Pepsi
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- Date Submitted: 08/07/2011 08:00 PM
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Discuss how PepsiCo uses its talent to sustain a competitive advantage in the
marketplace.
PepsiCo attempts to sustain its competitive advantage by constantly developing new products and innovations, including “mega brands,” which are eighteen individual brands that generate over $1 billion in sales each. According to Sizler & Dowell (2010) PepsiCo can be described as growth. It is the very first component of PepsiCo’s corporate values statement (“Our commitment to deliver sustained growth, through empowered people, acting with responsibility and trust”), and is the core of the business strategy “Performance with Purpose”. PepsiCo is known to produce leaders so that they can go to other companies and have a successful career, when it comes to talent development. PepsiCo provide the tools, processes, and frameworks that support and sustain employee growth and development. PepsiCo shows how talent management practices work both internally and externally during the same period.
According to Stockley (1996), talent management is defined as a conscious, deliberate approach undertaken to attract, develop and retain people with the aptitude and abilities to meet current and future organizational needs. Also noted by Stockley (1996), talent management involves individual and organizational development in response to a changing and complex operating environment. PepsiCo approaches talent management from within the context of our talent sustainability framework Sizler & Dowell (2010).
Discuss three key elements of PepsiCo’s career growth model.
• Proven Results-delivering business and people results
• Leadership capability-shows the behavior and what employees should know and show.
• Functional excellence- the basic knowledge of any role given to employee.
This growth was achieved through large and small acquisitions, new product development, responding to consumers and retailers needs and expansion into new markets. Additionally, PepsiCo breathe and depth of...
marketplace.
PepsiCo attempts to sustain its competitive advantage by constantly developing new products and innovations, including “mega brands,” which are eighteen individual brands that generate over $1 billion in sales each. According to Sizler & Dowell (2010) PepsiCo can be described as growth. It is the very first component of PepsiCo’s corporate values statement (“Our commitment to deliver sustained growth, through empowered people, acting with responsibility and trust”), and is the core of the business strategy “Performance with Purpose”. PepsiCo is known to produce leaders so that they can go to other companies and have a successful career, when it comes to talent development. PepsiCo provide the tools, processes, and frameworks that support and sustain employee growth and development. PepsiCo shows how talent management practices work both internally and externally during the same period.
According to Stockley (1996), talent management is defined as a conscious, deliberate approach undertaken to attract, develop and retain people with the aptitude and abilities to meet current and future organizational needs. Also noted by Stockley (1996), talent management involves individual and organizational development in response to a changing and complex operating environment. PepsiCo approaches talent management from within the context of our talent sustainability framework Sizler & Dowell (2010).
Discuss three key elements of PepsiCo’s career growth model.
• Proven Results-delivering business and people results
• Leadership capability-shows the behavior and what employees should know and show.
• Functional excellence- the basic knowledge of any role given to employee.
This growth was achieved through large and small acquisitions, new product development, responding to consumers and retailers needs and expansion into new markets. Additionally, PepsiCo breathe and depth of...