Comprehensive Analysis of Walmart's Human Resource Management

This report provides a comprehensive analysis of Walmart's human resource management (HRM) policies and practices. It begins with an introduction to the company and its global presence, followed by an in-depth examination of its resourcing strategies, including attracting and retaining employees, with a critical look at pay structures and work-life balance. The report then delves into Walmart's human resource development initiatives, such as the Walmart Academies and partnerships like Guild Education, assessing their effectiveness in skill development and employee motivation. Furthermore, the report evaluates Walmart's reward management tactics and employee relations policies, highlighting the strengths and weaknesses of these approaches. It also includes a discussion on the role of HRD in knowledge management. The analysis incorporates relevant HRM theories and models, such as Herzberg’s two-factor theory and the Kirkpatrick model, to provide a structured assessment of the company's HRM functions. Finally, the report offers recommendations for improving Walmart's HRM operations, drawing conclusions based on the findings. The overall objective is to assess the strategic link between HRM functions and business objectives, contributing to the motivation and retention of talent within the organization.

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

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction:...............................................................................................................................2
Analysis of the Human Resource Policies of Walmart:.............................................................3
Resourcing:............................................................................................................................3
Human Resource Development:............................................................................................5
Reward Management:............................................................................................................7
Employee Relations:..............................................................................................................8
HRD’s role in Knowledge Management:...................................................................................0
Recommendations:.....................................................................................................................0
Conclusion:................................................................................................................................0
References:.................................................................................................................................2

2HUMAN RESOURCE MANAGEMENT
Introduction:
The modern business world is seen to face the necessity of effective human resource
management in a significant manner. With the increasing entry of the new organizations in
the retail industry, majority of the companies are facing the need of managing their human
resource operations in an effective manner. The increasing entry of the new organizations are
enhancing the intensity of the competition in the industry and that is forcing the organizations
in the appropriate and efficient usage of their resources. Other than this, several companies
operating in the global retail industry, are seen to face considerable amount of challenges in
managing the human resources which is pretty evident in the aspect of the rewards and the
performance evaluations (Armstrong 2006). The paper is focused in the elaboration of one
such multinational retail organization named as Walmart. The company is one of the market
giant of the global retail industry. The company was established in the year 1962 by Sam
Walton (Walmart.com. 2019). The company is currently headquartered in Bentonville,
Arkansas. The company is seen to have a strong presence across the globe with
approximately 11766 number of stores (Walmart.com. 2019). The company is seen to have
2.2 million employees across the globe in the year 2018 (Walmart.com. 2019). The
managerial team of the company includes Greg Penner, the chairman of the company and
Doug McMillon, the president and the chief executive officer of the company (Walmart.com.
2019). The excellence of the management team of the company is able to place the company
in a perfect position for the achievement of 514.4 billion US dollars in the year 2019 as
revenue along with 21.96 billion US dollars in the same year as operating income
(Walmart.com. 2019).
The paper is focused in analysing the effect of the strategic link between the human
resource management functions and the business objectives. The paper evaluates the

3HUMAN RESOURCE MANAGEMENT
resourcing functions of the mentioned company in motivating and retaining the talents inside
the organization. Along with that, the paper also focuses on the assessment of the human
resource developmental policies of the company. Other than this, the paper discusses
regarding the reward management tactics of the company along with the impact of the
policies related to the employment relations. Apart from this, the paper includes an efficient
balance scorecard for the effective management of the human resource measures of the
company. On the basis of the findings, the paper provides a set of important
recommendations which has the potential to improve the human resource operations of the
company.
Analysis of the Human Resource Policies of Walmart:
Resourcing:
The company is seen to be bit inefficient in attracting the employees and one of the
main reason that increases the company’s incapability in attracting the suitable and skilled
employees is considered to be the inappropriate pay structure of the company. The company
was incapable to follow the industry standards over the years and that was evident with the
nationwide strike that took place in America. Majority of the female employees of the region
participated in the strike owing to their grievance regarding less than 25000 US dollars
annual payments (Youtube.com 2019). Many of the employees communicated regarding the
inappropriate organizational culture which affected their performances in a negative manner.
Apart from this, the work time characteristics of the company was observed to pose
considerable amount of challenges for the employees of the company in operating in the
organization. Majority of the employees of the company were observed to comment
regarding the inappropriate operational schedule of the company which affected the much
required balance in their life. With a precise focus on the impact of the excessive work

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pressure of the company on the employees, the formation of the stress and the work life
imbalance was pretty visible for the employees of the company.
The company is currently able to formulae a rewarding plan for the employees with
precise identification of the health and personal needs of the employees. From the company
website, it is understandable that the company offers significant amount of opportunities to
the employees. The company is determined for providing the sufficient scope to the
employees of the organization for increasing their knowledge and the skills. Other than this,
the company portrays themselves as capable of providing the growth opportunity for the
employees who are talented and have the urge of working dedicatedly (Bratton and Gold
2012). In the modern world of business, the capability of the companies in meeting the
diverse training and the developmental needs of the employees is considered to be one of the
important factors that influence the success of them in motivating the employees. Several
companies that are failed to meet the training needs of the employees are seen to face the
detrimental impact of the job stress and frustration of the employees (Cohen 2017).
The impact of the job dissatisfaction of the employees affects the performances of the
employees in both the aspect of quality and quantity which reduces the overall performances
of the company (Williams 2017). Hence it becomes crucial for the managers to make sure
that they contribute in the effective management of the training and developmental needs of
the employees for increasing the sustainability of the business operations of the
organizations. Under such situation, the company is able to formulate a diversified training
program for the employees of the organization. With a precise focus on the Herzberg’s two
factor theory, the effective management of the training and developmental needs of the
employees play a significant role in the form of the “motivator” for the employees. Hence it
is evident that the formation of the training and the developmental activities from the part of
the company has the capability to motivate the employees of the organization. Though a

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section of the employees in the American region has claimed regarding the declining
organizational culture, several business researchers are able to comment on the improvement
of the organizational culture of the company and along with that, termed it to be one of the
important factors with the potential of reducing the rate of the employee turnover in the
organization (Shrm.org 2019). Hence, from the discussion, the inefficiency of the pay
structure is seen to be the major gap in the company’s policy.
Human Resource Development:
With a precise focus on the increasing level of competition in the global retail
industry, it becomes significantly important for the managers of the organizations operating
in the industry that they prepare the employees of their companies in such a manner that
contributes to their capability of gaining the competitive advantage in the market.
Considering the intensity of the business competition, the urge of the managers in improving
the quality of the services of the employees underline the necessity of customer retention and
under such situation, the human resource developmental policies of the company play a
significant role in the achievement of a competitive edge over the competitor organizations of
the company. The company is able to set up the Walmart Academies where they provide skill
development training programs tied up with the working supercentres
(Corporate.walmart.com. 2019). With the help of the Walmart Academies, the company is
able to provide class room and sales floor training for the employees which increases the
retail skills of the employees. Other than this, the formation of the Walmart Academies is
significant for the company in providing the training for the generation of the soft skills such
as the leadership, change management and communications amongst the employees of the
company.
In the year 2018, the company is able to serve the developmental needs of 450000
number of employees which includes the assistant managers of the company, the frontline

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supervisors of the company along with the departmental managers of the company
(Corporate.walmart.com. 2019). Other than this, the company is able to provide significant
amount of opportunity to the employees in meeting their educational requirements and that is
pretty evident with their partnership with Guild Education (Guildeducation.com. 2019). With
the help of Guild Education, the company is formulate Live Better U program which provides
the much required opportunity to the employees of the company in achieving the debt free
and high quality degrees in various business trades such as supply chain management or
technology against a compensation of 1 US dollar per day (One.walmart.com. 2019). The
company bears all the other remaining costs and the required fees for providing the much
required education to the employees of the company. Hence, it is evident that the company is
able to provide the much required infrastructure and the financial support to the employees of
the company in meeting their developmental needs, however, the activities of the company in
motivating the employees for the usage of the learned skills have faced significant amount of
criticisms.
Though the company provides optimum quality infrastructure for the employees of
the company, the lack of urge in developing a rewarding plan for the employees which will
ensure that the employees are motivated for using their intensive skills gathered from the
training sessions, in the real time business operations, can be considered as one of the main
concern for the company. With the formation of such a plan, the company will be able to
motivate the employees for the usage of their skills in a proactive manner and that will
certainly increase the overall performances of the company. The company’s human resource
developmental policies have the capability to manage the training needs of the employees in
an efficient manner, however, the main concern for the company is the usage of the gained
skills in the real time business activities.

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Considering the Kirkpatrick’s model, it is evident that the company has the capability
to provide personalized training sessions for their employees under the supervision of the
experienced training supervisors and the managers which not only increases the skills of the
employees but also creates a positive impression amongst the employees for reacting
favourably towards the developmental activities (Abdulghani et al. 2014). Along with that,
the training sessions have the capability to improve the job oriented and the management
skills of the employees which becomes significantly helpful for the employees in managing
their business operations inside the organization. With such significant number of employees
participating in the training sessions of the company, it is visible that the acceptance level of
the employees towards the developmental activities of the company is significantly high
(AlYahya and Norsiah 2013). The company is observed to face considerable amount of
difficulty in the behaviour stage of the model. The application of the gained skills from the
developmental activities conducted by the company is seen to be the main concern for the
senior management of the company (Moldovan 2016). Majority of the employees of the
company are seen to be indifferent or afraid of applying their learnt lessons of the training
sessions in their real time business activities as that has the possibility of increasing the
number of faults in their business operations and scope of receiving reputational damage.
Hence, the company is able to partially meet their objectives that they set as benefits for
conducting the training and developmental activities. Considering the 5th level of Jack
Phillips’ training evaluation model, it is understandable that the company has a tendency of
investing in the training and developmental activities in a significant manner, however, the
lack of full -fledged application of the gained knowledge and skills become the main obstacle
for the company in gaining a high return on their investment (Sachdeva 2014).

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Reward Management:
The company is seen to be significantly efficient in the developing a rewarding plan
that effectively contributes to the god health of the employees. The company offers 28 US
dollars starting medical plans on the basis of per pay period to their employees along with the
vision and dental care plans (Corporate.walmart.com). Along with that, the company is able
to establish a significantly efficient centre of excellent program which covers various select
procedures for spine and heart, replacement surgeries for knee and hips, organ and tissue
transplants along with the breast, lung and colorectal cancers (Corporate.walmart.com. 2019).
All the above mentioned medical supports are provided to the employees of the company at
no cost from the employees. Along with that, the company provides the much required
chance to the employees for achieving the free access to the services of the nurse care
mangers along with the health care advisors. Other than this, the employees of the company
have the scope of achieving the service of Resources for Living which is a free confidential
counselling and health information services. Other than this, the company is seen to provide
the chance to their employees for purchasing the company’s stock in the Associate Stock
Purchase Plan.
In addition to this, the company is able to provide the much required scope to their
employees for purchasing the fruits or vegetables at 10% discounts from the Walmart stores
with the help of the Associate Discount cards (Corporate.walmart.com. 2019). However, the
main concern for the management of the company in the aspect of the rewards and
recognitions is the incapability of the managers of the company in formulating an attractive
plan for the monetary incentives that should be provided to the employees as recognition of
their improved performances. With a precise focus on the increasing demands of the products
of the company, the company needs to make sure that they manage the gap in the formation
of the quality, quantity and overtime financial incentives.

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Employee Relations:
With a precise focus on the increasing incidents of strikes in the American region, it is
evident that the unionization of the American workforce has provided notable amount of
concerns for the management of the company. Along with that, the strength of the employee
unions operating in the region is pretty visible with the formation of the unified strong protest
from the part of the American workforce regarding the inappropriate pay structure of the
company (Youtube.com 2019). Several employees of the organization in the American region
are seen to comment regarding their job insecurity and the vulnerability associated with their
future in the company as a consequences of the protests inside the workforces (Youtube.com
2019). Hence, the major gap for the company in maintaining the good relations with their
employees is seen to be the lack of protection for the employees of the company regarding
the internal and external protests along with the whistle blowing protection. The operational
integrity and the ethical practices is seen to be one of the major concern for the employees of
the companies with various business practices conduce by the management of the company.

Running head: HUMAN RESOURCE MANAGEMENT
HRD’s role in Knowledge Management:
Strategic
Objectives
Activities Measures Timeframe
Financial To formulate an effective rewarding plan for the employees of the
company that will be able to recognise the efforts of the employees
(Cipd.asia 2019).
To implement a rewarding plan that includes quality based
incentives, production based incentives along with improved over
time based incentives.
The application of a survey for the
evaluation of the satisfaction of the
employees with the application of the
rewarding policy.
The activity is expected
to be completed within
20 weeks.
Learning and
Growth
The precise monitoring from the part of the management of the
company regarding the application of the acquired skills from the
training sessions by the employees (Imdiversity.com. 2019). The
achievement of the capability of providing an appropriate form of
leadership which motivates the employees for using their skills I
the real time business operations.
The formation of a suitable rewarding plan for motivating the
employees in applying their intensive skills in the real time
business operations.
The internal evaluation to be
undertaken by the managers of the
company for evaluating the
performances and the application of
the gained skills of the employees.
The activity is expected
to be completed within
10 weeks.
Internal process To formulate appropriate employee protection policies for
promoting an effective employment relationship with the
employees of the company.
To prepare effective whistle blower protection process for the
employees of the company for promoting the ethical practices
inside the workforces.
The ability to formulate a strong
whistle blower protection policy for
all the employees of the company
along with the effective employee
protection policies.
The activity is expected
to be completed within
15 weeks.

Running head: HUMAN RESOURCE MANAGEMENT
Recommendations:
With a precise focus on the current condition of the company along with the
increasing incidents of labour strikes, an important set of recommendations is provided below
for the improvement of the business operations of the company.
 The company needs to create an attractive rewarding policy which includes monetary
incentives in the aspects such as quality, quantity along with overtime. The
formulation of the plan for the monetary incentives will be based on the identification
of the physiological needs of the employees in accordance to the Maslow’s hierarchy.
 The company needs to create a rewarding plan for motivating the employees in using
their gained skills in the real time business operations. Along with that, the company
needs to make sure that they provide appropriate leadership for the employees of the
company in using their acquired skills.
 Apart from this, the company needs to make sure that they create appropriate whistle
blower protection policies for minimizing the concerns of the whistle blowers
regarding their safety and security of the employees of the company. This will be
crucial for the company in promoting the ethics inside the organization. Apart from
this, the company needs to create effective employee protection policies for
improving the employment relationship in the company.
Conclusion:
On a concluding note, it is evident that the company is facing a series of challenges in
the effective management of the human resource inside the organization. However the
company is able to establish a rewarding policy that is dedicated in improving the health of
the employees. Along with that, the rewarding policy of the company is seen to be significant