Post on 30-May-2018
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Group Members
Hira Saeed
Nadia Maqbool
Ayesha Ejaz
Submitted To: SoHaiL Saleem
Subject: St.HRM
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Wal-Mart
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Introduction
Started by Sam Walton in 1962.
Wal-Mart serves more than 200 million times per weekcustomers and members at more than 8,159 retail units
operating under 55 different banners in 15 countries.
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Conti
Internationally, the company operates in Argentina, Canada,
China, Brazil,India,UK etc.
Currently it employs 2.1 million people in US.
The company recorded revenues of $400000 million during
the financial year ended 2009, an increase of 7.1% over 2008.
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Wal-Mart Storesin US
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The Evolution
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Sams club
Sams Club operatesWal-Marts warehouse
membership clubs in the US.
Wal-Mart operates 602 Sam's Club in 48 US
states.
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International segment
The international segment comprises wholly
owned subsidiaries operating in Argentina,
Brazil, Canada, Japan.
Wal-Mart utilizes a total of 146 distribution
facilities located in Argentina, Brazil,C
anada.
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Mission Statement
Offers the best quality merchandise at the
lowest prices in all their stores, from school
supplies, to household items and top quality
groceries
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Vision Statement
Saving Peoples Money so they can live Better
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Purpose
Sam Waltonsaidit best,
If we work together, well lower the cost of
living for everyonewell give the world an
opportunity to see what its like to save and
have a better life.
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SamWaltons Wal-Mart Philosophy
Sam Walton built Americas vast chain ofWal-
Mart stores on the philosophiesofexcellence
in the workplace, customer services, and
always having the lowest prices
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Major Products & services
Products:
Dry and wet grocery,Beverages,Frozen foods,Shoes, Jewellery, Toys,etc.
Services: Shipping services
Internet services
Trial offers Pharmacy services
Credit card services
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Competitors
Tesco PLC
Metro AG
Amazon.com, Inc. CVS Caremark Corporation
Staples, Inc.
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Wal-Marts 3 Basic Beliefs
1. Respect for the Individual
2. Service to Our Customers
3. Strive for Excellence
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Environment and Corporate Culture
Grass Root Process:
Listen to your associates. Theyre the best idea generators.
Sundown Rule:
Team Work:
Open Door Policy:
The 10 Foot Rule
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Sundown Rule
why put off until tomorrow
what you can do today?
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Open door policy
Through open door policy, associates
(employees) are free to share suggestions,
ideas, and voice concerns. Whether its help
with a problem, guidance or direction, or
simply getting an answer to a question.
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Ten Foot Rule
Samsten-footrule - one that ensures that a customer whopasses within ten feet of an employee is assisted in acourteous and helpful manner. Time is also spentunderstanding customer needs and how filling those needs
can affect customer behavior.
Look at the customer in the eye
Greet the customer
Ask the customer if she/he needs any help.
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Guiding Principles
Always act with integrity.
Reveal and report all information truthfully,
without manipulation or misrepresentationFollow the law at all times.
Be honest and fair.
Respect and encourage diversity, and neverdiscriminate against anyone.
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Customer Satisfaction
Customer
Satisfaction
Quality Value
Service
Good Quality
+
Good Value
+
Good Service
=
Customer Satisfaction!
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Lowcost leadership
dominant player in the retailing industry
strategy of establishing discount stores in
smaller towns and capturing significant
market share.
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Conti..
growth in the 1980s by using information
technology (IT) to manage its supply chain and
by expanding business in bigger metropolitan
cities.
In the late 1980s, it ventured into food
retailing by introducing Supercenters
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Growth Strategy
At present, the most important goal for
Wal-Mart is to maintain their current net
sales growth of approximately 12 percentper year.
expand into international markets thathave large population centers.
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Conti..
increasing the overall efficiency of the
organization by reducing operating costs or
cost of goods sold.
In the area of human capital, Wal-Mart has no
unions, pays low wages, and relies heavily on
part-time and temporary help
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Strategy for Managing Growth
Location
Acquisition
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Corporate Strategies
(Gain competitive advantage by) providing
customers access to quality goods, when and
where needed, at competitive prices
Differentiate themselves from their
competitors
To grow through new services and alliances
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Strategic Goals:
Dominate the Retail Market wherever Wal-Mart
has a presence.
Growth by expansion in the US and
Internationally.
Create widespread name recognition and
customer satisfaction with the Wal-Mart brand,
Branching out into new sectors of retailing suchas pharmacies, automotive repair, and grocery
sales.
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Awards & Recognition
Corporate Energy Conservation, Energy and
Environment Award
2009 Sustainability Excellence Award
Top 50 Companies for People with Disabilities
Number One Most Admired Company in America
Best Place to Work in the United Kingdom (ASDA)
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Howthey attainserviceexcellence
By using IT technology
ASDA
RFID
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UseofITforservices ASDA:
Wal-Mart uses computers to help further educate and to train
their employees.
Wal-Marts 1.2 million employees in the U.S. are offered e-learning programs to help develop their personal skills.
Using this information technology Wal-Mart offers classes that
help to increase productivity at both work and in employeespersonal lives.
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UseofITforservices RFID:
Wal-Mart uses RFID to increase its employees productivity.
identification system.
With the use of RFID information technology, employees canreplenish shelves up to three times faster than with the oldbar code technology.
Products have a radio frequency that a scanner and detectdetermine the amount of products and where they arelocated.
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Conti..
Employees can also find products stored in the back room of
the store quicker, helping to make the employee more
productive and the customer happier.
Using RFID technology also helps to keep inventory costs
down.
RFID can automatically tell when products need to be
reordered, which is more efficient than being recorded when
the employee determines the product needs to be restocked.
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HelpingPeople MakeA Difference:
Wal-Mart doesnt only help their customers at their stores but
they do help their customers with their life.
Provides scholarships Helps childrens hospitals
Provides money to fund raisers
Cares about environment
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Functional Strategies
Very good operational efficiency.
Use of IT in all verticals of business
Effective use of logistics management
Global Expansion for new market opportunity
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Functional Strategies
Networked to HQ via private satellite in 1983
Bargaining power over suppliers
Data used to profile each market
Predicts demand, optimizes stock
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Marketing Strategies
Thinkingglobally. Serving locally.
SavingPeople Moneysotheycan live better.
Every DayLowPriceis a epicenteroftheWal-mart marketingstrategy.
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HR Strategies
Motivating employee
Internal promotion External recruitment
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Job analysis
At Wal-Mart every employee gets his job
description before starting his formal job after
training as they are very much conscious
about their employees so they not only
depend on job description but also employees
are guided by the supervisor and the line
manager or any other manager.
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Human Resource phIlosophy
Our philosophy is that management role is
simple to get the right people in the right
place to do job and then encourage them to
use their own inventories to accomplish the
task at hand
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Corporate Culture
Wal-Mart corporate culture is defined by ten basic
principles.
The customer is always right.
We are merchandise driven company.
Our people make the difference.
We communicate with our associates.
We maintain a strong work ethic.
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Conti..
Associates are partners.
Our leaders are also servants.
Associates are empowered. We have integrity in all we do.
We control our expenses.
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Meetings
Store Meetings:
Saturday Morning meeting atheadquarters:
Peopledivision:The primary focus of the people division is
recruitments of new associates.
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Staffing
In store employees at Wal-mart consist of two
categories: manager (salaried) and associates
(hourly) .Mangers are hired in three ways
People from other retail companies with outstandingmerchandising skill are recruited.
College graduates are hired
Hourly associates move up to the rank.
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Recruitment and Selection
TheWal Mart recruitment is done through online
website http://walmartstores.com
Registerfor anApplicantAccount
Completethe Wal-Mart Job Application
Wal-Mart Employment Questionnaire
Wal-MartPre-EmploymentAssessmentTest
PassingthePre-EmploymentTest
Wal-MartInterview Question
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Training and Development:
Management training and succession:
Associate training:
Classroom training
Computer-based training
In-store training On-the-job training
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Performance Evaluation
The four performance appraisal level are
Below standard
Above standard Standard
Outstanding
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BenefitsPackages:
Profit sharing
Group life insurance and optional term lifeinsurance plan
Business travel accident policy
Salary continuance.
Long term disability insurance
Paid vacation Purchase discount
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Compensation
Executive Compensation:
Directorcompensationplan:This program is designed to
Provide fair compensation to executives based upon theirperformance and contribution to Wal-mart.
Provide incentives to attract and retain key executives.
Instill a long term commitment to Wal-mart and develop prideand sense of company ownership
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Problems & Issues
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Issues
- Gender Discrimination
- Production/Operations
- No Unions!- Research and Development :
- Wages below average.
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Conclusion
Wal-mart is more oriented towards making profits by cutting
down costs
Has little concern about its employees
One stop shop, low priced and diverse services makes wal-
mart a tough competitor
Has slowed down its growth.
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Recommendations
Introducing higher and equal incentives for both
genders.
Continue trade with china to reduce cost.
Discovering new geographical opportunities.
Being more concerned about employees.
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Workshops, Training & Seminars
Diversity Task Force
Clearly posted job openings/promotion
opportunities for Management positions :
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