Effective HRM: Strategies, Processes, and Walmart's Case Study

Desklib provides past papers and solved assignments for students. This report analyzes HRM functions and Walmart's case study.

1. HRM and the purpose of HRM
Human resource management can be defined as the managing the
people in the organization. The purpose of nay organisation is related to
managing, recruiting, and giving direction to the people who work for
them.
Human resource management deals with lots of issues such as
compensation, development of the organisation, performance of the
employees, motivation for the employees, training and looking after the
security and safety of the employees. HRM plays a very major role in the
in managing the people and having a nice environment and work culture
for their employees. As the employees play a major part in achieving the
goals for the organisation. In the recent years the HRM has evolved
drastically it now focuses on the strategic utilization of the employees
and focusing on the employee programs. The HRM has produced new
systems such as employee development career succession planning and
the performance management.
The HRM deals with the productivity of the workers and help the
workers in accessing to take important key decisions for the
organisation.
Apart for this other purpose of HRM is to have recruitment for the
organisation in a centre location to work with different employees and
different employee groups and to train them in their specialised area. :
(Gilbert, De Winne & Sels, 2015
2. Functions of HRM
As we know that the Human Resource Management deals with various
functions and some are a bit common such as the recruitment process,
managing the organisation, looking after the employees and the
workers. But the major functions of Human Resource Management are
as follows:
 Job analysis and job design
 Selection and requirement of employees
 Training and development of employees
 Performance management
 Compensation and benefits

 Labour relations
 Managerial relation.
3. Job analysis and Job design
Job analysis is described as the process duties, operations and
responsibilities related to job. It is one of the necessary process to
determine the standard of the employee which is related with the
compensation of task and the skills and responsibilities they take in.
Edward D. Fliopp defined job analysis is the process of studying and
collecting information related to the operations and responsibilities for
the specific job.
 Job analysis process
The job analysis process helps to determine about the job and the
specific human requirements for the job which plays an important
role in the recuirement and the hiring procedure.
This practice basically depends on the skill required for the job,
education qualification, personality and the safety of the
candidate and the stress management skill of the employee, these
are the key factors which are always considered. : (Gilbert, De
Winne & Sels, 2015
Job analysis is done a step by step procedure.

Step 1: collection of factual data
This is done in a few ways:
 With the help of questionnaire
 Narrative descriptions
 Observations.
 Interviews.
The information which is collected based on these
techniques depend on the job environment and the
qualities of the employee.
Step 2 completing job description blank
After collecting the data for the job. Job analysis sets a
standard job based on the comprehensive data with the full
details related to the job. This is also based on the future
planning.
Step 3 preparation of job specification
Job specification tells us about the minimum requirement
which is needed for the selection of the candidate for the
job.
Steep 4 preparation on report
This report deals with the activities performed by the staff,
and basing on this the job analyst can have the detailed
report about the candidates.
Step 5 Approval
In this step the report is analysed by the top HR executives
for
 Trade unions
 Mission and vision of the organisation
 Competitive policy
Training and development
After the selection of the eligible candidates the HR department conducts
training. Where the new and the old employees are trained and retrained on a

regular basis. This training is helpful in understanding new emerging formats
and development taking place globally. This training program, increases the
skills, ability and knowledge of the candidates which will help the employees in
their new task.
4. approaches of recruitment and selection
There are various approaches taken by organisation in the recruitment
and selection process as they are the major part of any HR department
in an organisation.
The approaches are:
 job description
 skill inventory
 job posting strategy ]
 Multi step recuirment.
5. Job description
It tells about the nature of the job which includes various aspects such as
pay, responsibilities of the job. It helps the candidates to know about
their interests in the job and understanding their key responsibilities.
I. Strengths
 It clarifies the expectations of the employer
 It helps in the recruitment process for the employer
 It helps in managing the job requirements
 It provides competitive standards for the performance
appraisal process
 It helps to create a balance between performance and the
requirements.
II. Weakness
 It is an out dated process
 Sometimes its leads to dissatisfaction within the employees
 It discourages to take innovative ideas towards the
organisation
 It needs to be updated on a regular basis
 The job description should be well written.
Multi step recruitment process

It gives a deeper insight about the candidates and helps to
fulfil the requirements of the specific job. The final decision
is taken after various steps and by analysis of the every step
Strength
 It is more systematic in nature.
 The overall look of the candidate is taken into consideration
 The candidates meet with everyone
 No personal biasness
 Extra time to get to know the candidate
Weakness
 It’s a long procedure
 Involves lots of steps
 Difference in opinion
 Requires more staff to take the interview
 More pressure on the candidates: (Gilbert, De Winne &
Sels, 2015
6. Walmart is an American multinational company which deals in retail
cooperation ok hyper market and discount stores.
HR practices carried out in Walmart are:
 The sundown rule
 The 10 foot rule
 Teamwork
 Open door
 Grass roots process
 Servant leadership
 Conflict resolution(LeCavalier, 2013)
7. The sun down rule
The sundown rule was introduced by Sam a employee, this rule states
that the the company has to answer all the requests by the customers
and the vendors before the sun is down. Rather than piling up all the
request and answering it late, they decides to answer the questions on a
regular basis with immediate actions. This service has helped a lot in
solving the queries of their customers and vendors leading to customer
satisfaction of the business. This helps the employer and the employee

in knowing the queries of their customers and to know what problems
they are facing while shopping. When their problems a are answer in a
short period of time they have send of satisfaction towards the
organisation.
Suppose a person buyers grocery in a bulk but he wasn’t able to
understand theofferes on the products and how the discount works so
he drops a query now the employee understands the query and
forwards it to their employer who is a senior of the organisation he
discuss it and informs it to their employee and the employee answers
the query to the customer through email or telephonic contact.
(Hoffmann, 2014)
Servant leadership
In Walmart it is important to be a service leader which means the
executives or the higher post employee should know their store e
employees. it is the duty of the executives to never miss the opportunity
to have one on one interaction with its store employees and to
understand them and to make them feel important towards the
organisation and they have to understand the mind-set of the store
employees and to understand what up gradation they need.
Suppose it has been seen that a store employees are facing problems in
their payments so when there is a direct connection with their
executives they can easily convey their problems without any hesitations
for barriers, as there is no middle man involved they have a very easy
access. (Hoffmann, 2014)
8. When Walmart practices such sundown and servant leadership practices
it helps the organization in many factors such as in the increase in the
productivity of the employees and also helps in the increase in profitably
of the organisation.
When the sundown practice is carried out it leads to customer and
vendor satisfaction as their problems and queries are solved on time
time so they have a increase in trust on Walmart and they become
brand loyal and they have much more clarity about the organisation, as
the trust level increases there is increase in the number of the
customers which mean there is increase in sales and which will lead to
attain profits towards the organisation.

When Walmart carries out servant leadership it helps to develop good
and close relationship with the employer and the staffs and they can
easily discuss those problems without any hesitation as there is no third
party involved. When their problems are solved they are more
motivated and they a good and happy workplace environment. Which
results in higher productivity of the employees of the organisation and
the lower level staff or the store staff don’t have the feeling of being left
out.
References
Gilbert, C., De Winne, S., & Sels, L. (2015). Strong HRM processes and
line managers' effective HRM implementation: a balanced view. Human
Resource Management Journal, 25(4), 600-616. doi: 10.1111/1748-
8583.12088
Hoffmann, K. (2014). Measuring HRM Effectiveness as a Challenge to
Contemporary HRM Scientists (HRM Context). Kwartalnik Ekonomistów I
Menedżerów, 33(3), 7-24. doi: 10.5604/01.3001.0009.4590
Home. (2019). Retrieved from https://www.chicbychoice.com/#!
LeCavalier, J. (2013). Walmart Store # 5861. Journal Of Architectural
Education, 67(1), 154-155. doi: 10.1080/10464883.2013.767139
Salkey, J. (2006). HR for HR: Are your skills up to scratch?. Strategic HR
Review, 5(2), 2-2. doi: 10.1108/14754390680000851
이이이. (2018). SME Financing and P2P Lending. Journal Of SME Finance,
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