HRM Practices in Walmart: Analysis and Discussion

The provided document is a solved assignment that discusses various aspects of Human Resource Management (HRM) in Walmart. It starts by outlining the purpose and functions of HRM within an organization, followed by a detailed analysis of workforce planning and resourcing strategies used by Walmart. The discussion then delves into different approaches to recruitment and selection, highlighting their strengths and weaknesses. Additionally, the document examines the benefits of various HRM practices for both employers and employees, as well as their impact on organizational profit and productivity. Furthermore, it touches upon the importance of employee relations in influencing HRM decision-making and reviews key elements of employment legislation that affect HRM decisions. The assignment concludes with a summary of HRM practices applied in a work-related context using specific examples from Walmart.

Human Resource Management

Table of Contents
INTRODUCTION................................................................................................................................3
MAIN BODY.......................................................................................................................................3
P1 Purpose and of HRM .................................................................................................................3
P2 Strengths and weaknesses of Recruitment And Selection.........................................................5
P3 Explain the benefits of different HRM practices within an organization for both the employer
and employee...................................................................................................................................6
P4 Effectiveness of different HRM practises in terms of raising organizational profit and
productivity......................................................................................................................................7
P5. Importance of employee relation in respect to influencing HRM decision making..................8
P6. Key elements of employment legislation and the impact it has upon HRM decision making:-
.......................................................................................................................................................10
P7. Application of hrm practices in Walmart.................................................................................11
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13

INTRODUCTION
Human resource management is a systematic approach for efficient management of
employee's of an organization for managing, hiring, recruiting and managing an organization's
employee's (Armstrong and Taylor, 2014) .It is commonly known as Human Resource department
in an organization. This department is basically designed to increase employee's performance to its
max and for many other purposes. In this we will take Walmart organization as an example. This
case study will give us a brief about purpose and functions of HRM, strength and weakness of
different approaches of recruitment and selection, benefits of different HRM practices within an
organization for both employer and employee, effectiveness of different HRM practices in terms of
raising organizational profit and productivity, importance of employee relations in respect to
influencing HRM decision making, key elements of employment legislation and the impact it has
upon HRM decision making and at last we will also apply human resource management practises in
a work related context i.e. using Walmart as an example
MAIN BODY
P1 Purpose and of HRM
Human resource management main purpose is improved organisational protective and
contribution of the employee to the Walmart organisations. The Walmart human resource
management team attract maintains a talented workforce. The HRM change and managing
transformation of the organisation employee (Armstrong and Taylor, 2014). It will help the
employee to understanding and integrating labour law . The human resource manager listing and
responding to employee for there job satisfaction . HRM is proactive in its relationship with them .
HR manages leadership motivation and employees communication between the employee of the
Walmart .
Human resource planning and its process identify the both need of the future and current.
The need of the organisation will be set the goal and objective of the organisation .strategic human
resource management aligns human capital with organizational strategies. The human resource
management find areas needing improvement in Walmart (Bratton and Gold, 2017). The
organisation involve attracting, developing, and maintaining the quality of workforce management.
The hr make a strategic planning for the effective management of the organisation worker. The
effective planning help the organisation for the gain a competitive advantage. The human resource
able to achieve success through the employee. Human resource overall purpose is to ensure that the
organization is able to achieve success through people .

The Walmart human recurse team conduct a training program for the new technology new
employee and develop the old employee strengths. Employee rights to concern the legal
environment of work (Brewster, Chung and Sparrow, 2016). Walmart business the human recurse
team is manage the workforce so that the business has enough suitable staff to carry out all
necessary task in an effective and efferent. The human resource management improve the employee
skill and ability. The HR team help the employee to develop the employee for the job satisfaction
and self actualization.
Function of Human Resource Management
Managerial function of Walmart
Walmart refer to the different role and responsibilities of managers, who need certain skill to
execute these functions.
Planning: Walmart hR includes policies, procedures, programs, rule, ans set the objective to
achieve the goal. Planning is the process of indetifies the current and future need of the Walmart.
1. Organizing function : Develop the Walmart organization structure which involve task task
activity vision mission and organizational goal. This function establish relations creation
condition,
Staffing: Walmart planning the staffing with suitable personal constitute. In staffing the Walmart
involve recruitment & selection, training & development.
Directing function: Walmart managers instruct the employee , guided and oversee the employee
performance. The managers help & give the direction of the employee to achieve the gole.
Controlling function : it is a important function because it helps to check the problem and take
corrective active. According to Walmart concepts control is a foreseeing action. Control in
management mean setting standers measuring actual performance and taking corrective action.
Operative function of Walmart
Training & Development : Walmart give training new employee and it also give training new
technology. Training and development prepares employee to hire level responsibilities.
Recruitment & selection : recruitment is the process of searching manpower for the Walmart.
Searching the employee who can help the for Walmart for achieving goal. Selection is the process
of select the candidate according to need of the Walmart to achieving goal.
Motivation : Motivation is the internal and external factor of Walmart. Motivation stimulate need
and energy of the employee to be work with the Walmaert regularly.

Working condition : Walmart working condition include health, safety, work place, maintenance,
good working condition, welfare services, etc working condition influence the employee for the
work.
Compensation : as a compensation Walmart give employee reward benefit, profit sharing benefit ,
commission bonuses, remutation etc.
P2 Strengths and weaknesses of Recruitment And Selection
Recruitment process:
1 .Internal recruitment : internal recruitment is the searching the employee for the another
position within the organisation. A new position attract the employee for the work .
Sources of internal recruitment
Transfer , promotion, employee referrals
Advantage and disadvantage of internal recruitment
internal recruitment give transfer of the employee the transfer motive the employee for good
work performance . The internal recruitment give a motivation of the organization employee
(Brewster, Mayrhofer, and Morley, 2016). The recruitment minimizes the cost of recruitment . The
internal recruitment give as a performance reward . In this no need to the orientation. Easy available
low cost of recruitment. Not required the selection procedures . It reused the training cost .
the old employee will be transfer & promoted in the internal recruitment in that the old
employee not know about the new concept & technology. The old employee know limited source
they not comfortable on new technology. in the organisation fresh talent are not available. Limited
candidate chocise for the vacant post.
External recruitment
External recruitment is the searching the candidate for the vacant post . Required new
candidate with new skill and new talent & qualification with a new idea.
Source of external recruitment
media advertisement , employment exchange , factory gate recruitment , campus callers ,labour
contractors , E- recruiting . management consultants.
Advantage and disadvantage of external recruitment
external recruitment Bering a new talent new opportunities and new challenges. Large
number of option for the vacant post . Outside candidate bring new thought. In some time get a

wider range of experience . Make a new opportunity for the external employee. Best candidate can
be select for the post.
External recruitment is the costly recruitment it will be expensive and time consuming. In
the external recruitment new employee need the orientation and they also need the training .
Demotivate organisation employee. Reduce the transfer and promotion opportunities.
P3 Explain the benefits of different HRM practices within an organization for both the employer
and employee.
 Human resource managers help to resolve conflicts between employees or between
management and employees (Bratton and Gold, 2017). They help employees to maintain
workplace behaviour through policies, procedures or protocol. Employees learn not to use
inappropriate words or any other disrespectful behaviour which can lead to disciplinary
actions. HR managers are specially trained how to handle and resolve conflicts in an
organization.
 It also helps employees with training and development. They organize training programs for
employees, so that they can work according to employers need. For employees human
resource managers are like assets which they may utilize in improving their sales or
customer service skills. In Walmart 1 month training is given to each and every employee.
 Employees who think their rights have been violated are supported by the human resource
managers (Brewster, Chung and Sparrow, 2016). Employees who experience discrimination
or harassment can contact HRM for assistance, so that they can analyse and try to solve the
situation and if not they can help the employees with the legal matters.
 Payroll system or reward system encourage employees to work with more dedication and to
work towards accomplishing business goals, needs or meeting customer requirements.
Structure of non-financial rewards (like recognition programs, titles etc.)also help
employees to work with more dedication.
 Employees are appraised for their good performance or achieving targets (Brewster, C.,
Mayrhofer and Morley, 2016). Like in Walmart bonuses are given to employees who
achieve their targets and are eligible up to $1000.
 If employees work persistently and efficiently for a year their wedges are increased like in
normal organization wedges of employees are increased up to 11%. Recently Walmart have
made an announced that it will increase wedges of all the new employees
 Nowadays employees also get a benefit of working overtime. They are paid for working
overtime (Al-Qudah, 2014). These working practises labour cost or employee compensation.
 HR managers also help employers to measure and report value of their employees

 HRM helps employers to keep a track on their employees and on their behaviour. They also
help employers in training employees and explaining their duties and work.
 HRM help employers to build a flexible working place. Walmart HRM practises reflect
changes the locations in the work place (Farndale, Brewster and Poutsma, 2014). Current
workers of the organization may expect different conditions than those were in the past.
Today's employees are more diverse and so their skills . So its easy to maintain more
flexibility. Because of this employees can customize aspects of their job to suit their life
style.
 Managers must try to maximise employees performance. So the employers try to recruit or
promote managers who can manage workers efficiently and effectively. Walmart managers
provide employees HRM practise to increase the thinking of being unique in their position
and help the organization.
 HRM also help employers to manage medical leave taken by any employee and also helps
them to find a substitute or replacement.
 HRM also help employers in maintaining personal files of each and every employee. Like in
Walmart every employee has to mark their attendance online and has to upload their work
online (Luthans, Youssef and Avolio, 2015). For this human resource team develop
performance management system. They have line manager to give reviews of employee's
work annually and brief them about their achievements and things they can improve or can
learn. Because of this reason human resource team is needed in each and every organization.
 HRM also helps employers to lawfully terminate employees who cannot complete their
targets or achieve goals.
 HRM helps employees to develop leadership quality. Company arrange different types of
activities which help employees to develop leadership quality.
 Walmart have recently declared loose dress code for all the employee and bonus on main
festivals.
P4 Effectiveness of different HRM practises in terms of raising organizational profit and
productivity.
If HRM is implemented properly in a company then it can achieve huge profit and
productively.
 HRM promote innovative environment which help the employees to achieve better results
and also help company to increase its sales and productivity (Iglesias and Saleem, 2015).
With the help of these HRM practises performance of any organization's subsidiaries also
improve.

 Managers have an important role in giving direction, setting goals and roles or each
employees at workplace. Because of which company can achieve a superior place and get
maximum profit.
 HRM practises also have an effect on financial performance of a company (Pierre, 2016).
But an organization should not waste excess amount of money on these practises that its cost
is even more than profit earned by the company.
 HRM helps to attain individual as well as team and organizational goals. As the mode of
communication has changed over past few years, HRM provides employees with effective
mode of communication which is beneficial for the organization (Ployhart, 2014). Like in
Walmart communication between the employees through portals.
 When HRM is implemented to the companies controlling process then effective rewards
system can be implemented. When rewards are tied directly to performance, goals or
achieving targets, employees take and complete their task more seriously and effectively.
 HRM helps the company to develop different ways of formal methods to increase way of
collaboration and sharing process (Nyberg, 2014). If it is implemented properly, people from
outside will feel free to collaborate and willingly share their ideas with the company.
 Non mandatory factors like praise, recognition, exposure, challenge, feedback, learning
opportunities can increase employees excitement, loyalty and also motivate them to work
effectively and efficiently.
 HRM practises also help employees to update their skill set and education qualification.
Nowadays to cope up with the global competition it is really important for employees to
update their skill set (Storey, 2014). It is the duty of company's manager to identify which
employees has less optimal skill-set. Few organizations provide crash course to their
employee to develop required skill sets.
 Sometimes it becomes difficult for human resource managers to define and maintain as
many processes and maintain financial budget. It becomes important for human resource
managers to maintain budget of all the program so for that they are trained to develop
methods of trimming management cost and adjust budget or other programs.
So report can say that having HRM practices in an organization not only benefits the
organization but also employee and employers by managing difficult employees, managing pay
structure as well as maintaining all the procedure, policies and protocol.
P5. Importance of employee relation in respect to influencing HRM decision making
Maintain strong and healthy environment in any organization is essential for the emploee's
relations with another employee and their superiors (Jackson, Schuler, and Jiang, 2014). Good

employees' relation shows unity inside any organization know good employee relations is one the
biggest part to identify company image. There are many benefits of strong employee relationship
like employee's relationships can affect the decision of productivity of HRM -:
Strong relations among employees create a friendly atmosphere within the work
environment. Employees motivate each other because sometimes HRM has failed to motivate their
employees. Productivity can because of the profit of company (Purce, 2014). So the good and bad
relations among employees can affect any business or any organization. Loyalty of employees
increases for the company when strong relationship exist inside the Walmart lets take an example-:
There are 6 members of team in side the company.
Employees get their projects according to their field of specialization. Every employee
belongs to different field so they will be not able to help each other and it will be difficult for them
day by day they will face more and more difficulties. So they would not satisfy from the decision of
the HRM. Team members can approach HRM to shift them in another team in which all the
members should be specialized similarly according to their field. This was an example of how
employees relation influence HRM decision making.
Employees can take an action if management of Walmart is not doing work according to
expectations of employees (Taylor, Doherty, and McGraw, 2015). Some time nepotism can found
inside were some employees gets the special treatment from the authority. In this situation other
employees can go against the authority and prove them wrong. HRM should have to understand the
responsibility for their employees by treating all them same. Building a flexible workplace is an
important factor where employees feels not satisfied from their working place which has to be given
by the HRM.
Team of employee or any individual employee can talk about the problem to HRM. Work is
easy if it is shared among all workers it means same treatment to each and every employee is
needed. Employee of Walmart can work better if they have good relations with their team members
and they will try to assist any task easily. Discouraging conflict among employees as we have read
above that good relationships can cause of good productivity it is why ? Because employees
consider that their team members or fellow workers are peer not as the competitors on working
place. Outcomes of this, productivity increases which helps to HRM to take better further decision
for the company.
Walmart by ensuring equality by communicating effectively it helps to satisfy employees
that there are now any partiality across the company in any perspective. As a result employees feel
satisfied about their performance in any task. Proper communication with employees helps HRM to
take decision on time. Loyalty of the employee in which employee feel motivated to do work which
has to be assigned by the HRM. Somehow the need of recruitment of new employees reduces and

company can save the cos of recruitment.
P6. Key elements of employment legislation and the impact it has upon HRM decision making:-
Walmart are recruiting new employees and also maintaining the employment. Employment
legislation is then laws of some particular workplace or any organization (Armstrong, and Taylor,
2014). The role of employment legislation is what company is offering employees ,what are the
terms and conditions, their duties legislation nowadays. As well as for the running employee in the
company because employment legislation affect the HRM decision making process of the company.
There are many elements occurs when we talk about the employment legislation. Defining position
can be a big element in which at the time of recruitment process. According to Sex discrimination
act 1975, the act concerned employment, training and eduction, provision of goods. According to
this Act the employees will be not discriminate on the basis of their gender. Employment legislation
act affect the decision making processes of an organisation .
Walmart has to describe the work position that means the designation of the employee in the
company. This employment legislation also define the rights in the company that what they can do
legally inside the company and what would be their responsibilities for the company in respect to
HRM decision making (Bratton, and Gold, 2017). Proper compensation and incentives in which
company has to define to them because it is company's responsibility to let them know about their
wages and their extra working hours.
This is all process of recruitment when company will talk about the all these things and after
the conformation of selection and proper agreement company will select its desired employees. If
employees are not happy with the compensation and agreement they can reject it. ensuring the
equality among employees. According to Equal relation Act 1976 Walmart should treat its
employees equally in every purpose of the company they will appoint equally (Brewster, Chung,
and Sparrow, 2016). There will be similarities in – incentives, wages, sex, health facilities, working
hours etc. if any employee is not satisfied and he found the partiality, in this type of situations they
can go and ask for the legislative help to full-fill their demand. So the HRM must influence the
employees positively if they can treat them equally without being partial in all perspective.
According to disability discrimination act 1995 Walmart has its laws about medical facilities
and the case of disability. Time of work in which employee must be prepared about time like he
should know about his working hours daily and weekly in the company to perform better tasks.
Employee can work for overtime also and get incentives for his contribution of work for company
instead of this Walmart provides them some financial profit in terms of incentives. Under the
employment legislation, company should provide them proper leves or leave on any particular
occasion. This time and leave distribution to the company helps the HRM to take better decisions

for future perspectives. Employment legislation effect the system inside the company like employer,
employee and all unions directly. Because each and every company has its own laws which
company tells them to employee in the process of recruitment and selection. In the case of need to
improve or changes in laws, it can be change by the higher authority for welfare of the company
and employee (Brewster, Mayrhofer and Morley,2016). Overall as read above mainly four elements
of employment legislation in any company-: anti discrimination, hours and wages, leave provision,
disability and medical. These elements play main role in any process of recruitment. This was how
laws of company affect HRM decisions.
P7. Application of hrm practices in Walmart
HRM is a very important department in any organisation. It plays a very crucial role in the
recruitment of employee's and making them a part of that organisation or an MNC. Main role of HR
in any organisation is to hire/recruit a right candidate on the right time and on the right post for
which the applicant has applied. This process, which is to be completed by the HR personnel by
following below functions:-
Now, the practices followed by HR personnel are as follows:-
 Employment Security
 Selective Hiring
 Self-Managed and Effective Teams
 Contingent Compensation
 Extensive Training
 Reduction Of Status Difference
 Information Sharing
Employment Security:- This is one of the best practice in HRM. This practice is availed by the HR
personnel of Wall Mart when the employee is fully committed and dedicated towards his/her work;
offering up his ideas and is truly loyal with the Wall Mart. Then, only in such a case the HR
department elbow grease this type of practise (Armstrong and Taylor, 2014.).
Selective Hiring:- This is another best practice followed by the HR of Wall Mart. This is done when
the HR personnel finds any employee who is offering some value to the organisation or is proving
to be an asset for the Wall Mart. And most importantly, bringing in right candidate is the only key to
set a benchmark for the competitors in competitive market (Bratton and Gold, 2017).
Self Managed And Effective Teams:- To be successful in the competitive world its very important for
everyone to work in a team. So that, the desired goals can be achieved in a fixed time line. Second

most important thing is, working as team in a company will surely going to help that company by
the score of each and every individual thinks in different way. In Wall Mart there are different
teams/groups of people who are working together with motive of leading this MNC to a newer
height of success (Brewster, Chung and Sparrow, 2016).
Contingent Compensation:- Contingency refers to something which is completely uncertain and is
about to happen in near future. So, Contingent Compensation refers to a type of compensation, in
which the HR of Wall Mart has to compensate those employees who are actually an asset for the
organisation.
Information Sharing:- Motive of exercising such practice is to encourage the sharing of ideas,
opinions, views and thoughts. Reason Being, if any important information regarding growth of an
MNC like Wall Mart will not be shared then, company would not be able to implement them in
form of strategy and finally, would fail in competitive market (Brewster, Mayrhofer and Morley,
2016).
Extensive Training:- It is that practice of HR in which the employees are given extensive training in
respect of profile and work which would be given to him/her in the near future or in the respect of
which that candidate has been hired by Wall Mart. After the hiring/selection of best candidate the
HR is required to ensure that, they remain on the front foot of the company.
Reduction Of Status Difference:- Its really appreciable that Wall Mart is greasing its elbow by
following such practice. The motive of following such practice is to reduce the increasing difference
in organisation because of so-called status quo (Armstrong and Taylor, 2014).
CONCLUSION
In above discussion all the information has been summarised here where we has known
about the purpose and the functions of HRM in walmart , applicable to workforce planning and
resourcing an organization. And the strength and weakness of different approaches to recruitment
and selection and benefits of different HRM practices in walmart for both the employer and
employee, effectiveness of different HRM practices in terms of raising organizational profit and
productivity, the importance of employee relations in respect to influencing HRM decision
making,the key elements of employment legislation and the impact it has upon HRM decision
making and application of HRM practices in a work related context, using specific examples.

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