2.3.1晉升機制

A career at PepsiCo is intended to be an accumulation of challenging experiences over the course of many years – with each experience contributing to the growth of the individual and PepsiCo.Our objective is to match great talent with important opportunities to build our business.

您將在百事體驗與眾不同的挑戰并與我們共同成長。我們賦予有才能的員工無限機會，與我們一起發展百事的業務。

When thinking about new opportunities and potential moves, we typically consider five factors. These are: proven results, leadership capability, functional excellence, knowing the business cold and critical experiences.

我們考慮新的機會和可能的變數時，尤其考慮五大要素：注重績效、領導能力、專業能力、了解業務和關鍵經驗。

• Consistent and superior business and people results keep you in the game

穩健出色的業務與人員成績是必須的

• Functional excellence is the building block for a successful career

卓越的專業能力是事業成功的基石

• Career progression builds generalists within the functions – rotating through various disciplines and sub-

functions is expected

我們通過各種訓練與輪崗培養部門綜合管理人員

• Employees with specialized skills will have development paths that continue to build their specific functional

capability

員工可以選擇在自己的專業領域延續其職業發展道路

• Continuing to “Know the Business” at each level and provide perspective that leads to more impactful

contributions is critical to overall success and progression

不斷的從各層面“了解業務”并提供真知灼見是事業成功的關鍵

•　 Cross-functional and cross-divisional experience is highly valued

我們很重視跨部門、跨職能的經驗

• Promotions and moves are encouraged and demonstrated

我們鼓勵人才的晉升與調動

• Career development is a partnership between employee, manager and the corporation

經理與公司是員工職業發展的伙伴

2.3.2培訓機會

百事可樂以其獨特的口味和強有力的廣告造勢，迅速在中國市場占據翹楚之位，并在世界范圍內與可口可樂齊頭并進。促成它取得輝煌的因素自然是多種多樣的，而培訓絕對是不可或缺的重要一環。在培訓上，百事可樂不僅僅局限在專業技能和管理技能上，而且提倡和鼓勵員工主動把握自己的職業發展方向，公司僅僅負責提供員工施展的平臺。這種“三百六十度空間”的培訓方式，員工自由發揮的空間更大了，自主性更強了，可以按照自己的喜好去設定方案，步步為營，讓自己的提升更有規律。