allowing managers to be more effective at working with staff members, to achieve their career objectives. Once this happens, it means that managers can more effectively help guide the organization, in consistently achieving it objectives.

Discuss the challenges that PepsiCo faces related to its talent management system.

The biggest challenges going forward that Pepsi would face with its talent management system would include: retirement, globalization, maintaining an effective system and the loss of talent to competitors. Retirement is a major challenge that the system will face in the future. This is because an increasing number of employees are approaching their 50's and early 60's. When this begins to happen, the chances increase that some employees could decide to take early retirement or some could decide to become consultants, where they have even greater opportunities. Once this takes place, it can mean that there could be large holes in the company's talent management system. Where, key departments, are losing managers and executives, because of retirement. To help mitigate these effects, the company needs have a system in place that can provide them with new talent, during those times that key managers / employees are retiring. (Byham, n.d.)

Globalization is having an impact upon the company, by increasing new competitors and available products in different markets. While, PepsiCo maintains a dominate lead in these markets, key players could quickly emerge that could appeal to the unique demographic of select markets. If a competitor is allowed to gain a foothold in these markets, it could mean that they may impact the company's image and bottom line. Then, when you combine this with the increasing competitiveness for key talent, means that the company may have to come up with more creative ways, to attract and retain such individuals. This is important, because these two elements of how globalization can work similar to a cancer; that will slowly eat away at the profitability of the company and its ability to attract / hold onto talented individuals. As a result, the company needs to develop an innovative way that will protect its market share, while preventing key talent from disappearing. (Byham, n.d.).

As the economy changes, the talent management system can become obsolete. For some companies this problematic, because executives assume that current system is working. However, over the course of time, this will slowly cause the system to be ineffective. Once this takes place, it means that the underlying levels of talent will decline dramatically. In the case of PepsiCo, they need to have a way of adapting their talent management system, to changes in the world of business. This will ensure that company can attract and retain key talent. (Byham, n.d.)

The loss of talent to competitors is: when another competitor will take key talent, by offering them larger incentives and the possibility for career advancement. For PepsiCo, this problematic as the large pool of talent could cause, some companies to want to take key managers / employees. If this is left unchecked, this could cause the pool of talent to decline. As a result, PepsiCo must have an effective procedure in place, to monitor for the loss of key talent. This will help to prevent such situations from occurring in the future. (Byham, n.d.)

Clearly, PepsiCo has an effective system that allows the company to evaluate and retain key talent. With the organization using four different tools to help it achieve these objectives to include: talent management, talent development, PepsiCo University and the culture of the organization. Once someone is working for the company, they will use the career growth model as an effective way helping them, to see the possible future they have with the organization. This is because it uses three different elements, to help employees see how to advance their careers to include: employee access to career information, information as to how… READ MORE

How to Reference "Talent Development at Pepsico" Research Paper in a Bibliography

Related Research Papers:

Pepsico Case Pepsico ("Pepsi") Has the Choice Case Study

PepsiCo Case

PepsiCo ("Pepsi") has the choice of two companies that are available for purchase. One is Carts of Colorado, a manufacturer of mobile food carts/kiosks. The other is the… read more

Case Study 9 pages (2405 words) Sources: 0 Style: APA Topic: Business / Corporations / E-commerce

---

Pepsi Cola Beverages Term Paper

PepsiCo

Roger Enrico is facing a huge business decision as part of his responsibilities at Pepsi Company. His duties as President and CEO of Pepsico Worldwide Beverages includes making decisions… read more

Term Paper 2 pages (517 words) Sources: 0 Topic: Business / Corporations / E-commerce

---

Corporate Philanthropy and the Development of Business Term Paper

Corporate Philanthropy on the Developjment of Business

The study conducted and reported in this work in writing is one that examines corporate philanthropy and that seeks to answer specific questions… read more

Term Paper 31 pages (8566 words) Sources: 1+ Topic: Business / Corporations / E-commerce

---

Performance Management How Has the Organization Dealt Research Proposal

Performance Management

How has the organization dealt with withdrawal and absenteeism?

Pepsi's many strategies internally for addressing all the symptoms of a broader morale problem, from absenteeism and withdrawal to… read more

Research Proposal 6 pages (1732 words) Sources: 8 Style: MLA Topic: Business / Corporations / E-commerce

---

Hard Rock Cafe a Different Experience Thesis

Rock Cafe (HRC) and the Hard Rock Hotels / Casinos is a highly successful series of ventures that serves up fun, music, food, nostalgia and beverage. The HRC is also… read more

Thesis 9 pages (2730 words) Sources: 5 Style: APA Topic: Music / Musicians / Instruments

---

View 100+ more related papers  >>