Human Resource Strategy at Walmart

This assignment examines Walmart's human resource strategy, outlining its organizational structure as a publicly traded retail giant. It delves into the company's workforce planning methods, emphasizing bottom-up approaches and trend analysis to forecast requirements. The document further explores Walmart's performance management system, training initiatives, legal compliance, and compensation structures. The analysis concludes by highlighting the impact of HR strategies on Walmart's overall success and growth.

Running Head: HUMAN RESOURCE STRATEGY PLANNING 1
Human Resource Strategy Planning of Walmart

Human Resource Strategy Planning 2
Human Resource Strategy Planning of Walmart
 Brief Company History
Walmart is a USA-based multinational retail organization which operates a chain of
supermarkets, discount departmental stores. The headquarters of the organization are situated in
Bentonville, Arkansas. The company initiated its operations in 1972 and by 1988 became the
largest retailer in the USA. The subsidiaries of the company outside USA, such as the UK,
South America and China are highly successful. However, the operations of the company in
other countries such as Germany and South Korea have failed.
 Summarise the Organisational Chart
Figure: Organization Chart of Walmart
(Source: Creately, 2017)
Walmart is one of the largest retail chain store across the globe. The company is a Public Limited
Company listed at the New York Stock Exchange. The company is managed by Board of
Directors who comprises of CIO, CFO, COO and CTO. Other than that, the organization has

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recruited business analysis manager, Engineering manager, implementation manager and the
training manager. These managers handle different responsibilities within the organization
(Price, 2011).
The human resource system of Walmart Inc. is one of the most significant factor in the success
of the organization. The retail services of the organization are focused on the provision of
efficient services to the customers. The HRM of the organization is focused on increasing the
employee performance and maximizing the sales of the organization. As the operations and the
size of the organization is very large, the company needs to forecast the workforce capacity. The
company mainly utilizes the bottom-up approach and trend analysis to examine the workforce
requirements of the organization. In the bottom-up approach, the human resource requirements
are identified from the initial level of the organization. The company utilizes this strategy to
assure that there is ample workforce at the frontline of the organization (Bach & Edwards, 2012).
In the trend analysis, the human resource management tries to predict the future HR needs of the
organization with the help of current trends and needs in the organization.
The company has implemented training support system for enhancing the talent within the
organization. It has implemented a performance management system and the primary objective
of the system is to evaluate the performance of the employees. The performance management is
an important function of the human resources and focuses on the evaluation and the management
of the entire human resources working in an organization. It comprises of the evaluation and
examination of the performance of the employees and taking training initiatives which can
enhance the performance of the employees. A feedback is provided to the employees so that if
the employees can acknowledge their actual performance at the workplace and can improve it.

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The training and development is an important part of the business organizations and it focuses on
improving the performance of the employees. It is important for the HR manager to identify the
issues in the challenges in the personal performance of an individual (Martin, 2010). Along with
it, the training and development mechanism of the organization is significant in creating a core
competency of the organization.
In the performance evaluation, the direct managers of employees examine the performance and
provide a feedback. It assures that the employees are working in accordance to their skills and
talent. They also play a critical role in identifying the training needs of the employees and
making provisions to provide adequate training to the employees.
Human Resource Return on Investment within the Organization
Walmart is a retail organization and a part of the service industry. The company is a part
of the service industry as such the customer services provided to the customers play a critical
role in the sales and the overall profitability of the organization. The training provided to the
sales professionals remains effective in increasing the total sales and profitability of the
organization. The sales services provided to the customers is essential in retaining them and
increasing the market share of the organization.
There are several legal and compliance requirements for managing the human resource
requirements of the organization. The company assures that the employees are provided adequate
facilities necessary for carrying out their employment responsibilities. Other than that, the human
resource department also develops policies and procedures for establishing the workplace
culture. The compensation and the remuneration structure is designed as attractive and
according to the market standards.

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The human resource strategies and the planning process is essential in the business and the
operations plans of the organization. The human resource are the vital resource of the
organization which are essential in the growth and development of the organization. It is
important that the organization has adequate number of skilled employees who can work
diligently for the organization. The number of employees directly impacts the future operation
plans of the organization. The company can prepare to launch a new retail store if it has adequate
number of workforce (Simons, 2011).
The company has established a robust performance management system. The business
organization evaluates the performance of various employees and implement training according
to skill gap. The skill gap refers to the difference in the skills of the employees and the
contemporary skills required to perform the job efficiently. It is the responsibility of the HR
manager to identify the skill gap in the skill set of different employees and make provision so
that different employees can be trained for specific skills.
Walmart, like most of the large business organizations establishes an employment contract
before recruiting the candidates in the organization. The employment contracts refers to a
contract in which an employee and employer form the basis of employment. The contract
contains all the necessary details, job description and responsibilities. Along with it, the contract
also contains the facilities provided to the employees.

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References
Creately. (2017). Walmart Organization Chart (Organizational Chart). Retrieved 6 November
2017 from https://creately.com/diagram/example/he5ake7d2/Walmart%20Organization
%20Chart
Price, A. (2011). Human Resource Management. Cengage Learning.
Bach, S., & Edwards, M. (2012). Managing Human Resources: Human Resource Management
in Transition. John Wiley & Sons.
Martin, J. (2010). Key Concepts in Human Resource Management. SAGE.
Simons, R. (2011). Human Resource Management: Issues, Challenges and Opportunities. CRC
Press.