Take the Pepsi: Talent Development at PepsiCo.
Sonya Stamper
Strayer University
Hrm532- Talent Management
April 28, 2011

Question:   Discuss how PepsiCo uses its talent to sustain a competitive advantage in the marketplace.
PepsiCo can be described as growth. It is the very first component of PepsiCo’s corporate values statement (“Our commitment to deliver sustained growth, through empowered people, acting with responsibility and trust”), and is the core of the business strategy: “Performance with Purpose” (Sizler & Dowell, 2010). PepsiCo is known to produce leaders so that they can go to other companies and have a successful career, when it comes to talent development. PepsiCo provide the tools, processes, and frameworks that support and sustain employee growth and development. PepsiCo shows how talent management practices work both internally and externally during the same period.
According to Stockley (1996), talent management is defined as a conscious, deliberate approach undertaken to attract, develop and retain people with the aptitude and abilities to meet current and future organizational needs. Also noted by Stockley (1996), talent management involves individual and organizational development in response to a changing and complex operating environment. PepsiCo approaches talent management from within the context of our talent sustainability framework (Sizler & Dowell, 2010). The four frameworks in talent management that PepsiCo uses are talent acquisition-finding the right talent; talent management and development-building bench strength for key leadership positions; PepsiCo University-developing a broadly accessible learning environment; and inclusive culture-shaping the PepsiCo culture and reinforcing the behaviors required to support the talent. PepsiCo will focus on the talent management and development portion of the framework to show how they sustain the competitive advantage over other organizations and how they produce leaders....