Comprehensive Report: HR Policies and Strategies at Walmart

This report provides a comprehensive analysis of Walmart's HR policies, examining key areas such as employee retention, customer service practices, and the use of technology for interoffice communication. The report delves into Walmart's strategies for managing its vast workforce, including recruitment, training, and performance management. It highlights the importance of employee retention, discussing strategies to mitigate turnover and improve employee satisfaction, such as wage increases, performance-based bonuses, and career development opportunities. The report also evaluates Walmart's customer service practices, identifying areas for improvement and suggesting HR initiatives to enhance the customer experience. Furthermore, it explores the role of technology in improving interoffice communication and employee performance appraisals. The report concludes by emphasizing the need for Walmart to refine its HR policies to enhance its brand image and address criticisms related to employee wages, working conditions, and customer service.

Report: HR Policies
1

Contents
HR policies at Walmart.........................................................................................................................3
New HR policies...................................................................................................................................4
Improvement in employee retention..................................................................................................4
Effective Customer Service practices................................................................................................5
The use of technology to improve interoffice communication...........................................................6
Employee Performance Appraisals....................................................................................................7
Job listing..............................................................................................................................................8
Job listing for Secretary.....................................................................................................................9
Job listing for Marketer.....................................................................................................................9
Job listing for Operations Manager..................................................................................................10
Health, Safety and Wellbeing Guide....................................................................................................10
References...........................................................................................................................................14
2

HR policies at Walmart
Walmart is retail and wholesale business headquartered in the US. It offers a variety of
consumer products at low prices through its supercentres, stores, e-commerce and
hypermarkets. It has business around many countries in the world and employs 2.30 million
staff members (CNN Business, 2022). With such a vast and widespread business, it can be
difficult to manage the large workforce required for effective functioning of the company. To
manage this large workforce, Walmart makes uses of human resource strategies as well as
human capital management (HCM) software (Wainewright, 2017). The HCM software helps
Walmart manage the entire lifecycle of employees, and also helps in supporting the global
compliance and payroll needs in various countries Walmart operates into (Wainewright,
2017). The HR policies at Walmart are related to employee recruitment, retention, training
and development, performance management, compensating and career development. In
addition to that, the HR policies at Walmart are designed with consideration of the corporate
culture and organisational structure (WBR Insights, 2022).
Walmart takes a stratified approach while formulating HR policies and strategies. The
planning of the HR policies and programs is done at the executive level of the company.
Meanwhile, each of the store and supercentre of Walmart has its own HR Manager, who has
the responsibility of facilitating company HR policies through their respective stores (WBR
Insights, 2022). Moreover, Walmart also allows its HR Managers to carry out an innovative
approach towards human resource management. The HR Managers have the liberty to
interpret and enhance the HR policies based on specific needs and characteristics of the
location or country that their store is operating in (Walmart, 2022).
The HR planning at Walmart ensures that the job analysis and job design is done in such a
manner that it fulfils the human resource requirements of the firm effectively (Thompson,
2017). Moreover, Walmart has policies that help it facilitate employee retention for
developing a skilled and experience workforce for the firm. Furthermore, Walmart has
formulated HR policies that facilitate training and development of the employees to enhance
the performance of its workforce. Additionally, Walmart has policies for compensating the
employees in terms of basic pay, employee benefits and incentives (Thompson, 2017). These
policies and strategies have been crucial in the success of Walmart as one of the biggest
corporations in the world (Bergdahl, 2010). However, their policy relating to employee
wages has been criticised for being below the average minimum hourly wage in the US
3

(Thompson, 2017). In addition to that, Walmart has also been criticised for its sub-par
approach to training its staff in relation to customer service, poor working conditions, cutting
job hours to keep employees part-time in order to save money; and bad as well as rude
management of in-store staff, and discrimination in terms of gender (Clifford, 2011;
Torrance, 2021). Consequently, Walmart has also faced various lawsuits in relation to its HR
policies regarding healthcare benefits, employment rights and for it usage of undocumented
labour. These factors have also led to Walmart being listed as a bad company to work for by
The CEO Magazine (Merrill, 2021). Therefore, it can stated that the HR policies and
strategies of Walmart need improvement in order to improve its brand image in the market.
New HR policies
Improvement in employee retention
Employee retention is a crucial factor for organisations to function efficiently in the market.
Employee retention refers to the measures and strategies adopted by a company to encourage
its employees to work for them for longer durations of time (Cloutier et al., 2015). On the
contrary, employee turnover refers to the number of employees who left a company over a
certain period of time (Merwe, 2022). The primary objective behind retention measures and
strategies is to prevent talented and skilled workforce from leaving the organisation (Singh,
2019). Moreover, it can be costly for a firm to recruit and replace an employee who has left a
job position. According to an estimate, replacing an employee can cost half to two times the
annual salary of a particular job position (Merwe, 2022). According to Merwe (2022), 4.25
million people resigned from their jobs in January 2022 in the US, an increase from the
previous year’s figure of 3.3 million. Thus, it can be seen that employee retention is a crucial
issue for companies operating in the market.
It is important to consider reasons for which employee leave a company before suggesting
strategies for improvement in employee retention. Employees leave a job due to various
factors including better job opportunities elsewhere, higher education, job dissatisfaction,
poor relationship with team members or manager, firing from the job, or for personal reasons
(Cloutier et al., 2015). All these factors, except personal reasons, can be tackled using
appropriate measures by the HR department of a firm.
4

Employee turnover rate is high in Walmart. This issue is even more concerning for the sales
employees working in stores and supercentres (Thompson, 2017). Walmart should implement
the following strategies for mitigating turnover rates and increasing employee retention:-
1. Walmart should increase the wage level of its sales level employees to a level similar
to or higher than a direct competitor’s. Moreover, it should depend on efficiency and
productivity to offset the cost of increased wages. This can be done by enhancing the
recruitment process to hire employees that can be trained to give better output in
terms of customer service and sales (Cloutier et al., 2015).
2. Bonuses based on business performance are given to managerial level employees only
(Thompson, 2017). Business performance based bonuses should also be given to store
level employees to give them a motivation to enhance their performance (Singh,
2019).
3. Walmart should implement training programs for its managerial level employees to
teach them management and leadership skills. This would lead to effective
management and mitigate the cases of rude and bad behaviour towards the staff. This
would also help in enhancing the productivity of the staff and the organisation as a
whole (Singh, 2019).
4. Research has shown that employees tend to remain for longer time at companies that
have career development opportunities in place. Career development opportunities
also lead to increase in employee loyalty towards a company (Singh, 2019).
Therefore, Walmart should develop training programs for various job levels to
provide its employees with opportunities to proceed further within the organisational
levels.
5. Workforce diversity, in terms of gender, age, race, culture, religion, and sexual
orientation, is a crucial factor that enhances employee retention in an organisation.
Therefore, Walmart should enhance its HR policies to facilitate recruitment of a
diverse workforce (Singh, 2019).
Effective Customer Service practices
Customer service is one of the important aspects for a business. Customer service refers to a
direct interaction between a customer and an employee of a firm, in relation to the delivery of
products and services provided by the company. Customer service is also related to the
assistance provided by a firm to a customer in relation to the usage as well as concerns about
a product (Grant, 2022). Superior customer service is crucial for the success of a business as
5

it encourages brand loyalty and repeat purchase from the same customer. For retailers like
Walmart, customer service is the most important interaction between a customer and the sales
staff employed by the company (Grant, 2022). Customer service is crucial for businesses
because it helps in retention of customers towards their brand, thereby getting more value
from them. Companies have to spend a customer acquisition costs in relation to grabbing the
attention of customers and motivating them to make the purchase decision. With the help of
superior customer service, firms can recoup as well as reduce their customer acquisition cost
by establishing a loyal following towards the brand. Even though many aspects of customer
service have been automated with advancements in technology, companies keep the option of
human support to assist the customers.
Walmart struggles with the issue of providing superior customer care to its buyers. Walmart
has been among the lowest scoring retail stores on American Customer Satisfaction Index
(ACSI) for the past few years. Walmart was the highest scoring retail store on ACSI in 1995
but since then, it has been declining in terms of customer service and satisfaction (Hill, 2015).
This is due to the reason that customers increasing find the shopping experience at Walmart
stores and supercentres less satisfactory. The primary reason for this is less friendly
employees, unable to find assistance of an employee to find a product, and long check out
and return queues (Hill, 2015).
Walmart can use the following HR practices to provide more effective customer service:-
1. One of the ways to enhance customer service is by creating an easy and smooth
service experience. Moreover, it is also beneficial to personalise the service provided
to customers based on their needs and preferences. To facilitate this, companies
should implement customer service training programs to train the employees in
providing superior service (Gabriel et al., 2016). Therefore, Walmart should
implement a customer service training program as part of its training and development
practices.
2. HR department should align the business strategies of a firm with the customer
experience in order to enhance the customer service. This includes making
recruitment decisions and facilitating customer centric culture at the firm (Gabriel et
al., 2016). Therefore, HR department at Walmart should align the business strategies
with superior customer experience.
6

The use of technology to improve interoffice communication
Interoffice communication at workplace is important for effective functioning of a company.
Effective workplace communication can reduce issues and encourage improved performance
from the employees. In the workplace, having superior communication systems can boost
output and help in building effective teams. Moreover, it will facilitate more cooperation
from the employees, thereby enhancing the decision making ability of the teams (Zhang &
Venkatesh, 2013). Additionally, managers are able to foster good communication in order to
understand the abilities and skills of their staff. This helps them give clear directions to the
workers who are best suited for a particular task, thereby improving the overall effectiveness
of each activity. On the contrary, failing to communicate effectively leads to negative results
for a firm. According a research, 70% of the major mistakes made by firms in the industry are
due to lack of effective communication (Efectio, 2022).
Moreover, with advancements in technology, firms have the option of implementing
technology to improve the communication systems at workplace. Walmart implements the
use of traditional communication channels like face-face communication, public service
announcements and radio communication. In addition to that, it also implements the use of
management software, and emails to facilitate interoffice communication. Moreover,
Walmart also has its own satellite powered communication system to facilitate
communication between its headquarters as well as many subsidiaries around the world
(Index Articles, 2021). Thus, it can be seen that Walmart has the infrastructure to facilitate
effective communication at the workplace.
HR practices that can enhance the use of technology for interoffice communication are:-
1. The new HR policies should clearly specify the technology that is to be used at the
workplace. Moreover, HR should implement training program for all the employees
to effectively use that technology (Zhang & Venkatesh, 2013).
2. HR policies at Walmart should clearly specify the protocol for communication among
different employees across departments. This should include do’s, don’ts, how to
address the colleagues, and when to use what type of channel of communication
(Zhang & Venkatesh, 2013).
Employee Performance Appraisals
Performance appraisals are integral part of an employee’s lifecycle at a firm. Performance
appraisal refers to the routine evaluation of a worker's productivity and overall value to a
7

firm. A performance appraisal or performance review helps in assessment of the skills,
successes, and growth of an employee. A performance appraisal also highlights a lack of the
growth or achievement for an employee (Hayes, 2021). Performance reviews are used by
companies to provide employees with comprehensive feedback on their work and to support
their choices on salary raises, incentives, and terminations. They can be carried out at any
time, but they usually happen annually or semi-annually (Hayes, 2021). HR department is
involved in the creation and design of performance reviews as a tool for employees to
advance in their careers. They offer the employees with feedback on how well they are doing
their work. It also helps in ensuring that workers are managing and achieving the
expectations put on them, and provides them with advice on how to do so if they fall short
(Hayes, 2021).
There are several benefits for carrying out employee performance appraisals. The primary
benefit is that it helps in improving the performance of employees through feedback and
motivation. Moreover, performance appraisals facilitate regular engagement between the
managers and the employees, thereby providing them with the opportunity to assess their
contribution to the organisation. This leads to increase in employee retention and loyalty
towards the company Furthermore, performance appraisals help in determination of the
training requirement of individual employees, thereby providing a basis for HR department to
design and develop suitable training programs (Hayes, 2021).
Walmart carries out performance appraisals based on three dimensions, namely, customer
service orientation, decision making and results achieved; and analysis and problem solving
(Thompson, 2017). Moreover, Walmart also faces various performance problems, with most
significant being loss of productivity due to fatigue and absenteeism, inaccurate reporting,
negative customer relations (Thompson, 2017).
Following criteria should be used by HR department at Walmart to facilitate performance
appraisals:-
1. HR at Walmart should implement the use of Management by Objectives (MBO)
method to facilitate performance appraisal. This is a process through which managers
assign specific tasks to employees and evaluate their performance through the output
achieved by them (Kyriakopoulos, 2012).
2. Walmart should implement the use of psychological appraisals for its employees to
evaluate the interpersonal skills, cognitive abilities, leadership traits, personality and
8

emotional characteristics of employees. This method is used to assess the future
performance of employees and should be implemented on new recruits. This will help
in identifying the potential as well as training needs of newly hired employees. This
method will also help in mitigating the issue of negative customer relations among
employees (Cappelli & Conyon, 2017).
Job listing
Job listing means publishing a job offer by a company to fill the vacancy. A job listing
includes the description of the job position, education and experience required for the job,
documents required to apply for the job, means of applying, and the deadline to apply. The
purpose of a job listing is to make sure that the job meets the needs of a company by
recruiting appropriate and skilled person for the related position (Doyle, 2019). A job listing
includes the following information (Doyle, 2019):-
 Title of the job: A job's title is a summary of the position. The job title may appear in
the title of the job posting, or it may include other details like the company name and
location.
 Description of the job: The job description provided by the employer may be
extensive or only briefly summarise the duties of the position.
 Requirements of the job: Job requirements are the attributes that an employer deems
necessary for an employee to perform their duties satisfactorily.
 Experience required for the job: The precise abilities necessary for the job and/or the
number of years of work experience are examples of experience requirements. It can
also include equivalent experience. When a job posting refers to equivalent
experience, it can mean non-paid experience, such as an internship or volunteer work,
in place of paid work experience, or it might refer to experience that can be used in
place of some educational qualifications.
 Education required for the job: In job advertising and job descriptions, employers
often state the educational qualifications for a position.
 Documents required for the job: These include the documents that are required to
apply for the job. These documents include cover letter, resume, certifications, or
portfolios.
 Salary information: This includes the salary compensation that the company is going
to provide in lieu of the job.
9

 How to apply: This includes the details or instructions for applying to the job listing.
The options for application include applying trough company website, email, through
job sites, through mail, or in person.
 Deadline: This includes the last date and time to apply for the job.
Job listing for Secretary
 Job Title: Secretary at Walmart Head office, Arkansas, USA
 Job description: The job requires the applicant to be administrative assistant,
responsible for carrying out administrative tasks and assisting the management with
clerical tasks and duties. The roles and responsibilities include answering calls, taking
messages, handling communications, maintaining and preparing records and
confidential documents, and supporting the company staff.
 Job requirements
 Educational Requirements: High School Diploma
 Experience: Six month work experience with an emphasis on secretariat skills.
 Essential skills: Excellent interpersonal and communication skills with a
diverse group of stakeholders; and knowledge of computer applications.
 Salary: $45k per year (Indeed, 2022)
 How to apply: Apply on company website
Job listing for Marketer
 Job Title: Marketer at Walmart Head office, Arkansas, USA
 Job description: A marketer, also referred to as marketing professional, is responsible
for working with their team to conduct research and analysis, evaluate the demand for
the product, develop pricing strategies, identify the target consumers, and come up
with a way to reach that audience through unique campaigns that help market the
product of the company, and to develop its overall brand image.
 Job requirements
 Educational Requirements: Bachelor’s Degree in Marketing or bachelor’s
Degree in Business Administration Or equivalent experience of 4 years
 Experience: 1 year work experience with an emphasis on marketing skills.
 Essential skills: Excellent interpersonal and communication skills; sales skills;
knowledge of prevalent market trends; leadership skills; budgeting skills; goal
oriented; and creativity.
 Salary: $118k per year (Indeed, 2022)
10

 How to apply: Apply on company website
Job listing for Operations Manager
 Job Title: Operations Manager at Walmart Head office, Arkansas, USA
 Job description: An operations manager manages the business operations of the
company by maintaining the supply chain, ensuring procurement of products,
establishing products standards, efficient and timely tracking of the supply chain,
recording internal and external inventories, allocating resources, solving issues,
collaborating with other departments, and reporting to superiors.
 Job requirements
 Educational Requirements: High School Diploma
 Experience: 1 year work experience in logistics and warehousing; or 2 year
equivalent experience with emphasis on business operations
 Essential skills: Excellent interpersonal and communication skills;
multitasking skills; leadership skills; strategic planning and problem solving
skills.
 Salary: $67k per year (Indeed, 2022)
 How to apply: Apply on company website
Health, Safety and Wellbeing Guide
The work environment and the nature of work influence the health, safety and wellbeing of
individuals working at a company. Consequently, workplace health, safety and wellbeing
(HSW) is an area of concern for organisations operating in the industry. Safety is referred to
as freedom from danger or injury by controlling hazards at workplace to mitigate or remove
the risks associated with those hazards. Moreover, health is a state of physical, mental and
social wellbeing without merely the absence of disease. Furthermore, wellbeing refers to a
satisfactory existence that includes social, economic, spiritual and psychological factors (Jain
et al., 2018). Therefore, health, safety and wellbeing guide at workplace is related to ensuring
safety and maintaining happy and satisfactory existence that fulfil social and psychological
needs of workers (Jain et al., 2018). The health, safety and wellbeing of employees is
relevant for organisations. Implementing HSW practices help promote employee satisfaction,
and enhance the retention of motivated and skilled workforce (Jain et al., 2018).
An effective health, safety and wellbeing management program is characterised by strong
leadership, and involves the managers, employees, regulatory bodies and customers.
11

Moreover, in terms of a global context, HSW policies are essential for associating the brand
image of a company with sustainable development. Furthermore, it also ensures an increase
in productivity of employees through an increase in the efficiency of processes and
procedures, and through reduction of injuries and absenteeism (Jain et al., 2018).
HSW Guide for Walmart is as follows:-
1. HSW Approach (Institute of Chartered Foresters, 2022)
a) The health, safety and wellbeing of the employees as well as the customers at
Walmart stores and supercentres should be of utmost importance.
b) Work plan and guidelines should be made in accordance with existing laws and
standards for regulatory bodies.
c) Company should ensure that sufficient funding as well as time is allotted to HSW
standards and practices, taking into account the work, consumer involvement and the
employees.
d) It should be transparent in its approach to HSW towards its employees.
e) It should follow high standards for WHS that are in compliance with legislations and
standards of regulatory bodies.
f) It should implement the use of communication systems to enhance WHS at
workplace.
g) It should facilitate trust and respect among employees, as well as towards the
customers.
2. Wellbeing and stress (Trade Union Congress, 2022)
a) Company should pay attention to stress levels among employees, and introduce
policies to mitigate all the employees form stress.
b) It should carry out risk assessment in order to identify and mitigate the causes of
stress at workplace.
c) Facilitate effective communication between managers and employees to know the
causes and effects of stress, and to identify relevant solutions.
d) Provide guidelines to employees and formulating stress relieving practices.
3. Bullying, violence and harassment (Trade Union Congress, 2022)
12

a) Walmart should facilitate workplace policies to remove violence and harassment
towards employees.
b) Follow standards legal obligations to prevent workplace violence and harassment
towards employees.
c) Protect its employees against bullying and harassment on grounds of age, sex,
ethnicity, gender, or sexual orientation.
d) Implement procedures to prevent harassment of staff from customers, as well as
effective recruitment and training of staff to prevent harassment towards consumers
from staff members.
e) Implement procedures to report any malicious activities like spreading of rumours,
public humiliation of co-workers by employees, offensive language, offensive social
media posts, harassment and violence.
4. Hazard identification and risk management (Trade Union Congress, 2022)
a) Walmart should carry out risk assessment of each its workplace, including its offices,
stores and supercentres in order to identify hazards and the level of risk those hazards
pose to the employees and customers. Moreover, they should find ways to minimise
those risks and set clear instructions for the employees as well as customers, wherever
needed.
b) Clear set of procedures for hazard identification and action plan to mitigate those
risks.
c) Train the employees in identifying and handling hazards at workplace.
d) Clear set of procedures for customers to report any hazard at stores or supercentres
identified by them.
e) Clear set of procedures for compensating the employees and consumers for any
unforeseen injury related to workplace hazard.
f) Emergency protocols and procedures for high risk hazards in order to minimise the
impact of such incidents.
g) Following health and safety standards for office buildings, stores and supercentres
along with emergency evacuation routes and exits.
h) Ensure emergency evacuation protocol and procedures to ensure safe and fast
evacuation. The employees should be trained to facilitate emergency evacuation
effectively.
13

i) Special consideration should be given to pregnant customers. The store areas should
be clear of harmful chemicals, lead or smoke. Moreover, adequate toilet facilities
should be in place.
5. Safe working environment (Trade Union Congress, 2022)
a) Walmart should employ the use of health and safety representatives to ensure health
and safety of employees and customers.
b) Procedure for reporting to and taking advice form the health and safety representative
in relation to workplace health and safety.
c) Implement effective procedures and use of tools like personal protective equipment
(PPE) to mitigate risks associated with workplace hazards.
14

References
Bergdahl, M. (2010). How the HR division at Wal-Mart drives the company's success
through people. Retrieved from HR Magazine:
https://www.hrmagazine.co.uk/content/features/how-the-hr-division-at-wal-mart-
drives-the-company-s-success-through-people#:~:text=The%20HR%20strategy%20is
%20to,more%20pressure%20on%20its%20competitors.
Cappelli, P., & Conyon, M. J. (2018). What do performance appraisals do?. ILR Review,
71(1), 88-116. https://doi.org/10.1177%2F0019793917698649
Clifford, S. (2011). Despite Setback, Plaintiffs to Pursue Wal-Mart Cases. Retrieved from
The New York Times: https://www.nytimes.com/2011/06/21/business/21walmart.html
Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The importance of
developing strategies for employee retention. Journal of Leadership, Accountability &
Ethics, 12(2). http://www.m.www.na-businesspress.com/JLAE/Pemberton-
JonesEJ_Web12_2_.pdf
CNN Business. (2022). Walmart Inc. Retrieved from CNN Business:
https://money.cnn.com/quote/profile/profile.html?symb=WMT
Doyle, A. (2019). What Is Included in Job Postings. Retrieved from The Balance Career:
https://www.thebalancecareers.com/job-listing-guidelines-2061395#:~:text=Job
%20listings%20typically%20include%20experience,apply%20if%20there%20is
%20one.
Efectio. (2022). Why is Communication in the Workplace Important. Retrieved from Efectio:
https://efectio.com/en/why-is-communication-in-the-workplace-important-and-how-to-
improve-it/
Gabriel, A. S., Cheshin, A., Moran, C. M., & Van Kleef, G. A. (2016). Enhancing emotional
performance and customer service through human resources practices: A systems
perspective. Human Resource Management Review, 26(1), 14-24.
https://doi.org/10.1016/j.hrmr.2015.09.003
Grant, M. (2022). Customer Service. Retrieved from Investopedia:
https://www.investopedia.com/terms/c/customer-service.asp
15

Hayes, A. (2021). Performance Appraisal. Retrieved from Investopedia:
https://www.investopedia.com/what-is-a-performance-appraisal-4586834#:~:text=The
%20term%20performance%20appraisal%20refers,and%20growth%2C%20or%20lack
%20thereof.
Hill, C. (2015). 4 reasons Walmart is the most-hated retailer in America. Retrieved from
Market Watch: https://www.marketwatch.com/story/4-reasons-walmart-is-the-most-
hated-retailer-in-america-2015-02-18#:~:text=Walmart%20does%20score%20higher
%20in,airlines%20and%20health%20insurance%20companies.
Indeed. (2022). Marketing Manager yearly salaries in the United States at Walmart. Retrieved
from Indeed: https://www.indeed.com/cmp/Walmart/salaries/Marketing-Manager
Indeed. (2022). Operations Manager yearly salaries in the United States at Walmart.
Retrieved from Indeed: https://www.indeed.com/cmp/Walmart/salaries/Operations-
Manager
Indeed. (2022). Secretary yearly salaries in New York at Walmart. Retrieved from Indeed:
https://www.indeed.com/cmp/Walmart/salaries/Secretary/New-York-NY
Index Articles. (2021). Wal-Mart launches world’s largest private satellite communication
system. Retrieved from Index Articles.
Institute of Chartered Foresters. (2022). Health, Safety & Wellbeing Guide. Institute of
Chartered Foresters.
Jain, A., Leka, S., & Zwetsloot, G. I. (2018). Work, health, safety and well-being: Current
state of the art. Managing Health, Safety and Well-Being, 1-31.
https://doi.org/10.1007%2F978-94-024-1261-1_1
Kyriakopoulos, G. (2012). Half a century of management by objectives (MBO): A review.
African Journal of Business Management, 5(6), 1772-1786.
Merrill, P. (2021). The best (and worst) companies to work for. Retrieved from The CEO
Magazine: https://www.theceomagazine.com/business/coverstory/work-place/
Merwe, M. v. (2022). Employee Retention Statistics And Insights 2022. Retrieved from
People Managing People: https://peoplemanagingpeople.com/articles/employee-
retention-statistics/
16

Singh, D. (2019). A literature review on employee retention with focus on recent trends.
International Journal of Scientific Research in Science and Technology, 6(1), 425-431.
https://doi.org/10.32628/IJSRST195463
Thompson, A. (2017). Walmart’s HRM: HR Planning, Job Analysis & Design. Retrieved
from Panmore: https://panmore.com/walmart-human-resource-management-planning-
job-analysis-design
Torrance, A. (2021). 4 Reasons Why You Should Never Work for Walmart. Retrieved from
Tough Nickel: https://toughnickel.com/industries/Why-Never-To-Work-for-Walmart
Trade Union Congress . (2022). Guide to: Health, safety and wellbeing. Retrieved from Trade
Union Congress: https://www.tuc.org.uk/workplace-guidance/health-safety-and-
wellbeing
Wainewright, P. (2017). Workday signs Walmart, a 2m-seat SAP SuccessFactors account.
Retrieved from Diginomica: https://diginomica.com/workday-signs-walmart-a-2m-seat-
sap-successfactors-account#:~:text=Walmart%20currently%20uses%20SAP
%20HCM,year%20trial%20with%20300%2C000%20employees.
Walmart. (2022). Human Resources. Retrieved from Careers:
https://careers.walmart.com/corporate/human-resources
WBR Insights. (2022). Walmart Has the Largest Workforce in the World - How Do They
Manage All Those Employees. Retrieved from HR Retail:
https://hrretail.wbresearch.com/blog/walmart-largest-workforce-employee-
management-strategy
Zhang, X., & Venkatesh, V. (2013). Explaining employee job performance: The role of
online and offline workplace communication networks. Mis Quarterly, 695-722.
https://www.jstor.org/stable/43825996
17