Knowledge Center

PepsiCo has established very robust People Processes that integrate multiple HR initiatives including performance management, talent development, and career development. Differentiating factors include: a partnership growth model in which employees, managers, and PepsiCo share responsibility for success; employment of dual performance ratings and forced distribution based on people results and business objectives; detailed guidance and communication regarding advancement; transparent accountability mechanisms including compensation tie-ins; and visible leadership involvement in the process.

Excerpts from this practice were published in 2009 in Cascading Gender Biases, Compounding Effects: An Assessment of Talent Management Systems and 2010 in Unwritten Rules: Why Doing a Good Job Might Not Be Enough.