Walmart controls and implementation - Essay Example

Running head: Walmart Walmart controls and implementation Walmart is the largest grocery retail store inthe United States spread over more than 8000 outlets and employs more than 2 million people (Ireland, Hitt & Hoskisson, 2011). Such immense growth and success is attributable more to its business and marketing strategies than its employee relations. Walmart has been experiencing numerous employee complaints, lawsuits, employee turnover during the last few years. Despite the court’s rejection of paying back 1.

5 million women employees as per the first round of class suit against Walmart, which was filed by one of its female employees, Betty Dukes in 2000, a group of women along with plaintiffs have started the next round of rebellion against Walmart for its pay practices and job promotion policies with respect to women employees (Martin, 2011). In short, Walmart is continually being challenged by its women employees for discrimination against them in terms of pay and job promotion across the United States.

In response to the lawsuits and other complaints from its employees, Walmart has introduced many practices and policies to support all its employees. However, evidences indicate that these practices have not helped its employees and only intensified existing discrimination (Bernardin, 2008). Walmart has to address these issues at the ground level instead of tackling them through superficial strategies/practices. Firstly, Wal-Mart has to introduce effective performance management system that includes individuals’ performance based appraisals and pay-hikes derived from objective metrics (Cardy & Leonard, 2011).

Secondly, all employees need to be inducted into this measurement and monitoring system upon joining. Promotions, relocations etc have to be based on performance and not on any other metrics like seniority, gender, age, location, etc. Job promotions should be implemented in a systematic and strategic manner. For example, job promotion cycle should be implemented once in a year following yearly performance appraisal. This will set clear guidelines for employees towards career progression.

Secondly, every employee’s career progression has to be planned and discussed by their immediate supervisor, which should include the employees’ performance, areas of improvement, skills, strengths etc. This plan should be a formally approved by the employee and supervisor. This plan can be used as a blueprint for the employee’s progress and future career. From the viewpoint of inequality in pay, there would be employees that would be hired at higher/lower payscales depending upon their previous jobs.

Walmart should bring all such employees to a comparable level through market correction. This control measure will also help in benchmarking Walmart’s payscales in accordance with market trend. Lastly, leadership plays a very important role in ensuring equal employment to all at Walmart. All employees at leadership roles have to be trained and inducted into leadership role before they take on the responsibilities. This training has to focus on communication, leadership qualities, customer orientation, employee motivation, feedback, and connecting with employees.

Leaders have to give enough face time to their team members so that the employees do not feel ignored or humiliated. Employee performance, feedback and monitoring are significant to drive employees towards performance, right behavior and right attitude. In conclusion, to foster antidiscrimination at Walmart, control mechanisms have to be instilled in terms of effective and objective performance management, performance-based promotions, strong and clear communication, standardized payscales and effective leadership at all levels.

References Bernardin, H.J. (2008). Human Resource Management: An Experiential Approach. New York: McGrawHill Companies Inc. Cardy, R.L and Leonard, B. (2011). Performance Management: Concepts, Skills, and Exercises. 2nd ed. New York: M.E. Sharpe Inc. Ireland, R.D, Hitt, M.A and Hoskisson, R.E. (2011). Understanding Business Strategy: Concepts and Cases. 3rd Ed. Ohio: Cengage Learning. Martin, A. (2011, October 27). Female Wal-Mart Employees File New Bias Case. Business Day. The NewYork Times.

Retrieved November 18, 2011 from, http://www.nytimes.com/2011/10/28/business/women-file-new-class-action-bias-case-against-wal-mart.html