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The Importance of Training and Developing Employees at Wal-Mart - Research Paper Example

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THE IMPORTANCE OF TRAINING AND DEVELOPING EMPLOYEES AT WAL-MART Customer Inserts His/Her Name Customer Inserts Grade Course Customer Inserts 08 February 2012 The Importance of Training and Developing Employees at Wal-Mart Introduction: Without doubt, Scope of Human Resource Management is very vast…
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The Importance of Training and Developing Employees at Wal-Mart
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Download file to see previous pages Out of all these divisions, one important division is Training and Development. “Training and Development is a subsystem of an organization. It ensures that randomness is reduced; learning or behavioral change takes place in structured format” (Training and Development 2007, par. 4). Most of the organizations did not concentrating in Training before. They believed that managers are born not made; also they thought that training program is very costly affair and not worth. But there has been a change in this kind of traditional approach. Different from traditional thinking, now Organizations are considering training and development as a retention tool than just a cost. The main objective of this department is to create a skillful, willing workforce for any organization. “The training and development strategy needs to recognize that there should be continual process of core competence development for all staffs” (Cartwright 2003, 53). The objectives can be divided into four sections such as individual, organizational, societal and functional. An individual objective mainly helps to attain the personal goals of the employees which indirectly enhance the individual contribution towards the organization. Organizational objectives help the organization with its primary objectives to bring effectiveness of individuals. Societal objectives mean the corporate social responsibility of any organization, i.e. to make sure that the particular organization is socially and ethically responsible for the needs of the society. Functional objectives ensure the department’s contribution to the organization’s goals. 1st Issue: Orientation Program for New Associates as a Part to Reduce Employee Turnover: “Companies need to look for ways of incorporating job enrichment, lateral assignments, rotation programs and other activities that can improve employee retention” (Career Development at Walmart 2010). For reducing employee turnover and retaining employees, Wal-Mart has implemented some attracting training tools to assist its employees. One of the major practices done by Wal-Mart is its orientation program. To help in understanding the newcomers all about their job positions, Wal-Mart additionally teaches the people about the organizational structure within the company, while recruiting. Employees are welcomed with great honor at the same way how the customers’ receives. “The simulation exercise helps associates to understand customer expectations and what they can do to meet and exceed those expectations” (Stores Training and Development n.d.). Maintain the uniqueness in the retail industry is a big issue faced by Wal-Mart like any other market leader. For that in the next phase of the orientation program, associates explain the company’s history and culture, store work expectation and environment, the impact on customers, communities and associates. Last part of the orientation program is the Audio store Discovery Tour. “In this exercise, new associates listen to the voices of customers and associates through a headset and audio-playing device” (Stores Training and Development n.d.). “All these initiatives are aimed at making employees stay within the organization more favorable. This empowers the employees and gives them the incentive to remain within the company” (Career Development at Walmart 2010). Issue 2: Training and Development for New Associates: “Training and development is not one-time occurrence at Wal-Mart. ...Download file to see next pagesRead More
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