1 PepsiCo Confidential | 1 Beverly Tarulli, PhD April 5 th , 2018 NARROWING THE DATA CAPABILITY GAP
1 PepsiCo Confidential | 1
Beverly Tarulli, PhD April 5th, 2018
NARROWING THE DATA
CAPABILITY GAP
What I Will Share Today
2
Our workforce analytics journey
Capability building in HR
About PepsiCo
3
PepsiCo products are enjoyed by consumers one billion times a day in more than 200 countries and territories around the world. PepsiCo's product portfolio is comprised of a wide range of enjoyable foods and beverages, including 22 brands that each generates $1 billion or more in estimated annual retail sales.
GLOBAL SNACKS GLOBAL NUTRITION
GLOBAL BEVERAGES
PERFORMANCE BRANDS SCALE PEOPLE
22 billion-dollar brands
Approximately $63 billion
net revenue in 2017
Approximately 260,000
employees
More than 200
countries & territories
What I Will Share Today
4
Our workforce analytics journey
Advanced Analytics and Strategy Journey
BUILD THE FOUNDATION &
QUICK WINS
EXPAND SCOPE
ESTABLISH BUSINESS LINKAGE
EMBED OURSELVES IN
PROCESSES
2013
2014
2015
2016
2017
ENTRENCH POSITION AS KEY
BUSINESS PARTNER
5
• STAFFING
• STANDARDS
• CLEANING
• METHODS
• MODELS
• REFINEMENT
• EXPANSION
• CAPABILITY BUILDING
• TARGETED QUESTIONS
• STRATEGY LINKAGE
• ENTERPRISE GOALS
• SATELLITE TEAMS
• NETWORKS
• HR TOOLS
• HR + FINANCIAL
• BUSINESS SOLUTIONS
F O U N D A T I O N A P P L I C A T I O N
Globally Networked Team
EUR
AMENA
LATAM
BEV
6
FLNA
NY
COE
Analytics Maturity Model
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Aggregated & calculated
metrics “What is our current headcount?”
Trends & relationships “Is there a relationship between employee rating &
engagement?”
Driver & impact analysis
Program evaluation
“How effective are our HIPO development
programs?”
Predict & forecast
Scenario planning
“How might a change in our benefits structure impact
retention and business unit profitability?”
Work Scope
Workforce
Insights
Business
Consulting
Executive
Requests
Integrated
TM Tools
Capability
Building
8
What I Will Share Today
9
Capability Building in HR
Using data to answer business-related
questions
Action Learning
High Potential HR Associates
Using data in strategic talent planning
Using advanced statistics
Instructor-led Learning & Joint Projects
Senior HR Managers
Demos, eLearning & Network Groups
Mid-level HR Associates
Where & how data can be used
Using data to identify and monitor issues
Lunch & Learns, Webinars & Podcasts
All HR Associates
Basic statistics and data sources
How to think like a data analyst
Levels of Capability Building
W h a t t h e y l e a r n F o r m a t & A u d i e n ce
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Action Learning Process
Tell Story
Analysis & Insights
Build Database
Hypothesis & Data
Requirements
Identify Business Problem
Action Learning Benefits
• Building momentum & influence with field HR
• Improving business relevance & expansion of impact
For Participants
• Developing differentiating skills
• Learning new ways of approaching HR & business problems
• Gaining exposure to senior HR and business leaders
For the Business
• Addressing a critical talent / business issue
• Building local analytics capability
For the COE
12
Our Opportunity as Businesses
13
“On average, companies excelling at people analytics
are 3.1 times more likely to outperform their peers
financially.”
People Analytics : Global Leadership Forecast. DDI, The Conference Board & EY, 2018.
Our Opportunity as HR Professionals
14 People Analytics : Global Leadership Forecast. DDI, The Conference Board & EY, 2018.
“HR professionals who use analytics are 6.3 times
more likely to have new advancement opportunities
than those who aren’t and 3.6 times as likely to have
a strong reputation with senior business leaders.”