Pepsi Co By,

Darshit Siddhpura
Kirti Sharma
Reshmi Roby
Rohit Arora
Soumalika Ghosh
Sourabh Solanki
Sutapta Mukherjee
About Pepsi Co.
• PepsiCo is a world leader
in convenient snacks,
foods and beverages
with revenues of more
than $43 billion and over
198,000 employees.
Take a journey through
our past and see the key
milestones that define
PepsiCo.
 e b e l i e v e
e p s i C o , w
At P p o n s i b l e
a r e s
be i ng i s n o t o n l y
a t e c i t i ze n
co rp o r d o , b u t
h t t h i n g t o
the r i g f o r o u r
h i n g t o d o
th e r i g h t t
bu s i n e s s .
 Our Mission
Our mission is to be the world's premier consumer products
company focused on convenient foods and beverages. We
seek to produce financial rewards to investors as we provide
opportunities for growth and enrichment to our employees,
our business partners and the communities in which we
operate. And in everything we do, we strive for honesty,
fairness and integrity.
 Our Vision
"PepsiCo's responsibility is to continually improve all aspects
of the world in which we operate - environment, social,
economic - creating a better tomorrow than today."
Our vision is put into action through programs and a focus on
environmental stewardship, activities to benefit society, and
a commitment to build shareholder value by making PepsiCo
a truly sustainable company.
 10 TM values followed in Pepsico
• We cannot be successful without talent.
• Talent adds to the market value.
• Talent helps in executing the ideas.
• Talent is the last source of competitive advantage.
• Great work places attract and retain the talent.
• The most admired and successful companies have
great talent.
• The cost of competent talent is high.
• The cost of turnover of talent is high.
• The competitive & environment has created a
retention crisis.
• Retention can be managed.
TM practices followed in Pepsico.
• On the job training
• Off the job training
• Mentoring and coaching
• Training and E learning
• Classroom teaching (pepsico university)
How are they engaging employees?
• Allow the employees to take action beyond the
job function boundaries.
• To make employee understand the implications of
daily works.
• They will see the connections to the company’s
environmental goals.
• To push employees for taking more
environmental actions.
 Talent Retention
Companies facing talent retention issues due to
retirement of one generation and the demand of
new workers.
It includes the following key points:-
• Aligning the organization.
• Establishing Career Development Strategies.
• Effective practices for success as well as what
makes an outstanding leader and characteristics
of a good mentor.
4 levels of succession planning in
PepsiCo

On-The-Job
5-
1 0%
Experiences
5-1
0%

Mentoring or Coaching
55-65%
25-30%
Training or Continuing
Education

Motivated Self-
Development
 Succession Planning: Key
Elements
Assessment of
Key Positions

Identification of
Key Talent

Development Key
Monitoring & Review Elements

Assessment of
Key Talent

Generation of
Development Plans
 Succession Planning: Key Elements
1. Assessment of Key Positions:
• What are the competencies and experiences needed to
qualify for each key position?

2. Identification of Key Talent:

• Typically people at the top two levels of the organization
and high potential employees one level below.
• Identified by their management’s assessment of their
performance and potential for advancement.

3. Assessment of Key Talent:

• For each person on the radar screen, primary development
needs are identified focusing on what they need in order to
be ready for the next level.
 Succession Planning: Key Elements

4. Generation of Development Plans:

• A development plan is prepared for how we will help the
person develop over the next year.

5. Development Monitoring & Review

• An annual or semi-annual succession planning review is
held to review progress of key talent and to refresh or
revise their development plan.
References
WWW.PEPSICO.COM
WWW.INDIATODAY.COM
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