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Wal-Mart

By Experts of
Www.homeworkhelpexperts.com

1
Wal-Mart

2

Wal-Mart is one of the largest retail chain stores all
over the world.
 It operates with significant guideli...
Wal-Mart

3

The company HR functions that require improvement
are:
 Recruiting and Selection
 Training and Development
...
Wal-Mart

4

At Wal-Mart employees are given significant
importance.
 It is highly critical for Wal-Mart to recruit and h...
Wal-Mart











5

For dealing with recruitment and selection related issues,
Wal-Mart need to adopt a more pro-a...
Wal-Mart

6



Wal-Mart make use of different types of training and
development program.



Wal-Mart believes in the con...
Wal-Mart

7

For advanced training and development Wal-Mart
should use flexible training program.
 A flexible training pr...
Wal-Mart

8

Performance management is a process through which a
firm can identify, evaluate and develop its employees
per...
Wal-Mart

9

Assured increase in employee performance requires
continuous performance monitoring.
 It can be done by deve...
Wal-Mart

10

In present controlling and disciplining employees is a
critical factor for almost all firms.
 Wal-Mart also...
Wal-Mart

11

Employee compensation and benefits is a significant
HR function for Wal-Mart.
 Wal-Mart have also designed ...
Wal-Mart

12

For developing an effective compensation and benefit
program, Wal-Mart should develop a well-planned
compens...
Wal-Mart

13

Wal-Mart is opposed to unionization of its employees and
associates.
 For handling its labor related issues...
Wal-Mart

14

Managing employees in a company is not easy as it
involves several complex tasks like recruitment,
selection...
Wal-Mart









15

About Us. (2011). Company Website. Retrieved from
http://walmartstores.com/AboutUs/
Ahlstrom,...
Wal-Mart








15

Mathis, R.L. & Jackson, J.H. (2007). Human Resource
Management. Cengage Learning.
Samli, A.C. (1...
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Recommendations to improve hr functions

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Recommendations to improve hr functions in a selected organisation are presented here. A rationale for making these changes, including supporting documentation from resources outside of the class, and outside of your own experience, should accompany this outline. An unacceptable argument is that the organization does not need to make any changes. In fact, there is always room for improvement at some level. Conduct research and apply it to the organization that you have selected to help improve the HR function of the organization

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Recommendations to improve hr functions

  1. 1. Wal-Mart By Experts of Www.homeworkhelpexperts.com 1
  2. 2. Wal-Mart 2 Wal-Mart is one of the largest retail chain stores all over the world.  It operates with significant guidelines and principles.  Wal-Mart has developed significant HR functions that still need improvement.  It can improve its HR functions with the help of significant HR recommendations.  By Experts of Www.homeworkhelpexperts.com
  3. 3. Wal-Mart 3 The company HR functions that require improvement are:  Recruiting and Selection  Training and Development  Performance Management  Employee Discipline  Compensation and Benefits  Labor Relations By Experts of Www.homeworkhelpexperts.com
  4. 4. Wal-Mart 4 At Wal-Mart employees are given significant importance.  It is highly critical for Wal-Mart to recruit and hire the right people.  For recruiting and selecting employees, it make use of a conventional HRM approach.  This conventional approach is effective but not effective with increasing competition.  By Experts of Www.homeworkhelpexperts.com
  5. 5. Wal-Mart      5 For dealing with recruitment and selection related issues, Wal-Mart need to adopt a more pro-active approach. For appointing employees it can make use of thorough job analysis. Job analysis will benefit HR managers in collecting appropriate information about a job profile. With this, the company HR mangers will become able in gaining information about the tasks, responsibilities, and skills that a job entails and requires from its performers. Job analysis can be done with the help of job descriptions and job specifications. By Experts of Www.homeworkhelpexperts.com
  6. 6. Wal-Mart 6  Wal-Mart make use of different types of training and development program.  Wal-Mart believes in the continuous development of its employees.  It confronts troubles due to lack of flexible training programs. By Experts of Www.homeworkhelpexperts.com
  7. 7. Wal-Mart 7 For advanced training and development Wal-Mart should use flexible training program.  A flexible training program can be designed by undertaking these steps:  Understand basic skills and abilities of employees.  Understand job specifications'.  Select specific training or development program.  Make changes in selected training program according to employees needs.  By Experts of Www.homeworkhelpexperts.com
  8. 8. Wal-Mart 8 Performance management is a process through which a firm can identify, evaluate and develop its employees performance.  Wal-Mart also make use of different techniques to measure its employees performance.  One significant technique used is to create a positive and healthy working environment.  The company HR managers are not able to continuously monitor its employees performance.  By Experts of Www.homeworkhelpexperts.com
  9. 9. Wal-Mart 9 Assured increase in employee performance requires continuous performance monitoring.  It can be done by developing a monitoring system.  Aspects essential to be considered in the development of monitoring system are role clarification, coaching and ongoing communications.  By Experts of Www.homeworkhelpexperts.com
  10. 10. Wal-Mart 10 In present controlling and disciplining employees is a critical factor for almost all firms.  Wal-Mart also operates with same philosophy but it makes use of more flexible approach to control and discipline its employees.  For effective control and monitoring Wal-Mart requires stricter approach that may include following steps:  Clarification of expectations from employees  Development of well-organized document  Informal corrective actions  Formal discipline  By Experts of Www.homeworkhelpexperts.com
  11. 11. Wal-Mart 11 Employee compensation and benefits is a significant HR function for Wal-Mart.  Wal-Mart have also designed different workers compensation programs for its employees.  Its compensation and benefits programs have confronted criticism due to lack of effective benefit and compensation plan.  By Experts of Www.homeworkhelpexperts.com
  12. 12. Wal-Mart 12 For developing an effective compensation and benefit program, Wal-Mart should develop a well-planned compensation philosophy and objectives.  Objectives that may work for Wal-Mart are fair & competitive compensation, attraction of talent essential to achieve company objectives, retaining employees by instilling long-term commitment and developing a sense of company ownership.  By Experts of Www.homeworkhelpexperts.com
  13. 13. Wal-Mart 13 Wal-Mart is opposed to unionization of its employees and associates.  For handling its labor related issues, it can make use of appropriate guidelines and objectives like;  Good relationship between managers and worker.  Open line of communication to and from management.  Competitive and fair wages.  Development of trust and honest attitude among workers.  Offer a sense of job security to workers.  Provide workers with an opportunity to take part in company profits.  By Experts of Www.homeworkhelpexperts.com
  14. 14. Wal-Mart 14 Managing employees in a company is not easy as it involves several complex tasks like recruitment, selection, training, and development, performance and appraisals, reward system, compensation and benefit and labor relations.  All these HR functions have high importance for WalMart so it need to change it from time-to-time.  By Experts of Www.homeworkhelpexperts.com
  15. 15. Wal-Mart        15 About Us. (2011). Company Website. Retrieved from http://walmartstores.com/AboutUs/ Ahlstrom, D. & Bruton, G.D. (2009). International Management: Strategy and Culture in the Emerging World. Cengage Learning. Deckop, J.R. & Deckop, J.R. (2006). Human resource management ethics. IAP. Gary, D. (2010). Fundamentals of Human Resource Management: Content, Competencies and Applications. Pearson Education. Human Resource Management. (n.d.). Retrieved from http://www.webbooks.com/eLibrary/NC/B0/B66/055MB66.html Jackson, S.E., Schuler, R.S. & Werner, S. (2008). Managing Human Resources (10th ed). Cengage Learning. Mason, O. (1991). Labor relations and you at the Wal-mart distribution center. Retrieved from http://www.reclaimdemocracy.org/walmart/distribctr6022manual.pdf By Experts of Www.homeworkhelpexperts.com
  16. 16. Wal-Mart      15 Mathis, R.L. & Jackson, J.H. (2007). Human Resource Management. Cengage Learning. Samli, A.C. (1998). Strategic marketing for success in retailing. Greenwood Publishing Group. Storey, J. (2009). The Routledge companion to strategic human resource management. Taylor & Francis. Vance, C.M., Vance, C. & Paik, Y. (2006) Managing a Global Workforce: Challenges and Opportunities in International Human Resources Management. M.E. Sharpe. Wal-mart’s Worker compensation program. (2007). Retrieved from http://walmartwatch.com/wpcontent/blogs.dir/2/files/pdf/workers_compensation.pdf By Experts of Www.homeworkhelpexperts.com

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