Human Resource Management Report on Walmart's HRM Practices

This report delves into the Human Resource Management (HRM) practices of Walmart, a multinational retail giant. It begins by outlining the purpose and functions of HRM, specifically in the context of workforce planning, emphasizing its role in aligning with business needs and objectives. The report then examines different approaches to recruitment and selection, differentiating between internal and external sources and analyzing their respective strengths and weaknesses. It further explores the benefits of various HRM practices for both employers and employees, covering aspects such as conflict resolution, training and development, and strategic management. The report also assesses the effectiveness of HRM practices, highlighting the importance of employee relations and the impact of workers' legislation on HRM decision-making. Finally, it concludes with an overview of the application of HRM practices within Walmart, providing a comprehensive analysis of its human resource strategies and their impact on the company's overall performance and employee satisfaction. This report provides valuable insights into the practical application of HRM principles within a large organization.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM, applicable to workforce planning..................................1
P2 Strengths and weaknesses of several different approaches for recruitment and selection2
P3 Benefits of different HRM practices for the employer as well as employees..................4
P4 Effectiveness of HRM Practices.......................................................................................5
P5 Importance of workers relations to influence HRM decision-making..............................6
P6 Key element of employee's legislation and its impact on decision making process of HRM
................................................................................................................................................7
P7 Application of HRM practices..........................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management plays a vital role managing and handling entire workforce
of a business association. It is a strategic approach of effective management within an
organisations' workers as they can contribute to obtain competitive edge. The human resource
department of the firm is designed in order to increase performance level of employees and the
role of HR manager is to development various policies and strategies. WALMART is the chosen
organisations in the present assignment which is a multinational retailing firm which deals in
grocery products and services (Bulgurcu, Cavusoglu and Benbasat, 2010). The main objective of
the firm is to deliver qualitative and value added products to customers to accomplish its goals
and objectives. The report will be describe purpose and functions of HRM in context of
workforce planning. Various approaches of recruitment and selection will be defined later.
Readers will also come to know about benefits of HRM practices for employee and employers.
TASK 1
P1 Purpose and functions of HRM, applicable to workforce planning
Workforce planning – The term workforce planning is a continuous process which is
aligned with priorities and needs of a business's workforce so as to ensure that firm is meeting
with its legislative, service, regulatory and production requirements in the best possible manner.
Basically, workforce planning enables evidence based workforce development strategies. Along
with this, it is essential for managers to have strategic workforce planning which is emphasised
on determining employees' implications, transition, current and future objectives of a business.
Therefore, HR managers of WALMART are required to make an effective workforce planning
that is able to provide high productivity and market growth to company.
Purpose of human resource management - Human resource management works around
boosting workers productivity. HR experts deal with the human capital of an association and
spotlight on actualizing approaches and forms (Decker, Riley and Siemer, 2012). They can
represent considerable authority in selecting, preparing, representative relations or advantages.
Planning and development experts guarantee that workers are prepared and have persistent
improvement. This is done through preparing programs, execution assessments and reward
programs. Apart from this, HRM concentrates on internal sources of competitive advantage. It
regards people as an organization ‘s most important asset. The HR manager also communicates
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with employees and adapts the organization’s culture and structure to their needs—for example,
in negotiating with unions or re-engineering processes.
The main functions of human resource management is stated as under: -
Recruitment and selection – It is one of the most imperative function of HRM which refers
with attracting wide range of applicants and select the best one among all other alternatives.
Basically, recruitment also consists with choosing individuals for unpaid roles and
responsibilities. Apart from this selection is a procedure of picking most appropriate or suitable
candidate who has abilities to meet company's expectations and fulfil vacant position,
Training and development – It is the responsibility of human resource manager of the company
to provide training and further guidance so as to improve their efficiencies and abilities. In
WALMART, HR personnel organises different training and learning events so as increases
competencies of staff members; it results they will be able to perform high and more effective
way (Hobfoll, 2011).
Payroll management – Another function of HR is to look compensations and benefits, for this
the person conducts a research and make a evaluation of salary trends. Then prepare strategies
and compensation plans accordingly.
P2 Strengths and weaknesses of several different approaches for recruitment and selection
Recruitment is process for hiring candidates according to firm job specialisations as well
as applicants skills and knowledge. HR manager of the company has find out job requirement
with in work place by which they are prepare documentation of hiring and selecting employees
for an organisation. There are two kind of recruitment sources external as well as internal which
are used by human resources manager according to their needs.
Internal recruitment sources: In this process, HR executive has hire candidates from
with in an organisation through promotion, demotion, transfer and many more.
External recruitment sources: HR manager has recruit candidate by external
environment through campus placements, agency, job fair, recruitment firm etc.
Both kind of recruitment sources has their own strength and weaknesses are explain as
follows:
Recruitment
process
Strength Weaknesses
Internal  It save time as well as resources of  Limited choice of applicants
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recruitment
method
an organisation,
 Manager are able to select best
employees for a particular role.
 Enhance workers self confidence,
adaptability and moral.
 Reduce training and development
cost.
 By internal recruitment process,
loyalty among staff members may
increase toward company.
 By this, motivation and
performance may rise.
are available that affect firm
performance.
 Limited number of choice are
available for HR manager.
 Those who are not selected
has become discontented
which effect working
performance of employees.
External
recruitment
method
 Large number of applicants are
available.
 Several different kind of
candidates are available.
 Through this, firm are able to
balance HR mix.
 Walmart are able to spread new
blood in work place that develop
new innovative ideas.
 High professional skills help
organisation to achieve goals in
given time (Iles, Chuai and Preece,
2010).
 Required lot of fund for
investment.
 Some time wrong applicants
are hired which affect
performance negatively.
 External sources of
recruitment has increase
conflicts between staff
members and management.
Selection
method
Strength Weaknesses
Interview  Simple method to chose best  That reduce confidence of
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applicants.
 Help to get relevant data of
candidates.
 Reduce efforts and time of HR
manager.
candidates which affect their
performance in front of
interviewer.
 Some applicants have misguide
interview with false
information.
Personality
test
 By this, HR manager are analysis
applicants personality and match
it with job requirement.
 Some time applicants shows
fake personality traits in front of
HR manager which are
negatively effect organisation
performance.
P3 Benefits of different HRM practices for the employer as well as employees
There are effective HRM practices that are helpful for Walmart in order to enhance their
current skill and knowledge level this results in improving marketing position of business in
effectual and planned manner. The main benefits of HRM practices for employer and employees
are evaluated below as:
For Employees
Conflict resolution: The human resource managers of Walmart focuses on developing
healthy and secure working environment which is useful in maximising employees satisfaction
so that no conflicts will arise among workers and they will perform all their business operations
effectively. There are plans and policies developed so that workers will carry out their working
in effective and planned ways (Rousseau and Barends, 2011).
Training and development: This is the most vital factor as it results in enhancing current
skill and knowledge level of employees so that employees employees will achieve the set
business goals and objective as desired by Walmart. HR manager organises training activities so
firm will achieve strong positions at market plus.
Information resources: The main focus of Human Resource manager is on executing effective
communication system at work place so employees will know in which direction they have to
carry out their business operations.
For Employer
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Strategic management: Management of Walmart has develop strategies and they are
implemented it at work place through this firm performance should be increase in long period of
time. HR manager has organising training program for all staff member thus help them to
execute change with in enterprise. Through this, they are able to achieve goals and objectives in
limited period of time effectively.
Safe and risk management: It is a management responsibilities to implemented
strategies effectively with the help of HR manager thus improve long term performance as well
as sustainability (Salvendy, 2012).
Liabilities issues: Manager of Walmart has develop action of plan to set target for each
one labour which help to gain long term sustainability at market place. They are used low cost
strategies in order to attract large number of consumers toward their goods and services that
provide higher profitability in long run. Employees satisfaction: By implementation of HR
policies firm are capable to get higher workers satisfaction which are help to run whole business
activities in an effective manner. By which they are able to reduce conflict among all staff
members which are enhance overall organisation performance.
P4 Effectiveness of HRM Practices
Effective HRM practices of a company helps in hitting their targets where an HR
manager looks into different aspects. Therefore, it is very much required for HRM practices of
Walmart to consider all the legislations that are related to employees so that to they can work
with full of efficiency. It has been located that HR department of Walmart keeps on making
policies that aid them in keeping up the interest of staff members in their employees. Along side
this, management of this organisation conduct training and developing programmes so that to
enhance both skills and knowledge of workers in order to make them more efficient at workplace
(Schuler, Jackson and Tarique, 2011). This process takes place mostly when a company updates
technology and make changes in their existing tools and techniques. On the other hand, they also
keep on motivating staff members through reducing all the risk factors, conflicts and so on.
Apart from this, effective HRM practices also aid in building up a specific & embracing
appraisal system for Walmart so that to improve employee retention. In context to Walmart,
some of effectiveness HRM practices is given below:
Human resource planning: This sort of component of HR department plays a vital role
in order to enhance profitability and productivity both at the same time. Here, HR manager
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makes strategic plans in order to reduce all risk factors, conduct training and development
programme and so on. It also includes things like meetings where performance of employees are
being discussed and try to give them suggestions so that they become more effective at
workplace.
Recruitment and Selections: Every single organisation wants to have high talented
employees. As they can be stated as asset for a company. Without staff members an enterprise
may not run for a longer period of time. On the other hand, HR manager keep on looking to fulfil
vacant seats through selecting and recruiting employees that have good sense of humour.
Training and Development: This component is being taken under in use on a regular
basis whenever organisation brings in new technology and adopts it in order to raise their
profitability (Shuck and Wollard, 2010). On the other hand, it has been located that T & D
programmes are being formulated in order to enhance their knowledge and skills.
Performance Management: Performance of employees can be improved through proper
development of a programme. It has been located that management keeps on building a proper
plan through looking at all weaknesses and strengths of staff members.
P5 Importance of workers relations to influence HRM decision-making
Workers are major part of business organization because they put their best efforts to
attain desirable goals and objectives. Along with this, it is important for manager to maintain
better relation with their workers which may leads in taking right decision. In context of
Walmart, manager of company implement effective HRM practices at workplace in order to
established healthy work environment which helps in building positive relation with workers so
that they can work effectively and attain set goals in appropriate time frame (Zheng and McLean,
2010). Walmart is retail company which tries to provide better services to their workers and also
provide them stress free work environment. This will help them in increasing their productivity
level at workplace. Along with this, healthy employee relation also helps in reducing the chances
of arising issues and conflicts among all the workers. It directly contribute in increasing
productivity level of the company in appropriate manner. In this there are some points which
define effectiveness of employee relation are as follows:
Profit maximization: Healthy relationship between workers and employees helps in
improving the performance level of the company. By this workers focus of performing their
activities in effective manner and at the same time also understand customers needs and wants
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effectively. With the help of this company easily serve their quality services to its customers by
establishing positive relation with them. It helps in increasing the profitability level at market
place.
Increase in sales: it is also important that manager have to maintain good relationship
with their employees and also increase their skills and knowledge by providing them better
training and development programs (Tarique and Schuler, 2010). Through which Walmart easily
increase their sales volume by producing quality services. This will aid in attaining comparative
advantage at market place.
Ability to reduce risk: One of the main importance of good employees relation is to
reduce the chances of arising issues and obstacles. Poor relation with workers has negatively
affect the performance level of the company. It leads in increasing the market share of the
company.
Implementation of policies: It can be said that if an HR manager have good relations
with the workers then it is beneficial for them to execute formulated policies at work place. As
positive relations with workers persuades them to easily accept changes made in formulation of
policies. This contributes in effective implementation of all policies at workplace.
P6 Key element of employee's legislation and its impact on decision making process of HRM
Employment legislations refers to laws under which Government of UK has provided
some rights to workers who work in organisation. These laws and legislations are made to
protect employees from discrimination which could be occur at workplace on the basis of some
characteristics. It includes sex, age, gender, colour, race, religion, disability and nationality.
Therefore, it is necessary for HRM of an association to comply workforce with these laws as it
impact on decision making of them (Teece, 2012). It assist managers to properly design
workforce, assign duties as per skills of them as well as provided healthy and safe working
environment. In addition to this, it is necessary for HR managers of Walmart to entails
employees about policies of organisation along with give them necessary training programs and
more.
There are several laws and regulations made by regulatory bodies like Employment
Rights, Equal Pay, Sex Discrimination, The National Minimum Wage, Equality Act and more.
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etc. These acts are helpful in making discrimination free environment as it saves employees from
illegal and abusive activities. If company refuse to do so then they will be legally penalised.
Sex Discrimination Act: This act was enacted in 1984 that prohibits discrimination at
workplace which could be occurred on the basis of sex, potential pregnancy, sexual orientation,
marital relationship, gender identity etc. It gives rights to employees that if any such type of
activities could happen with them then they can lodge complaints to HR managers of their
company. In addition to this, if manager regret to provide any solution then then can take legal
against against such persons who harassed them.
Equality Act 2010: This act replaces all previous anti-discrimination laws enacted by UK
Government. According to this act, every person has right to get equality at workplace in context
with salary, respect and more (Wilson and et. al., 2012). Along with this, it provides opportunity
to job seekers to get job on the basis of their skills in any company. This law is helpful in
eliminating discrimination, harassment and abusive activities at workplace. Therefore, it is
necessary for HR managers of Walmart to provide equality at workplace. It will prove helpful in
fostering good relationship among employees also which further useful in increasing
productivity of them.
P7 Application of HRM practices
Walmart, for hiring eligible candidates they are implementing HRM practice and this is
helping them in selecting suitable participants. Along with this, it is assisting them in filling the
vacant posts. Henceforth, department of HRM is making a appropriate job specification so that
they can select suitable candidates.
Job Specification
Job Details
Post: Manager
Department: Sales
Job Purpose
 Examine budget of the company
 Should be able to revert to customer's queries.
 Evaluate the ways through which they can improve sales.
Roles & Responsibilities
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 Manage the sales of a company.
 Must be able to make strategies for long as well as short term goals.
 Determining the recent sales of the organisation so that they can make proper plan of
action.
 Should be able to suggest the products form which they can gain maximum profits.
 Must be capable of making sales policies.
Job Description
Organisation: Walmart
Division: Sales Department
Job Title: Sales manager
Job Location: New Castle
Job Summary
Company is looking for capable person who can fulfil the requirement of Sales manager in the
company. The applicant must carry knowledge of management and ability to increase sales of
the products.
Role
1. Make new profitable sales policies.
2. Give suggestion which can increase profit ratio.
3. organising training and development programs for sales department.
CV:
Curriculum Vitae
Name: Stuart Ward
Address: 74th Avenue, Queen's Road, London
e-mail id: [e-mail]
Contact No.: 6515429354
Objectives: To seek challenging career in professional organization, that can provide new
horizons and excellent working environment.
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Qualification:
 Graduation of Business Administration
 Masters in Marketing and Sales
Experience:
12 Years of experience in sales department
Skills:
 Effective Communication skills
 Influential leadership skills
 Eligible in working under difficult situations.
CONCLUSION
From the above report it has been concluded that human resource management is one of
the crucial part of any organisation as they provides them with basic services and facilities like
hiring of eligible candidates, evaluating the performance of an employee and many more. Other
than this, they give proper training to new and existing worker so that they can work according to
the current market situations. Therefore, it can be said that HR department of a company is like a
backbone to a company. Along with this, they helps the firm in maintaining a healthy
environment at workplace.
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REFERENCES
Books and Journals
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empirical study of rationality-based beliefs and information security awareness. MIS
quarterly. 34(3). pp.523-548.
Decker, D. J., Riley, S. J. and Siemer, W. F. eds., 2012. Human dimensions of wildlife
management. JHU Press.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Iles, P., Chuai, X. and Preece, D., 2010. Talent management and HRM in multinational
companies in Beijing: Definitions, differences and drivers. Journal of World Business.
45(2). pp.179-189.
Rousseau, D. M. and Barends, E. G., 2011. Becoming an evidence‐based HR practitioner.
Human Resource Management Journal, 21(3). pp.221-235.
Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
pp.506-516.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2).
pp.122-133.
Teece, D. J., 2012. Dynamic capabilities: Routines versus entrepreneurial action. Journal of
Management Studies. 49(8). pp.1395-1401.
Wilson, A. and et. al., 2012. Services marketing: Integrating customer focus across the firm.
Zheng, W., Yang, B. and McLean, G. N., 2010. Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge management.
Journal of Business research. 63(7). pp.763-771.
Online
Functions of HRM. 2017. [Online]. Available through: <https://www.keka.com/5-major-
functions-human-resource-management/>.
Human resource management. 2016. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995/>.
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