At which point, PepsiCo will use the talent management model to help retain key individuals. This is significant, because it shows how all three of these different pieces work together, with the company being able to effectively identify and recruit talent. Then, show them how PepsiCo is different, in managing this talent. Together, these elements have allowed the company, to adapt to changes in consumer tastes and new competitors. However, in the future this model faces several challenges the most notable would include: retirement, globalization, maintaining an effective talent management system and the loss of talent to competitors. This is important, because it shows that while the current system is effective, the company must be prepared to adapt to these challenges in the future.
It is through examining the current model and the challenges that if faces in the future; that highlights the effectiveness of PepsiCos employee talent system.
Byham, W. (n.d.). Taking Your Succession Management Plan into the 21st Century. Retrieved Jul. 129, 2010 from DDI website: http://www.ddiworld.com/pdf/ddi_gyol_wp.pdf
Cummings, T. (2009). PepsiCos Career Planning. Organization Development and Change. (pg. 464). Mason, OH: Cengage.
Silzer, R. (2010). Take the Pepsi Challenge. Strategy Driven Talent Management. (pp. 617 — 620) San Francisco, CA: Josey Bass.
Silzer, R. (2010). Take the Pepsi Challenge. Strategy Driven Talent Management. (pg..