TRAN THI THANH NHAN BKC19496 HRM ASSIGNMENT 1 BETC 02k11

Food and beverage brands, the largest including the acquisition of the Tropicana Company in 1998 and the Quaker Oats Company in 2001.. The thesis is done with the desire to show positive

Student Name/ID Number: TRAN THI THANH NHAN_BKC19496Unit Number and Title: Unit 03: Human resource management

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I INTRODUCTION

1 BACKGROUND

PepsiCo, Inc is an American multinational food, fast food and beverage corporation

headquartered in Harrison, New York

Pepsico's founders are Caleb Bradham, Donald Kendall, Herman Lay in 1965 with the merger of the Pepsi-Cola Company and Frito-Lay, Inc PepsiCo has expanded from Pepsi's eponymous product to a range of brands Food and beverage brands, the largest including the acquisition of the Tropicana Company in 1998 and the Quaker Oats Company in 2001 These acquisitions enabled Pepsi to add the Gatorade brand to its product portfolio

PepsiCo is the second largest food and beverage company in the world, after Nestlé

Chân dung Caleb Bradham

December 24, 1991 - The International Beverage Company (IBC) was established as a joint venture between SP Co and Marcondray - Singapore with the capital contribution ratio of 50% - 50% have built and inaugurated the Hoc Mon factory Untill 1994 - PepsiCo officially entered the Vietnamese market when it entered into a joint venture with IBC International Beverage Company with the launch of the first two products, Pepsi and 7 Up, right from the early days when the US lifted the embargo with Vietnam in 1994

2003 - The company was renamed as PepsiCo Vietnam International Beverage Company Many types of non-carbonated soft drinks continue to be marketed such as: Sting, Twister, Lipton Ice Tea, Aquafina

2005 - Officially become one of the largest beverage companies in Vietnam

2006 - The company expanded production and sales of food products with Poca snack products favored by consumers and young people

2007 - Developed more soy milk products.

2008-2009, after the inauguration of a food factory in Binh Duong, (later separated into Pepsico Vietnam Food Company), the company expanded its raw material area in Lam Dong Many new products in beverage segment were also launched such as: 7Up Revive, Lipton Green Tea; Pineapple Twister

2010 - marked an important milestone for PepsiCo Vietnam through the announcement of PepsiCo to continue investing in Vietnam 250 million USD for the next three years 2/2010, a new factory in Can Tho officially put into operation

2012 - In this year, the merger and acquisition event of San Miguel factory in Dong Nai occurred

in March 2012 and the largest PepsiCo factory in Southeast Asia was inaugurated in Bac Ninh inOctober 2012

April 2013 - Suntory PepsiCo Vietnam strategic beverage alliance was established between Suntory Holdings Limited and PepsiCo, Inc in which Suntory accounted for 51% and PepsiCo 49% with the launch of new tea products Olong Tea + Plus and Moutain Dew

Responsible by: Suntory PepsiCo Vietnam Beverage Company Limited Sheraton Building, 88, Dong Khoi Street, Ben Nghe Ward, District 1, Ho Chi Minh City, Vietnam

Presently PepsiCo is:

The world's leading beverage and food company

The company operates in nearly 200 countries with more than 185,000 employees globally.-The company has annual sales of 39 billion dollars

The world's fastest growing beverage and food company

PepsiCo's mission is to continuously improve all aspects of the community life in which we operate - environmental, social, economic - to contribute to a better tomorrow.

Pepsi always knows how to balance the interests of the company with the interests of employeesand the community towards sustainable and long-term development

Pepsico is constantly searching for and creating healthy financial effects for investors, creating development opportunities and bringing many economic benefits to employees, business partnersand the working community

Becoming a leading company in the field of consumer goods manufacturing, focusing mainly on the convenience food and beverage sector and always putting honesty, fairness and perfection first

Convenience for everyone, With convenient packaged products and an extensive distribution network, Pepsi has succeeded in bringing satisfaction to its customers with convenience ,

branches and production facilities in many fields create favorable conditions and benefits for employees, investors, partners… cooperation, purchase, sale and economic development of the host country

The thesis is done with the desire to show positive results,

limitations and causes of human resource development, activities and factors affecting human resource development in Pepsico contribute to helping the Company make reasonable decisions about

Human resource development is increasingly quality and efficient Because focusing on talent development by "green incubator" right now is an effective measure for the success in HR management of a business business in the future

3 SCOPE

For economic development, human resources is the decisive factor, for human development, education is the priority foundation An economy can only thrive when a society of talented entrepreneurs and excellent industry managers can only succeed when it builds its own skilled workforce Enthusiastic dedication, so the HR department is considered the core of the companyTherefore, the thesis focuses on research on the results of developing human resources: quantity, structure, quality of human resources, planning, plans

human resource development plan; factors and activities affecting human resource development and proposing solutions to improve human resource development at Hung Dung Limited

Liability Company

II THE ROLES AND RESPONSIBILITIES OF HR DEPARTMENT

1 OUR ROLES

Human Resources has the function of supporting & developing our most important resources - our staff - based on 3 key HR elements: Organizational Sustainability, Talent Sustainability and and finally Cultural Sustainability.

The role & responsibility of the Human Resources department is to formulate and implement human development strategies consistent with the business strategy to achieve the organization's goals

Our HRM process begins with Recruitment and Attraction: including Organizational Structure Design & Development, Recruitment, Human Resource Coordination, and Employer Image Promotion use It is followed by organizational capacity building, which includes Training and Development, Management of Employee Performance Evaluation Processes, Talent

Development Programs, and Organizational Culture Building Programs and building a capacity development roadmap

In addition, we attract, encourage and retain talent with our Remuneration system that includes Salaries and Benefits, Developing and Developing Human Resource Policies and Procedures, Policy / Law Compliance and Compliance Personnel, Planning and Control of Human Costs, andBuilding Relationships with Trade Unions

Nguyễn Hoàng Vũ Trưởng phòng Nhân Sự của Công ty TNHH Nước giải khát Suntory PepsiCo Việt Nam

2 OUR RESPONSIBILITIES

General functions of departments

Human resource attraction function: Focusing on ensuring the number of employees with the right qualities for the company's job such as job analysis, employee needs planning, employeerecruitment and layoff

Human resource training and development functions: Developing policies for training and developing human resources, identifying the needs of employees and companies, choosing thetraining form and content, and evaluating the effectiveness of training courses In addition, focusing on improving staff capacity to ensure employees have good skills and skills to complete their jobs and create conditions for employees to develop personal capacity

Human Resource Retention Function: Focusing on maintaining and using effectively the company's human resources, accurately assessing capabilities, paying adequate wages and opening employee incentive programs, solving problems on the good relationship staff and company

Bà Văn Thị Anh Thư, Phó TGĐ Cấp Cao phụ trách Nhân Sự - Suntory PepsiCo Việt Nam, đại diện công ty nhận giải thưởng Phát Triển Nguồn Nhân Lực Châu Á 2018 (Asia HRD Award

2018)Examples :

HR Manager - Business Partner

HRM - BP is responsible for ensuring that personnel activities including company policies and regulations are performed appropriately at the functional / position level, acting as public representatives company in place and ensure all day-to-day HR activities are consistent with the guided service level agreement (SLA) and agreement The position also provides technical expertise and advice / solution / intervention to the local management team and their Direct Reports on identifying and addressing Human Resources issues

a Build resources for Talent

Evaluate current and future levels of resources and talents, to identify short- and medium-term strengths, gaps and needs.

Use analytical data and experience to better understand the performance and potential of each talent

Promote HR planning, design / change organizational structure at position / function level to further improve productivity and efficiency

Execute and secure enough resources at the right time and place

Analyze / diagnose HR and TO reports to generate insights and provide solutions - coordinate with TA team

Team up with engineering team to ensure Talent Mapping for better talent team managementRepresent EVP activities at functions / locations, including new talent shows

b Learning & Capacity Development

Conduct training needs analysis / profiles in the respective position / function to develop a comprehensive capacity building plan

Provides detailed information on learning priorities and competency needs to improve

Lead periodic talent assessments & succession planning to take the right actions and

interventions to retain / develop / accelerate and manage talent Assist managers in activating protracted yet realistic development & career plans for all Give advice and a plan to challenge

c General Administration & Total Rewards

Manage communication and implementation of performance and reward policies and procedures Challenge the organization leader to make the right recognition and reward decisions

Diagnose and address job, performance, and reward level problems and opportunities, and provide recommendations for businesses and HRLTs to change structure or adjust market

positioning

Assists HR leaders implementing existing programs for the business and managing changes to ongoing programs

Connect with the Expert and outside team to understand current trends and innovations

Find ways to continuously improve employees' understanding of their overall rewards package Ensuring personal rewards issues are tailored to meet the needs of the organization and

individual (e.g new hire, transfer, retention)

Monitor and resolve compliance issues by ensuring that the organization is in compliance with local and national laws (e.g., recruitment,

d Details / strategies and solutions

Build a picture of what's going on in the organization and outside to explore opportunities and patterns within the organization and use them to develop new, actionable insights Share and discuss with the Chief Human Resources Officer - BP.

Work closely with expertise groups and outside experts to stay ahead of emerging trends, ideas and innovations - Use knowledge of emerging trends to build innovative HR solutions to meet short-term challenges and lead HR advisers to create value-tailored solutions for people business planning and planning

Actively participate in meetings to report on HR priorities and emerging business needs

Manage and evaluate the effective delivery of human resource programs and projects within an organization

Train and train managers in deliveries and addressing employee concerns

Identify HR priorities at all levels: Data, business updates, emerging business needs or sharing best practices

e Organizational development

Group and individual effects:

Develop and apply needs assessment tools related to organizational development, using multipleinterventions in an affiliate program to address

Impacts and challenges for managers: how to improve performance based on data analysis related to team culture, values, environment, efficiency, and willingness to change

Build a business case for these interventions, based on clear data and insights, including the plan's impacts and risks

Use diagnostic tools to evaluate the organization's performance (such as personality assessments,team diagnostics tools, employee satisfaction tools, team culture assessments, vision and

performance )

Ông Lâm Văn Hải, Phó Tổng giám đốc phụ trách kinh doanh Công ty Pepsico Việt Nam chia sẻ

với Doanh Nhân kinh nghiệm quản lý nhân sự ở công ty này theo mô hình này

This is one of the most successful achievements of PEPSICO Vietnam, which is the focus on developing young and high-quality human resources in the long term In other words, PEPSICO Vietnam needs to understand the importance of the department and offer programs that always attract and maintain a highly qualified staff to serve the long-term work plan

III KEY TALENTS

1 Indra Nooyi

Indra Nooyi is an Indian-American business operator, chairwoman of PepsiCo, the world's

second-largest food business in terms of sales volume, and was CEO for 12 years from 2006 to 2018

She holds a strong position among the 100 most powerful women in the world In 2014, sheranked 13th out of 100 most powerful women in the world, according to Forbes magazine, 2nd

on the list of most powerful women according to Fortune magazine in 2015

In February 2018, the International Cricket Council announced that Ms Indra Nooyi will attend the ICC rankings as the first independent female president in June.

She completed her high school education at Holy Angels Anglo Indian Higher Secondary School in T Nagar

Ms Nooyi received her BA in Physics, Chemistry, and Mathematics from Madras ChristianCollege of the University of Madras in 1974 and completed the postgraduate program of the Indian Institute of Management in 1976 In 1978, Ms Nooyi obtained Admitted to the Yale School of Management and later received a Masters of Public Administration and Private

Management in 1980

Beginning her career in India, Ms Nooyi served as product manager of Johnson & Johnson cosmetics and consumer goods group and Mettur Beardsell textile company While studying at Yale Management School, Ms Nooyi completed her summer internship at Booz Allen Hamilton

In 1980, Ms Nooyi joined the Boston multinational management company and later held

strategic positions at Motorola and Asea Brown Boveri

Ms Nooyi joined PepsiCo in 1994 and became CFO in 2001 She has been a director and CEO since 2006, replacing Steven Reinemund, becoming the 5th CEO when PepsiCo Group was

44 years old Ms Nooyi directly led the group's global strategy for more than a decade and led the restructuring of PepsiCo, including the birth of Tricon, now the Yum brand! Brands Ms Nooyi also played an executive role in Tropicana's victory in 1988 and in the merger of

PepsiCo's Quaker Oast company She is 3rd in the top but powerful businesswoman according toFortune 2014

Since taking over as CFO in 2001, the company's daily profits have jumped from $ 2.7 billion to $ 6.5 billion

Ms Nooyi was named in the Wall Street Journal's 50 most influential women in 2007,2008,and on the 2007 and 2008 list of the 100 most influential people in the world in 2007 and 2008

by Time magazine nominations 2007 - 2008 Forbes established her as one of the 3 most

powerful women in 2008 In 2014, she ranked 13th on the list of Forbes Fortune established her

as the most powerful businesswoman for her two consecutive years 2009 and 2010 On October

7, 2010, Fortune magazine ranked her as the 7th most powerful woman in the world

Ms Nooyi's strategic management at PepsiCo has achieved great success Usually), better for you (low-fat or low-fat versions of snacks and soft drinks), and good for you (products like oats) Her initiative was well funded by her She transformed her business model from snacks to health products, with a mission to improve health instead of harmful pleasures In 2005, Ms Nooyi removed aspartame from Pepsi Diet drinks, making it a healthy beverage, although there

is no evidence that aspartame is harmful

Ms Nooyi marked her desire to develop a chain of snacks for women, an industry that has not yet developed yet In a radio interview, Ms Nooyi announced that PepsiCo will offer productpackaging based on women's preferences and on the difference between men's and women's snack choices