HRM Report: Walmart Inc. - Employee Induction Manual and Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Walmart Inc. It begins with an overview of the company's mission, purpose, and core business objectives, emphasizing its focus on providing quality products at low prices. The report then delves into the HRM function, outlining the roles and responsibilities of HR managers, including workforce planning, recruitment, selection, and employee retention. It highlights the importance of employee engagement activities, such as office parties and team dinners, in fostering job satisfaction and team performance. Furthermore, the report examines Walmart's training and development initiatives, such as the Walmart Academies, and their impact on employee skills and performance. The report also provides a detailed job description for HR managers, selection criteria, and a template job offer. Finally, it evaluates employee relations and employment legislations, emphasizing their significance in improving employee relations and decision-making within the organization. The report draws on various academic sources to support its analysis and provides real-world examples to illustrate key concepts.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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Introduction:
The significance of the human resource management in the current business world is
increasing in a notable manner. Considering the impact of the globalization, it is observed
that majority of the organizations are having the intention of entering new markets for the
achievement of the much anticipated growth as a business entity. The impact of the
globalization is seen to play a significant role for the organizations in reducing the market
monopoly. Under such situation, it effectively increases the level of threat for the existing
business organizations as the increasing number of new entries have the potential to reduce
their market share. Hence, business competition becomes one of the prime factor that
influences the senior management of the organizations in making sure that their organizations
is managed in a scientific manner (Noe et al. 2017). The urge of the senior management of
the organizations for managing their business operations in a scientific manner influences the
organizations to promote the concept of the human resource management (Cascio 2015).
With effective management of the various procedures related to the human resource
management, the organizations have the chance to make sure that they achieve the maximum
amount of profit with the consumption of the least amount of resources which is highly
essential for the improvement in the sustainability of the business operations (Armstrong and
Taylor 2014). The paper discusses regarding the human resource management of a reputed
global organization operating in the retail industry named as Walmart Inc. The paper provides
a brief overview regarding the mission, vision and core objectives of the company and along
with that, the paper explains the roles and responsibilities of the human resource management
department of the selected company. In addition to this, the paper evaluates various human
resource policies of the company such as the workforce planning, recruitment and selection
of the individuals along with the effective management of the training and developmental
needs of the employees. Apart from this, the paper provides a well framed job description for

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the position of the human resource managers. The paper includes the important documents
such as the selection criteria for the interviews, template job offer for the desired candidates.
In addition to this, the paper provides an important evaluation summary of the employee
relations and employment legislations which informs about the impact of the relevant
legislations in improving the employee relations in the mentioned organization. Apart from
this, the paper provides an important analysis regarding the significance of the employee
relations and employment legislation in the improvement of the decision making in the
mentioned organization.
Section 1:
Mission, purpose and core business objectives:
The mission of the company is to make sure that the customers are provided with the
products that belong to the optimum level of quality and along with that the main focus of the
company is to make sure that the customers spend less for their products (Walmart.com.
2019). Hence the mission of the company is to sell their products with the application of the
low prices and along with the continuous improvement of the quality of the products.
With a precise focus on the intention of the senior management of the company
towards the application of the everyday low prices, one of the main purpose of the
organization is to make sure that the customers get the products from their shops at the least
possible prices (Walmart.com. 2019). The application of the pricing strategy of the company
has the capability to contribute towards the purpose of the company as the company is
determined in meeting their purpose of conducting a sustainable business with the application
of the low pricing and product development.
Considering the core business objectives of the company, it is evident that the
company is focused in expanding their business and the prime strategies that the company is

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inclined towards in the expansion and in the improvement of the sustainability of their
business are observed to be the manufacturing of their products at the considerably low prices
and the design of the products with the optimum level of quality.
HR function and roles:
Considering the position of the human resource managers, one of the prime
responsibilities of the human resource managers of the company is to make sure that they
manage the organizational activities with a precise focus on objectives of the organizations.
The human resource managers of the organizations are observed to manage considerable
number of activities such as the recruitment of the individuals, the selection of the individuals
along with the formation of the link between the senior management of the organization and
the employees of the organization (Bratton and Gold 2017). Hence it is evident that the
management of the man power becomes one of the significant responsibilities of the human
resource managers of the organizations. DeCenzo, Robbins and Verhulst (2016) commented
that that the recruitment of the skilled personnel is one of the necessary strategies that
contribute to the sustainability of the business operations of the organizations. Apart from the
recruitment of the individuals, the human resource managers of the organizations are also
responsible for the effective retention of the employees (Cascio 2015).
With a precise focus on the increasing level of the competition in the labour and
employment industry, it becomes important for the organizations to acquire the services of
the skilled professionals as that have the potential to contribute to the success of the
organizations in the improvement of the quality and the production (Noe et al. 2015). As the
modern business world is facing the necessity of managing the increasing demands and under
such situation, the retention of the skilled and experienced employees becomes notably
important for the success of the organizations. With a precise focus on the factors that

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influence the intention of the employees regarding their continuation with a particular
company, the managers face the need to make sure that the employees of the organizations
are gaining the much required job satisfaction during their operations inside the organizations
(Budhwar and Debrah 2013). Hence, the human resource managers of the organizations
become responsible for the development of various activities that have the capability to
engage the employees of the organizations towards the organizations. The initiatives for the
effective management of the employee engagement activities are largely dependent on the
human resource managers of the organizations (Sparrow, Brewster and Chung 2016). The
capability of the organizations in effective minimization of the job dissatisfaction of the
employees is significantly dependent on the ability of the human resource managers of the
organizations.
Considering real life examples, there are considerable number of multinational
organizations that have the tendency of conducting annual parties for their employees and
that have the potential of enhancing the involvement of the employees towards the
organizations (Brewster 2017). The employee engagement activities such as the office
parties, team dinners or the office tours are a significantly visible practice amongst the
modern business organizations and such activities have the sole objective of making sure that
the job stress or the job dissatisfaction of the employees get minimized (Renwick, Redman
and Maguire 2013). However, the application of the employee engagement activities are also
present in the improvement of the bond between the employees of the organizations. With a
precise focus on the increasing level of the business competition in the modern world of
business, it becomes pretty evident that the organizations operating in the business industry
have the necessity to make sure that their organizations are able to cope up with the
increasing demands of the work pressure with effective team performances (Aswathappa
2013). The importance of the team performances is increasing in a significant manner and

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with a precise focus on the demands of the quality products in the industry, the promotion of
the team performances is emerging as one of the main success factor for the majority of the
organizations operating in the business world (Jackson, Schuler and Jiang 2014). Hence the
human resource managers of the organizations have the responsibility to promote the team
performances through enhancing the team bonding between the employees of the
organizations. Under such situation, the increasing occurrences of the employee engagement
activities have great significance for the human resource managers of the modern
organizations (Anderson 2013).
Apart from this, one of the most important responsibility of the human resource
managers of the modern organizations is seen to be the successful management of the training
and developmental needs of the employees of their organizations (Alfes et al. 2013). In the
modern world of business, majority of the customers are observed to be influenced with the
business reputation of the companies and under such situation, the quality of the products and
the service excellence of the employees of the organization become significantly important
for the success of the organizations (Purce 2014). Hence it is essential to deal with the
developmental needs of the employees in a professional manner as that influences the degree
of success for the organizations in meeting the desired level of quality in their products and
services.
The incapability from the part of the human resource managers of the organizations in
managing the developmental needs of the employees of the organizations increases the
number of faulty operations conducted by the employees and under such situation, the service
reputation of the organizations is seen to be subjected to significant threat (Brewster et al.,
2016). Hence, it becomes important for the human resource managers of the organizations to
identify the developmental needs of the employees so that they be able to develop customized
training and developmental activities for those employees (Berman et al. 2019). The

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capability of the human resource managers for the appropriate identification of the
developmental needs and providing the desired training infrastructures and scope to the
employees, have the capability to minimize the number of faults in the business orations of
the employees of the organizations and along with that, it improves the efficiency of the
organizations as well (Albrecht et al. 2015). Other than this, the training and developmental
activities play a crucial role in improving the quality of the business operations along with the
production of the organizations. ‘
Considering the example of Walmart, it is visible that the company is able to
undertake several activities for the improvement of the business operations of the employees
of the organization. Considering the training and development, the human resource
management of the company is able to develop the Walmart Academies where the trainees
are provided with an efficient training program which includes the scope for the employees to
work in the supercentres for the practical learning along with the important sales floor
training (Corporate.walmart.com 2019). The company is able to provide the much required
scope to the employees for improving their professional skills along with the soft skills such
as the ethical practices, leadership and interpersonal communications
(Corporate.walmart.com 2019). The employees of the organizations understand the
importance of the training and are observed to have significant amount of preferences
towards these sort of training activities which is pretty evident with training of 450000
number of associates which includes the assistant managers, departmental managers and the
frontline supervisors of the organizations getting trained only in the year 2018
(Corporate.walmart.com 2019).
Considering the scope of the human resource management, it is evident that the
personnel and labour aspect includes the recruitment and selection of the employees, training
and development of the skills and qualities of the employees along with the productivity of

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the organizations (Morgeson, Brannick and Levine 2019). On the other hand, the welfare
aspect includes the effective management of the health and safety of the employees, medical
assistance to the employees of the organizations along with the rest room. Other than this, the
internal relation aspect has a broad coverage for the aspects such as the union- management
relations, the efficient management of the grievance of the employees and the provisions for
the disciplinary actions along with the provisions for the settlement of disputes (Paillé et al.
2014).
Functions of the Human Resource Management:
With a precise focus on the job role of the human resource managers, it is visible that
one of the important functions of the human resource managers is the planning of the
operations. In the aspect of planning, the human resource managers of the organizations are
responsible for the determination of the number and the type of employees required for the
effective achievement of the organizational objectives (Kehoe and Wright 2013). In the
effective management of the operational activities for the desired achievement of the
organizational objectives, the human resource managers of the organizations are liable for the
effective allocation of the tasks on the basis of the expertise of the employees (Renz and
Herman 2016). Other than this, one of the important function of the human resource
managers of the modern organizations is observed to be the initiatives that they take for
motivating the employees of the organizations with the formation of an attractive rewarding
policy (Ployhart et al. 2014). In addition to this, the staffing and controlling the business
operations of the organizations are observed to important functions of the human resource
managers of the modern organizations (Shaw, Park and Kim 2013).
Assessment of HRM approach:

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Considering the human resource management operations in the selected organization,
Walmart and the internal recruitment aspect, it is evident that the strengths of their system is
the capability of the system in offering the reduction of the cost, appropriate analysis of the
skills and competencies of the candidates during the recruitment process, effective
enhancement of the employee morale, strong focus on the training and development of the
employees (Al Ariss, Cascio and Paauwe 2014). Along with this, the human resource policies
of the company are observed to have significant contribution to the improvement of the
knowledge of the employees which is pretty prominent with the partnership of the company
with the Guild Education for the formation of the Live Better U program
(Corporate.walmart.com 2019). The program enables the employees of the organization for
the earning high quality professional degrees in various important domains such as the
business management or the supply chain management (Corporate.walmart.com 2019). Apart
from this, the urge of the organization in providing the educational benefits is significantly
visible with the offering of the organization for the professional development, high school
completion, GED along with the language training (Corporate.walmart.com 2019). On the
other hand the internal recruitment aspect has certain limitations as well such as the lack of
new blood, lack of job suitability, dissatisfaction amongst the failed candidates along with the
scarcity of the candidates (Pierce and Aguinis 2013).
Considering the external recruitment aspect in Walmart, the strengths are the injection
of the new blood, the adaptability, considerable number of new candidates along with job
suitability (Goetsch and Davis 2014). However, the external recruitment is also associated
with considerable number of limitations as the external recruitment has a tendency of
demotivating the internal employees of the organization and apart from this, the cost
associated with the external recruitment is considerably higher for the company than that of
the internal recruitment (Drori and Honig 2013). In addition to this, the external recruitment

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has a tendency of promoting the cultural shock amongst the employees of the organization
(Ślusarczyk and Golnik 2014) and at the same time, the external recruitment increases the
turnover rate of the company more in comparison to the internal recruitment (Alfayad and
Arif 2017).
Strategic Human Resource Management:
With a precise focus on the human resource management of the company, it is evident
that the company has considerable number of objectives for the recruitment. The major
objectives of the company for the recruitment are the acquisition of the skilled employees,
acquisition of the employees who have the capability to fit to the culture of the organization
and finding out the trustworthy employees (Florea and Badea 2013).
Apart from this, one of the important aspect of the human resource functions of
Walmart, is observed to be the performance and talent management. The company is able to
align their educational and training programs in such a manner that it provides the much
required scope to the employees for enhancing the quality of their operations. However the
human resource managers of the company are able to realize the fact that the initiatives for
the training and developmental activities are also subjected to certain limitations in providing
the much required motivation to the employees for improving their business operations both
in the aspect of the quality and quantity. Under such situation, the company or more
specifically the human resource managers of the company face the need to provide additional
motivation to the employees of the organization. The situation presents a significant
difference between two of the eminent models of motivation where Herzberg’s two factor
theory has the capability to consider the training and developmental activities as the much
required motivation for the employees for performing in an efficient manner (Yusoff, Kian

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and Idris 2013). However, on the other hand, the Maslow’s hierarchy of needs is instrumental
in figuring out a variety of needs which can targeted by the human resource managers for
improving the performances of the employee (Taormina and Gao 2013).
Under such situation, the human resource managers of the company realized that the
effective management of the basic or physiological needs of the employees is one of the
important factors that have the potential to influence the performances of the employees.
Apart from this, Griffin (2013) stated that a motivated workforce has the capability provide
the extra efforts for the improvement of the business performances and under such situation,
it is crucial for the human resource managers of the organizations such as Walmart to
motivate the employees (Ozguner and Ozguner 2014).
Hence the effective management of the employee relations becomes much needs for
the chosen organization. The modern business industry is observed to include considerable
number of examples where the inappropriate employee relations is seen to affect the business
operations and the good reputation of the organizations as employers (Alshmemri, Shahwan-
Akl and Maude 2017). For example, the well- known Amazon is observed to have a poor pay
structure for their employees and that becomes a major reason of the employee unrest in the
organization (Amazon.in. 2019). On the other hand, the corporate culture of Amazon is an
important factor that contributes to the success of the organization in managing their human
resources which is pretty evident with the decisions of the senior management such as the no
dress code policy for their employees (Amazon.in. 2019). Apart from this, the efficient
human resource policies of Smiths Group Plc in the domain of technology is observed to be
crucial in improving the reputation of the company and that is visible their achievement of
Best European Tech company in corporate governance (Smiths.com. 2019).
Section 2:

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The selected job role is the human resource manager.
Job Specification:
Job References: Walmart /TP /672 / 488361 / 6
Number of Positions: 6
Type of Contract: Temporary
Details of Contract: 1 Year
Salary: Industry Standard
Operational hours: 8 hours.
Job Category: HR
Department: Human Resource Management
Location: United Kingdom
Mode of Application: Online
Last Date of Application: 1st of September, 2019
Responsibility:
The candidates will be responsible for effective management of the operations such as
the recruitment of the skilled individuals, selection of the appropriate candidates,
performance evaluation of the employees and the employee engagement activities.
The candidates will also be required to manage the rewards and recognition and are
expected to monitor the effective implementation of the pay policies and work time
characteristics (Imran et al. 2014).
Skills: