Rationale behind Leave Loudly Policy
Examine a case study of a global company.
Human Resource Organization is considered to be an efficient part of any organization whereby the different initiatives made by the organization tends to have a positive impact on the workforce. When the workforce is motivated they tend to perform well and this is generally quite beneficial for the firm in the long run. The given essay will be discussing the strategy used by PepsiCo Co in order to ensure that the different employees maintain a suitable work life balance which will be beneficial for the long term success of the organizations (The Search for Hidden Figures., 2018). Various points like the rationale behind the implementation of the strategy, the rationale behind it and the benefits to the firm will be discussed.
PepsiCo is an American multinational snack and beverage company which has its headquarters in New York. The company was formed in 1965 and has expanded considerably since then into a broader range of offerings. The company is known as one of the best places to work in and has expanded its portfolio considerably.
Strategic HR priorities pursued by the company
The PepsiCo Company has been in business since a long period of time and since then it has realized the importance of the human resource in the given organization. The employees tend to act as the backbone of the business thereby making it very important to ensure that in order to achieve operational success the firm would be required to foster a positive environment for its different employees (Storey, 2014). Hence, the long term strategic priorities which are required to be pursued by the company is the development of an environment which supports growth and development (Cascio, 2018). Managing work life balance is the ultimate objective of the business a reason which causes the highest turnover rate. The firm in this aspect had prioritized to reduce its high turnover rate. The turnover rate aims to determine the success of the business and also has an impact on the cost of the business. Hence, though the priority the company aims to reduce the turnover rate.
Rationale of implementing the ‘leave loudly’ strategy
The leave loudly strategy aims to raise the presentism of the given organization. This means that it wants to encourage employees to take their work easily and be able to implement policies which help the different workers in maintaining their work life balance. For this purpose, they have taken out the policy of the Leave Loudly. This will work in a manner that when a senior employee will be coming too late for personal commitments and leaving early, they will let the middle level and junior level employees understand their reasoning behind this (Brewster, 2017). This shall portray an image that if the senior management can take leaves and not adhere to much pressure, then the middle level employees and the junior level ones can do the same and ensure that they are being able to meet their personal commitments as well. Emails and other work related phone calls are also not allowed in order to provide a stress free environment to the different employees present at the workplace (Kehoe & Wright, 2013). This policy was praised not only by women who has personal commitments but also by men who preferred this new convenience and an opportunity to spend some valuable time with their closed ones.
Benefits of work-life balance for organizational success
Hence, to state briefly the leave loudly policy is one which is developed in order to encourage the employees to maintain a work life balance and to provide them with an environment which encourages their Morales and reduces absenteeism (Alfes et al., 2013).
How does PepsiCo’s ‘leave loudly’ strategy align with other HR practices:
The leave loud strategy is formed in order to fulfill various objectives of the organization which range from ensuring a work life balance and helping to indulge in diversity. It also assists in work force planning and other related aspects as well.
Equity and diversity
It is very important to ensure equity and diversity in the organization so that no employee is discriminated against and they all are judged on the basis of their work instead of being judged by their race or gender. Diversity and equity can be ensured in an organization when all the employees working in an organization are provided equal opportunity which would encourage them and ensure that these employees are treated equally. Increasing equity and diversity in an organization tends to increase the productivity of an organization (Alfes et al., 2013). The leave loudly policy looks out for equity and diversity by promoting people from diverse backgrounds, races, genders to meet their personal obligations. The leave allow policy is available to every employee in an organization and the women workers can take this opportunity and work responsibly without feeling inferior to other employees. They can work as per a given schedule and convenience.
Workforce planning and development
Workforce planning can be defined as a partnership between the human resource department and the organization. It helps in identification of the resources which an organization requires and the needs in terms of the type, size, experience and the skills a workers achieve in order to attain their objectives. The procedure generally used to ensure that the workforce is planned according to the environment which are the external and internal (Budhwar & Debrah, 2013). They also take in consideration the budget of the organization and helps in determination of the successful outcome of an organization. In strategic workforce planning, the various components of an organization are analyzed along with an analysis of the business resources.
The leave loudly policy of Pepsi assist the company for long term purpose as it helps to reduce the turnover rate of the organization (Chelladurai & Kerwin, 2017). It also helps the company by forming the accurate schedule of the organization and helping the organization to achieve its strategic objective by encouraging appropriate staff during the right time and ensuring that the employees are satisfied and that their needs are fulfilled accordingly along with meeting organizational objectives.
Leave Loudly: Encouraging work-life balance
Social responsibility
Social responsibility can be defined as an ethical framework which describes that an individual has the obligation to act for the benefit of the society at large and in general. It is the duty of an individual who is leading the organization or the organization to ensure that the balance between different ecosystems are maintained. Hence, in order to abide by the social responsibility an organization is required to refrain from engaging in acts which may turn out to be harmful in nature. In order to adhere by social responsibility the businesses need to make their decision after viewing the success of the organization in general and by ensuring that the employees are taken care of (Marler & Fisher, 2013). The social responsibility of the different employees is often covered by the Corporate Social Responsibility which a firm engages in order to ensure that the business fulfills its duties towards the society. However, it is important that social responsibility begins at home and that it is important for any firm to look after its employees well (Daley, 2015).
Hence, through the leave loudly initiative the Pepsi co Company wants to see to it that it is giving its employees the facility to utilize their time efficiently and help them in improving their life outside the domain of the business. Through this the company wants to fulfill its obligation of giving it back to the employees by helping them in maintain a work life balance and take out time for other important things in life.
Work-life balance
Work life balance can be described as an initiative which needs to be taken by an organization in order to ensure that the individuals who are working in the organization have a fine limit of working hours and are able to successfully manage working in the organization and alongside look after their personal commitments (Purce, 2014). Furthermore, with the increasing advancement of technology, the different employees are required to be connected with the system run the clock which further disrupts the balance. Hence, it can be stated that it is the duty of the organization to ensure that its workers have a considerable work life balance and that they are able to enjoy their life and have sufficient time to maintain their person al lifestyle as well.
PepsiCo’s leaving loud policy has the strategic objective of ensuring that the different employees in the organization can work at their convenience and in accordance to their schedule. It helps them in enjoying the little pleasures in life which are very often missed out by the employees. Pepsi believes that this policy will be able to help the different employees in achieving their goals and thereby they will be able to serve the organization in a better manner (Bratton & Gold, 2017).
Objectives of Leave Loudly Policy
Outlining how the CEO’s personal life has shaped and influenced the implementation of ‘leave loudly’ strategy
The CEO is a father of two children and this went a long way in shaping this policy as he realizes that balancing workload and family commitments is very difficult. The CEO realizes the importance of family relationships and due to this he understood that like him, even other fathers would like to engage in meaningful time with their children and have a full family life. Hence, the CEO became motivational and devised a plan which stated that the heroes were required to become a hero at their home as well (Jackson, Schuler & Jiang, 2014).
For this reason, the CEO decided to encourage the employees to take comfortable leave and even encourage the other members in a society or the organization to take considerable steps in order to work conveniently and he knew that this impact would have a positive outcome on the workplace productivity as well.
How such strategy could improve workplace morale and productivity
The leave loudly strategy would incorporate a work life balance for the different employees in the firm which could go a long way in lifting employee morale and productivity (Brewster, Chung & Sparrow, 2016). This can be stated because the care for employee works in two ways. When employees perceive that the organization cares about their development then they tend to return the favor and work towards a higher productivity.
Employee workplace morale can be described as the attitude of the employees towards their workplace and their willingness to work for the organization in times of need. The leave loudly plan aims to help the employees to take a leave whenever they want without being conscious and to maintain a healthy work life balance (Renwick, Redman & Maguire, 2013). This freedom refreshes the employees and keeps them stress free as well. In such a scenario, the employees will feel highly motivated and will want to work for the welfare of the organization. This motivation in turn may have a positive impact on the workplace productivity and will being out success for the organization. Hence, this move of PepsiCo Co shall have a positive impact on the productivity and success of the firm.
Conclusion
Therefore, from the given analysis it can be stated that human resource management plays a key role in any organization and it is the duty of the company to ensure that it engages in successful human resource strategies which shall ensure that the firm has a unique workforce which contributes to the welfare of the organization. The given essay looked at the leave loud policy which was adopted by PepsiCo in Australia in order to fulfill various objectives which include providing the employees with a work life balance, managing diversity and increasing the morale of the employees.
It was observed that the given move by PepsiCo was fairly successful in increasing the revenue of the organization and lowering the turnover rate by 5%. Hence, other companies in the same industry should take the example of Pepsi as a motivation and work for the welfare of the employees which in turn increases the productivity of the firm
References
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), 330-351.
Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.
Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics.
Daley, D. M. (2015). Strategic human resource management. In Public Personnel Management (pp. 128-142). Routledge.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), 18-36.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
The Search for Hidden Figures. (2018). Retrieved from https://www.pepsico.com/
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