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Enter Frito-Lay, a manufacturer of well-known brands such as...

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Enter Frito-Lay, a manufacturer of well-known brands such as...

Enter Frito-Lay, a manufacturer of well-known brands such as Ruffles and Doritos, is a division of PepsiCo, which employs about 10 000 people across Canada. An employee group, called the Route Sales Representatives, was considered a key talent group. A Route Sales Representative (RSR) performed three key tasks:

  1. Driving and delivery—taking the products from distribution centres to stores
  2. Merchandising—managing in-store inventory and product placement
  3. Sales—taking orders and negotiating for additional shelf space in order to increase sales

However, Frito-Lay was experiencing low productivity and high turnover among this group. Frito-Lay decided to use workforce analytics to identify the source of the problems. The company surveyed both the RSRs and their supervisors, and analyzed recruitment sources and successes, and the characteristics
of successful RSRs.

Using advanced statistical techniques, the work uncovered several causes. Their traditional labour pool of high school graduates was shrinking, at the same time as the complexity of the job was increasing. The company began increasing the compensation rate to reflect the new job demands. It also found that on larger routes, the RSR was unable to find the time to merchandise, so a dedicated merchandiser was hired for these large routes. Analyzing the profiles of successful candidates resulted in a change to the hiring profile to include prior sales experience.

This process of analysis required a great deal of managerial and employee commitment, and a time frame of about six months

 

Q1:What methods were used in this case to identify the causes of high turnover and low productivity? What other methods could have been used to obtain better data?

Q2: Though their efforts resulted in improved retention and productivity, what is missing from this case?

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Answered by BarristerHedgehogPerson690 on coursehero.com
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