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What and How Human Resources Strategies Can Be Implemented - Essay Example

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Wal-Mart is the biggest retail chain business across the globe.The company is acclaimed for a robust work culture and management with more than two million people working for the organization throughout the globe. …
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What and How Human Resources Strategies Can Be Implemented
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"What and How Human Resources Strategies Can Be Implemented"

Download file to see previous pages Wal-Mart is one of the largest employers in the world and implements effective human resource practices and strategies to maintain the diverse work culture in the company. The company maintains a detailed database for its human resources and keeps eye to the intricate details of proper recruitment, training and development, compensation and performance management for the employees. The effective management and human resource practices are identified as the key factors for driving the success of Wal-Mart through decades of its operations across the globe. Strategic human resource management plays a critical role in delivering the performance of Wal-Mart. Therefore, the company pays major attention to the human resource practices followed in the organization. 1. Recruitment Wal-Mart over the years of operations has taken various recruitment and staffing policies in order to maximize their outputs with the minimum costs incurred. In 2013 June the company had been hiring only the temporary staffs for their U.S. stores. Though the temporary recruitment is one of the popular policies of the retail organizations during the holiday seasons when they would require additional employee strength. However, the company had adopted this policy at a time when there is no such pressure of the holiday season in the US market. According to the managers of the organization that policy was taken to ensure that there is no dearth of employee in Wal-Mart in running their day to day activities. They also claimed that it was not something that the company had taken in order to cut the cost of hiring the employees (Morrison, 2006, pp. 75-91). This is because the cost of hiring a permanent employee is much more than what it takes to hire a temporary worker. But this was denied by the managers of the organization. The Human resources managers has taken this strategy on the ground that the temporary workers would be adequately able to meet up the needs of Wal-Mart on the nights of the weekdays and on the weekends when the number of footfalls in the stores in the greatest. Thus there would no need for hiring the additional permanent staff that would otherwise be required (Needle, 2010, pp. 112-137). This would however lead to a slackening of the employment in the country of US since the employment in the company is huge and would comprise of the large section of the employed population of the company. This policy may not be considered as a feasible policy considering the long run scenario (Marching ton and Wilkinson, 2012, pp. 45-59). This is because the temporary employees are generally not loyal to the company and therefore if they get better offer they would switch to the other companies from Wal-Mart. There would also be lack of motivation among the employees to do the job because of the lack of loyalty among the employees and the lesser remuneration that they would derive out of the organization. This is also unethical on part of the company to recruit the temporary workers in order to dodge the healthcare costs (Kew and Stredwick, 2008, pp. 241-297). This is because the new healthcare laws of the United States demand that the organizations that hire the workers on a permanent basis have to provide them with healthcare benefits. In order to retain the loyalty of the employees and to keep them motivated to the work the company has to provide them with these healthcare benefits as well. They should also be provided with the insurances in order to take care of the ethical aspects of the business. 2. Training and Development In ...Download file to see next pagesRead More
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