The following academic paper highlights the up-to-date issues and questions of Walmart Human Resources. This sample provides just some ideas on how this topic can be analyzed and discussed.
Renato Zuccolillo December 1, 2013 Final Paper Human Resource Management Introduction We all know Wal-Mart, and the first thing that comes to mind is how huge the company is, but the key to the company, is its people. Wal-Mart, founded by Sam Walton in 1962, is one of the world largest companies by market capitalization and number of people employed and touching millions of customers everyday.
There are more than 7,800 Wal-Mart stores and Sam’s Club locations in 16 markets worldwide and there are more than 2 million associates serving more than 100 million customers per year. It is the largest grocery retailer in the United States with an estimated market share of around 20% of the retail grocery and consumables business. To be able to efficiently operate such a complex operation at such a large and do it consistently would only be possible by the huge effort by Wal-Mart’s ‘associates’ as its employees are called.
This papers looks at the human resources practices of Wal-Mart with a special focus on group and team behavior, leadership, conflict and negotiation, human resource practices and organizational culture and diversity within the company to understand them and also provide some ecommendations to make them better in the future. Analysis of various HR related areas of Wal-Mart One of the reasons why Wal-Mart has been so successful and scale up its model across so many locations is the values and beliefs established by its founder and the customer centric culture that is replicated across locations.
The company right from the time of its inception has a clear mission which is to save its customers money and enable them to live better. Below is an analysis of current Wal-Mart practices across various areas and how Wal-Mart has align then to perfectly with its mission statement Group and team behavior There has been a focus on achieving things together as a team right from the days of Sam Walton. Sam Walton firmly believed that all the people working in Wal-Mart are ordinary people and as a team they are able to do extraordinary things, growing together and accomplishing much more than each of them could individually.
This same spirit is ingrained even today into the day to day operations of Wal-Mart all over the world, where they leverage team work to overcome obstacles as they all work together to serve their customers the best. The manner in which they work as a team uidelines that the employees follow to extract the maximum value out of working together. Leadership According to Ron to manage the complex operation of the huge number of super stores across the world, there are store managers who are given complete ownership of store operations and given a lot of data that in other companies would not be shared with the middle management.
This trust that management has in it increases their ownership in the business and they are motivated to put in better performances and also motivate their team to achieve their targets while ensuring complete customer satisfaction. The focus on the customer is seen here also with the philosophy of ‘Servant Leadership’. As per this philosophy, it is their strong belief that effective leaders don’t lead from behind a desk and that it is important to develop leaders who are servants to the customers, can work with partners and who are able to motivate the team to perform well.
Across stores all over the world, the managers at Wal-Mart can be seen right on the floor working along with other associates. This enables leaders in Wal-Mart to lead by example which is very motivating for the associates as well to put in their best effort. Conflict Resolution Wal-Mart also realizes the importance of free flowing communication to being responsive to customer needs and actively encourages two way communications across the organization both top down and bottom up.
To encourage associate to come up and speak with the management, Wal-Mart actively promoted the open door policy where associates can walk up to many manager or leader and share suggestions, ideas or raise any concerns that they might have. It is expected of the leaders that they treat all discussions fairly without bias and with an open mind and n confidence if required and work with the associate to resolve the issue or problems that they might have.
This again is a very good policy that helps Wal-Mart to fix problems or resolve conflicts and issues quickly and focus on its purpose which is to serve its customers in the best possible manner. Human resource practices As described earlier, one of the most important functions in Wal-Mart would be the human resources who have to come up with processes and policies to manage the huge two million associates that are employed by the business. The employees are reated as an integral part of the business and are called as ‘associates’ which makes them feel a part of the company and hence motivates them to give their best.
Wal- Mart also recognizes that it would not be able to achieve its mission without the support of its associates and has got a variety of programs for the benefit of the employees. All associates and their families are provided with health coverage and operations such as cash registers being shut off automatically so that associates can take their break and relax and also to account for accurately the amount of time that they had worked. There is also a very open culture where people are encouraged to come up and resolve issues.
Though there have been a lot of criticism in the past of Wal-Mart being a bad employer, not giving enough chances for women to get promoted, exploiting workers with very low wages, it seems that they appreciate these issues and are working on them to find a solution. Organizational culture Sam Walton had started the company based on strong beliefs and values on how the business should be run and these rules and customs are strongly instilled even today into the culture of Wal-Mart.
In the company this is known as the three basic eliefs and values and each and every associate is expected to adhere to at every moment in Wal-Mart. The first of the three basic beliefs and values of Wal-Mart is respect for the individual, for the customer, associates, and suppliers with a focus for building relationships and most importantly treating each other with dignity, which helps Wal-Mart to better serve its customers and the community it operates in.
The second important belief is of service to Wal-Mart customers, as they believe that customers are the reason why Wal-Mart exists and hence they should be given the best customer service possible. Associates at Wal-Mart are encourages to look for every opportunity where they can exceed customers expectations and put every effort in that direction. The third important belief that guides employees at Wal-Mart is that they should never be satisfied with what they have already accomplished but they should always extend their boundaries and strive to achieve excellence.
This passion for continuous improvement o serve their customers best while saving them money hat, customer service is deeply ingrained in the culture of the company, as can be seen from one of the many rules of Sam Walton that they follow even today, alled as the ’10 Foot Rule’. As per this rule, associates have to pledge that whenever they come within 10 feet of a customer, they would look at them in the eye, greet them and ask them if they require any assistance.
Many similar rules of customer service that are followed in the company help to form a culture that is built around customer which helps the business achieve its long term strategy. Organizational Diversity Of late Wal-Mart has been taking a lot of steps to encourage and increase employee diversity in the organization with its pro diversity practices. As an organization it says hat it values diversity and fosters a working environment that enriches the personal and professional experiences of our associates, promotes excellence, and cultivates the intellectual and personal growth of the entire associate population.
Wal-Mart plans for diversity as they feel a global business like them needs to have employees from various backgrounds and cultures to understand the customer better and operate a successful global operation. Therefore from the management level, environment and a culture of inclusion that promotes diversity. To encourage and promote diversity in the organization, Wal-Mart has established an Employment Practices Advisory Panel which will work with Wal-Mart’s senior management to develop and implement progressive enhancements to equal employment opportunity and diversity initiatives for the company.
In addition to that all supervisors in Wal- Mart receive training on diversity issues which will make them appreciate the diverse work environment and help them deal with people from different cultures and backgrounds. Of late Wal-Mart has also started women in leadership and mentoring programs to help female employees further their careers and more into management roles. The above discussion shows that Wal-Mart recognizes the need for a diverse and multi cultural workforce and has taken many steps to promote the same.
Staffing Training and Development Wall Mart staffing policy largely depends on the concept of performance and ability to work. Since the staff working at Wall-Mart is exposed to globalization, employees selected are sending for training and development on regular bases to have an understanding of company’s policies and procedures. Compensation and benefits based on Performance Management The company provides incentives based on performance management, the HR onducts the performance check using various tools which assist the HR to evaluate the employees performance. The companies Compensation policy depends on the staffs performance.
The company evaluates the staffs performance on a number of factors which include attendance, timeliness, work ethics and customer satisfaction. The company provides various benefits for staff which meet the staff performance requirements. The company also provides compensation based on injuries. Labor Relations The labor relations plays a critical role in HR management, the HR needs to work together with the Labor committee formed to protect the labor rights. It is critical for Wal-Mart to do so is because if the labor committee gets stronger than the employer it will be detrimental to the Company.
The HR department constantly works with the labor committee to assure the smooth flow of operations. Conclusion Wal-Mart without a doubt can be said to be one of the companies of the century and a symbol of how one man’s vision can make a great difference to the entire world. It has got very well defined processes backed by technology that has enabled it to scale not the best paymaster, by creating a culture of customer service and high erformance, and by making them owners in the core business processes through trust, it is able to motivate its employees to achieve greater things and strive for excellence.
However there are some areas that Wal-Mart needs to concentrate on to achieve its goal of making Wal-Mart a great place to work for its associates and provide them with a professional experience that will make them better. References About Us. (n. d. ) Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. com/AboutUs/Communities. Establishes Employment Practices Advisory Panel (2006, Apr 24). Retrieved February 8, 2009, from HR. com Web site: http://www. hr. com/SlTEFORUM? t=/contentManager/ Culture. n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http:// walmartstores. com/AboutUs/295. aspx Diversity (n. d. ). Retrieved February 8, 2009, Web site: http://walmartstores. com/Diversity/ Drogin, Richard (2003, Feb). STATISTICAL ANALYSIS OF GENDER PATTERNS IN WAL-MART WORKFORCE. Retrieved February 8, 2009, from Walmartclass. com Web site: http://www. walmartclass. com/ staticdata/reports/r2. pdf Health & Wellness. (n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. om/HealthWellness/ Miller, G (2004) “Every day low wages: The hidden price we all pay for Wal-Mart” A report by the Democratic of the Committee on Education and the Workforce, US House of Representatives. Open Door. (n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. com/AboutUs/286. aspx Retail Merchandiser (2005, April 13). Head of Wal-Mart HR Emphasizes New and Traditional Practices. Retrieved February 8, 2009, from AllBusiness. com Web site: http:// www. allbusiness. com/retail-trade/4299935-1 . tml Servant Leadership. n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http:// walmartstores. com/AboutUs/289. aspx Teamwork. (n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. com/AboutUs/292. aspx 3 Basic Beliefs & Values (n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. com/AboutUs/321 . aspx 10-Foot Rule (n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. com/ AboutUs/285. aspx Wal-Mart Case Study December 2, 2013
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