Walmart recruitment strategy
Walmart should continue utilising matching strategy in job analysis for the employees. This approach should incorporate surveys and interviews on employees, applicants and supervisors to determine their needs and issues. The company focus on aligning the actual needs of employees with the HR goals and evaluate the possible gaps between the two. Job description in Walmart should be diverse with HR management developing job descriptions involving various activities in sales. This is because most of the company employees directly engage in sales. This indicates that job descriptions in the firm, including sales personnel, sale managers, sale supervisors and store managers should be diverse with various specification requiring skills and knowledge in sales and marketing. Walmart should focus on improving job design and job analysis by developing more communication channels. Workers can utilise these communication channels to provide feedback to the managers. This will change the benefit of firm HR through enhance employee morale linked with more accurate job analysis. This will help in improving the outcome of HR managerial decisions related to the performance-based pay system.
The recruitment strategy in Walmart utilises various sources of new hires. Due to the diverse workforce and significant organisational size, recruitment aspect of the company’s HR management is a decentralised system which utilises local information as primary for the recruitment process. The actual sources of employees are mainly the localities where the firm’s store operates. The main methods in the recruitment strategy in Walmart include direct recruitment at localities, online recruitment and recruitment via academic institutions. These methods help in ensuring the diversity of applicants. For example, the online recruitment method allows the company to reach applicants who are not near the company stores. Referrals assist the firm in getting qualified employees through new approaches to the international competitiveness of HR. The workforce of the company is locally competitive. For the company to ensure global competitiveness, the company should address changes in the international business environment. International competitive is essential in the firm because Walmart is a multinational organisation. The company should focus on the diversity and capability of workers to address diverse populations of clients.
Performance management of Walmart Company incorporates performance evaluation and appraisal system. This pay system offers feedback to workers on how to enhance their performance. Walmart utilises HR management software for analysing individual and team performance rates. Walmart should focus on using micro-tailored evaluation and appraisal system. This system allows differences depending on the workers being evaluated and appraised. The aim of these activities is enabling the firms’ HR management to fine-tune the job specifications, responsibilities, firm goals and objectives. Walmart career development policy depends on company performance plans. The corporate objectives are related to performance management practices, measures and standards through sales performance. The company focuses on optimising sales incomes. This performance management activities the firm’s HR management to ensure support of sales performance via enhanced employee productivity, mainly sales workforce productivity. The company should focus on using performance interviews in performance evaluations to allow the provision of more information for performance appraisals. The interviews should be carried out to regularly evaluate the progress of workers and identify the areas which required improvement.