Scribd
Upload
188 views

Case Study 2B

Uploaded by

Saba Mubasher
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
188 views

Case Study 2B

Uploaded by

Saba Mubasher
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 20

HUNGRY

FOR
PRODUCTIVI
TY: FRITO‐LAY LINKS
STRATEGY
(Case ApplicationWITH
2‐B) JOB
DESIGN
01
Introduction
Frito-Lay Company Story:
1.Merger of Fritos Corn Chips & H.W Lay (1932)
2.Merger of Frito-Lay with Pepsi-Cola (1965)
3.Current Business Portfolio and Employees:
• 29 snack brands - i.e. Lays, Doritos, Cheetos.
• 55,000 dedicated Frito-Lay employees

4. Strategies for Future:


• As part of PepsiCo, Frito-Lay's mission is to create more smiles with every sip and every
bite, by embracing Winning with Purpose.
• The management at Frito-Lay believes every consumer should have access to their favorite
snack, everywhere.
Overview Of Case Study:
● This case study highlights the importance of aligning HR practices
with the overall business strategy.
● Frito-Lay's approach to addressing the challenges of low productivity
and high turnover among their route sales representatives (RSRs) is a
good example of how a company can use strategic HR practices to
improve its business performance.
● Frito-Lay's focus on hiring, training, and job design tailored to their
specific needs and challenges helped them achieve their mission of
keeping their products always within arm's reach of their customers.
Key points in this scenario:
1. Mission Statement
2. Identifying the Problem
3. Collaboration Between HR & Line Managers
4. Research and Analysis
5. University Partnership
6. Job Design Analysis
7. Sales Skills and Experience
8. Hiring and Training Alignment
9. Meeting Organizational Strategy
02
Questions
Q1: How are recruiting, job design, and organizational strategy at
Frito‐Lay linked? How does one influence the other?
1. Recruiting and Organizational Strategy:
• Require a highly effective and motivated sales force
• Importance of hiring individuals with prior sales
experience
• Supports the strategic goal of increasing sales
Q1: How are recruiting, job design, and organizational strategy at
Frito‐Lay linked? How does one influence the other?

2. Job Design and Organizational Strategy:


• Delivering products and securing optimal shelf space
• Merchandising and additional display space
• Breaking down the RSR position into 3 responsibilities
Q1: How are recruiting, job design, and organizational strategy at
Frito‐Lay linked? How does one influence the other?

3. Recruiting and Job Design:

• Emphasis on recruiting RSRs with prior sales experience


• Creating highly structured roles for RSRs to maximize their
productivity and meet tight delivery schedules.
Q2: If you were an RSR at Frito‐Lay, which of the changes would
you find most beneficial? Least? How would the changes affect your
motivation?
Most Beneficial Changes:

1. Recruiting Emphasis on Prior Sales Experience


2. Increased Sales Training
3. Hourly Employees for Stocking Duties
Q2: If you were an RSR at Frito‐Lay, which of the changes would
you find most beneficial? Least? How would the changes affect your
motivation?
Least Beneficial Changes:

1. Merchandising Role for High-Volume Route RSRs


2. Strict driving routes
3. Multiple time shifts (inconsistent working hours)
Q2: If you were an RSR at Frito‐Lay, which of the changes would
you find most beneficial? Least? How would the changes affect your
motivation?
Effect on Motivation:

1. Company support
2. Investment in sales training
3. Assistance with stocking duties
4. Enhance effectiveness and job satisfaction
Q3: Can all productivity problems be cured by better aligning job
design with organizational mission? Why or why not?
1. Complexity of Issues
2. External Factors
3. Interdepartmental Issues
4. Technology and Automation
5. Organizational Culture and Leadership
6. Employee Skills and Training
7. Innovation and Adaptation
8. Employee Engagement and Well-Being
03
Research
Research: How does Frito Lay recruit for RSRs? What online sources do they
use? Explore sites like Indeed.com and Glassdoor.com and read the reviews of
applicants and employees. What evidence do you see that hiring is linked to
strategy?
Recruitment Process of RSRs:
1. Online Application 6. Background Screening
2. Application & Resume Screening 7. Onboarding
3. Interview Process
4. Additional Assessments
5. Offer
Online Recruitment Sources:
• Company Website
• Job Portals
• Social Media

Other Recruitment Sources:


• Campus Recruiting • Networking
• Recruiting Agencies
• Career Fairs
Applicant & Employee Reviews:
Link to Organizational Strategy:
Frito Lay has issues with keeping their word.
1. Inconsistent working hours - Work Life imbalance.
2. Performance pay system leading to unsatisfied employees.

While they may promote the benefits of working for the company, the comments on platforms
like Indeed & GlassDoor do not support what Frito-Lay is preaching.

1. Good pay for just chips 4. Performance Pay is a Joke


2. Don’t do it 5. It’s just chips … a dead end
3. Run 6. Lies all lies
Concluding Remarks:

• A well established brand with a relatively stable corporate strategy


• Fatal flaws in implementation of functional strategies
• Well designed and structured jobs but unable to practice what they
preach
• Focus on short term profits rather than long term benefits
• Lack of talent management
CREDITS: This presentation template was created by
Slidesgo, including icons by Flaticon, infographics &
images by Freepik
Thank You!
Do you have any questions?
Presentation by:
Daniya Arshad
Saba Mubasher
(BBA 6th Semester)

You might also like