Porter in his famous book said there are three basic competitive strategies for a company, which are overall cost leadership; differentiation and focus strategy. Companies use these competitive strategies to achieve competitive advantage. In this case, Walmart Company is obviously taking the cost leadership strategy, that is to say, it aims to become the low-cost leader in the retail industry. Walmart maintains its competitive advantage through its satellite-based distribution system, and by keeping store location costs to a minimum by placing stores on low-cost land outside small to medium-sized towns, no matter in the US or in its abroad affiliations.
Public Domain Walmart Inc. The company is one of the biggest in the world in terms of organizational size, business value, and financial performance.
The firm ensures that its human resources are supported in satisfying business needs and expectations. Walmart considers how its activities, such as internal organizational processes, support its human resources. For example, the company addresses its human resource planning and job design, and how these aspects contribute to high performance among employees.
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. In terms of forecasting, Walmart uses special software to automate the process of analyzing changes in the workforce.
For example, the firm gets its employee or workforce data from its stores. Through this forecasting system, Walmart forecasts possible future changes in the workforce, such as changes in HR demand per season or per region.
In relation, in addressing the surplus or shortage of employees, Walmart uses its information system to determine which areas or aspects of the organization will face increased demand in human resources and which areas will have a surplus. The HR plans specify the number of employees needed and the recommended schedules for increased recruitment, along with adjustments in related areas of the retail business.
In this way, Walmart ensures adequate human resource support despite fluctuations in retail market conditions and corresponding business operations. The company has a continuous process of hiring and training new employees.
The continuity ensures that vacant positions are immediately filled. The nonstop recruitment activity helps Walmart access the labor market to maintain an adequate supply of human resources to match changes in demand for employees at its stores.
This method involves interviews and surveys on applicants, employees and supervisors to determine issues and needs. Thus, job descriptions at Walmart include those for sales personnel, sales supervisors, sales managers, and store managers, among others.
A recommendation in this case of Walmart Inc. Employees can use these channels to give feedback to managers. Such higher accuracy can improve the outcome of HR managerial decisions and related business strategies. 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. 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. Steps in the Selection Process at Walmart Main article:Walmart Inc.
(formerly Wal-Mart Stores, Inc.) is an example of effective large-scale human resource management, considering the business has millions of employees worldwide. The company is one of the biggest in the world in terms of organizational size, business value, and financial performance.
Wal-Mart Stores Inc. Case Study. Wal-Mart Stores Inc. SWOT Analysis. Wal-Mart Case Study Project. Strategy Management (MKT ) A Case Study of Wal-Mart. By: Swasti Kumari Shrestha Wal-Mart has firm infrastructure, well equipped in human resource with management professionals and technologically too.
Any organizations thrive hard to be 5/5(18).
Strategic HR Management Case Study: HR Planning and Strategic Change for Wal-Mart Words | 26 Pages. STRATEGIC HR MANAGEMENT RESEARCH PAPER OF ALPHA GROUP (FIRST DRAFT) HR PLANNING AND STRATEGIC CHANGE FOR WAL-MART [pic] Bouffard, Jason Fiel, Zachary Kizil, Cevdet Pimental, Kristen Swihart, Jason Southern New Hampshire University Strategic Human .
Case study of Strategic Human Resource Management in Wal-Mart Stores. Introduction. Sam Walton established Wal-Mart Store in on three revolutionary philosophies; respect for the Individual, service to our customers and strive for excellence.
Introduction The report is based on how the theory and research on Human Resource Management (HRM) influence Wal-Mart stores’ operations. Human Resource management entails management of an organization’s employees. Free Shipping. Buy Human Resource Management at srmvision.com