International HRM Trends and Challenges Report: Walmart Case Study

This report provides a comprehensive analysis of three key trends impacting International Human Resource Management (IHRM): the incorporation of technology, diversity and inclusion practices, and continuous performance evaluation. The report explores how these trends are reshaping HRM practices within multinational corporations (MNCs), with a specific focus on Walmart as a case study. It examines how Walmart leverages technology in training and development, such as the Walmart Academies and Spark City, to improve employee skills and performance. The report also highlights Walmart's approach to diversity and inclusion, recognizing its importance in team performance and overall business success. Furthermore, it discusses the significance of continuous performance evaluation in driving employee development and organizational effectiveness. The report concludes with recommendations for effectively managing these trends to enhance IHRM practices and improve organizational outcomes. The report is supported by relevant academic references and adheres to the specified business report format.

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

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Executive Summary:
The paper discusses regarding the three modern trends that are influencing the human
resource management in the modern business world. The paper exhibits excellent
understanding of three different trends of the human resource management which are the
incorporation of the technology in the business operations of the human resource, diversity
and inclusion practices along with the continuous performance evaluation. Along with this,
the paper portrays the impact of these trends in the human resource management in a
recognized retail company named as Walmart and evaluates the contribution of the trends in
improving the excellence of the training and developmental activities and the performance
management in the company. The paper shows that Walmart has successfully improved the
efficiency of their training and developmental activities and the excellence of the company in
managing the workforce diversity enabled them to improve the team performances in an
efficient manner.

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Table of Contents
Introduction:...............................................................................................................................3
Trends:........................................................................................................................................4
Incorporation of Technology:................................................................................................4
Diversity and Inclusion:.........................................................................................................7
Continuous performance evaluation:.....................................................................................9
Recommendations:...................................................................................................................10
Conclusion:..............................................................................................................................11
References:...............................................................................................................................12

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Introduction:
The significance of managing the human resources in an efficient manner is observed
to be pretty prominent amongst the companies operating in the modern world of business. As
a result of the globalization, the companies are facing an enhanced level of competition
imposed by the competitor organizations and under such situation, the survival and growth of
the companies are observed to be at threat (Savrul, Incekara & Sener 2014). Considering the
impact of the situation, majority of the companies are seen to be focused in the minimization
of the consumption of their resources for the achievement of the much required success in
improving the financial sustainability of their business activities (Cascio, 2015). At the same
time, the application of the cost control measures from the part of the companies is also seen
to be a widely used strategy for the improvement of the profit margins of the companies.
However, the effective management of the human resources and employment
relations from the part of the companies are observed to be most preferred strategy for the
companies owing to its higher flexibility. Having said that, the approach of the companies
towards the management of the human resources is seen to be associated with considerable
number of modern trends such as the incorporation of the technology, increased consideration
towards the management of the diversity and inclusion practices inside the organizations
along with the continuous performance evaluation of the employees of the organizations. The
paper discusses regarding the impact of these trends in the effective management of the
human resource activities in one of the largest global retail company, Walmart. Along with
this, the paper shows the effects of these trends on two of the human resource practices such
as the training and development along with the performance management. With a precise
understanding of the impact of these trends and the impact of them in the effective
management of the human resources in the organizations, the paper provides a significant set

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of recommendations for the improved management of the impact of the above mentioned
trends in the organizational context.
Trends:
The selected trends for the discussion are the incorporation of the technology in the
effective management of the human resources in the organizational context, the diversity and
inclusion practices and the continuous evaluation of the of the performances of the
employees. The approach of the human resource managers for the management of the human
resources in the organizational context, is seen to be associated with considerable amount of
changes over the years. With a precise focus on the changing dynamics of the business and
the techniques for the management of the changes, the evolution in the human resource
management is pretty prominent (Budhwar & Debrah, 2013). Majority of the multinational
companies are observed to face the necessity of retaining their customers in an intensely
competitive business environment which calls for the application of the strategies such as the
continuous improvement of the quality of the products and services or the application of the
low pricing strategy. However, the improvement in the quality of the products or the services
of the companies are seen to be dependent on the skills and qualities of the employees. Under
such situation, the incorporation of the technology in the activities related to the human
resource management, is seen to be crucial in increasing the ease of the HR managers
towards managing their business operations (Brewster et al., 2016).
Incorporation of Technology:
Technology has become an integral part of the lifestyle in the modern century and that
is evident with the consumption of the technology based products. The ability of the
technology in providing the required ease to the individuals for the appropriate execution of
their operational activities is playing a crucial role in increasing its importance in the modern

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business world. Considering the operations of the human resource management, it is evident
that the incorporation of the technology has greater significance as it provides the required
flexibility, speed and the urgency. The contribution of the technology in the development of
the big data management techniques is significant for the success of the human resource
managers in speeding up their business processes and activities (Angrave et al., 2016). At the
same time, the usage of the technology provides the required scope to the managers for
limiting the costing associated with the infrastructure for the management of the data which is
observed to be a significant advantage for the companies in controlling the consumption of
the resources. Hence, the management of the data with the help of the technology has become
a significant strategy for the human resource managers owing to its greater flexibility and the
cost efficiency.
Other than this, the human resource managers have the necessity to communicate with
the other stakeholders of the business regarding various business related issues. The
excellence of the communication contributes towards the effective decision making and
under such situation, the flawless communication is seen to have greater significance for the
business managers (Rosemann & vom Brocke, 2015). The application of the technology
enables the business leaders to experience a great share of ease when it comes to
communicate with the other stakeholders of the business for the effective decision making
regarding the progress of the business. The application of the communication provides them
better agility and flexibility as it helps the human resource managers to connect with the
stakeholders without facing any sort of barriers (Stone et al., 2015).
Apart from communication, the application of the technology also improves the
efficiency of the human resource managers in the effective management of the developmental
needs of the employees. As mentioned earlier, the intensity of the business market is seen to
be a crucial factor responsible for influencing the business managers towards focusing on the

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improvement of the quality of the services and the products developed by the employees. As
the ability of the employees in providing the desired level of quality in their operations, is
directly linked with the service reputation and good will of the companies, it becomes
important for the companies to manage the developmental needs of the employees in a
professional manner. Having said, the business demands faced by the companies provide
them considerably limited amount of scope for influencing the employees in participating in
the training and developmental activities for the much required improvement of their skills
and capabilities. In majority of the cases, the employees are forced to participate in the on job
training sessions for simultaneously learning and managing the business demands. Under
such situation, the usage of the technology for the development of the training activities is
crucial for the success of the human resource managers in providing the required scope to the
employees for enhancing their skills and qualities (Naharuddin & Sadegi, 2013). The success
of Walmart with the development of the Walmart Academies is a significant proof of the
success that the company is able to achieve with the incorporation of the technology in the
training and developmental activities.
The application of the artificial intelligence enabled the company to provide
diversified training facility which includes the learning of soft skills such as leadership or
ethical practices and technical sales floor training as well (Corporate.walmart.com, 2019). At
the same time, the company is seen to develop video game named as Spark City for the
improvement of the retail knowledge and skills of the employees. The presence of Walmart
academies and Spark City at the online platforms enabled the employees to take advantage of
the flexibility and utilise the leisure time for a productive cause (Corporate.walmart.com,
2019). With the help of the above mentioned training facility, the company is seen to improve
the skills of their employees and that raised the quality of the performances of the employees.
The improvement in the performances of the employees is pretty evident with a significant

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increment in the sales of the products of the company and with the generation of an increased
revenue of 514.405 billion US dollars in the year 2019 (Walmart.com, 2019). The success of
the company in the performance management with the application of the technology is visible
with an increased operating income of 21.957 billion US dollars in the same year
(Walmart.com, 2019).
Diversity and Inclusion:
The changing demands of the industry is observed to be an important factor
responsible for the variation of the business environment. The senior management of majority
of the companies are observed to be comparatively more concerned regarding the effective
management of the quality of their services and under such situation, the role of the team
performances is seen to be significant. However, Sabharwal (2014), claimed that the
effectiveness of the team performances depends on several factors and one of them is the
effective management of the diversity of the employees in the organizational context With a
precise focus on the urge of the companies towards the improvement of the quality of their
business operations, it is understandable that the companies are more inclined towards the
recruitment and selection of the employees on the basis of the skills and competencies rather
than the nationality or the cultural orientation. Under such situation, it becomes evident that
the dynamics of the workforces in the organizational context will include diverse work
groups. Hence, the success of the companies in improving the quality of their team
performances is seen to be dependent on their ability of the managing the diversity amongst
the work groups present in their workforces.
Majority of the renowned companies are observed to put strong emphasis on the
effective management of the diversity in the organizational context and that is pretty evident
with their increased urgency towards the formation of the diversity and inclusion guidelines.
With a precise focus on the emphasis of the companies towards promoting the diversity, the

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abolition of the glass ceiling is pretty prominent. The modern generation companies are
observed to be more inclined towards putting the female individuals at leadership roles and
that is a major shift in the hierarchical structure for the companies. As the priority for the
companies are observed to be the skills and competencies of the employees, the selection of
the female employees at the managerial roles is seen to face considerably limited barriers in
the modern world of business (Sabharwal, 2013). Along with this, the strong focus of the
companies towards the management of the diversity in the workplaces have forced them to
improve their ability in managing the operations of the culturally diverse work groups.
Considering the impact of the globalization in the business world, it is evident that majority
of the companies are inclined towards expanding their business operations across the barriers
of nations and under such situation, the success of the companies with the business
expansions is seen to be dependent on their ability in managing the cultural differences.
Hence the importance of the diversity and inclusion practices in the improvement of
organizational performances is pretty prominent.
Considering the example of Walmart, it is evident that one of the top most priority of
the human resource of the company is seen to be the management of the diversity in the
workplaces. The company is able to align the human resource process in such manner that it
effectively promotes the diverse and unique styles of business operations of the employees.
At the same time, the company is able to develop the dynamics of their workforces in such a
manner that it values the diverse experiences, identities and opinions of their employees. The
main focus of the diversity practices inside the organization is seen to be the effective
understanding of the contribution of the employees, the management of the cultural and
societal differences of the employees while respecting the differences and valuing the
inclusivity. The focus of the senior managers on the effective management of the diversity is
pretty prominent with comments of Ben Hasan, the Chief Diversity & Inclusion Officer of

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the company where he claimed that the main mission of the company with their inclusion and
diversity practices is to create an inclusive culture where the individuals will be inclined and
motivated towards delivering a shared goal or objectives (Corporate.walmart.com, 2019). The
claim of Ben Hasan is significant in stating the urge of the senior management in continuous
improvement of the team performances. Hence, the significance of managing the diversity in
performance management inside the organization is petty evident. On the other hand, the
association of the company with the African American Business Resource Group, Asia
Pacific Associates Network, Associates for Disability Awareness & Education, Lesbian, Gay,
Bisexual, Transgender (LGBT ) and Straight Ally Associate Resource Group, 18Women’s
Resource Council, Native American and Alaskan Native Resource Group and Hispanic
Latino Associate Resource Group is significant in improving the excellence of the company’s
approach towards the management of the diversity in the workplaces
(Corporate.walmart.com, 2019). The effective management of the cultural differences and the
diversity in the organizational context prepares the organization perfectly for the management
of a large share of the developmental needs of the junior employees from the part of the
senior employees of the organization. Hence the management of the diversity amongst the
employees help the company in the effective management of the training and development of
the junior employees as well.
Continuous performance evaluation:
One of the significant trend in the human resource management in the modern world
of business is observed be the continuous performance evaluation. With a precise focus on
the business complexity and the excessive demands of the market, the companies are forced
to incorporate the high performance techniques and under such situation, the continuous
evaluation of the performances of the employees is seen to be considered as an important
aspect of the operations of the human resource managers. However, it will be controversial to

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say that the companies did not have much emphasis on the evaluation of the performances of
their employees. Having said that, the increment in the urgency amongst the organizations
regarding the continuous performance evaluation is significantly prominent. Brunnert and
Krcmar (2017), claimed that majority of the companies set their target even before the start of
the months and the pressure from the part of the shareholders do not let them have any sort of
scope of deviating from the achievement of the target. Under such situation, the business
managers are observed to face the necessity of evaluating the performances of the employees
are accomplishing the short term goals for the desired achievement of their target. Hence the
necessity of continuous performance evaluation is pretty prominent amongst the modern
business managers.
Considering the example of the chosen organization Walmart, the formation of the
sales goals for their employees is pretty significant in highlighting the urge of the company
towards the continuous performances evaluation. Other than this, the company is seen to
incorporate performance rating system for their employees where the customers have the
power to assess the performances of the employees and on the basis of the findings, the
business managers of the company evaluates the excellence of the employees (Walmart.com,
2019). Hence, it is evident that the continuous performance evaluation from the part of the
company helps the company in improving the ability in performance management of the
employees of the company. On the other hand, the continuous performance evaluation from
the part of the company effectively identifies the developmental needs of the employees and
that helps the company in efficient management of the skill improvement of the employees of
the company (Ford, 2014).

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Recommendations:
With a precise understanding of the above mentioned trends, the company is expected
to conduct diversity management activities where the entire workforce will experience a
greater engagement.
Other than this, the company is recommended to increase the incorporation of the
technology in the training and developmental activities so that the employees receive training
materials and video tutorials in the online training platform of the company.
Conclusion:
On a concluding note, it is evident that the human resource of Walmart is in perfect
position for the management of the trends such as the incorporation of the technology in their
business operations, continuous performance evaluation of the performances of the
employees and the diversity and inclusion management inside the organization. The
significance of the above mentioned trends is pretty visible in the business operations of the
majority of the modern companies and at the same time, Walmart achieved considerable
amount of success with the practice of the mentioned trends. The introduction of the Walmart
Academies and the Spark City are significant proof of the excellence of the company in
aligning technology in their human resource operations. At the same time, the strong
association of the company with several diverse agencies for celebrating the diversity is a
significant step towards improving their ability in acknowledging the future of human
resource. However the success of the company can be increased with introduction of the
employee engagement activities and with an improved incorporation of the technology in the
human resource management of the company. Hence, the faster implementation of the above
mentioned recommendations is seen to be a major necessity for the company.