Strategic Human Resource Management for Work-Life Balance at PepsiCo

Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT 1
STRATEGIC HUMAN RESOURCE MANAGEMENT
Name
Institutional Affiliation

STRATEGIC HUMAN RESOURCE MANAGEMENT 2
Contents
Introduction..........................................................................................................................................................................3
Strategic hr priorities pursued by the company...........................................................................................................3
Attracting and retaining top talent..............................................................................................................................4
Increasing Organizational productivity.....................................................................................................................4
Improving the well being of employee.....................................................................................................................5
The rationale for implementing the ‘leave loudly’ strategy......................................................................................5
Alignment of the strategy with other HR practices....................................................................................................6
Equity and Diversity......................................................................................................................................................6
Workforce planning and development......................................................................................................................7
Social responsibility......................................................................................................................................................7
Work-life balance..........................................................................................................................................................7
Impact of CEO personal life in the implementation of ‘leave loudly’ Strategy...................................................8
Impact of ‘leave loudly’ strategy on workplace morale and productivity.............................................................8
Conclusion...........................................................................................................................................................................9
References..........................................................................................................................................................................11

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Introduction
Workplace enslavement has been one of the major issues that organizations have to deal
with. With the increasing demands of modern workplaces, individuals have found themselves
spending more time in carrying out work-related duties and less time attending to family duties
(Banfield, Kay & Royles, 2018). In the face of these pressures, the family takes a back seat. Lack
of work-life balance is a major contributor to employee turnover, reduced productivity and
absenteeism. Organizations like PepsiCo, through the active role played by their current CEO,
Robert Rietbroek has realized the importance of work-life balance in enhancing organizational
productivity. The CEO introduced major changes in creating a healthier work-life balance for
PepsiCo’s to enhance their ability to balance between work and family commitments. He has
been on the forefront in encouraging his employees to always focus on meeting both their family
and work obligations without sacrificing one for their other. His leave loud policy has been a
major turning point for the organization. The policy obligates leaders to make their departure
from the organization form the organization known especially when the departure is done before
the end of working hours to attend to other commitments (Chung, 2017). This essay explores the
various aspects of PepsiCo’s leave loud policy.
Strategic hr priorities pursued by the company
The human resources are the backbone of any organization. An organization’s
performance is determined by how productive and motivated its employees are. This reason
obligates employers and organization to have a strategic focus on their employers (Bolman &

STRATEGIC HUMAN RESOURCE MANAGEMENT 4
Deal, 2017). HR priorities refer to the human resources areas of focus by organizations.
PepsiCo’s focus on enabling a work-life balance for its employees is based on a number of
strategic priorities.
Attracting and retaining top talent
The first priority is attracting, retaining top talent and enhancing workplace diversity.
PepsiCo is an organization committed to sustaining its talents with its focus on developing and
retaining its employees. Having the right people doing the right job in an organization is,
therefore, one of the priorities that the organization is aiming at achieving through its work-life
balance policies. Contemporary employees have become more focused on attaching themselves
to organizations that value and treat them respectfully. A conducive work environment and
flexible terms of work are therefore some of the aspects that they will consider before accepting
a job (Cascio, 2018). Additionally, the retention of employees is based on their level of
satisfaction. Ability to balance between work and family commitments is one of the factors that
lead to employee satisfaction. Flexible working arrangements in an organization can also lead to
increased workplace diversity because the arrangement meets the needs of different employees.
The organization, therefore, aims at tapping into this gap by providing flexible working terms
and a conducive work environment.
Increasing Organizational productivity
The second priority being pursued by the organization is increasing productivity. The
goal of any organization is to get the most out of its employees. Employee productivity is
directly manifested in an organization’s productivity. While working for long hours might not
necessarily translate to increased productivity having in place strategies that increase the