2.3.1晋升机制

我们的通路 Our Approach

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.

您将在百事体验与众不同的挑战并与我们共同成长。我们赋予有才能的员工无限机会，与我们一起发展百事的业务。

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.

我们考虑新的机会和可能的变数时，尤其考虑五大要素：注重绩效、领导能力、专业能力、了解业务和关键经验。

我们的发展模式 Our Growth Model

我们的发展准则 Our Development Principles

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

稳健出色的业务与人员成绩是必须的

• Functional excellence is the building block for a successful career

卓越的专业能力是事业成功的基石

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

functions is expected

我们通过各种训练与轮岗培养部门综合管理人员

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

capability

员工可以选择在自己的专业领域延续其职业发展道路

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

contributions is critical to overall success and progression

不断的从各层面“了解业务”并提供真知灼见是事业成功的关键

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

我们很重视跨部门、跨职能的经验

• Promotions and moves are encouraged and demonstrated

我们鼓励人才的晋升与调动

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

经理与公司是员工职业发展的伙伴

2.3.2培训机会

百事可乐以其独特的口味和强有力的广告造势，迅速在中国市场占据翘楚之位，并在世界范围内与可口可乐齐头并进。促成它取得辉煌的因素自然是多种多样的，而培训绝对是不可或缺的重要一环。在培训上，百事可乐不仅仅局限在专业技能和管理技能上，而且提倡和鼓励员工主动把握自己的职业发展方向，公司仅仅负责提供员工施展的平台。这种“三百六十度空间”的培训方式，员工自由发挥的空间更大了，自主性更强了，可以按照自己的喜好去设定方案，步步为营，让自己的提升更有规律。