HR7 - organizations strategic characteristics PDF

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organizations strategic characteristics...

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A- Discuss the global differences and similarities in HR practices supporting by (Walmart global). Walmart human resource management planning, job analysis, recruitment, retention, selection, training, performance, career development, compensation, retail 2)The Purpose of the performance appraisal 3)Training and Development Practices 4)The use of pay incentives 1) Personnel Selection Procedure: Walmart’s Recruitment Strategy Walmart’s recruitment strategy uses different sources of new hires. Considering the company’s large organizational size and diverse workforce, the recruitment aspect of the firm’s human resource management has a decentralized system that uses local information as basis for recruitment processes. In relation, the actual sources of workers are typically the localities where the company’s stores operate. Walmart’s methods in its recruitment strategy include online recruitment, direct recruitment at localities, and recruitment through academic institutions. These HR management methods in the recruitment strategy ensure a diversity of applicants. For instance, the online method allows the firm to reach applicants who are not near Walmart stores. Referrals help the company get qualified applicants based on reliable referrers. It is recommended that Walmart improve its recruitment process through new strategies for global competitiveness of human resources. The company’s workforce is already locally competitive. This recommendation for international competitiveness should allow the firm to address changes in the global business environment. Global competitiveness is critical because Walmart is a multinational business. Emphasis must include diversity and the ability of employees to deal with diverse populations of customers Walmart’s Human Resource Planning Human resource planning at Walmart is stratified in terms of the programs and solutions developed and applied. For example, HR planning takes place at the top management level of the corporate human resources department. However, the company is a large organization. Each store has its own personnel responsible for HR management. As a result, each store translates the general human resource plan from the corporate HR department. The stores have varying interpretations of the corporate human resource plan. Such variations indicate that actual human resource planning occurs at different levels of Walmart’s organization.

Job Analysis and Job Design at Walmart Walmart uses the matching approach in job analysis. This method involves interviews and surveys on applicants, employees and supervisors to determine issues and needs. Walmart’s aim is to align actual needs with available human resources, and to determine possible gaps between the two. On the other hand, Walmart’s job descriptions are diverse. Nonetheless, the company’s human resource management develops job descriptions that mostly involve activities in sales because the majority of the company’s workers are directly involved in sales. Thus, job descriptions at Walmart include those for sales personnel, sales supervisors, sales managers, and store managers, among others. Also, Walmart’s job specifications are diverse, but most of the specifications require knowledge and skills in sales and marketing Walmart’s Employee Retention Strategy Walmart maximizes employee retention to minimize financial loss linked to turnover. Higher turnover leads to higher financial loss, considering human resource expenditure for recruitment, selection and training. Employee retention at Walmart is achieved through a combination of approaches. The following employee retention strategies are applicable: Recognition based on the employee’s performance Benefits based on the employee’s status or position Incentives based on the employee’s status or position Walmart Inc.’s Employee Training In this area, Walmart uses needs analysis to determine how jobs fit employees, and how these jobs fit the business environment. For example, needs analysis is used to determine how workers’ needs are satisfied. The company’s human resource managers also use needs analysis to check if employees satisfy business needs. Store managers conduct needs analyses. The results are relayed to the company’s corporate HR at the headquarters, where corporate managers determine the changes and strategies needed in the workforce. A needs analysis at Walmart would reveal at least the following information:

The need for diversified human resources in all locations (stores and other facilities) The need for a more technologically savvy workforce In this regard, technological knowledge and skills are included in the company’s program design for training employees. Such design typically focuses on the performance of sales personnel. Online delivery of training programs is included. However, the company’s human resource managers prefer traditional face-to-face training programs to ensure quality of service at Walmart stores. On the other hand, in evaluating the effectiveness of training programs, the company’s HR managers use sales performance as a criterion, as well as feedback from supervisors and employees on sales performance. Customer feedback further adds information that the company’s managers use to evaluate the success of employee training programs. Performance Management at Walmart Performance management at Walmart involves a performance appraisal system. This system provides feedback to employees on their performance levels. The company also gives feedback to workers on how to improve their performance. In addition, the firm uses human resource management software that analyzes individual and team performance levels. In this business analysis case, an applicable recommendation is to use a micro-tailored appraisal system. Such a system allows variations based on the employee being appraised. The purpose of these activities is to enable Walmart’s human resource management to fine-tune job responsibilities, specifications, goals and objectives. The company’s career development plan is also based on performance plans. Walmart’s corporate objectives are linked to performance management practices, standards and measures through sales performance. The firm is mainly concerned about maximizing sales revenues. Through its performance management activities, the company’s human resource management ensures support for sales performance through employee productivity, especially sales personnel productivity. Performance interviews are used at Walmart to provide more information for appraisals. These interviews are conducted so that the progress of employees is regularly monitored. The interviews also allow the company to obtain feedback from employees. Measurements and standards are used to evaluate if the company’s human resource performance is satisfactory. For each performance measure, the company has a set of standards. Different HR standards are used for different areas of the business. The following performance measures are suitable in Walmart’s case: Effectiveness of processes Efficiency of processes Quality of customer service Timeliness of supply chain activities Productivity of sales personnel Walmart encounters performance problems, such as low employee morale and tardiness. These HR problems reduce the firm’s financial performance. Walmart can address low employee morale through job rotation and flexibility, incentives, and recognition for employees’ achievements, among other approaches. The company can address tardiness through motivation strategies and new policies, such as rules imposing a maximum percentage of tardy days per number of workdays. Career Development at Walmart (Main article: Walmart’s HRM: Compensation, Career Development) In addressing career development, Walmart’s human resource management uses training programs regularly conducted to increase knowledge, skills and abilities. Training provides the opportunity for employees to improve skills specific to the retail business. Also, the company supports employees in attending seminars...