Walton of HRM

Presentationon
“HumanResourceManagementofWaltonGroupof
Industries”
A PRESENTATION BY OSL 6 TEAM NO. 3
Department of Organization Strategy & Leadership, University of Dhaka COURSE:OSL102
COURSETEACHER:SharmeenAkhter,AssistantProfessor

GroupMembers
MST ASMA KHATUN (SK-134-007)
TASMIA BEGUM TAHIA (SN-134-008)
HUMYRAAZIZ BRISTI (SN-134-009)
MD ARIFUL ISLAM (ZR-134-042)
MD SHAH EAMIN ZIHAD (ZH-134-043)
UHANA KRIPA (FM-134-032)

HumanResourceManagement:
What- The management of the employees, staffs and all the human
resources (who produces value for the company)
Why- To make the company work in a smooth and sequential way
to make the most EFFECTIVE and EFFICIENT result.
Responsibilities of HR Management :
1.Oversee Recruitment.
2.Plan Employee Benefits.
3.Plan Training Facilities & Strategies.

Introduction&HistoryofWaltonGroupofIndustries
1977-Started the business named Rezvi & Brothers.
1992-Started importing raw materials of C. I. Sheet as well as marketing of finished goods.
1995-Started Electrical and Electronics Business.
2001-Established Tricon Electronics Ltd. and started Television Production.
2007-Established Factories of Refrigerator TV, AC, Motorcycle.
2010-Started Export Business.
2013-Established Television Manufacturing Plant.
2016-Refrigerator and Home Appliances Leading with more than 60% Market Share .

Introduction&HistoryofWaltonGroupofIndustries(2)
2017- Walton Refrigerators got 5-Star Rating on energy efficiency. Achieved Best Tax Payer
Award
2017- Established Compressor & Mobile Phone Manufacturing Plant
2018- Awarded for excellence in Export by HSBC. Achieved 2018 National Environment Award

Mission&VisionofWalton:
Mission: “To grow and increase value by implementing advanced technologies,
new products and services to provide excellent solutions to satisfy customers‟
requirements.”
Vision: “To provide the best solution and equipment to customer.”

CurrentHumanResource
ManagementSystemofWalton:
A SHORT JOURNEY INSIDE THE LARGEST ELECTRONIC ITEMS
MANUFACTURER EMPLOYEES

AttractingHumanResources:
Recruitment:
oRecruitment is done by the HR division. The starting point in attracting qualified HR is planning
which involves Job analysis and Forecasting the demand and supply of labor.
JOB ANALYSIS: *Walton recruits new employees when it starts new projects.
*HR is informed for the initiation of the hiring process.
*Preliminary assessment by the HR, Requisition form provided by related department.
Posting Job Circular: Generally distributed in digital media (BDJobs) and sometimes in print media
(newspaper)
*Sometimes hiring is done by demanding CVs if the demand is short.

AttractingHumanResources(2):
Types of Hiring:
Walton chooses employees both from internal and external candidates.
1. Internal Candidate: *Selected from the pool of Walton’s present employees.
*They only face some interviews and some orientalism related tests, no other tests are taken.
*Upon vacancy and qualification they are selected for the post.
*Domestic companies like Walton does not prefer internal candidates because it thinks this
process as a hassle because if any employee switch his department a new employee gets hired for
the position. And the company has to prepare the new employee for the position which is time
consuming and waste of money.

AttractingHumanResources(3):
2. External Employees: Walton mostly prefers external candidates. When vacancy is created, the
company invites candidate from the outside.
Succession Planning: *Governing body is made by eleven family members and they select the
Executive Director members who have the authority of every department.
*Each department’s employees get recruited by respective ED. Walton basically does not follow
the succession planning.
*They try to fill up the top management position by their family member.
*When any top management employee retires, the senior most employee who is suitable for the
post gets appointed there.

SelectionProcess:
Basic Process for General Companies:
*Candidates are asked to fill out application blanks.
*Tests related to the jobs are conducted.
*Interviews, assessing candidates from different aspects.
Process Walton Follows:
*Selection process are different for blue collar and white collar employee.
*Every candidate has to face written test, IT exam and generally three viva.
*Sometimes, After the selection of written and IT exam, candidates are allowed for viva voce.
*Candidates have to meet the department manager or HR department for 1st viva. If the candidate passes the 1st viva,
then he/she is allowed for 2nd viva which is taken by two directors of Walton. And if the candidate passes the 2nd viva,
lastly he/she has to face the last viva which is taken by a board of director.
*For the Graphics or IT works the selection procedure is not too long. Walton does not test them for their IT skills
because they are already experienced in that area rather the test is based on the job itself.

SelectionProcess(2):
Checking Background:
*For checking background of any candidate, Walton contacts its plazas.
*They are asked to collect information about the candidates.
*Sometimes Walton contacts with its employees previous employers in order to check
background.

DevelopingHumanResources:
Training and development:
*First step is to determine what needs exist (Assessing training needs).
*Walton has its own software system to monitor the entire training program.
*Walton conducts its training programs by its own experienced employees and keeps the number of
employees small.
*Sometimes, it hires trainers from the outside too when it require.
Training for fresh small number of employees: If any employee wants to resign from his job,
he/she has to apprise the authority at least two months prior to his/her resignation. And when a
new employee is appointed in his place, he has to train the new employee before resigning.
Training for fresh large number of employees: Sometimes for a new project Walton has to hire a
number of employees. In this case, the HR arranges two-three-day-long training to provide them
job related knowledge.

Evaluationoftrainingprogramandperformanceappraisal:
Evaluation of the training is done through:
Exams
Viva Voce
Failure results:
New Training Programs
Elimination if still unable to qualify
Performance appraisal: Employees are evaluated on a regular basis
to understand the impact of trainings,
to aid in making decisions about pay raises, promotions, and training
to help the employees improve their present performance and plan their future careers.

Evaluationoftrainingprogramandperformanceappraisal(2):
Orientation program:
Orientation program is conducted in order to let the employees know about the overall picture of
Walton.
Mainly employees are oriented in the field works of Walton.
Employees go through various workshops and situations to be more oriented with the
environment of Walton.

MaintainingHumanResources:
Salary: The main benefit of the employees. Salary is determined basing on different factors –level
of experience, responsibilities , departments etc.
Other Benefits: Other benefits include-
Transportation (based on employee hierarchy).
Recreational Tour allowance (based on employee performance)
Insurance for every employee.
Trusty Fund (directly linked to the government).
Benefit Benchmarks (varies from department to department).

MaintainingHumanResources(2):
Benefit for newly recruited employee:
*The Benefit is to be given is often pre-planned.
*Sometimes Walton creates a team whose responsibility is to gather information regarding
salaries and benefits for the same position from different companies. After creating a draft of
benefit structure, the responsible team sends the draft to the higher management for approval.
*This team determines what benefit the new employee will receive.
Note: They do not always need to follow this procedure to set benefit structure since Walton is
one of the oldest organizations in Bangladesh and most of its benefit structures are fixed.

Summaryoftoday’spresentation:
Introduction to “WALTON” & History.
Mission & Vision of “WALTON”.
How Walton Attracts Human Resources for it.
How Walton selects the Human Resources with which they will continue their work.
How Walton develops their human resources.
How does Walton facilitates and motivates its’ employees
How does Walton Maintains its’ Human Resources.

ReasonofWaltonbeingasuccess:
Walton continuously adapts to challenges by changing and expanding and by looking after the
following processes:
1. Careful and extensive systems of recruitment, selection and training (RST).
2. Clear job design; High level participation processes; monitoring of attitudes.
3. Formal system for sharing information with employees.
4. Performance appraisals
5. Promotion and compensation schemes that provide for the recognition and reward of high-
performing employees.

ReasonofWaltonbeingasuccess(2):
Walton looks forward to both horizontal and vertical growth with room for experimenting with
ideas and testing entrepreneurial spirit within the organization.
Walton has a well-organized and forward-thinking HRM department which is in tune with the
strategic goals of the organization. Through the recruitment and retention of employees HRM
ensures that all employees can perform to the best of their ability.
Walton believes that, an organizations’ employees should be moral and ethical for doing regular
activities.
So we can say that as Walton is having a very good HR division, they are now peaking at their
success and still hunting for some more.

Conclusion:
Walton successfully adopted policies regarding:
*Sound occupational health and safety management systems
*Efficient staff management
*Minimizing the risk of accidents.
Walton is the pioneer of the Bangladeshi companies who implemented complete HR policy in
their system, so HRM plays certainly a major role to their success making others focus on their
HR Division to develop them in the market too.

Department of Organization Strategy & Leadership, University of Dhaka
THANK YOU FOR YOUR
PATIENT LISTENING.
COURSE:OSL102

Walton of HRM

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