The Rationale of Leave Loudly Strategy
Discuss about the Evaluating Equal Employment Policies and Outcomes.
The HRM is mandated to develop plans that will enhance the competitive advantage of the company for sustainable performance in the targeted market. Proper strategies are used by the management to control the production processes in the company for a steady flow of operations. PepsiCo is a beverage and food company that is focused on developing staffing policies that will enhance productivity in the industry. The leave loudly strategy is implemented by the company to enhance the productivity by improving employee morale. The flexibility at work is used by HRM in ensuring that there are attraction and retention of talented employees in the industry (Reiche et al. 2016). The report focuses on the effectiveness of flexible work policies towards the accomplishment of the desired production objectives.
An organization is required to focus on staffing policies that will maximize the production level in the targeted market. Flexible work policies are used by the human resources management towards the accomplishment of the desired productivity from the staff. The policies implemented are supposed to motivate employees towards accomplishing the set short-term and long-term goals. The HR strategy is supposed to prioritize the needs of staffs towards the accomplishment of the long-term goals of production (Chelladurai & Kerwin 2017). The staffs are used by the company in the production process thus the working condition is supposed to be suitable for acquiring the needed amount of products and services from the staff. PepsiCo is a company that is aimed at developing a proper work policy that will motivate the employees towards the accomplishment of the intended market share in Australia and New Zealand.
The level loudly policy encourage executives to feel free to leave the company once the assignment is completed. The leaders are required to inform the team members towards a steady flow of business progress. PepsiCo HR policies are focused on workplace mobility, successful planning, employee empowerment and proper leadership. The leave loudly is a flexible strategy that aims at ensuring that there is enhanced workplace mobility. According to Christensen and Schneider (2015), the workplace mobility is necessary for acquiring an increase in production for the whole organization due to sharing of ideas by different departments. Successful planning is made possible through the continuous communication of the leaders of the company while leaving the company. Employee empowerment is achieved through the work-life balance by the company which motivates the staffs to work towards accomplishment of the desired production level (Reiche et al. 2016). The executive leadership is enhanced through the leave loudly strategy through increased communication in the company. The executive leaders are required to have skills and knowledge to identify the needs of employees to facilitate a smooth production process.
Workforce Planning and Development
The flexible work policies implemented by PepsiCo are focused on productivity and work-life balance for the executive leaders. The ability of a company to develop policies is considerate of employees needs assists in acquiring the desired competitive edge in the market (Brymer, Molloy & Gilbert 2014). The staffs’ personal welfare is considered as there are no emails and assignment provided to the staffs after the working hours. It is necessary for the management to provide the staff with the needed time to perform the family activities for an enhanced contribution. An organization that is focused on work-life balance is able to accomplish the desired production objectives due to the high concentration level in the workplace. The focus on employees work, and life needs assists in developing a work policy that will positively contribute to the performance of the company. PepsiCo has been able to retain the talented employees through the use of flexible staffing policy. The evaluation of staff need is used in identifying the appropriate strategy that will help achieve the personal and corporate goals. A flexible working strategy is used in developing a plan that is highly effective to enhance the productivity of employees (Gopalakrishnan et al. 2016). The leave loudly strategy by PepsiCo aims at ensuring that there are minimum destructions to employees while at home. The minimal destructions aim at making sure that an employee finishes the assigned tasks before going home. Planning is enhanced in the flexible work policy to meet the desired production objectives of the company.
The promotion of equity and diversity at the workplace is necessary for developing a proper working environment. Gorny (2015) states that working environment influences the productivity of the staff in the company thus necessary to focus on a suitable working environment. PepsiCo has developed a staffing policy that will develop a proper working condition towards a sustainable competitive edge in the food and beverage industry. Equality and diversity are used by a company which offers equal opportunities to the staff for an increased market share (French & Strachan 2015). The equal opportunities are used by HRM in identifying a group of talent that will help accomplish the long-term goals of production. PepsiCo has identified the need for employing staffing from different ethnic background and gender for development of quality products. The fairness and transparency in corporate governance are used in developing a proper organizational culture that will improve the profit margin. PepsiCo company fairness and transparency in corporate governance has empowered women to enter the senior positions. According to Chung (2017), PepsiCo has been able to have 40% of women in senior management positions of the company. The flexible work policy in PepsiCo has helped the women in the company to perform their tasks due to enhanced work-life balance effectively.
The work plan is used by the management in acquiring quality products and services from the employees. It is necessary for the HRM to focus on work planning towards a steady flow of business operations in the market. The workforce planning is used by HRM in acquiring a proper corporate culture that will enhance the production level in the market (Raziq & Maulabakhsh 2015). The leave loudly policy by PepsiCo has assisted the CEO to drop his daughter at school every Friday Morning and visits at 10 am which is a proper way to motivating the leaders (Chung, 2017). The leaders are supposed to provide a proper plan to the teams to ensure that there are minimal distractions while off work. It is necessary for the leaders to leave loudly to allow the staff to identify the urgent things that were to be handled by the executive manager. The work plan in PepsiCo has provided the company with the needed products to have an increased market share in the beverage industry. Flexible work policy is used to develop new ideas and methods to deal with issues in the market for a steady flow of operations. The innovation culture is made possible through the flexible staffing policies where the staffs are able to express their ideas. According to Chung (2017), PepsiCo discourages emails after working hours to focus on proper planning during the available working hours. The management is required to consider a proper flow of operations through the planning of tasks considering the available working hours.
The social responsibility at workplace requires the HRM to develop strategies that will consider the needs of employees. PepsiCo is focused on social responsibility at the workplace through the focus on an ethical production process that considers the well-being of employees. The ability to develop policies that are focused on the employees’ welfare assists the company to acquire a team that will drive operations to attain the intended production levels (Hopkins 2016). PepsiCo is focused on health and safety which has contributed to a steady flow of business operations in the targeted market. The staff turnover has reduced from 12% to 7% which is important for a company in retaining the talented staffs (Chung, 2017). Employee retention is used to reduce errors and omission in production process due to the enhanced knowledge of the staff (Goldstein & Passmore 2017). The company social responsibility is the empowering of women and girls in the community. The focus on girls and women empowerment is necessary for a nation to achieve the set macroeconomic goals. The company was voted Asia’s Most Woman-Friendly Employer due to the focus on social responsibility at the workplace (PepsiCo, 2012). The focus on social responsibility at the workplace has assisted PepsiCo to acquire a positive reputation in the targeted market. The company has acquired an increased sales volume in Australia and New Zealand through the social responsibility policies at work.
The work-life balance is used by an organization to increase the employee satisfaction towards a sustainable performance in the market. Proper utilization of working hours assists staff to acquire time for friends and family. Staffs are motivated by a company that develops a staffing policy that is balancing work-life activities in the market (Deery & Jago 2015). It is necessary to focus on a flexible staffing policy that will enhance the loyalty of the employees for achievement of set production objectives. According to Chung (2017), PepsiCo has a 16-year parental leave policy that is aimed at ensuring that there is proper care of people with families. The policy extends to the non-parent staff here there are provided with time off to ensure that there is improved employee morale in the company. The proper condition provided by the flexible staffing policy has assisted the company to increase the operations in different areas across Australia and New Zealand. The personal objectives are considered by leaders in reducing cases of distractions at work where staffs are provided with time to deal with personal issues (Prowse & Prowse 2015). The flexible policy implemented by PepsiCo ensures that parents with children are able to spend time with the family.
The CEO of PepsiCo is aimed at ensuring that there is a proper implementation of the leaders leaving loudly strategy to reduce cases of confusion in the workplace. The leaders are expected to inform the team while going away to ensure that there is proper planning of operations. According to Chung (2017), the leaders are required to inform the team while attending personal duties. The culture is later extended to the middle management, staffs and new hires here it feels okay to attend to personal duties. An organization that is focused on employees’ personal needs through work-life balance is able to acquire the desired production level through the enhanced staff satisfaction (Shagvaliyeva & Yazdanifard 2014). The leaders and other staffs should feel comfortable to reduce cases of being present at work without performing any tasks. The flexibility of policies is used by the CEO in ensuring that there is the maximization of customer satisfaction to retain the teams of PepsiCo.
The productivity of employees in PepsiCo is greatly contributed to the flexible work policy implemented by the company. The policy aims at developing a beneficial organizational culture that will maximize production through enhanced morale to employees. According to Singh (2018) employee morale is enhanced through policies that consider the diverse needs of the staffs in the workplace. The diversity in Australia PepsiCo requires the HRM to develop a flexible work policy that will consider the needs of people from the different ethnic background. Teamwork is enhanced in the company as leaders of PepsiCo are expected to indicate to the team while going out for personal business. The constant communication between the leaders and team members is used to ensure that there is proper coordination. The enhanced coordination and control in the organization positively contribute to the increased productivity level in the targeted market.
Conclusion
PepsiCo is a company that has boosted its productivity through the implementation of flexible work policies. The staffing policies are aimed at motivating employees towards the achievement of the desired production level in the targeted market. PepsiCo is aimed at ensuring that there are equality and diversity through the increased number of women in the workplace. The women empowerment is a social responsibility for a company as it positively contributes to the achievement of the macroeconomic goals set by the nation. The flexible working environment has enhanced planning of tasks which is necessary for a long survival of the company in the targeted market. The work-life balance has contributed to the increased employee retention in the company.
References
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Chung, F. (2017). Pepsi CEO’s rule for leaving work. Retrieved from https://www.dailytelegraph.com.au/business/work/why-pepsico-ceo-asks-his-team-to-leave-loudly/news-story/5467b3ffff387c3a5dd79ac3a245c868
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PepsiCo. (2012). PepsiCo Asia Pacific wins “Asia’s Most Woman-Friendly Employer” award at the Women In Leadership (WIL) Asia Awards 2012. Retrieved from https://www.pepsico.com/live/pressrelease/pepsico-asia-pacific-wins-asias-most-woman-friendly-employer-award-at-the-women-02172012
Prowse, J., & Prowse, P. (2015). Flexible working and work-life balance: midwives’ experiences and views. Work, employment, and society, 29(5), 757-774.
Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job satisfaction. Procedia Economics and Finance, 23, 717-725.
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Singh, N. (2018). Prospective and Strategies Managing Cross Culture Diversity in Workplace. GST Simplified Tax System: Challenges and Remedies, 1(1), 166-168.
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