NEGLIGENCE OF EMPLOYEES happens when the PepsiCo neglect their employees

in which in turn will affect the operation of the business so as a result, the proponents
decides to tackle the strategic operation in this area. Below are the following that will
help the company to focus more on their employees workforce as well as to manage
their situations in the business:

1. Job Design and Human Resources Human resource management at PepsiCo

combines global corporate HR practices with divisional HR practices to solve this
strategic decision area. The key operations management goal in this region is to
ensure that PepsiCo's workforce is adequate. PepsiCo, for example, has a
separate HR policy and job design process for Frito-Lay and a different HR
policy and job design process for Quaker Foods. Many of these strategies and
procedures, on the other hand, adhere to PepsiCo's corporate values and
"Talent Sustainability" strategy. Because , it emphasizes the adequate
workforce, so as result, the tendency is that the company will give more
importance to their employees because they are the key components of the
company’s operation.
Throughout an employee's tenure with the organization, human
resources contributes to the overall employee experience. The importance
of benefits in sustaining high levels of satisfaction cannot be overstated.
Employee satisfaction is often ignored in favor of customer satisfaction,
but it is equally important for a successful company. As a consequence,
maintaining high levels of employee satisfaction is essential for ensuring
full operational performance.
Employee benefits, especially retirement investing and health
insurance, ensure that workers are well-cared for and safe in exchange for
their time and effort. The company's safety net, which is given and
maintained, is a powerful motivator of employee morale and satisfaction
that will help the business to boost their employees morale and
satisfaction which in turn helps to boost the operation of the business
itself.
 1.1 Decision criteria:
a. Time of implementation
b. Employee morale
c. Return of Investment
d. Customer Satisfaction

1.2.PRO’S AND CON’S

a. Pro’s

 High employee morale

 Increase customer satisfaction
 Increase sales or market share
 Organize way of doing things

b. Con’s
 No definite time on when the implementation will be
stopped
 Although the policies are helpful enough but it may
still cause some problems

2. Maintenance. PepsiCo's maintenance issues are diverse, given the company's

diverse product and business offerings. The adequate workforce and other tools
that expand with the company are the focus of this strategic decision field of
operations management. PepsiCo continues to recruit and retain employees
from within the company in order to expand its workforce. To help PepsiCo's
expansion, facilities are extended, built, or acquired. This is related to employee
negligence of the company in a way that it tackles on how to maintain and keep
their employees or workforce as well as other tools needed in the operation. So
through this strategic decision area, it will help the company to manage their
employees well and it will help them to give more importance to the employee’s
well-being.
 And one great example to maintain the employees is through
promotions, compensations and the like. Employee efficacy and ambition
are rewarded by internal promotions. Internal promotional opportunities
and incentives may be managed by human resources to improve
employee involvement.

2.2. Decision criteria:

a. Employee morale
b. Cost
c. Risk Level
d. Return of investment

2.3. PRO’S AND CON’S

a. Pro’s

 High employee morale

 Increase customer satisfaction
 Increase sales or market share
 Will be able to continue the operation
 Will make the operation more flexible
b. Con’s
 No definite time on when the implementation will be
stopped.
 Recruiting and retaining employees could be costly
 There will be high risk if the company didn’t manage
their operations well.