Dissertation代写案例：PepsiCo Human Resources Strategy
Dissertation辅导范例-百事公司人力资源战略，本文是一篇带有案例分析的Dissertation范文节选部分，主要内容是关于Dissertation的具体写作框架的安排。以及相关研究目的和方法的说明。无论当前的人力资源战略有多成功，其相关性和有效性都不可能与变革的速度相同。人力资源战略必须定期进行审查和评估，以确保这些战略仍然与不断变化的外部因素相关，这些因素会影响内部因素。百事可乐公司需要制定一个审查和评估系统计划，以制定积极的人力资源管理战略，从而能够预测任何可能出现的问题。
The Strategic Human Resource Model (SHRM) 战略人力资源模型
Organizations are consistently faced with challenges from the legal, economic, technological, demographic and cultural aspects today and human resources practices have very strong influence and effects on each of these challenges.
当今，各组织始终面临着来自法律、经济、技术、人口和文化方面的挑战，人力资源实践对每一个挑战都有着非常强大的影响和影响。
The Strategic HR Model provides an overview guide to organization’s Human Resource (HR) team to help in the planning, developing and implementing of the HR strategies, ensuring the ultimate goal is to play a part in achieving the overall organization’s goals. SHRM focuses on the organization performance and also emphasizes the role of HR management systems as solutions to business problems (Becker and Huselid, 2006). The whole model can be classified into three parts: assessment, implementation and follow-up.
战略人力资源模型为组织的人力资源团队提供了一个概览指南，以帮助规划、制定和实施人力资源战略，确保最终目标是在实现组织整体目标方面发挥作用。SHRM关注组织绩效，也强调人力资源管理系统作为业务问题解决方案的作用（Becker和Huselid，2006）。整个模型可分为三个部分：评估、实施和后续行动。
Assessment 看法
This area focuses mainly on defining and understanding the organization as a whole. It is necessary to know what are the external environmental factors and internal strength, weaknesses, goals, organizations strategies and directions so as to ensure alignment of human resource strategies to aid the organization to success.
这一领域主要侧重于定义和理解整个组织。有必要了解外部环境因素和内部优势、劣势、目标、组织战略和方向，以确保人力资源战略的一致性，帮助组织取得成功。
Implementation 实施
Implementation focused on the planning, developing and implementing the HR strategies with analysis of the Assessment section in mind. The choice and implementation of HR strategies should focus on the HR functions while tying in the proper systems and processes to ensure smooth and successful implementation of the HR strategies.
实施的重点是规划、制定和实施人力资源战略，同时考虑到评估部分的分析。人力资源战略的选择和实施应侧重于人力资源职能，同时结合适当的系统和流程，以确保人力资源战略顺利成功实施。
Follow-up 随访
HR department will have to look at the effectiveness on the strategies implemented thru evaluation. The choice and decision of evaluation process, procedures and method adopted should not be based on popularity but suitability to the needs of the organization. HR department must have in mind what is the area of focus and ensure that the evaluation method adopted must be able to satisfy the requirements. Evaluation process must be a continuous effort over a period of time and review of the processes and methods may change depending on the need.
人力资源部门必须通过评估来考察实施策略的有效性。所采用的评估过程、程序和方法的选择和决定不应基于受欢迎程度，而应基于是否适合组织的需要。人力资源部门必须牢记重点领域，并确保所采用的评估方法必须能够满足要求。评估过程必须是一段时间内的持续努力，对过程和方法的审查可能会根据需要而改变。
Pepsi Co International Pte Ltd 百事国际私人有限公司
PepsiCo’s Work Life Quality was launched in 2008 in organisation’s best interest to enable talented employees to be effective in work and respecting their personal lives.
百事公司的“工作-生活质量”于2008年推出，旨在使有才华的员工能够有效地工作并尊重他们的个人生活。
PepsiCo believes strongly in engaging greater flexibility to be one of the preferred employers in attracting the best and brightest talent therefore doing their best job possible to promote work/life balance and flexibility in the business.
百事公司坚信，在吸引最优秀和最聪明的人才方面，要有更大的灵活性，成为首选雇主之一，从而尽最大努力促进工作/生活的平衡和业务的灵活性。
Assessment Part 评估部分
Environmental Analysis 环境分析
The Pest Analysis identifies the political, economic, social and technological influences on an organization.
有害生物分析确定了对组织的政治、经济、社会和技术影响。
(P)olitical 政治的
PepsiCo products are subjected to various laws such as Food, Drug and Cosmetic Act, Occupational Safety and Health Act depending on the country that the product will be launched. The international businesses are subjected to Government stability in the countries where PepsiCo is trying to get into and businesses are expected to be subjected to taxation policy in individual country where they are operating including underdeveloped markets.
百事公司的产品受到各种法律的约束，如《食品、药品和化妆品法》、《职业安全与健康法》，具体取决于产品将在哪个国家推出。国际企业在百事公司试图进入的国家受到政府的稳定，企业在其经营的个别国家（包括欠发达市场）预计将受到税收政策的约束。
Taking into account that PepsiCo is trying to introduce itself in underdeveloped markets, they have to be careful with the possible problems with the governments of this countries, and with the problems could rise from PepsiCo act with the people of this countries.
考虑到百事公司正试图在欠发达的市场进行自我介绍，他们必须小心与这些国家的政府可能出现的问题，以及百事公司与这些国家人民合作可能引发的问题。
(E)conomic 经济
PepsiCo companies are subjected to the harvest of raw materials that are used in their food and beverages. Due to the reliance of trucks to move and distribute many of their products, PepsiCo is subjected to fuel price fluctuation.
百事公司的食品和饮料中使用的原材料都要经过收割。由于依赖卡车运输和分销其许多产品，百事公司受到燃料价格波动的影响。
Operating in International Markets involves exposure to volatile movements in foreign exchange rates. The economic impact of foreign exchange rates movements on them is complex because such changes are often linked to variability in real growth, inflation, interest rates, governmental actions and other factors. – PepsiCo is also subject to other economic factors like money supply, energy availability and cost, business cycles, etc.
在国际市场经营涉及外汇汇率波动的风险敞口。外汇汇率变动对它们的经济影响是复杂的，因为这些变化往往与实际增长、通货膨胀、利率、政府行动和其他因素的可变性有关百事公司还受到其他经济因素的影响，如货币供应、能源供应和成本、商业周期等。
(S)ocial 社会
Pepsi is subjected to lifestyle changes and therefore, Pepsi’s advertising campaigns is dependent in a concrete kind of people with special lifestyle and for that, PepsiCo is paying special attention on lifestyle changes. In the United States, Pepsi drinkers are very defined and there are people who drinks Coca-cola and it is of great importance that PepsiCo pays attention to consumer needs and not losing a possible market.
百事受到生活方式变化的影响，因此，百事的广告活动依赖于一种具有特殊生活方式的具体人群，为此，百事公司特别关注生活方式的变化。在美国，百事可乐的饮酒者非常明确，也有人喝可口可乐，百事公司关注消费者需求，不失去可能的市场，这一点非常重要。
(T)echnology技术
PepsiCo used new techniques of manufacturing in their business sectors; snacks, juices and soft drinks.
百事公司在其业务部门使用了新的制造技术；零食、果汁和软饮料。
SWOT
(S)trengths 优势
Creating a balance between work and personal lives.
在工作和个人生活之间建立平衡。
Flexibility in making own arrangements
(W)eakness 劣势
Errant employees may abuse the flexibility given to them.
犯错的员工可能会滥用给予他们的灵活性。
Employees may neglect work resulting in inefficiency.
员工可能会忽视工作，导致效率低下。
(O)pportunities 机会
In creating a healthy work life environment. Employees would be better motivated to work harder and not feel strained.
在创造一个健康的工作生活环境。员工会更有动力更加努力地工作，而不会感到紧张。
Company is able to retain and hire valuable employees
公司能够留住和雇佣有价值的员工
(T)hreat 威胁
With errant employees abusing the system, this would lower their productivity. The company will than suffer.
由于误入歧途的员工滥用系统，这将降低他们的生产力。该公司将遭受痛苦。
(S)trengths 优势
Creating a balance between work and personal lives.
在工作和个人生活之间建立平衡。
PepsiCo believes in creating a balance between work and personal lives. As such by creating a working environment where the employees have the flexibility of working from home or office this would create
百事公司相信要在工作和个人生活之间取得平衡。因此，通过创造一个员工可以在家或办公室灵活工作的工作环境，这将创造
Flexibility in making own arrangements
灵活安排
PepsiCo flexible working scheme allows employee to choose the number of hours they work.
百事公司的弹性工作制允许员工选择工作时间。
Adeline
阿德林
Organizational Mission and Goals Analysis 组织使命与目标分析
Mission 使命
Our mission is to be the world’s premier consumer products company focused on convenient foods and beverages. We seek to produce financial rewards to investors as we provide opportunities for growth and enrichment to our employees, our business partners and the communities in which we operate. And in everything we do, we strive for honesty, fairness and integrity.
我们的使命是成为全球领先的消费品公司，专注于方便食品和饮料。我们寻求为投资者提供经济回报，为我们的员工、业务合作伙伴和我们经营的社区提供成长和丰富的机会。在我们所做的每一件事中，我们都力求诚实、公平和正直。
Vision 视野
“PepsiCo’s responsibility is to continually improve all aspects of the world in which we operate – environment, social, economic – creating a better tomorrow than today.”
“百事公司的责任是不断改善我们经营的世界的各个方面——环境、社会、经济——创造一个比今天更美好的明天。”
Our vision is put into action through programs and a focus on environmental stewardship, activities to benefit society, and a commitment to build shareholder value by making PepsiCo a truly sustainable company.
我们的愿景通过计划和对环境管理的关注、造福社会的活动以及通过使百事公司成为一家真正可持续的公司来建立股东价值的承诺而付诸实施。
Analysis of Organizational Strength and Culture 组织力量与文化分析
Adeline
阿德林
Analysis of Organizational Strategies 组织战略分析
In terms of Flexi Work hours structure (Lead Lag? Lag Lead? Match Current Market Practice?)
在弹性工作时间结构方面（超前-滞后-超前-匹配当前市场实践？）
Recommendations: 建议
Recruitment and Selection 招聘和选拔
Recruitment and selection can be a challenge in a flexible work environment. Employee will get away from the traditional mindset that they got to be at their desk and being watched over the whole time in the flexible workforce. Hiring the right person is important as it will affect the company financial performance, productivity and staff turnover if candidate fail to deliver. Finding the right person requires careful planning, organizing, directing and controlling prior to the interviewing process.
在灵活的工作环境中，招聘和选拔可能是一项挑战。员工将摆脱传统的思维方式，即他们必须坐在办公桌前，在灵活的劳动力队伍中一直受到关注。雇佣合适的人很重要，因为如果候选人不能兑现承诺，这将影响公司的财务业绩、生产力和员工流动。在面试过程之前，要想找到合适的人选，需要仔细的计划、组织、指导和控制。
Company need to ensure that the people hired are trusted; have good proven track records and good communication skills. Company need to have an effective pre-interview screening. Interviewer can conduct a phone interview for short listing candidate to see if candidate has good verbal communication. Interviewer would ask for clarification on the information in the resume to ensure that candidate has the relevant qualifications and experience before meeting the candidate in person.
公司需要确保所雇佣的人员得到信任；有良好的业绩记录和良好的沟通技巧。公司需要进行有效的面试前筛选。面试官可以为入围候选人进行电话面试，看看候选人是否有良好的口头沟通。面试官会要求澄清简历中的信息，以确保候选人在与候选人见面之前具备相关的资格和经验。
Company can use certain assessment tools to help determine the candidate suitability before arranging for interview as it can accurately predict how the employee will behave months or years later. Some of the techniques include ability/aptitude test, personality questionnaire and role play exercise. Company can also add in more testes (e.g: Computer knowledge, English test etc) to test employee competency.
公司可以在安排面试前使用某些评估工具来帮助确定候选人的适合性，因为它可以准确预测员工几个月或几年后的表现。其中一些技巧包括能力/倾向测试、性格问卷和角色扮演练习。公司还可以增加更多的测试（如：计算机知识、英语测试等）来测试员工的能力。
During interview, company must asked various type of interviewing questions in order to and provide information in order to see if Candidate should sound confident and tone should be audible at all times. Candidates in the flexible workforce need to honour their commitments and not compromise business standards and work performance. Those on flexibility programs are to remain contactable during core hours with some forms of established routine for a little check-and-balance within the flexibility. Company can asked candidate to submit payslip and understand their achievement to their previous employers.
在面试过程中，公司必须提出各种类型的面试问题，以便提供信息，看看候选人是否听起来很自信，语气是否始终可以听到。灵活劳动力中的候选人需要履行自己的承诺，不要损害商业标准和工作表现。那些参加灵活性计划的人将在核心时间与一些形式的既定程序保持联系，以便在灵活性范围内进行一点检查和平衡。公司可以要求求职者向之前的雇主提交工资单并了解他们的成就。
It is important to conduct reference check to gather factual evidence from third parties who have observed the candidate at work. A diversity of background information will lead to a more accurate assessment of the candidates. Asking the right question and seeking facts is a good reference checking. Besides checking on the employee behavior, the recruiter should also check on the employee’s competency to satisfy on what was told are accurate. Questions like “does the company practice flexi hours” or “is the employee allowed to work from home” will be able to verify if employees have experience in a flexible workforce.
重要的是要进行参考资料检查，以从观察过候选人工作的第三方收集事实证据。背景信息的多样性将使对候选人的评估更加准确。提出正确的问题并寻求事实是一个很好的参考检查。除了检查员工的行为，招聘人员还应该检查员工的能力，以满足所说的是准确的。诸如“公司是否实行弹性工作时间”或“是否允许员工在家工作”之类的问题将能够验证员工是否有弹性工作的经验。
The induction and orientation program are equally important as it gives the new employee a “jump start”. Employee should only be able to enjoy the flexi work arrangement after 3 months of service
入职培训和入职培训计划同样重要，因为它能给新员工一个“启动”的机会。员工只有在服务3个月后才能享受弹性工作安排
Performance Management 绩效管理
Performance management is an essential tool for business success. As a must for productivity enhancement, performance management is a continuous and on-going function in an organization. Besides, performance management helps an organization to identify the right competencies and retain the competitive knowledge in order to have sustainable future. With the purpose of develop an effective performance management in Pepsi Co, there are some recommendations in each phases of performance management process in flexible workforce. The first phase is planning. (A guiding to Performance Management, 2008) Pepsi Co must have strategic plan in the flexible workforce. HR must clearly mention the job description, total time to be work per week or per month, and the personal or the group’ s goals are related to the organization’ s goal.
绩效管理是企业成功的重要工具。作为提高生产力的必要条件，绩效管理是组织中一项持续不断的职能。此外，绩效管理有助于组织确定正确的能力并保留竞争知识，以拥有可持续的未来。为了在百事可乐公司建立有效的绩效管理，在灵活劳动力的绩效管理过程的各个阶段都提出了一些建议。第一阶段是规划。（绩效管理指南，2008年）百事可乐公司必须在灵活的员工队伍中制定战略计划。人力资源部必须清楚地提到工作描述、每周或每月的总工作时间，以及个人或团队的目标与组织的目标相关。
The second phase is developing. (A guiding to Performance Management, 2008) Pepsi Co should ensure the employees developing performance standard and meet the organization’s expectation. Even in a flexible workforce, as an ethic issue, Pepsi Co must inform to those new hired employees how their jobs to be performed and capability to meet organization’s expectations will be evaluate as work performance later. The following phase is monitoring. (A guiding to Performance Management, 2008) Pepsi Co should monitor the employees’ job performance and give them a basic feedback. Pepsi Co can use observation and noticeable actions, behavior, and results to provide a feedback to the employees in order to improve and maintain their work performance standard.
第二阶段正在发展。（绩效管理指南，2008）百事可乐公司应确保员工制定绩效标准并满足组织的期望。即使在灵活的员工队伍中，作为一个道德问题，百事可乐公司也必须告知这些新雇佣的员工，他们的工作表现和满足组织期望的能力将在以后作为工作表现进行评估。以下阶段是监测。（绩效管理指南，2008）百事可乐公司应监督员工的工作表现，并向他们提供基本的反馈。百事可乐公司可以通过观察和明显的行动、行为和结果向员工提供反馈，以提高和保持他们的工作绩效标准。
The most important phase is rating. (A guiding to Performance Management, 2008) In order to fairly evaluate employees’ job performance in a flexible workforce, Pepsi Co must conduct proper assessment. Pepsi Co can have a clear and balance score card for each flexible employees. (Smith et.al, 2002) The performance can be measure by internal, external, and financial measurement or rather named as 360 degree appraisal. (Johnston et. al, 2002) To avoid exist biases appraisal system, evaluation not only done by supervisor, but also suppliers, customers, and colleagues. The employees who successfully completed projects will be get a score for their performance if they able to meet the due date. Furthermore, performance appraisal which base on outcome will help the organization evaluate their flexible employees with more accurate. Pepsi co can evaluate the performance depend on the effectiveness and efficiency the employees handle and complete their tasks.
最重要的阶段是评级。（绩效管理指南，2008年）为了公平评估员工在灵活劳动力中的工作表现，百事可乐公司必须进行适当的评估。百事可乐公司可以为每个灵活的员工提供一张清晰平衡的记分卡。（Smith等，2002）绩效可以通过内部、外部和财务衡量来衡量，也可以称为360度评估。（Johnston等，2002）为了避免评价体系中存在的偏见，评价不仅由主管进行，还包括供应商、客户和同事。成功完成项目的员工如果能够如期完成，他们的表现将得到分数。此外，基于结果的绩效评估将有助于组织更准确地评估其灵活员工。百事可乐公司可以根据员工处理和完成任务的有效性和效率来评估绩效。
The final phase is developing planning. (A guiding to Performance Management, 2008) Pepsi Co need to establish plans for improve work related skills or knowledge for the employees. In addition, Pepsi Co can encourage employees grow their performance standard and quality of work in order to meet organization’s goals.
最后阶段是制定计划。（绩效管理指南，2008年）百事可乐公司需要制定计划，提高员工的工作相关技能或知识。此外，百事可乐公司可以鼓励员工提高绩效标准和工作质量，以实现组织的目标。
Pay Structure, incentives and benefits – Cheryl
薪酬结构、激励和福利–Cheryl
Reporting Structure – Elsie
报告结构——Elsie
Training and Career Development 培训和职业发展
Currently, employees in Pepsi Co do not have a proper training and career development system in place. There are plans on career development for employees, however, most of the time its mainly thru verbal communication and there are no proper documentation to help employee know what they will need to achieve or lack of to close the gap and move up the line.
目前，百事可乐公司的员工没有适当的培训和职业发展体系。然而，员工的职业发展有计划，大多数时候主要是通过口头交流，没有适当的文件来帮助员工了解他们需要实现什么或缺乏什么来缩小差距并晋升。
It is strongly recommended that:
强烈建议：
Implications 启示
Recruitment & Selection 招聘与选拔
More than four in 10 job seekers falsify their resume and candidates are more likely to exaggerate their skill set and remuneration as they seek to secure promotion to more senior roles. Company can get candidate to certify that whatever information stated in their resume and application form is true and company reserves the right to take disciplinary action or to terminate the contract. (Saifulbahri I, 2010)
超过40%的求职者伪造简历，求职者在寻求晋升到更高级的职位时，更有可能夸大自己的技能和薪酬。公司可以让候选人证明其简历和申请表中所述的任何信息都是真实的，公司保留采取纪律处分或终止合同的权利。（Saifulbahri I，2010）
Assessment center can be relatively expensive thus screening is necessary to identify if applicants have relevant qualification, training, experience and skills to the job requirement.
评估中心可能相对昂贵，因此有必要进行筛选，以确定申请人是否具有与工作要求相关的资格、培训、经验和技能。
The Company can establish an employee referral scheme where staff can refer friends and family members for suitable positions. This will allow employees to “screen” the candidate suitability and provide candidate with knowledge on company culture. This increases the chances of a positive “job fit” between recruit and organization. (Tommy N, 2010)
公司可以建立员工推荐计划，员工可以推荐朋友和家人担任合适的职位。这将使员工能够“筛选”候选人的适合性，并为候选人提供有关公司文化的知识。这增加了招聘人员和组织之间积极“工作匹配”的机会。（Tommy N，2010）
Performance Management 绩效管理
The implication for implement performance management in flexible workforce is there might existing free rider in the group projects who take advantage for the performance score in the success completed projects. Not all individual are contribute the same level of effort to the projects had been done. (Performance Management) Hence, Pepsi Co must carefully analyze each employee’s contribution. In addition, it may be inaccurate if just focus on specific projects that have been done, whereby Pepsi Co should review the performance entire of period where the appraisal cover.
在灵活劳动力中实施绩效管理的含义是，在集团项目中可能存在搭便车者，他们利用成功完成的项目中的绩效得分。并不是所有的个人都为已经完成的项目做出了相同程度的努力。（绩效管理）因此，百事可乐公司必须仔细分析每位员工的贡献。此外，如果只关注已经完成的具体项目，百事可乐公司应该在评估涵盖的整个期间审查绩效，这可能是不准确的。
The manager might be evaluating an employee base on its own feeling, length of service, irrelevant criteria to rate the employees’ performance. (Performance Management) Furthermore, the manager may rush through the appraisal process which might not be able to record the accurate information that truly reflects the employee’s performance. (Performance Management) Lack of proper or accurate appraisal system will mislead Pepsi Co planning and it is costly for the organization. (Madar, 2007) This will also cause stumbling stone for the organization to strengthen its business competitiveness.
经理可能会根据员工自身的感受、服务年限和不相关的标准来评估员工的表现。（绩效管理）此外，经理可能会匆忙通过评估过程，而评估过程可能无法记录真实反映员工绩效的准确信息。（绩效管理）缺乏适当或准确的评估系统会误导百事可乐公司的规划，这对组织来说代价高昂。（Madar，2007）这也将给该组织加强其商业竞争力造成绊脚石。
Follow-up Part 后续部分
No matter how successful the current HR strategies might be, its relevance and effectiveness can never be the same at the rate that change is taking place. HR Strategies has to be reviewed and evaluate periodically to be able to ensure that the strategies are still relevance with the constantly changing external factors that has impact on internal factors. Pepsi Co needs to work towards a review and evaluation system plans that allows proactive HRM strategies so as to be able to anticipate any possible issues arising. This will be of great importance to help the organization to achieve its goals.
无论当前的人力资源战略有多成功，其相关性和有效性都不可能与变革的速度相同。人力资源战略必须定期进行审查和评估，以确保这些战略仍然与不断变化的外部因素相关，这些因素会影响内部因素。百事可乐公司需要制定一个审查和评估系统计划，以制定积极的人力资源管理战略，从而能够预测任何可能出现的问题。这对于帮助组织实现其目标具有重要意义。
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