narrowing the data capability gap
TRANSCRIPT
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1 PepsiCo Confidential | 1
Beverly Tarulli, PhD April 5th, 2018
NARROWING THE DATA
CAPABILITY GAP
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What I Will Share Today
2
Our workforce analytics journey
Capability building in HR
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About PepsiCo
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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
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What I Will Share Today
4
Our workforce analytics journey
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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
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Globally Networked Team
EUR
AMENA
LATAM
BEV
6
FLNA
NY
COE
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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?”
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Work Scope
Workforce
Insights
Business
Consulting
Executive
Requests
Integrated
TM Tools
Capability
Building
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What I Will Share Today
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Capability Building in HR
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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
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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
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Our Opportunity as Businesses
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“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.
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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.”