HRMT20026 - Analyzing PepsiCo's Flexible Work Policies in HRM

This case study examines PepsiCo's flexible work policies, particularly the 'leave loudly' strategy, and their impact on strategic HR priorities such as workplace mobility, employee empowerment, and leadership. The report analyzes the rationale behind these policies, focusing on productivity, work-life balance, equity, diversity, workforce planning, social responsibility, and employee satisfaction. It highlights how PepsiCo's initiatives, like promoting women in leadership and offering parental leave, contribute to a positive organizational culture and improved employee morale, ultimately leading to increased productivity and a stronger market presence in Australia and New Zealand. The case study also touches on the CEO's role in implementing these policies and fostering a work environment where employees feel comfortable prioritizing personal needs.

Running head: FLEXIBLE WORK POLICIES 1
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FLEXIBLE WORK POLICIES 2
Introduction
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.
Strategic HR priorities by PepsiCo
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.

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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.
The rationale of leave loudly strategy
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

FLEXIBLE WORK POLICIES 4
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.
Components of leave loudly strategy
Equity and diversity
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

FLEXIBLE WORK POLICIES 5
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.
Workforce planning and development
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.

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Social responsibility
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.
Work-life balance
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

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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.
Outline CEO’s personal life
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.

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Leave loudly improve morale and productivity 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.

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