How Pepsico Uses Its Talent to Sustain a Competitive Advantage in the Marketplace.
Talent Development at PepsiCo
Freeman F. Dennis
Dr. J. A. Anderson, Sr.
Talent Management – HRM 532*201004
July 19, 2011
Introduction. At PepsiCo talent management is taken very seriously. From the CEO on down, all level are involved in the reviews of high potential individuals. With this level of involvement, the talent that is attracted to the company is developed and trained so well that many of them go on to be top level executives at other major corporations.
Discuss how PepsiCo uses its talent to sustain a competitive advantage in the marketplace. The first thing that PepsiCo did was to ensure it had the “the right people, in the right place, at the right time, doing the right work, the right way.” (Silzer, 2010 p.618). With this philosophy, the organization is achieving talent sustainability. PepsiCo realizes that for talent to be developed properly and in a sustainable way there must be ownership of the talent to direct the development of the talent. The company therefore has decided that the corporation takes ownership of the top “several hundred roles”. The other much greater pool is owned by the division. This enables the corporation to train and utilize these talents across the full spectrum of the enterprise rather than solely within the division or function where they work. This also ensures that there is commonality of language used as well as the development of the talent. The company has four elements it utilizes to this end: • Talent Acquisition which is finding the right talent and ensuring the talent is given the right experiences through the entire process of bring the talent into the company. • Talent Management and Development where the company gives the talent the training and development needed for the talent to be ready to assume critical leadership position when required. • PepsiCo University in which the talent is given the training in an accessible learning
Freeman F. Dennis
Dr. J. A. Anderson, Sr.
Talent Management – HRM 532*201004
July 19, 2011
Introduction. At PepsiCo talent management is taken very seriously. From the CEO on down, all level are involved in the reviews of high potential individuals. With this level of involvement, the talent that is attracted to the company is developed and trained so well that many of them go on to be top level executives at other major corporations.
Discuss how PepsiCo uses its talent to sustain a competitive advantage in the marketplace. The first thing that PepsiCo did was to ensure it had the “the right people, in the right place, at the right time, doing the right work, the right way.” (Silzer, 2010 p.618). With this philosophy, the organization is achieving talent sustainability. PepsiCo realizes that for talent to be developed properly and in a sustainable way there must be ownership of the talent to direct the development of the talent. The company therefore has decided that the corporation takes ownership of the top “several hundred roles”. The other much greater pool is owned by the division. This enables the corporation to train and utilize these talents across the full spectrum of the enterprise rather than solely within the division or function where they work. This also ensures that there is commonality of language used as well as the development of the talent. The company has four elements it utilizes to this end: • Talent Acquisition which is finding the right talent and ensuring the talent is given the right experiences through the entire process of bring the talent into the company. • Talent Management and Development where the company gives the talent the training and development needed for the talent to be ready to assume critical leadership position when required. • PepsiCo University in which the talent is given the training in an accessible learning