Dissertation輔導(dǎo)范例-百事公司人力資源戰(zhàn)略，本文是一篇帶有案例分析的Dissertation范文節(jié)選部分，主要內(nèi)容是關(guān)于Dissertation的具體寫作框架的安排。以及相關(guān)研究目的和方法的說明。無論當(dāng)前的人力資源戰(zhàn)略有多成功，其相關(guān)性和有效性都不可能與變革的速度相同。人力資源戰(zhàn)略必須定期進(jìn)行審查和評估，以確保這些戰(zhàn)略仍然與不斷變化的外部因素相關(guān)，這些因素會影響內(nèi)部因素。百事可樂公司需要制定一個審查和評估系統(tǒng)計劃，以制定積極的人力資源管理戰(zhàn)略，從而能夠預(yù)測任何可能出現(xiàn)的問題。

The Strategic Human Resource Model (SHRM) 戰(zhàn)略人力資源模型

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.

當(dāng)今，各組織始終面臨著來自法律、經(jīng)濟(jì)、技術(shù)、人口和文化方面的挑戰(zhàn)，人力資源實踐對每一個挑戰(zhàn)都有著非常強(qiáng)大的影響和影響。

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.

戰(zhàn)略人力資源模型為組織的人力資源團(tuán)隊提供了一個概覽指南，以幫助規(guī)劃、制定和實施人力資源戰(zhàn)略，確保最終目標(biāo)是在實現(xiàn)組織整體目標(biāo)方面發(fā)揮作用。SHRM關(guān)注組織績效，也強(qiáng)調(diào)人力資源管理系統(tǒng)作為業(yè)務(wù)問題解決方案的作用（Becker和Huselid，2006）。整個模型可分為三個部分：評估、實施和后續(xù)行動。

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.

這一領(lǐng)域主要側(cè)重于定義和理解整個組織。有必要了解外部環(huán)境因素和內(nèi)部優(yōu)勢、劣勢、目標(biāo)、組織戰(zhàn)略和方向，以確保人力資源戰(zhàn)略的一致性，幫助組織取得成功。

Implementation 實施

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.

實施的重點是規(guī)劃、制定和實施人力資源戰(zhàn)略，同時考慮到評估部分的分析。人力資源戰(zhàn)略的選擇和實施應(yīng)側(cè)重于人力資源職能，同時結(jié)合適當(dāng)?shù)南到y(tǒng)和流程，以確保人力資源戰(zhàn)略順利成功實施。

Follow-up 隨訪

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.

人力資源部門必須通過評估來考察實施策略的有效性。所采用的評估過程、程序和方法的選擇和決定不應(yīng)基于受歡迎程度，而應(yīng)基于是否適合組織的需要。人力資源部門必須牢記重點領(lǐng)域，并確保所采用的評估方法必須能夠滿足要求。評估過程必須是一段時間內(nèi)的持續(xù)努力，對過程和方法的審查可能會根據(jù)需要而改變。

Pepsi Co International Pte Ltd 百事國際私人有限公司

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-生活質(zhì)量”于2008年推出，旨在使有才華的員工能夠有效地工作并尊重他們的個人生活。

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.

百事公司堅信，在吸引最優(yōu)秀和最聰明的人才方面，要有更大的靈活性，成為首選雇主之一，從而盡最大努力促進(jìn)工作/生活的平衡和業(yè)務(wù)的靈活性。

Assessment Part 評估部分

Environmental Analysis 環(huán)境分析

The Pest Analysis identifies the political, economic, social and technological influences on an organization.

有害生物分析確定了對組織的政治、經(jīng)濟(jì)、社會和技術(shù)影響。

(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.

百事公司的產(chǎn)品受到各種法律的約束，如《食品、藥品和化妝品法》、《職業(yè)安全與健康法》，具體取決于產(chǎn)品將在哪個國家推出。國際企業(yè)在百事公司試圖進(jìn)入的國家受到政府的穩(wěn)定，企業(yè)在其經(jīng)營的個別國家（包括欠發(fā)達(dá)市場）預(yù)計將受到稅收政策的約束。

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.

考慮到百事公司正試圖在欠發(fā)達(dá)的市場進(jìn)行自我介紹，他們必須小心與這些國家的政府可能出現(xiàn)的問題，以及百事公司與這些國家人民合作可能引發(fā)的問題。 

(E)conomic 經(jīng)濟(jì)

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.

百事公司的食品和飲料中使用的原材料都要經(jīng)過收割。由于依賴卡車運(yùn)輸和分銷其許多產(chǎn)品，百事公司受到燃料價格波動的影響。

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.

在國際市場經(jīng)營涉及外匯匯率波動的風(fēng)險敞口。外匯匯率變動對它們的經(jīng)濟(jì)影響是復(fù)雜的，因為這些變化往往與實際增長、通貨膨脹、利率、政府行動和其他因素的可變性有關(guān)百事公司還受到其他經(jīng)濟(jì)因素的影響，如貨幣供應(yīng)、能源供應(yīng)和成本、商業(yè)周期等。

 (S)ocial 社會

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.

百事受到生活方式變化的影響，因此，百事的廣告活動依賴于一種具有特殊生活方式的具體人群，為此，百事公司特別關(guān)注生活方式的變化。在美國，百事可樂的飲酒者非常明確，也有人喝可口可樂，百事公司關(guān)注消費(fèi)者需求，不失去可能的市場，這一點非常重要。

(T)echnology技術(shù)

PepsiCo used new techniques of manufacturing in their business sectors; snacks, juices and soft drinks.

百事公司在其業(yè)務(wù)部門使用了新的制造技術(shù)；零食、果汁和軟飲料。

SWOT 

(S)trengths 優(yōu)勢

Creating a balance between work and personal lives.

在工作和個人生活之間建立平衡。

Flexibility in making own arrangements

(W)eakness 劣勢

Errant employees may abuse the flexibility given to them.

犯錯的員工可能會濫用給予他們的靈活性。

Employees may neglect work resulting in inefficiency.

員工可能會忽視工作，導(dǎo)致效率低下。

(O)pportunities 機(jī)會

In creating a healthy work life environment. Employees would be better motivated to work harder and not feel strained.

在創(chuàng)造一個健康的工作生活環(huán)境。員工會更有動力更加努力地工作，而不會感到緊張。

Company is able to retain and hire valuable employees

公司能夠留住和雇傭有價值的員工

(T)hreat 威脅

With errant employees abusing the system, this would lower their productivity. The company will than suffer.

由于誤入歧途的員工濫用系統(tǒng)，這將降低他們的生產(chǎn)力。該公司將遭受痛苦。

(S)trengths 優(yōu)勢

Creating a balance between work and personal lives.

在工作和個人生活之間建立平衡。

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個人生活之間取得平衡。因此，通過創(chuàng)造一個員工可以在家或辦公室靈活工作的工作環(huán)境，這將創(chuàng)造

Flexibility in making own arrangements

靈活安排

PepsiCo flexible working scheme allows employee to choose the number of hours they work.

百事公司的彈性工作制允許員工選擇工作時間。

Adeline

阿德林

Organizational Mission and Goals Analysis 組織使命與目標(biāo)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.

我們的使命是成為全球領(lǐng)先的消費(fèi)品公司，專注于方便食品和飲料。我們尋求為投資者提供經(jīng)濟(jì)回報，為我們的員工、業(yè)務(wù)合作伙伴和我們經(jīng)營的社區(qū)提供成長和豐富的機(jī)會。在我們所做的每一件事中，我們都力求誠實、公平和正直。

Vision 視野

“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.”

“百事公司的責(zé)任是不斷改善我們經(jīng)營的世界的各個方面——環(huán)境、社會、經(jīng)濟(jì)——創(chuàng)造一個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.

我們的愿景通過計劃和對環(huán)境管理的關(guān)注、造福社會的活動以及通過使百事公司成為一家真正可持續(xù)的公司來建立股東價值的承諾而付諸實施。

Analysis of Organizational Strength and Culture 組織力量與文化分析

Adeline

阿德林

Analysis of Organizational Strategies 組織戰(zhàn)略分析

In terms of Flexi Work hours structure (Lead Lag? Lag Lead? Match Current Market Practice?)

在彈性工作時間結(jié)構(gòu)方面（超前-滯后-超前-匹配當(dāng)前市場實踐？）

Recommendations:  建議

Recruitment and Selection 招聘和選拔

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.

在靈活的工作環(huán)境中，招聘和選拔可能是一項挑戰(zhàn)。員工將擺脫傳統(tǒng)的思維方式，即他們必須坐在辦公桌前，在靈活的勞動力隊伍中一直受到關(guān)注。雇傭合適的人很重要，因為如果候選人不能兌現(xiàn)承諾，這將影響公司的財務(wù)業(yè)績、生產(chǎn)力和員工流動。在面試過程之前，要想找到合適的人選，需要仔細(xì)的計劃、組織、指導(dǎo)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.

公司需要確保所雇傭的人員得到信任；有良好的業(yè)績記錄和良好的溝通技巧。公司需要進(jìn)行有效的面試前篩選。面試官可以為入圍候選人進(jìn)行電話面試，看看候選人是否有良好的口頭溝通。面試官會要求澄清簡歷中的信息，以確保候選人在與候選人見面之前具備相關(guān)的資格和經(jīng)驗。

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.

公司可以在安排面試前使用某些評估工具來幫助確定候選人的適合性，因為它可以準(zhǔn)確預(yù)測員工幾個月或幾年后的表現(xiàn)。其中一些技巧包括能力/傾向測試、性格問卷和角色扮演練習(xí)。公司還可以增加更多的測試（如：計算機(jī)知識、英語測試等）來測試員工的能力。

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.

在面試過程中，公司必須提出各種類型的面試問題，以便提供信息，看看候選人是否聽起來很自信，語氣是否始終可以聽到。靈活勞動力中的候選人需要履行自己的承諾，不要損害商業(yè)標(biāo)準(zhǔn)和工作表現(xiàn)。那些參加靈活性計劃的人將在核心時間與一些形式的既定程序保持聯(lián)系，以便在靈活性范圍內(nèi)進(jìn)行一點檢查和平衡。公司可以要求求職者向之前的雇主提交工資單并了解他們的成就。

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.

重要的是要進(jìn)行參考資料檢查，以從觀察過候選人工作的第三方收集事實證據(jù)。背景信息的多樣性將使對候選人的評估更加準(zhǔn)確。提出正確的問題并尋求事實是一個很好的參考檢查。除了檢查員工的行為，招聘人員還應(yīng)該檢查員工的能力，以滿足所說的是準(zhǔn)確的。諸如“公司是否實行彈性工作時間”或“是否允許員工在家工作”之類的問題將能夠驗證員工是否有彈性工作的經(jīng)驗。

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

入職培訓(xùn)和入職培訓(xùn)計劃同樣重要，因為它能給新員工一個“啟動”的機(jī)會。員工只有在服務(wù)3個月后才能享受彈性工作安排

Performance Management 績效管理

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.

績效管理是企業(yè)成功的重要工具。作為提高生產(chǎn)力的必要條件，績效管理是組織中一項持續(xù)不斷的職能。此外，績效管理有助于組織確定正確的能力并保留競爭知識，以擁有可持續(xù)的未來。為了在百事可樂公司建立有效的績效管理，在靈活勞動力的績效管理過程的各個階段都提出了一些建議。第一階段是規(guī)劃。（績效管理指南，2008年）百事可樂公司必須在靈活的員工隊伍中制定戰(zhàn)略計劃。人力資源部必須清楚地提到工作描述、每周或每月的總工作時間，以及個人或團(tuán)隊的目標(biāo)與組織的目標(biāo)相關(guān)。

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.

第二階段正在發(fā)展。（績效管理指南，2008）百事可樂公司應(yīng)確保員工制定績效標(biāo)準(zhǔn)并滿足組織的期望。即使在靈活的員工隊伍中，作為一個道德問題，百事可樂公司也必須告知這些新雇傭的員工，他們的工作表現(xiàn)和滿足組織期望的能力將在以后作為工作表現(xiàn)進(jìn)行評估。以下階段是監(jiān)測。（績效管理指南，2008）百事可樂公司應(yīng)監(jiān)督員工的工作表現(xiàn)，并向他們提供基本的反饋。百事可樂公司可以通過觀察和明顯的行動、行為和結(jié)果向員工提供反饋，以提高和保持他們的工作績效標(biāo)準(zhǔn)。

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.

最重要的階段是評級。（績效管理指南，2008年）為了公平評估員工在靈活勞動力中的工作表現(xiàn)，百事可樂公司必須進(jìn)行適當(dāng)?shù)脑u估。百事可樂公司可以為每個靈活的員工提供一張清晰平衡的記分卡。（Smith等，2002）績效可以通過內(nèi)部、外部和財務(wù)衡量來衡量，也可以稱為360度評估。（Johnston等，2002）為了避免評價體系中存在的偏見，評價不僅由主管進(jìn)行，還包括供應(yīng)商、客戶和同事。成功完成項目的員工如果能夠如期完成，他們的表現(xiàn)將得到分?jǐn)?shù)。此外，基于結(jié)果的績效評估將有助于組織更準(zhǔn)確地評估其靈活員工。百事可樂公司可以根據(jù)員工處理和完成任務(wù)的有效性和效率來評估績效。

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.

最后階段是制定計劃。（績效管理指南，2008年）百事可樂公司需要制定計劃，提高員工的工作相關(guān)技能或知識。此外，百事可樂公司可以鼓勵員工提高績效標(biāo)準(zhǔn)和工作質(zhì)量，以實現(xiàn)組織的目標(biāo)。

Pay Structure, incentives and benefits – Cheryl

薪酬結(jié)構(gòu)、激勵和福利–Cheryl

Reporting Structure – Elsie

報告結(jié)構(gòu)——Elsie

Training and Career Development 培訓(xùn)和職業(yè)發(fā)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，百事可樂公司的員工沒有適當(dāng)?shù)呐嘤?xùn)和職業(yè)發(fā)展體系。然而，員工的職業(yè)發(fā)展有計劃，大多數(shù)時候主要是通過口頭交流，沒有適當(dāng)?shù)奈募韼椭鷨T工了解他們需要實現(xiàn)什么或缺乏什么來縮小差距并晉升。

It is strongly recommended that:

強(qiáng)烈建議：

Implications 啟示

Recruitment & Selection 招聘與選拔

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)

超過40%的求職者偽造簡歷，求職者在尋求晉升到更高級的職位時，更有可能夸大自己的技能和薪酬。公司可以讓候選人證明其簡歷和申請表中所述的任何信息都是真實的，公司保留采取紀(jì)律處分或終止合同的權(quán)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.

評估中心可能相對昂貴，因此有必要進(jìn)行篩選，以確定申請人是否具有與工作要求相關(guān)的資格、培訓(xùn)、經(jīng)驗和技能。

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)

公司可以建立員工推薦計劃，員工可以推薦朋友和家人擔(dān)任合適的職位。這將使員工能夠“篩選”候選人的適合性，并為候選人提供有關(guān)公司文化的知識。這增加了招聘人員和組織之間積極“工作匹配”的機(jī)會。（Tommy N，2010）

Performance Management 績效管理

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.

在靈活勞動力中實施績效管理的含義是，在集團(tuán)項目中可能存在搭便車者，他們利用成功完成的項目中的績效得分。并不是所有的個人都為已經(jīng)完成的項目做出了相同程度的努力。（績效管理）因此，百事可樂公司必須仔細(xì)分析每位員工的貢獻(xiàn)。此外，如果只關(guān)注已經(jīng)完成的具體項目，百事可樂公司應(yīng)該在評估涵蓋的整個期間審查績效，這可能是不準(zhǔn)確的。

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.

經(jīng)理可能會根據(jù)員工自身的感受、服務(wù)年限和不相關(guān)的標(biāo)準(zhǔn)來評估員工的表現(xiàn)。（績效管理）此外，經(jīng)理可能會匆忙通過評估過程，而評估過程可能無法記錄真實反映員工績效的準(zhǔn)確信息。（績效管理）缺乏適當(dāng)或準(zhǔn)確的評估系統(tǒng)會誤導(dǎo)百事可樂公司的規(guī)劃，這對組織來說代價高昂。（Madar，2007）這也將給該組織加強(qiáng)其商業(yè)競爭力造成絆腳石。

Follow-up Part 后續(xù)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.

無論當(dāng)前的人力資源戰(zhàn)略有多成功，其相關(guān)性和有效性都不可能與變革的速度相同。人力資源戰(zhàn)略必須定期進(jìn)行審查和評估，以確保這些戰(zhàn)略仍然與不斷變化的外部因素相關(guān)，這些因素會影響內(nèi)部因素。百事可樂公司需要制定一個審查和評估系統(tǒng)計劃，以制定積極的人力資源管理戰(zhàn)略，從而能夠預(yù)測任何可能出現(xiàn)的問題。這對于幫助組織實現(xiàn)其目標(biāo)具有重要意義。

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