A brief overview of some of the best and worst human resource policies at Wal-Mart.

1. HR Policies at Wal-Mart

2. Work Culture &
Core Values
Employee Training
& Development
Workforce Planning
&
Employee Benefits
Best HR Practices
At Wal-Mart
Negative HR Practices
At Wal-Mart
IKEA Comparison &
Recommendations
Flow of Presentation

3. Work Culture & Core Values
Associates are the heart of Wal-Mart’s
business.
As Sam Walton said, “Our people make the
difference, Working here means opportunity
for everyone. ”

4. Work Culture & Core Values
Three Basic Beliefs
Since the first Wal-Mart opened in 1962, their work culture has thrived by
operating with three core beliefs:
 Service to their Customers,
 Respect for the Individual and
 Striving for Excellence.

5. Best HR Practices at Wal-Mart
The Sundown Rule
The 10-Foot Rule
Teamwork
Open Door
Grass Roots Process
Servant Leadership
Conflict Resolution

6. Protecting Price
Advantage
Culture Committed
To Business Success
Connecting
People To Products
Focus People To
Insure Operational
Efficiency
Focus On Reducing
Expenses
Talent Strategy
Driving Results
Risk Minimization by Aligning Business Practices
with HR Practices

7. Employee Training & Development
 Wal-Mart employs 2.2 million associates globally.
 They provide roughly 300 jobs every time when they open a Super-Centre.
 In 2012-13, women accounted for 53% of hourly promotions in their U.S.
stores.
 About 75% of their store management teams began as hourly associates, and
they earn between $50,000 and $170,000 a year.
 In 2013, Wal-Mart promoted about 170,000 people to jobs with more
responsibility and higher pay.
 E-Commerce recruits entrepreneurs, technologists, data scientists and
consumer Internet professionals around the world – with more than 1,500
associates in Silicon Valley, Sao Paulo and Bangalore.

8. Employee Training & Development
Training and development isn’t a one-time event at Wal-Mart and Sam’s Club.
It’s an integral and on-going part of an associate’s career.
Wal-Mart is committed to helping their associates reach their fullest potential.
 Mentoring programs
 Leadership courses
 Associate Resource Groups
Manager Training
They offer many training opportunities to help managers sharpen their leadership skills and
advance through the company. Assistant Management Training is a program open to all
salaried Wal-Mart Stores U.S. field associates. The Walton Institute is an educational
environment for Wal-Mart leaders from around the world to champion its unique company
culture. The Manager in Training Program at Sam’s Club is designed to expose trainees to
the various operations, allowing them to rotate through the company.
Lifelong Learning Program
Through a partnership with American Public University, associates are eligible to receive
college credit for their formal training and job experience at Wal-Mart and Sam’s Club.

9. Employee Benefits
Health & Well-Being Benefits
Consumer-directed health plans, including Health Reimbursement Accounts (HRA) plans
and a high deductible plan with a Health Savings Account (HSA).
 Resources For Living® – a free confidential counselling and health information service
 Accidental death & dismemberment insurance (AD&D)
 Critical illness insurance
 Short- and long-term disability insurance
 Business Travel Accident Insurance
Financial Benefits
 Associate Stock Purchase Plan with a company match
 Associate Discount Card for Wal-Mart and Home Office associates and Sam’s Club
Home Office associates, spouses and dependents
 Exclusive discounts on everything from brand new cars and wireless services to travel
when associates visit their online Associate Discount Centre

10. Workforce Planning
 It is well understood principle that the people are organization's important asset.
Because without the capable staff it is difficult for all organizations to reach towards
their goals. The bulk of organizational improvement will come only after ensuring that
the right staff with the right skills, knowledge and behaviours in the organization.
 Workforce planning related to achieving this outcome, and any serious link between
business planning and development, recruitment and retention, and staff training
What job
and skills are
critical to
success
How to
ensure that
skills will be
available
when
needed?
How to
optimize
workforce to
deliver
results?

11. Workforce Planning
They think like a
customer
They give a good
value in product
for customer
They sell exactly
what customers
wants to buy
They try to exceed
customer
expectation
They ensure that
customers enjoy
the overall
buying process

12. Negative HR Practices at Wal-Mart

13. Negative HR Practices at Wal-Mart
 Non-Unionization
 Lower Wages than the industry average
 Discrimination against Women
 Illogical dress code for employees
 Widespread Inventory stock manipulation
 Wal-Mart Canada – disrespectful, rude management
Repercussions:
 Black Friday Protests
 Court cases, litigations and protests from thousands of workers

14. Wal-Mart faces controversy in China
City Of Chongqing-
population 32mn –13
Wal-Mart Stores
Chinese Workers In
Contracts
No Protective Gear
Minor Employees
With Wages Less Than
Legal Limit
Food Labeling
Violation
Pays 18 Cents For A
Product That They
Charge $14.96
Reward And
Punishment- 7
Days/Week
Lie To Inspectors And
Auditors

15. Wal-Mart Crushes Union By Closing Store
Ms. Lavoie
Jonquiere,
Northern
Quebec ,
Canada
Allegations
on Walmart
Union
formation
Anti-Union
Tactics
Threats and
Violence
Shut down
store;
Move out
Jobs lost

16. Wal-Mart v/s IKEA : HR Policies Comparison

17. Wal-Mart v/s IKEA : HR Policies Comparison
Wal-Mart HR Policies
 Employees are called ASSOCIATES-An integral part of the organization
 Employees and their families are provided with health coverage
 Achieve goals as a team
 Complete ownership to the managers, trust the staff
 Open door policy for conflict resolution-Two way communication –Top to bottom
as well as bottom to top approach
 Promotes diversity, started women mentoring programs for growth in careers and
management roles.
 Autocratic management style & restrictions on freedom of decision
 Employees are called PARTNERS
 Flexible holiday schedule
 Quiet rooms: for praying or meditation
 Lactation rooms: for nursing mothers
 Onsite childcare facilities were also there
 Entertaining rooms: Employees could receive visiting friends and family members.
 Resource rooms: employees could access computers to browse IKEA approved
websites containing health information and self improvement tips.
 Benefits policy and discounts
 I Want Your Job- it was a program that was launched in 2003. This program allowed
employees the employees to train with persons whose job they want in the future
 Training and development programs
 Mentoring "Partners for Growth“
 Paddle Your Own Course- self assessment tool
IKEA HR policies

18. Recommendations
By making more of an effort to take better care of its employees, the company
could stand to save millions in legal fees, and costs associated with recruitment
and training.
 Workshops, Training & Seminars
 Diversity Task Force
 Clearly posted job openings/promotion opportunities
 Abolish implied ‘relocation’ for Management position of women employees

19. Wal-Mart Sharpens India Focus Again
Exited from Bharti’s
multi brand retail JV in 2013
Despite regulatory hassles, plans to grow from 20
cash-and-carry stores to 70 stores in next 5 years
Wholesale, not Multi Brand Retail- Prime Focus
Infused INR 600 Cr for expansion in Indian
‘traditional wholesale market’
Started with Dr. Manmohan Singh’s
easing of restriction on FDI in Retail
French retailer & its biggest
competitor Carrefour (CA:FP) decided
to shutoff its 5 stores in India

20. Group-05 Section-C
Kashyap Shah
Anubhuti Gupta
Vrinda Jain
Vinita Goswami
Harsh Jain
Yashika Atre