Recommendations to improve hr functions in a selected organisation are presented here. A rationale for making these changes, including supporting documentation from resources outside of the class, and outside of your own experience, should accompany this outline. An unacceptable argument is that the organization does not need to make any changes. In fact, there is always room for improvement at some level. Conduct research and apply it to the organization that you have selected to help improve the HR function of the organization

1. Wal-Mart
By Experts of
Www.homeworkhelpexperts.com
1

2. Wal-Mart
2
Wal-Mart is one of the largest retail chain stores all
over the world.
 It operates with significant guidelines and principles.
 Wal-Mart has developed significant HR functions that
still need improvement.
 It can improve its HR functions with the help of
significant HR recommendations.

By Experts of
Www.homeworkhelpexperts.com

3. Wal-Mart
3
The company HR functions that require improvement
are:
 Recruiting and Selection
 Training and Development
 Performance Management
 Employee Discipline
 Compensation and Benefits
 Labor Relations
By Experts of
Www.homeworkhelpexperts.com

4. Wal-Mart
4
At Wal-Mart employees are given significant
importance.
 It is highly critical for Wal-Mart to recruit and hire the
right people.
 For recruiting and selecting employees, it make use of
a conventional HRM approach.
 This conventional approach is effective but not
effective with increasing competition.

By Experts of
Www.homeworkhelpexperts.com

5. Wal-Mart





5
For dealing with recruitment and selection related issues,
Wal-Mart need to adopt a more pro-active approach.
For appointing employees it can make use of thorough job
analysis.
Job analysis will benefit HR managers in collecting
appropriate information about a job profile.
With this, the company HR mangers will become able in
gaining information about the tasks, responsibilities, and
skills that a job entails and requires from its performers.
Job analysis can be done with the help of job descriptions
and job specifications.
By Experts of
Www.homeworkhelpexperts.com

6. Wal-Mart
6

Wal-Mart make use of different types of training and
development program.

Wal-Mart believes in the continuous development of its
employees.

It confronts troubles due to lack of flexible training
programs.
By Experts of
Www.homeworkhelpexperts.com

7. Wal-Mart
7
For advanced training and development Wal-Mart
should use flexible training program.
 A flexible training program can be designed by
undertaking these steps:
 Understand basic skills and abilities of employees.
 Understand job specifications'.
 Select specific training or development program.
 Make changes in selected training program according
to employees needs.

By Experts of
Www.homeworkhelpexperts.com

8. Wal-Mart
8
Performance management is a process through which a
firm can identify, evaluate and develop its employees
performance.
 Wal-Mart also make use of different techniques to
measure its employees performance.
 One significant technique used is to create a positive
and healthy working environment.
 The company HR managers are not able to
continuously monitor its employees performance.

By Experts of
Www.homeworkhelpexperts.com

9. Wal-Mart
9
Assured increase in employee performance requires
continuous performance monitoring.
 It can be done by developing a monitoring system.
 Aspects essential to be considered in the development
of monitoring system are role clarification, coaching
and ongoing communications.

By Experts of
Www.homeworkhelpexperts.com

10. Wal-Mart
10
In present controlling and disciplining employees is a
critical factor for almost all firms.
 Wal-Mart also operates with same philosophy but it makes
use of more flexible approach to control and discipline its
employees.
 For effective control and monitoring Wal-Mart requires
stricter approach that may include following steps:
 Clarification of expectations from employees
 Development of well-organized document
 Informal corrective actions
 Formal discipline

By Experts of
Www.homeworkhelpexperts.com

11. Wal-Mart
11
Employee compensation and benefits is a significant
HR function for Wal-Mart.
 Wal-Mart have also designed different workers
compensation programs for its employees.
 Its compensation and benefits programs have
confronted criticism due to lack of effective benefit and
compensation plan.

By Experts of
Www.homeworkhelpexperts.com

12. Wal-Mart
12
For developing an effective compensation and benefit
program, Wal-Mart should develop a well-planned
compensation philosophy and objectives.
 Objectives that may work for Wal-Mart are fair &
competitive compensation, attraction of talent essential
to achieve company objectives, retaining employees by
instilling long-term commitment and developing a
sense of company ownership.

By Experts of
Www.homeworkhelpexperts.com

13. Wal-Mart
13
Wal-Mart is opposed to unionization of its employees and
associates.
 For handling its labor related issues, it can make use of
appropriate guidelines and objectives like;
 Good relationship between managers and worker.
 Open line of communication to and from management.
 Competitive and fair wages.
 Development of trust and honest attitude among workers.
 Offer a sense of job security to workers.
 Provide workers with an opportunity to take part in
company profits.

By Experts of
Www.homeworkhelpexperts.com

14. Wal-Mart
14
Managing employees in a company is not easy as it
involves several complex tasks like recruitment,
selection, training, and development, performance and
appraisals, reward system, compensation and benefit
and labor relations.
 All these HR functions have high importance for WalMart so it need to change it from time-to-time.

By Experts of
Www.homeworkhelpexperts.com

15. Wal-Mart







15
About Us. (2011). Company Website. Retrieved from
http://walmartstores.com/AboutUs/
Ahlstrom, D. & Bruton, G.D. (2009). International Management:
Strategy and Culture in the Emerging World. Cengage Learning.
Deckop, J.R. & Deckop, J.R. (2006). Human resource management
ethics. IAP.
Gary, D. (2010). Fundamentals of Human Resource Management:
Content, Competencies and Applications. Pearson Education.
Human Resource Management. (n.d.). Retrieved from http://www.webbooks.com/eLibrary/NC/B0/B66/055MB66.html
Jackson, S.E., Schuler, R.S. & Werner, S. (2008). Managing Human
Resources (10th ed). Cengage Learning.
Mason, O. (1991). Labor relations and you at the Wal-mart distribution
center. Retrieved from
http://www.reclaimdemocracy.org/walmart/distribctr6022manual.pdf
By Experts of
Www.homeworkhelpexperts.com

16. Wal-Mart





15
Mathis, R.L. & Jackson, J.H. (2007). Human Resource
Management. Cengage Learning.
Samli, A.C. (1998). Strategic marketing for success in
retailing. Greenwood Publishing Group.
Storey, J. (2009). The Routledge companion to strategic
human resource management. Taylor & Francis.
Vance, C.M., Vance, C. & Paik, Y. (2006) Managing a
Global Workforce: Challenges and Opportunities in
International Human Resources Management. M.E. Sharpe.
Wal-mart’s Worker compensation program. (2007).
Retrieved from http://walmartwatch.com/wpcontent/blogs.dir/2/files/pdf/workers_compensation.pdf
By Experts of
Www.homeworkhelpexperts.com