Introduction:
The significance of the human resource management in the current business world is increasing in a notable manner. Considering the impact of the globalization, it is observed that majority of the organizations are having the intention of entering new markets for the achievement of the much anticipated growth as a business entity. The impact of the globalization is seen to play a significant role for the organizations in reducing the market monopoly. Under such situation, it effectively increases the level of threat for the existing business organizations as the increasing number of new entries have the potential to reduce their market share. Hence, business competition becomes one of the prime factor that influences the senior management of the organizations in making sure that their organizations is managed in a scientific manner (Noe et al. 2017). The urge of the senior management of the organizations for managing their business operations in a scientific manner influences the organizations to promote the concept of the human resource management (Cascio 2015).
With effective management of the various procedures related to the human resource management, the organizations have the chance to make sure that they achieve the maximum amount of profit with the consumption of the least amount of resources which is highly essential for the improvement in the sustainability of the business operations (Armstrong and Taylor 2014). The paper discusses regarding the human resource management of a reputed global organization operating in the retail industry named as Walmart Inc. The paper provides a brief overview regarding the mission, vision and core objectives of the company and along with that, the paper explains the roles and responsibilities of the human resource management department of the selected company. In addition to this, the paper evaluates various human resource policies of the company such as the workforce planning, recruitment and selection of the individuals along with the effective management of the training and developmental needs of the employees. Apart from this, the paper provides a well framed job description for the position of the human resource managers. The paper includes the important documents such as the selection criteria for the interviews, template job offer for the desired candidates. In addition to this, the paper provides an important evaluation summary of the employee relations and employment legislations which informs about the impact of the relevant legislations in improving the employee relations in the mentioned organization. Apart from this, the paper provides an important analysis regarding the significance of the employee relations and employment legislation in the improvement of the decision making in the mentioned organization.
Section 1:
Mission, purpose and core business objectives:
The mission of the company is to make sure that the customers are provided with the products that belong to the optimum level of quality and along with that the main focus of the company is to make sure that the customers spend less for their products (Walmart.com. 2019). Hence the mission of the company is to sell their products with the application of the low prices and along with the continuous improvement of the quality of the products.
With a precise focus on the intention of the senior management of the company towards the application of the everyday low prices, one of the main purpose of the organization is to make sure that the customers get the products from their shops at the least possible prices (Walmart.com. 2019). The application of the pricing strategy of the company has the capability to contribute towards the purpose of the company as the company is determined in meeting their purpose of conducting a sustainable business with the application of the low pricing and product development.
Considering the core business objectives of the company, it is evident that the company is focused in expanding their business and the prime strategies that the company is inclined towards in the expansion and in the improvement of the sustainability of their business are observed to be the manufacturing of their products at the considerably low prices and the design of the products with the optimum level of quality.
HR function and roles:
Considering the position of the human resource managers, one of the prime responsibilities of the human resource managers of the company is to make sure that they manage the organizational activities with a precise focus on objectives of the organizations. The human resource managers of the organizations are observed to manage considerable number of activities such as the recruitment of the individuals, the selection of the individuals along with the formation of the link between the senior management of the organization and the employees of the organization (Bratton and Gold 2017). Hence it is evident that the management of the man power becomes one of the significant responsibilities of the human resource managers of the organizations. DeCenzo, Robbins and Verhulst (2016) commented that that the recruitment of the skilled personnel is one of the necessary strategies that contribute to the sustainability of the business operations of the organizations. Apart from the recruitment of the individuals, the human resource managers of the organizations are also responsible for the effective retention of the employees (Cascio 2015).
With a precise focus on the increasing level of the competition in the labour and employment industry, it becomes important for the organizations to acquire the services of the skilled professionals as that have the potential to contribute to the success of the organizations in the improvement of the quality and the production (Noe et al. 2015). As the modern business world is facing the necessity of managing the increasing demands and under such situation, the retention of the skilled and experienced employees becomes notably important for the success of the organizations. With a precise focus on the factors that influence the intention of the employees regarding their continuation with a particular company, the managers face the need to make sure that the employees of the organizations are gaining the much required job satisfaction during their operations inside the organizations (Budhwar and Debrah 2013). Hence, the human resource managers of the organizations become responsible for the development of various activities that have the capability to engage the employees of the organizations towards the organizations. The initiatives for the effective management of the employee engagement activities are largely dependent on the human resource managers of the organizations (Sparrow, Brewster and Chung 2016). The capability of the organizations in effective minimization of the job dissatisfaction of the employees is significantly dependent on the ability of the human resource managers of the organizations.
Considering real life examples, there are considerable number of multinational organizations that have the tendency of conducting annual parties for their employees and that have the potential of enhancing the involvement of the employees towards the organizations (Brewster 2017). The employee engagement activities such as the office parties, team dinners or the office tours are a significantly visible practice amongst the modern business organizations and such activities have the sole objective of making sure that the job stress or the job dissatisfaction of the employees get minimized (Renwick, Redman and Maguire 2013). However, the application of the employee engagement activities are also present in the improvement of the bond between the employees of the organizations. With a precise focus on the increasing level of the business competition in the modern world of business, it becomes pretty evident that the organizations operating in the business industry have the necessity to make sure that their organizations are able to cope up with the increasing demands of the work pressure with effective team performances (Aswathappa 2013). The importance of the team performances is increasing in a significant manner and with a precise focus on the demands of the quality products in the industry, the promotion of the team performances is emerging as one of the main success factor for the majority of the organizations operating in the business world (Jackson, Schuler and Jiang 2014). Hence the human resource managers of the organizations have the responsibility to promote the team performances through enhancing the team bonding between the employees of the organizations. Under such situation, the increasing occurrences of the employee engagement activities have great significance for the human resource managers of the modern organizations (Anderson 2013).
Apart from this, one of the most important responsibility of the human resource managers of the modern organizations is seen to be the successful management of the training and developmental needs of the employees of their organizations (Alfes et al. 2013). In the modern world of business, majority of the customers are observed to be influenced with the business reputation of the companies and under such situation, the quality of the products and the service excellence of the employees of the organization become significantly important for the success of the organizations (Purce 2014). Hence it is essential to deal with the developmental needs of the employees in a professional manner as that influences the degree of success for the organizations in meeting the desired level of quality in their products and services.
The incapability from the part of the human resource managers of the organizations in managing the developmental needs of the employees of the organizations increases the number of faulty operations conducted by the employees and under such situation, the service reputation of the organizations is seen to be subjected to significant threat (Brewster et al., 2016). Hence, it becomes important for the human resource managers of the organizations to identify the developmental needs of the employees so that they be able to develop customized training and developmental activities for those employees (Berman et al. 2019). The capability of the human resource managers for the appropriate identification of the developmental needs and providing the desired training infrastructures and scope to the employees, have the capability to minimize the number of faults in the business orations of the employees of the organizations and along with that, it improves the efficiency of the organizations as well (Albrecht et al. 2015). Other than this, the training and developmental activities play a crucial role in improving the quality of the business operations along with the production of the organizations. ‘
Considering the example of Walmart, it is visible that the company is able to undertake several activities for the improvement of the business operations of the employees of the organization. Considering the training and development, the human resource management of the company is able to develop the Walmart Academies where the trainees are provided with an efficient training program which includes the scope for the employees to work in the supercentres for the practical learning along with the important sales floor training (Corporate.walmart.com 2019). The company is able to provide the much required scope to the employees for improving their professional skills along with the soft skills such as the ethical practices, leadership and interpersonal communications (Corporate.walmart.com 2019). The employees of the organizations understand the importance of the training and are observed to have significant amount of preferences towards these sort of training activities which is pretty evident with training of 450000 number of associates which includes the assistant managers, departmental managers and the frontline supervisors of the organizations getting trained only in the year 2018 (Corporate.walmart.com 2019).
Considering the scope of the human resource management, it is evident that the personnel and labour aspect includes the recruitment and selection of the employees, training and development of the skills and qualities of the employees along with the productivity of the organizations (Morgeson, Brannick and Levine 2019). On the other hand, the welfare aspect includes the effective management of the health and safety of the employees, medical assistance to the employees of the organizations along with the rest room. Other than this, the internal relation aspect has a broad coverage for the aspects such as the union- management relations, the efficient management of the grievance of the employees and the provisions for the disciplinary actions along with the provisions for the settlement of disputes (Paillé et al. 2014).
Functions of the Human Resource Management:
With a precise focus on the job role of the human resource managers, it is visible that one of the important functions of the human resource managers is the planning of the operations. In the aspect of planning, the human resource managers of the organizations are responsible for the determination of the number and the type of employees required for the effective achievement of the organizational objectives (Kehoe and Wright 2013). In the effective management of the operational activities for the desired achievement of the organizational objectives, the human resource managers of the organizations are liable for the effective allocation of the tasks on the basis of the expertise of the employees (Renz and Herman 2016). Other than this, one of the important function of the human resource managers of the modern organizations is observed to be the initiatives that they take for motivating the employees of the organizations with the formation of an attractive rewarding policy (Ployhart et al. 2014). In addition to this, the staffing and controlling the business operations of the organizations are observed to important functions of the human resource managers of the modern organizations (Shaw, Park and Kim 2013).
Assessment of HRM approach:
Considering the human resource management operations in the selected organization, Walmart and the internal recruitment aspect, it is evident that the strengths of their system is the capability of the system in offering the reduction of the cost, appropriate analysis of the skills and competencies of the candidates during the recruitment process, effective enhancement of the employee morale, strong focus on the training and development of the employees (Al Ariss, Cascio and Paauwe 2014). Along with this, the human resource policies of the company are observed to have significant contribution to the improvement of the knowledge of the employees which is pretty prominent with the partnership of the company with the Guild Education for the formation of the Live Better U program (Corporate.walmart.com 2019). The program enables the employees of the organization for the earning high quality professional degrees in various important domains such as the business management or the supply chain management (Corporate.walmart.com 2019). Apart from this, the urge of the organization in providing the educational benefits is significantly visible with the offering of the organization for the professional development, high school completion, GED along with the language training (Corporate.walmart.com 2019). On the other hand the internal recruitment aspect has certain limitations as well such as the lack of new blood, lack of job suitability, dissatisfaction amongst the failed candidates along with the scarcity of the candidates (Pierce and Aguinis 2013).
Considering the external recruitment aspect in Walmart, the strengths are the injection of the new blood, the adaptability, considerable number of new candidates along with job suitability (Goetsch and Davis 2014). However, the external recruitment is also associated with considerable number of limitations as the external recruitment has a tendency of demotivating the internal employees of the organization and apart from this, the cost associated with the external recruitment is considerably higher for the company than that of the internal recruitment (Drori and Honig 2013). In addition to this, the external recruitment has a tendency of promoting the cultural shock amongst the employees of the organization (Ślusarczyk and Golnik 2014) and at the same time, the external recruitment increases the turnover rate of the company more in comparison to the internal recruitment (Alfayad and Arif 2017).
Strategic Human Resource Management:
With a precise focus on the human resource management of the company, it is evident that the company has considerable number of objectives for the recruitment. The major objectives of the company for the recruitment are the acquisition of the skilled employees, acquisition of the employees who have the capability to fit to the culture of the organization and finding out the trustworthy employees (Florea and Badea 2013).
Apart from this, one of the important aspect of the human resource functions of Walmart, is observed to be the performance and talent management. The company is able to align their educational and training programs in such a manner that it provides the much required scope to the employees for enhancing the quality of their operations. However the human resource managers of the company are able to realize the fact that the initiatives for the training and developmental activities are also subjected to certain limitations in providing the much required motivation to the employees for improving their business operations both in the aspect of the quality and quantity. Under such situation, the company or more specifically the human resource managers of the company face the need to provide additional motivation to the employees of the organization. The situation presents a significant difference between two of the eminent models of motivation where Herzberg’s two factor theory has the capability to consider the training and developmental activities as the much required motivation for the employees for performing in an efficient manner (Yusoff, Kian and Idris 2013). However, on the other hand, the Maslow’s hierarchy of needs is instrumental in figuring out a variety of needs which can targeted by the human resource managers for improving the performances of the employee (Taormina and Gao 2013).
Under such situation, the human resource managers of the company realized that the effective management of the basic or physiological needs of the employees is one of the important factors that have the potential to influence the performances of the employees. Apart from this, Griffin (2013) stated that a motivated workforce has the capability provide the extra efforts for the improvement of the business performances and under such situation, it is crucial for the human resource managers of the organizations such as Walmart to motivate the employees (Ozguner and Ozguner 2014).
Hence the effective management of the employee relations becomes much needs for the chosen organization. The modern business industry is observed to include considerable number of examples where the inappropriate employee relations is seen to affect the business operations and the good reputation of the organizations as employers (Alshmemri, Shahwan-Akl and Maude 2017). For example, the well- known Amazon is observed to have a poor pay structure for their employees and that becomes a major reason of the employee unrest in the organization (Amazon.in. 2019). On the other hand, the corporate culture of Amazon is an important factor that contributes to the success of the organization in managing their human resources which is pretty evident with the decisions of the senior management such as the no dress code policy for their employees (Amazon.in. 2019). Apart from this, the efficient human resource policies of Smiths Group Plc in the domain of technology is observed to be crucial in improving the reputation of the company and that is visible their achievement of Best European Tech company in corporate governance (Smiths.com. 2019).
Section 2:
The selected job role is the human resource manager.
Job Specification:
Job References: Walmart /TP /672 / 488361 / 6
Number of Positions: 6
Type of Contract: Temporary
Details of Contract: 1 Year
Salary: Industry Standard
Operational hours: 8 hours.
Job Category: HR
Department: Human Resource Management
Location: United Kingdom
Mode of Application: Online
Last Date of Application: 1st of September, 2019
Responsibility:
The candidates will be responsible for effective management of the operations such as the recruitment of the skilled individuals, selection of the appropriate candidates, performance evaluation of the employees and the employee engagement activities.
The candidates will also be required to manage the rewards and recognition and are expected to monitor the effective implementation of the pay policies and work time characteristics (Imran et al. 2014).
Skills:
The candidates are expected to have good interpersonal communication skills and along with that, the candidates are required to have the skill of emotional intelligence (Noe et al. 2017).
The candidates are in need to have strong numeracy and literacy skills (Dion 2014).
The candidates are expected to be truthful and responsible towards their position.
The candidates are in need to conduct their business operations in ethical manner (Ekuma and Akobo 2015).
Benefits:
The candidates will be provided industry standards salary.
The candidates will be provided a loyalty bonus at the end of a 12 months duration.
The candidates will get night shift allowance.
The candidates will get the free meal coupons along with the transportation fees.
The candidates will be entitled to get 28 holidays in a year including 10 gazetted holidays.
The candidates will have the employee cards for achieving significant discounts on their purchases from Walmart.
The candidates will be subjected to an annual rewards program.
The candidate will also be entitled to receive the benefits of a saving plan where 6% of the gross salary of the candidates will be deposited as savings o that particular candidate at the end of each month.
The candidates will be entitled to receive the benefits of Life Insurance Plan.
Regarding the operational hours:
The candidates will be hired for rotational shifts. The company currently has three different working shifts for achieving the desired efficiency and for successfully completing the operational activities of the organization with a precise focus on the business objectives of the company.
The information of the three shifts are as follows:
| Days | From Time | To Time |
| 1-10 days | 8 am | 4 pm |
| 11-20 days | 4 pm | 12 midnight |
| 21-30 days | 12 midnight | 8 am |
Selection Criteria:
Name of the Candidate:
Selected Job Role:
Date of Interview:
Name of the Interviewer:
| Criteria | 1 | 2 | 3 | 4 | 5 | Remarks |
| Interpersonal skills of the candidate | What are the points that justify the rating of the candidate? | |||||
| Emotional intelligence | What are the points that justify the rating of the candidate? | |||||
| Numeracy skills of the candidate | What are the points that justify the rating of the candidate? | |||||
| Literacy skills of the candidate | What are the points that justify the rating of the candidate? | |||||
| Performance management | What are the points that justify the rating of the candidate? | |||||
| Training and Development | What are the points that justify the rating of the candidate? | |||||
| Promotion of the organizational culture | What are the points that justify the rating of the candidate? | |||||
| Employee Engagement | What are the points that justify the rating of the candidate? | |||||
| Employee Relations | What are the points that justify the rating of the candidate? | |||||
| Quality Improvement | What are the points that justify the rating of the candidate? | |||||
| Total |
Internal and external factors affecting the human resource decision making:
With a precise focus on the UK labour and employment industry, it is pretty evident that the emergence of unionization is one of the crucial factors for the human resource managers to manage. Considering the emergence of the political parties, it is evident that the organizations are facing significant amount of difficulties in managing their operations owing to the employee unrest regarding the inappropriate pay structure and compensation of many of the established UK companies. However, many of the researchers also commented that the union plays a crucial role in aligning the individual employees for the successful achievement of the business operations. Hence the companies face the need to make sure that the unions are managed well from their part for the effective achievement of the business operations.
Apart from this, the human resource management related decision making of the company is also observed to be largely dependent on the employment legislations of the mentioned country (Rienzo 2016). The government of the country is observed to be significantly focused in making sure that the companies operating in the region are providing the industry standards compensation to their employees and at the same time, the company’s initiatives for the effective management of the work time characteristics is also monitored by the government authorities to make sure that the organizations operating in the region are abiding by the employment legislations (Wilkinson 2013). Other than this, the UK government has considerable amount of consideration towards the women employment which is visible in the Brexit proposal where the country has proposed considerable number of initiatives that promote the glass cliff and breaks through the glass ceiling (Bruckmüller et al. 2014). Considering the initiatives that are taken from the part of the government, it is evident that UK government wants to promote the women employment. However, there is existence of significant amount of criticism regarding the stand point of the government in promoting the women employment as the budget and the compensation for the women employment is observed to shorten up the government in the proposal (Coulter and Hancké 2016). Having said that, the companies operating in the country still face the necessity of promoting the women employment and majority of the organizations are observed to be pretty focused in preserving a section of the total workforce for the women employees.
Considering the hierarchy of the chosen organization, Walmart and the dynamics of the business management team of the company, it is evident that the senior management of the company has considerable amount of preferences towards the introduction of the female employees on the board and at various managerial levels. Other than this, the reputation of the company being an employer matters in a significant in attracting the new candidates and under such situation, it becomes important for the company to make sure that the company is influencing the employees for conducting ethical business operations (Crane et al. 2019). The corporate governance policies of the companies have a significant role in motivating the employees for successful and ethical business operations inside the company (Trevino and Nelson 2016) and under such situation, the selected organization, Walmart has a considerably stable position where the formation of the code of ethics and the constitution of the company are significantly efficient in aligning the diverse background of the employees for making sure that the employees do not get involved in any sort of unethical business practices that can provide detrimental impact to the business reputation of the company.
Effectiveness of the employee legislations and employee relations:
Walmart is able conduct a sustainable business in the European region and that is possible due to the alignment of the company policies with the employment legislations of the country. The alignment has notably helped the company in increasing the effectiveness of their activities in the aspects such as the health and safety of the employees, feedback to the employees regarding their business operations, rewards and the exchange of the knowledge of the employees.
Health and Safety of the employees:
The business activities of the employees operating in the company is subjected to workplace injuries and under such situation, it is understandable that the company needs to intervene with appropriate policy and infrastructure for the effective management of the injuries of the employees. The company is able to provide health check- ups for their employees and along with that, the company’s initiatives regarding the health care is seen to receive tremendous amount of appreciation from the part of the employees. The company currently has the expertise of offering medical plans staring from 26 US dollars for the effective management of the dental and vision concerns of the employees (Corporate.walmart.com 2019). Other than this, one of the important initiatives of the company which is the centre of excellence program, provides significant coverage to the select spine and heart procedures of the employees, tissue and organ transplants, colorectal, lung and breast cancers, hip and knee replacement surgeries for their employees (Corporate.walmart.com 2019). Other than this, the company has the expertise of providing significant services such as the life insurances, critical illness insurance, accidental death and dismemberment insurance, business travel accident insurance along with the long-term and short term disability insurances (Corporate.walmart.com 2019). Apart from this, the company has the capability to provide parental leaves to their employees along with the maternity leaves. Hence it is evident that the company is focused in making sure that the employees achieve good health.
Feedback to the employees:
The company has significant dependency on the quality control specialists and their feedback for the employees. The performances of the employees at the store outlets and at the customer management segment is evaluated the by the quality control specialists of the company and they have the provisions for having individual sessions with the concerned employees for providing the feedback regarding the shortcomings of the employees (Sanjeev and Surya 2016). Apart from this, the feedback sessions helps the company in gaining the idea regarding the developmental or training needs of the employees. The identification of the developmental needs of the employees helps the management of the company in the formation of the personalized training activities which improves the skills and competencies of the employees and motivates the employees towards the continuous improvement of their business operations (Imran et al. 2014).
Rewards and Recognition:
Considering the rewards, the company has a tendency of looking after the employees and that is evident with the formation of the rewards plan of the company. The company is able to consider the inclusion of both intrinsic and extrinsic rewards in the rewards plan which helps in meeting the varying motivational needs of the employees of the organization (Jerome 2013). Apart from this, the company is able to create a free flowing environment inside the workforce which has the capability to the efficient exchange of the knowledge amongst the employees of the organization. The communication amongst the senior and the junior employees have the capability to promote an efficient environment inside the organization which favours the company in proactive management of the developmental needs of the junior employees (Kaur 2013). Hence the concept of the knowledge sharing effectively minimizes the costing associated with the training of the company.
Legislations:
With a precise focus on the various phases of the employee relations, it is evident that the company has tried their level best to abide by the legislations such as the workplace diversity, employee development, rewards and recognition, pay structures, work time, over time, health and safety procedures.
Conclusion:
On a concluding note, the human resource managers have considerable number of important activities to conduct in their respective organizations. Majority of the people management activities are expected to be completed by the human resource managers of the organizations. Hence, it becomes important for the organizations to incorporate the position for managing the business operations of the organizations in a scientific manner.
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