measuring HR’s contribution to the organisation’s success as well as the architecture of the HR system needs to change to reflect the demands of succeeding in the new economy. The HR scorecard is a measurement as well as an evaluation system for redefining the role of HR as a strategic partner. It is based on the Balanced Scorecard framework developed by Kaplan and Norton and is set to revolutionize the way business perceives HR. Implementing effective measurement systems for intangible assets is a very
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7. STRATEGIES OF PEPSICO IN VIETNAM MARKET Further‚ the most favorite and potentially profitable approaches for entering a foreign market are strategic alliances and joint ventures with foreign partners. Because of strategic cross-border alliances‚ company can spread out geographic coverage and build up competitiveness in foreign markets‚ especially step over the legally invested barriers from host-countries government. (Thompson et al 2008‚ pp. 217-220) In 1993‚ following by the removal of U
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PepsiCo History 1965 PepsiCo is founded PepsiCo‚ Inc. is founded by Donald M. Kendall‚ president and chief executive officer of Pepsi-Cola and Herman W. Lay‚ chairman and chief executive officer of Frito-Lay‚ through the merger of the two companies. Pepsi-Cola was created in the late 1890s by Caleb Bradham‚ a New Bern‚ N.C. pharmacist. Frito-Lay‚ Inc. was formed by the 1961 merger of the Frito Company‚ founded by Elmer Doolin in 1932‚ and the H. W. Lay Company‚ founded by Herman W. Lay
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PepsiCo. Introduction: The Pepsi Corporation has a strong focus on corporate growth and brand name domination. PepsiCo produces beverages‚ snacks‚ and foods. The company consists of PepsiCo Americas Beverages (PAB)‚ PepsiCo Americas Foods (PAF)‚ and PepsiCo International (PI). PepsiCo was marketed first as a bargain brand. In the first part of the 20th century‚ PepsiCo changed chief four times and declared bankruptcy twice. PepsiCo modified its focus from bargain brand promotions to advertising
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Nanchang‚ P. R. China‚ May 22-24‚ 2009‚ pp. 206-209 Study on Balanced Scorecard of Commercial Bank in Performance Management System Yansheng Zhang1‚ Longyi Li2 1‚2 South China University of Technology‚ Guangzhou‚ China 1 Zhang.ys01@mail.scut.edu.cn 2 lyli@scut.edu.cn Abstract—Performance management of commercial banks is an important aspect of banking business management. this paper makes study about how to use the Balanced Scorecard as a tool‚ which is applied to commercial banks performance
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Balance scorecard Definition Balance scorecard also known as BSC. BSC was developed by Robert Kaplan and Norton in the early 1990s. Balance scorecard comes from two words namely balance and scorecards. Balance mean a balance between financial and non-financial performance‚ short-term performance and long-term performance‚ the performance of which is internal and external. When the scorecard also mean that the card is used to measure one’s performance score. At first scorecard used to measure performance
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departments The balanced scorecard measure more than just the financial performance of the company Critical factors that meeting the goals: 1. Customer satisfaction: market share and repeat business 2. Operational efficiency: the number of produced per hour and the number of warranty claims received. 3. Employee excellence: employee training hours‚ employee satisfaction surveys 4. Financial Profitability: revenue growth rate and earnings per share. The balanced scorecard provide holistic approach
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Pepsi The latest annual report located on PepsiCo’s website is that pertaining to 2012. The chairman Indra K. Nooyi begins the letter with “Dear Fellow Shareholders”. The start of this letter has a personal feel to it. The chairman makes sure to grab the attention of investors with large‚ bright and bold lettering. This message is primarily directed towards investors of PepsiCo. People invested in PepsiCo provide the company with the funds needed to run the corporation properly therefore it is
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Overview This study discusses the four "Perspectives" specified in Kaplan’s and Norton’s Balanced Scorecard framework‚ focusing on their implementation at GTE4). Subsequently the efficiency of Garret Walker’s and Randall MacDonald’s internal communication strategy is evaluated and in the final chapter a summarizing conclusion is provided. Introduction In 1996‚ J. Randall MacDonald‚ Executive Vice President of Human Resources at the GTE Corporation was facing the challenge to create an HR strategy
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Abstract PepsiCo has built a strong empire that has given it dominance throughout much of the world as a provider or snack foods and beverages. As it has worked to build its market share‚ PepsiCo has made many key decisions – some positive and some negative. It has also gone through a number of changes including the acquisition and subsequent divestiture of several fast food chains. This paper focuses on the process that all companies should follow to help determine whether the industry they are
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