Human Resource Management Presentation ON Wal Mart 3BBM-B

By Group 3 Jahnvi Gupta-1211230 Vedika Murarka-1211239 Tarush Makhariya-1211253 Afsha Pathan-1211229 Dhruv Jain-1211268 Arnav Jain-1211210

About WalMart Wal-Mart Stores, Inc., branded as Walmart, is an American multinational retail corporation that runs chains of large discount department stores and warehouse stores. The company is the world's third largest public corporation, according to the Fortune Global 500 list in 2012, the biggest private employer in the world with over two million employees, and is the largest retailer in the world. Walmart remains a family-owned business, as the company is controlled by the Walton family, who own a 48 percent stake in Walmart. The company was founded by Sam Walton in 1962, incorporated on October 31, 1969, and publicly traded on the New York Stock Exchange in 1972. It is headquartered in Bentonville, Arkansas.

Basic Organization Structure layout of Walmart

Jobs such as: Market HR Manager, Director HR, Corporate Recruiter, Executive Recruiter, Recruiting Manager As the worlds largest retailer, walmart depends on their HR team to understand the connection between fitting the right person to the right job and their broader mission of improving lives. They look to their HR associates to motivate and empower associates, ensuring that every single member of their team feels uniquely fulfilled, challenged and capable of successfully completing the day-to-day operations.

As a global company with 2.1 million associates, Walmarts employment needs are diverse, demanding and always changing which makes a position in Walmart HR an optimal place to learn and grow. If you can add value and contribute innovative solutions to complex problems, Walmart HR can help you continuously advance your career. As Fortunes #1 retailer, they offer the resources, tools and support one needs to achieve exactly what one had in mind for their personal and professional goals.

How the HR department derives success through people

There are several steps and strategies that the WalMart HR department has to ensure success of the company through their people: 1. How does HR help protect Wal-Marts price advantage? To provide value for its customers hard earned money. The HR strategy is to focus Wal-Marts employees to do everything they possibly can to hold down costs and, they do. Whenever Wal-Mart is successful in lowering its expenses, it passes those savings along to its customers in the form of lower prices putting even more pressure on its competitors.

 2. How does HR focus people to insure operational success?

HRs role is to focus Wal-Marts leaders and employees on continuous learning, continuous improvement, superior execution, employee empowerment, and employee ownership all designed to create synergistic teamwork. Wal-Mart teams are highly productive but at the same time the staffing levels are lean. HR insures employees are held operationally accountable for keeping a balanced focus on customer service, expense control (theft prevention) and keeping products in stock.

3. How does HR foster a culture committed to business success? At some point early on in their career managers attend a week of cultural training at The Walton Institute at the University of Arkansas. The Wal-Mart culture, carefully maintained by HR, is a diverse collection of entrepreneurial-minded people who by design all have a stake in the success of the company. Acting like business owners they look for opportunities to solve problems that help eliminate business risk.

4.How does HR connect Wal-Marts people to products?

At Wal-Mart Sam Walton expected everyone to think and act like retail merchants. Everyone in the headquarters, no matter what job they held or what department they worked in, was expected to focus on how to help the stores improve service to customers. Walton pushed the decision-making process downward, empowering local managers and associates to make business decisions on behalf of customers as quickly as possible.

5.How does HR focus employees to reduce expenses? The philosophy on expense control at Wal-Mart is quite simple: as sales go up expenses as a percentage of sales must always go down. At many companies, once an expense budget is set, expenses rise as sales rise. The risk with this approach is that if sales fall a weak expense structure is exposed immediately. Wal-Marts approach protects the company, if sales were to fall, and allows it to drop expenses savings to the bottom line as sales rise.

6.How does HRs talent strategy drive results at WalMart?

Simply having the right talent in place to match the growth of the company may be the biggest risk WalMart faces. Wal-Mart hires aggressively from more than 100 colleges and targets the colleges with Retail Institutes. People have always been the companys greatest asset. Their self-professed talent goal at Wal-Mart is to hire the best, provide the best training and to be the place to work.

7. How does HR align every functional area with service?

Sam Walton referred to his customers as The Boss because he believed customers could fire everyone in the company, from the Chairman on down, by simply deciding to spend their money elsewhere. He believed one of the biggest risks any business faces is customer service complacency. For this reason Wal-Mart's goal is to provide not just good service but legendary service to its customers. In every department there is one shared company agenda, THE CUSTOMER.

Sam Walton always said the biggest risk to his business was that his customers would stop shopping at his stores. That fear translated into customer fanaticism is reinforced by HR to this day. Culturally, everyone is focused on improving every aspect of customer service, because they know the biggest risk of all may depend on it, their own job.