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CIPD Level 5 CHR Assessment

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Added on  2020-10-23

CIPD Level 5 CHR Assessment

   Added on 2020-10-23

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CIPD LEVEL 55 CHR AssessmentAugust 2017
CIPD Level 5 CHR Assessment_1
1ContentsIntroduction......................................................................................................................................2Business Overview of PepsiCo........................................................................................................2HR Agenda in Pepsi Co...................................................................................................................3HR Models followed by PepsiCo....................................................................................................3The Warwick Model....................................................................................................................3The Ulrich Model.........................................................................................................................5Two External Factors.......................................................................................................................6Comparison of SWOT and PESTLE Analysis................................................................................7Effect of External and Internal factors on the HR Function............................................................8Stages in the Strategy Formulation..................................................................................................9Role of HR Function in Strategy Implementation.........................................................................10HR contribution in Business ethic and Accountability..................................................................10Role of HR in CSR........................................................................................................................11Role of HR in Corporate Governance...........................................................................................11Roles of HR in Change Management............................................................................................11Kurt Lewin Model of Change....................................................................................................12HR Metrics and their usage in the Planning Process.....................................................................13Business Metrics and their usage in the Planning Process............................................................14Conclusion.....................................................................................................................................14References......................................................................................................................................15Appendix........................................................................................................................................17SWOT Analysis.........................................................................................................................17PESTEL Analysis......................................................................................................................18
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2IntroductionIn the contemporary world business environment is highly competitive and maintaining acompetitive advantage is becoming harder for multinational organizations. (Coff, R.W., 1997)has identified human resources as a key resource for gaining sustainable advantage due to thesystematic information and ambiguity which makes them unique. Business organizations need tohave committed and qualified workforce in order to differentiate the company from the othercompetitors in the market. In modern world, competitive advantage is not only related todifferentiation of the products and services of the organization, but it also consists of attainingspecial skills which are needed to support growth and enhance the customer satisfaction. In the following work, analysis of the HR Agenda of PepsiCo will be done. Besides this variousother functions of HR, external factors that affect the HR of the organization will also bediscussed. Various HR models will also be discussed, in the context of PepsiCo. The report willalso analyze, various HR practices and strategies that are developed in the organization. Business Overview of PepsiCoPepsiCo is an American Food and Beverage giant, which deals in manufacturing, distributionand marketing of different types of processed food, beverages and wide range of food items.PepsiCo was founded in 1965, in USA and it have presently headquarters in New York. Thecompany has 22 brands, having products like Lays, Aquafina, Doritos, Pepsi, Miranda, 7UP etc.PepsiCo working up its way from its establishment have become leader in the area of beverages,foods and convenient food. PepsiCo is operational in more than two hundred nations worldwideand achieves $60 billion in terms of revenue, and have employees around three thousand acrossthe world. The vision of the company is to enhance the world in every aspect, from economicand social aspects to environmental aspects.
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3HR Agenda in Pepsi CoHR agenda in PepsiCo is majorly concerned with the development of the human resources andperformance management of the employees in the company. Every organization can purchasenew technology and equipment, but human resource is that one resource which are inimitable, bythe other organizations. HR as a function in PepsiCo consists of development of teams, properadministration of various systems in the HR and identification of HR needs in the organization.Appropriate handling of the day to day activities of HR and execution of different processesgives direct official support. Business partnership in PepsiCo allows the HR specialists toparticipate actively in the business and learn various continuing challenges. This helps the HRteam in the PepsiCo to match right skills, ideas, processes, people and solutions to the particularneeds of the organization. Creation of the valuable change that is in line with the organizationalagenda also defines the whole contribution of the outcomes of different business units (Kesler,G., 2000).HR Models followed by PepsiCoThe Warwick ModelThe Warwick Model was developed by Hendry and Pettigrew. This model revolves around fiveelements which are:Outer Context – PepsiCo takes into account various factors which are outer to the organizationsuch as technical, socioeconomic, legal, political factors. This helps the PepsiCo in remainingcompetitive in the market and thus attracting talent in the organization. Inner Context – PepsiCo also takes into account various factors which are internal, likeorganizational structure and culture, leadership and various business outputs, this allows thecompany to formulate policies and strategies which are in line with the internal structure as well(Cakar, F., Bititci, U.S. and MacBryde, J., 2003).Business Strategy - Pepsi Co in order to remain competitive, takes into account the productstrategy, market and different tactics, while formulating the HR policies, this allows the people
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