1. How PepsiCo uses its talent to sustain a competitive advantage in the marketplace.
Talent development and management are very important in any organization, be it profit or non-profit oriented organization. It was the realization of the crucial role played by talent in enhancing corporate competitive advantage in the market place that PepsiCo embarked in investing heavily in talent management and development. By embracing an inclusive culture that calls for consideration for addressing the multicultural, multigenerational and global needs, the company is always at a better position to fight any looming competition and hence stay put in the marketplace. The talent ensures that the company focuses o meeting the customer expectations since it is designed in a manner that enables all the company’s stakeholders enjoy their role in the growth and development of the company, more so the employees who feel appreciated (Silzer & Dowell 2009).
By ensuring that only the right people take up vacancies whenever they occur, the company is always under the leadership of very competitive people. Competitive leadership is key in guiding a company to growth even when its products are faced with the toughest competition in the market. Competitive men and women occupying positions are capable of laying strategies with the aim of beating any competition in the market. Implementation of such strategic plans is always backed up by the fact that employees in lower positions at PepsiCo are also competitive and highly motivated to offering their services to the company.
Through training offered by PepsiCo University, PepsiCo has spectacular talent that goes a long way in ensuring that all activities the company; starting from production to distribution are professionally carried out. This has given the company a good reputation in the world market. A good reputation is very important in fighting off competition in the corporate world (Silzer & Dowell, 2009).
2. Three key elements of PepsiCo’s career growth mode
Proven results: at Pepsi, employees are expected to excellently perform their duties while at the same time helping others also grow. As a leader in the company, one is not only expected to show results in his docket, how you impart on your juniors is very important when it comes to matters of promotion; your performance is crucial and it encourages all to perform better in their positions.
Leadership capability: this is an important element in Pepsi’s career growth mode. It is not anyone that can be promoted to a leadership position. An individual’s leadership capability is very important. There are specific aspects of leadership that this model embraces and it is therefore necessary for an employee to show evidence of having such aspects for him/ her to be eligible for a leadership position in the company when a vacancy appears.
Critical experiences: the growth model requires that an employee gathers sufficient experience through working at the company. It is believed that through experience at the company, an employee gathers further leadership skills. This experience is therefore valued whenever a vacancy for promotion in the company occurs (Silzer & Dowell, 2009).
3. Three key elements of PepsiCo’s talent management model.
Identification: this is an important element in PepsiCo’s talent management model; it enables the pin pointing of those individuals with credible qualities that are important in manning the company’s leadership positions. This particular element is crucial since it enhances preparations of the identified individuals for the company’s senior positions.
Developing readiness: in the talent management model at PepsiCo, it is a requirement that identified individuals with leadership qualities be trained in readiness for senior positions in the company should they occur at any time. This element therefore allows the company to be at a position to replace any senior employee of the company without much difficulty.
Movement: this element requires that individuals in the company with potentials in leadership be rotated in order to enable them acquire more experience in different aspects of leadership. It appreciates all round leaders as opposed to individuals capable of only handling specific areas of leadership only.
4. The challenges that PepsiCo faces related to its talent management system.
The major challenge faced by PepsiCo from its talent management system is the definition of “a high potential” as emphasized in this system. It is not easy at all to narrow down to an individual with this potential with a very high precision. This therefore makes identification of these individuals very difficult. The choice is usually left to senior individual in the company who in many occasions tend to use their own interest and bias in making such decisions (Silver & Dowell, 2009).
The changing work force is another challenge that the talent management system has to address from time to time. The system is supposed to keep on changing from time to time in order to always meet the needs of the coming generations. This is not easy since the system is structured in a manner that it appears to be complete the way it is.