This study puts into focus the key challenges of human resource development in Wal-Mart, the aspects of human resource development that the company does well, and the proper human resource development model that works better. All these considerations are aimed at providing various recommendations for the company.
Presently, local and multinational organizations are considering the human resource as the most valuable of all assets that can provide a significantly sustainable competitive advantage in a rather volatile business environment. If a human resource in an organization is not effective in the provision strategic advantage, it becomes evident that the human resource management in the given organization is less ineffective in achieving its objectives. At the same time, human resource departments continue to consider the traditional roles of just looking at managing the workforce, recruiting, and training. Instead, current requirements indicate that such departments are also looking at providing a platform for meeting factors such as increased work-life balance of the employees with the aim of ensuring high levels of commitment, productivity, and satisfaction among employees.
Human resource development involves several strategies and a set of intentional activities carried out by an organization with the aim of ensuring improved employee's skills, abilities, and the job know how. At the same time, employee development activities aim at directing these skills and abilities acquired by the employees for the benefit of the organization as pointed out by Gennard. The term also refers to the planned procedures and implemented strategies through which the human capital of the given business organization grows to people to the outcomes of developmental procedures. In every context, within this concept of human resource development, the existence of different dimensions of strategy, perspectives, contents, and process have been helping organizational strategists to avoid the unexpected consequences of poor practice and its impact on organizational performance.
The founder and former CEO of Wal-Mart, Sam Walton is the greatest resource the organization has. Walton’s leadership model and the desire for success have been significant in taking the company towards the realization of its objectives. Despite his death in 1992, Walton’s contribution lives on within the company owing to his ideas of offering low prices and great service.
Table of Contents
1. Introduction
2. Company Overview
3. Training Needs for Wal-Mart: A HRD Challenge.
4. Performance Management: Strength
5. Kirkpatrick Hierarchical Model
6. Recommendations
6.1 Outcome 1: Improved Customer Service
6.2 Outcome 2: Improved Communication and Diversity
6.3 Outcome 3: Improved Teamwork
Research Objectives and Focus Areas
This study aims to analyze the current human resource development (HRD) landscape at Wal-Mart to identify key challenges and effective practices, ultimately providing strategic recommendations to improve organizational performance and employee development.
- Strategic importance of human resources as a competitive advantage.
- Challenges in training needs assessment within a retail environment.
- Application of performance management and the Kirkpatrick Hierarchical Model.
- Enhancement of customer service, workplace communication, and diversity.
- Promotion of teamwork as a core driver for business success.
Excerpt from the Book
Training Needs for Wal-Mart: A HRD Challenge.
Need assessment is one of the most significant steps undertaken by organizations in designing training programs. The approach used for training is significant in ensuring that training is efficient to meet objectives. Before commissioning any training, the organization’s human resource should have to establish how, who, when, and why training is a necessity. The primary objective of training need analysis is the determination of the existing gaps among knowledge, skills, and abilities of the employees in carrying out operations and meeting the expectations of specific job requirements. In the case of Wal-Mart, the organization has been successful in terms of sales and business line. However, the organization’s customer service remains at stake. As such, need assessment is significant in determining whether training could be the appropriate solution for improving customer service and satisfaction. Therefore, the training issue in this assessment focuses on checking gender cases of various concerned groups alongside language fluency. Additionally, the need assessment should consider a sustainable establishment of claims based on the organizational requirement for employee welfare as Opperman and Meyer (2008) points out.
In its background information, the organization boasts of a reputable convenience, value of money, and a stable brand. The company has also been growing extensively using information technology and a strategy that emphasizes on effective HR. However, Wal-Mart has been on record for underpaying its employees. Additionally, since 1995, Wal-Mart recorded over 60 complaints related to gross violations of the requirements provided in the National Labor Relations Act. The task analysis, in this case, should successfully establish the key areas for the achievement of customer service, the level of customer service skills, strategies for customer service, relationship with hostile clients, media relations, and quality service among employees.
Summary of Chapters
Introduction: This chapter highlights the strategic role of human resources in gaining a competitive advantage and introduces the growing necessity for HR departments to focus on employee well-being and productivity.
Company Overview: This section provides a profile of Wal-Mart, emphasizing its massive scale, leadership legacy from Sam Walton, and its reliance on product diversity as a strategic asset.
Training Needs for Wal-Mart: A HRD Challenge.: This chapter discusses the critical importance of effective need assessment and identifies specific gaps in customer service and labor relations that hinder optimal performance.
Performance Management: Strength: The author details how Wal-Mart utilizes customer service orientation, problem-solving, and result-oriented planning to structure its performance management.
Kirkpatrick Hierarchical Model: This chapter proposes the Kirkpatrick Model as the ideal framework for Wal-Mart to evaluate its training initiatives and measure their impact on business strategy.
Recommendations: This section presents strategic solutions, focusing on training interventions to improve customer service, communication, diversity, and internal teamwork.
Keywords
Human Resource Development, Wal-Mart, Training Needs Assessment, Performance Management, Kirkpatrick Hierarchical Model, Customer Service, Employee Retention, Organizational Strategy, Diversity, Communication, Teamwork, Workforce Management, Competitive Advantage, Training Programs, Workplace Efficiency
Frequently Asked Questions
What is the core focus of this publication?
The work primarily examines human resource development strategies within the context of Wal-Mart, focusing on how HR practices can be optimized to meet modern retail challenges.
What are the primary themes discussed in the text?
The central themes include training needs analysis, performance management frameworks, employee engagement, customer service quality, and the strategic implementation of organizational development models.
What is the main objective of the study?
The main objective is to evaluate Wal-Mart's current HR practices and recommend actionable training and development interventions to improve overall business performance and employee outcomes.
Which scientific method is utilized in the analysis?
The study employs a strategic analysis approach, leveraging HR theory (such as the Kirkpatrick Model) and existing research to assess organizational performance and training needs.
What topics are covered in the main body of the work?
The main body covers the company's background, an analysis of training challenges, an evaluation of its current performance management strengths, and proposed recommendations for operational improvement.
Which keywords define this document?
Key terms include Human Resource Development, Training Needs Assessment, Performance Management, Kirkpatrick Hierarchical Model, Customer Service, and Organizational Strategy.
How does the Kirkpatrick Model specifically benefit Wal-Mart according to the text?
The model provides a structured way for Wal-Mart to evaluate training effectiveness, linking trainee reactions and learning outcomes directly to broader business strategies.
Why does the author emphasize customer service as a primary outcome?
The author argues that customer service is a direct determinant of Wal-Mart's competitive advantage; therefore, improving frontline skills is essential for maintaining customer loyalty and brand reputation.
- Citation du texte
- Doctor Alfhonce Michael (Auteur), 2016, Human Resource Development in Wal-Mart, Munich, GRIN Verlag, https://www.grin.com/document/373287
