Globalization and HRM Strategies - Assignment Example

It is a family-owned business, and the Walton family controls the corporation, having a stake of 48% in it. In 1972, Wal-Mart was incepted by Sam Walton; however, the incorporation was done on October 31, 1969. The public trading of its stocks was initiated in 1972 on the NYSE (New York Stock Exchange). Its headquarters is positioned in Bentonville, Arkansas. Within the US, it is the leading grocery retailer as more than 50% of its revenues are earned from this division. Sam’s Club retail warehouses are also owned and operated in North America under the ownership and control of Wal-Mart.

Wal-Mart operates approximately 4,300 stores within the U. S. and around 8,500 in rest of the world, particularly 15 countries with 55 different trade names. Within the US, it operates with the trade name “Wal-Mart”, including Puerto Rico and 50 states while in the UK, it operates with the trade name of Asda; in Mexico, it is Walmex; in Japan, it is named as Seiyu and as Best Price in India. It has entirely owned operations in Canada, Argentina, and Brazil. Wal-Mart’s investments apart from North America have shown varied results as it operated successfully in the South America, China and the UK, whereas in South Korea and Germany, its venture wasn’t successful.

Operating divisions Wal-mart has organized its operations into three distinct divisions, namely, Wal-mart International, Wal-Mart U.S. and Sam’s Club. . o international territories by an assurance that it might accomplish competitive advantage overseas by the application of its amalgamation of human resources, technology and logistics with its fantastic relationship with multinational suppliers of consumer goods. However, few sources show that one of the main problems experienced by Wal-Mart is with its HRM, as sex intolerance is the most debating topic in the U. S. as well as in its international ground (Rock, 2001).

Impact of Cultures on Wal-Mart’s HRM The leading barrier faced by Wal-Mart is while trying to expand in global market is the resistance at the local level. It is infrequently acknowledged by community groups when it opposes campaign to manufacture new stores. The main causes are not only the protections imposed for local business but also the cultural differences as Wal-Mart moves its own culture wherever it enters. Thus, the Wal-Mart HRM requires to be trained to aspire that culture. An example can be seen as the difficulty observed by the introduction of Sam’s Club in Brazil.

So in order to fit into that culture, Wal Mart had to alter its strategies. One concern also faced by Wal-Mart’s HR is that it operates in varied locations with managers unable to speak the local language and the quality of employment is also varied in its diverse markets. Sexual discrimination is also a leading controversial topic for Wal-Mart. It is observed that the proportion of women employees in Wal-Mart has been declined from 76% to 64% since 1996 (Rock, 2001). Impact of labor markets on Wal-Mart’s HRM 150 to 350 people are employed by a characteristic Wal-Mart store while 500 employed by a supercenter.

Most of the work offered is part-time. The best proof on overall alteration in local employment consequential from