How does Walmart try to prevent labour shortages or surpluses?How does Walmart try to prevent labour shortages or surpluses?How does Walmart try to prevent labour shortages or surpluses?1. How does...

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How does Walmart try to prevent labour shortages or surpluses?How does Walmart try to prevent labour shortages or surpluses?How does Walmart try to prevent labour shortages or surpluses?1. How does Walmart try to prevent labour shortages or surpluses?2. What are the main differences in job specifications between Walmart’s sales force andtheir managers?3. What are the methods Walmart uses for HR forecasting? Comment with suggestionsfor improvement.2. What are the main differences in job specifications between Walmart’s sales force and
their managers?
3. What are the methods Walmart uses for HR forecasting? Comment with suggestions
for improvement. 2. What are the main differences in job specifications between Walmart’s sales force andtheir managers?
3. What are the methods Walmart uses for HR forecasting? Comment with suggestions
for improvement. 2. What are the main differences in job specifications between Walmart’s sales force and
their managers?
3. What are the methods Walmart uses for HR forecasting? Comment with suggestions
for improvement.
Answered Same DayApr 07, 2022

Solution

Parul answered on Apr 08 2022
13 Votes
Question 1. How does Walmart try to prevent labour shortages or surpluses?
Answer 1. Majority of the cases, Walmart doesn’t face the issue of the Labor shortages however they usually it faces the problem of surplus of human resources. This is because Walmart being one of the most recognized organisations in the world will always have people applying for different positions. In fact, Walmart needs to implement a strong recruitment process in order to screen and select chosen candidates that have not only the technical skills required for the job but right attitude as well as complements the culture fit. Therefore, surplus of labor is important to be identified and churned from the organisation or perhaps aligned in a cross-skilling program to maintain strong profitability for the company. This can establish strong operational efficiencies as well as support the profitability for the company. In order to ensure this balance between what is required versus not-required, HR leverages individual employee performance fundamentally based on the overall outcome which can be relative to what is perhaps expected from them. This also thorough understanding and in-depth knowledge of business, analysing upcoming trends and their challenges, which business unit might become obsolete in coming future rendering particular segment as surplus. Furthermore, HR while performing reviews on performance either annual or half-yearly it is imperative to comprehend who are the top-performers, who are average and who all are non-performers. While top-performers needs to encouraged and incentivised, average needs to be groomed to become top-performers as well as low performers are also surplus for the organisation, hence they either need to be separated from operations. Consistent incident and record of poor performers needs to eliminated rather than ca
ying them as a burden that impact profitability of the business. Furthermore, developing business acumen is perhaps crucial to also comprehend which are the areas where business will be entering uncharted te
itories therefore will require new skills, knowledge and business acumen. Hence, recruitment team should always be proactive to understand these niche requirements and fulfil them to support business innovating in the industry. Furthermore, these niche job opening needs to be strategically fulfilled by the HR experts in the company such that business can harness the potential of new recruits to attain their targets for year-on-year growth.
Moreover, Walmart leverages thorough analysis of gap by evaluating the specific job requirements relative to availability of employees as well as their skills. If the company witness, a large gap it implies that required organisation performance isn’t achieved as well as there are several inefficiencies in terms of expense. Therefore, for that rationale recruitments is performed based on business requirements comprehending what organisation would be requiring in near future.
Next initiative, Walmart leverages another method to strike the balance between labour shortage versus labour surplus. This is called as rate analysis in its recruitment to ensure that low performance is identified by regular reviews session. Secondly, HR also needs to perform job-mapping with skills of the employee to ensure all the resources can be utilised. Furthermore, all the Walmart utilises more focused recruitment approach to screen the best of talent at the gate such that employees can easily cross-skill and up-skill themselves.
Lastly, if there is shortage of required workforce, Walmart can utilise strong compensation strategy to retain as well as maintain required workforce along with attracting more employees within the company. However, if there is surplus of workforce, then it imperative to identify which employees are low-performers...
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