Walmart's HRM Practices: Strategies, Culture, and Performance

This report provides a comprehensive analysis of Walmart's human resource management (HRM) practices. It begins by examining how Walmart creates value through its HR strategies, including strategic fit, competitive advantages, and strategic flexibility, and how these strategies contribute to the company's success. The report then explores the impact of regional and national cultures on HRM practices, particularly in the context of Walmart's expansion into Asia, highlighting the importance of adapting to local customs and values. It further investigates the organizational models and levers Walmart uses to create value, focusing on strategic direction, hiring practices, and relationship trust. The report also contrasts HRM with personnel management using Storey's 27 points, assessing how these are practiced in Asian countries. It emphasizes the significance of local culture in HRM and the differences in employment laws, offering recommendations for employers to enhance organizational performance. The report concludes by summarizing key findings and providing insights into the effective management of human resources within a global retail context.

HUMAN RESOURCE
MANAGEMENT
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
A) The Value was created by firm through using HR strategies.................................................3
B) Impact of regional and culture on practice of HRM...............................................................4
C) Organisation model of employment and the way organisational lever used by firm to create
value.............................................................................................................................................5
D) Storey’s 27 Points of difference between HRM and personnel management as Benchmark,
the way it is practised by firm in Asian Countries.......................................................................6
E). Importance and significance of the local culture and HRM practice needs...........................7
F). Difference in terms of employment laws at time when international HRM changes the local
business........................................................................................................................................8
G). Recommendation to employers relating to HRM practices in order to increase
organizational performance.........................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11
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INTRODUCTION
Human resource management plays an important role in the organisation by hiring,
selecting, recruiting and retaining talented employees within firm for longer time frame that
helps in delivering qualitative services to customers. Hr is also responsible for organising
training and development program, providing safe and secure environment and improving
performance of employees so that company is able to provide maximum value to customers at
minimum price possible. HR manager through promoting values and respecting recognising each
employee for their great efforts is able to make them happy and satisfied thus motivate them to
give their best for growth of organisation.. This report is about Walmart which had its operation
in American in retail industry that established its business operation on 2 July, 1962. Company
have more than 2.2 million employees that are working hardly for great success and growth of
enterprise in international market.
The report has covered point related to the value was created by firm through using HR
strategies, impact of regional and national culture on practices of HRM, organisational lever used
to create value and many more points. There is difference between personal and HRM
management which could be understand through making use of Storey’ 27 points Furthermore it
contained information difference between personnel management and HRM as benchmark and
which one is practiced used by HR in Asian country. It has also included information related to
importance of local culture while selecting and firing individuals from organisation. At last, it
has contained key suggestion that could be used by Human resources management in order to
enhance overall performance and productivity of organisation. Therefore, the aim of report is to
understand relevant facts related to HR management and the way its practices are affected by
external factors such as local culture, system and laws.
A) The Value was created by firm through using HR strategies
Walmart is able to create high value in minds of employees by making use of different
HR strategies so that company can retained its competitive advantages in local and international
market. The way different strategy of Human resource manager of Walmart has contributed in
creating value in the firm which can be effectively understood through use of concept of SHRM
such as:
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Competitive advantages: Walmart has created its strong value in international market by
making use of low cost leadership strategy that has influence large number of individuals to be
part of organisation for satisfaction of their respective wants. Most of the customers prefer
company that offer qualitative products or services at lower price possible therefore Walmart by
making use of that has gained competitive advantages (Elrehail and et.al., 2019). Thus, HR
strategy to manage performance and motivate employees thereby to make optimum utilisation of
their capabilities has contributed in benefits of organisation.
Strategic fit: This is concept which clearly explained that company needs to have sufficient
resources and capabilities that can helps in making best use of available opportunities present in
external environment. Walmart HR manager through hiring, retaining highly skilled, talented and
qualified employees that are ready to accept external changes or learn new things or the way task
can be performed has helped in growth of firm (Delery and Gupta, 2016). Learning environment
within Walmart created by HR has inspired individuals to work together to cope up with threat or
make optimum utilisation of opportunities so that company can earned maximum profitability.
Strategic flexibility: There are several strategies of HR of Walmart that have helped in strategic
flexibility thus resulting in increasing overall profitability and market share of firm. HR manager
effective identified changes in external environment thus through making use of different
motivation theories able to inspired individuals to give their best or adapt changes so that
company can retained its market share in retail industry. Systematic procedure, friendly
environment has contributed in employees to easily accept changes that resulted expansion of
business in Asian countries. Therefore, it can be stated that HR strategy has helped in creating
value of organisation in minds of people.
B) Impact of regional and culture on practice of HRM
Human resource management is about to manage and control the human resources
associated with the organisation. Walmart Company is a multinational company that is
diversified at a global level. The cultural and regional impact always influence the human
resource management related practices of company. On the basis of the regions human resource
team identify different needs of the human resources and then only they make policy related to
offering productive outcomes against the job positions offer by the department (Figueiredo and
et.al., 2016). Walmart Company is looking to expand in the Asia region. The culture in Asia is
more traditional and values the rituals and the religious values. This directly influence over the
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infrastructure development practice offer by the human resource team. Department also identify
the different cultural requirements so that proper leave schedule can be prepared by the
department. In the Asia due to the culture holidays are immense due to various festivals.
Especially in country like India where festivals are plenty which also needed the human resource
team to form policies related to the management of the human resources in context to the
organisation. It can be stated that religious and cultural impact totally influences all different
functional activity of the human resource team at the organisation level. Department also formed
training and employee development campaign. In conducting both these campaign the cultural
impact always come into the action. Department needed to analysis the need and requirement of
the human resource whole delivering the training camp and the employee development practices
(Armstrong, 2019). In the Asia region cultural diversity is immense. All types of culture can be
seen in the Asia. This also make the human resource team more concern in respect to avoiding
the cultural or religious factors while conducting recruitment campaign. It must be emphasis over
the quality and capability of the candidate but not on the cultural aspect of the respective
candidate. It can be projected that cultural values always influence the human resource team in
formation of the different operational practices that can meet the objectives of the organisation.
Cultural and religious values always create an impact over the operations of the company. While
delivering the change management practices at the organisation level human resource department
also involve and consider the religious and national cultural element while delivering different
policies (Shanock and et.al., 2019). All these evaluation can be stated that national culture of the
country directly impact over the human resource department practices. It influence the mindset
of the team to achieve the overall operational outcomes.
C) Organisation model of employment and the way organisational lever used by firm to
create value
Organisational model define team development, hierarchy and role of consumers in
different business operations or structure that has clear vision and leaderships about the way task
need to be completed. It can also be termed as structure model which can be simpler to complex
depend upon scope, objectives and purpose of organisation. Walmart has make used of
functional organisational model as each function is performed by each department of
organisation so that more qualitative services can be rendered to customers (Ling and et.al.,
2018). Employees can easily shared information to superior and subordinate that contributed in
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smooth functioning of enterprise in international market. Walmart Hr manager by making use of
functional model is able to prevent over specialisation of any job thus helping company in easily
adapting to changes that are happening in external environment. Organisational lever which are
used by WalMart to grow and expand its market in Asian countries can be stated as follows:
Strategic direction: HR manager has clearly communicated vision, mission and goals of
organisation to all employees so that they can be feel important part of organisation. Manager of
walmart has make individuals accountable and responsible for achievement of specific objective
by undertaking particular steps that helped in gaining maximum outcome at minimum cost
possible (Shen and Benson, 2016). Therefore strategic direction, clear roles and responsibilities,
objectives of firm has helped in success and creating more value of customers in minds of
different people.
Strategic Hiring: It can be stated that HR manager of Walmart has always tried to hired right
individuals at right place so that it can easily complete the task in limited time possible. Valuable
culture and ethical principled followed by Hr manager has helped in adding and retaining
talented and skilled employees within organisation for longer time frame. Equal opportunities,
respect and recognition, encouragement to each and every employees in decision making process
has helped in making them happy and satisfied thus motivating to work more harder for growth
of firm.
Relationship trust: HR manager of walmart have focused on building strong relationship with
employees so that they can feel a part of organisation thereby give their best for expansion of
firm. Manager has taken continuous feedback from employees in order to know their existing
grievance or problem that they faced while completing the task (Azeez, 2017). Thus, by
identifying problem manager planned key strategies or action which could be fruitful in
resolving them so that they can work co-ordinately for common objectives.
D) Storey’s 27 Points of difference between HRM and personnel management as
Benchmark, the way it is practised by firm in Asian Countries
It can be stated that both term personal management and HRM are similar to some extend
while have lot of difference between each others. Human resource manager is key individuals
that look after most valuable resource of firm which is staff or workers that spend lot of time,
effort to convert raw material into finished in order to offer them to end customers. Personnel
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management is basically responsible for maintain records of administrative function at
operational level. It ensure that fair terms and condition of employment being implemented
within organisation that helps in making each and every employees happy and satisfied to give
their best for achievements of common goals. Personal management focused more on written
contract while HRM aims is to beyond contract (Knies and et.al., 2017). On the other hand,
Personal management focus on building labour relationship by resolving problems or issue with
trade union or difficulties that are faced by employees while working in the organisation. It also
ensures that all legal labour laws are abided by firm while operating its function that contributed
in achievements of end goals. While HR manager focused on training and development program
in order to develop new skills, knowledge and capabilities of employees so that they can
complete task in best possible manner. Whereas personal management focused on working
hours, experienced of employees in order to decide appropriate remuneration which could be
paid to individuals so that they are motivate to complete task in effective manner. Personal
management protect employees from exploitation of employers and ensure quality of work life,
basic wages and compensation and safe working condition so that they can freely performed
their respective duties (Fenech, Baguant and Ivanov, 2019). Both HRM and personnel
management of Walmart has complete their task in Asian country that helped in achieving end
goals in better manner. HR has hired talented employees while personal management has
ensured that all labour laws are followed so that no undue pressure or harm can be caused to
them.
E). Importance and significance of the local culture and HRM practice needs
With the above analysis it is clear that for the company to be effective and efficient in its
working the most essential thing for the company is to effectively manage the HRM practices of
the company (Nankervis and et.al., 2019). The major reason underlying this fact is that when the
company will not be having good HRM practices then this will not attract majority of the people
and the employees working within the company will not be happy and satisfied. The major
reason for this is that both the hiring and firing is dependent over the local culture and the HRM
needs as well. When the company is a transnational or the international subsidiary then the
company need to lay major emphasis over the local culture before the hiring and firing of the
employees for the company. In the similar manner the company Walmart also has to lay a major
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emphasis over the local culture if they need to have any hiring or firing of the employees from
the company.
The major importance of laying emphasis over the local culture at time of hiring and
firing of the employees at the company and the local culture is giving respect to the local culture
where the company is being established. this is the major importance because of the reason that
when the company pays a lot of attention and take care of all the local culture at time of hiring
the people in the other country then this creates a better impression of the company. Hence, this
increases the interest of the local people within the company and this will increase loyalty of
local people towards the company. on the other side even if the company fires any of the
employees but with that also the company keeps in mind all the local culture then this will
increase the interest of the company. The major reason for this is that when the company will fire
the employees but this is done in correct and ethical manner then this will increase the interest of
the employees.
F). Difference in terms of employment laws at time when international HRM changes the
local business.
When it comes to managing the human resource within the company then the most
important thing for the company is to manage and comply with all the rules and regulations and
legislation (Delery and Roumpi, 2017). The most common legislation which need to be followed
is the employment law and this is the law which relates to the terms and condition which both the
employee and the employer need to follow- in addition to this the employment law also list out
the rights and duties which both the employees and employer has towards the company and
towards each other. When the company operates in the local market then the employment law is
not much prevalent (Mondy and Martocchio, 2016).
But when the company operates in the international market then it is mandatory for the
company to have access and use of employment law. This is majorly pertaining to the fact that
when the company will abide by the law and employment legislation then this will attract
majority of consumer. in addition to this, the compliance with employment law will also increase
the trust of the employees towards the company. When the company will not be using the laws
and especially the employment law then the employees of the company will not be happy and
satisfied. The major reason is that the employees will have the feeling that the company is not
taking care of the employees to a great extent. This will make the employees feel separated from
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the company as the company is not providing all the rights which need to be provided to the
employees.
On the other side when it comes to the local business system then major preference is not
given to the employment legislation. The major reason for this is that when the local working
practices are being used then even if the company will not comply with the employment
legislation then also the employees will not be working within the company. in addition to this
employees does not have any effect or any change even if the company is not complying with the
employment legislation in the company and its operations. in the same manner if Walmart is
working in the international market then the employees will demand that they must comply with
all the necessary laws and legislation. on the other side if the company is operating in domestic
or local level then the employees will not be much concerned relating to compliance with
employment and other legislations.
G). Recommendation to employers relating to HRM practices in order to increase
organizational performance
From the above discussion it is clear that for the success of the company the most
essential thing is the proper management of HRM practices in the business (Macke and Genari,
2019). For this the major recommendation for the company Walmart are as follows-
The first and foremost thing recommended to Walmart is that they must continuously
work of providing proper training and development to the employees of the company. The major
reason for this is that when the company will provide continuous training and development then
this will motivate and attract employees towards the company.
On the other side another major recommended strategy for the company Walmart is that
they must focus on the proper performance management of the employees (Ahammad, Glaister
and Gomes, 2020). This is majorly pertaining to the fact that when the employee’s performance
will be continuously being monitored then this will motivate the employees to work in proper
and effective manner. Hence, this will improve the performance of the employees and the
employees will continuously work in proper and effective manner.
CONCLUSION
From the above report it can be concluded that human resource manager by handling or
managing diverse individuals is able to contribute in growth and expansion of business in
regional as well as international market. Walmart is a firm that have huge number of employees
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that are continuously working towards completion of different task or activities so that end goals
can be meet in more effective manner. The above study also helps in understanding that HR
strategies help a lot in creating strong value of company in retail industry. Company has make
best use of organisational model to effective distribute several task and responsibilities so that
there could not be any confusion in future circumstances. Personal and HRM management
through putting their best efforts and completing different task in Asian countries has satisfied
employees in effective manner. It is also learnt from above study that local culture is also
important while hiring and firing individuals from the organisation. Therefore, it can be
summarised that HRM through putting its efforts is able to manage diverse individuals with
different culture, belief and preferences to work hard so that company can enjoy maximum
market share and profitability.
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REFERENCES
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effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
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in an era of digital transformation. Journal of Management Information and Decision
Sciences, 22(2). pp.1-10.
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Ling, F. Y .Y and et.al., 2018. Human resource management practices to improve project
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Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Mondy, R.W. and Martocchio, J.J., 2016. Human resource management. Pearson.
Nankervis, A., and et.al., 2019. Human resource management. Cengage AU.
Shanock, L.R and et.al., 2019. Treating employees well: The value of organizational support
theory in human resource management. The Psychologist-Manager Journal.
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