Case Analysis: Staffing Wal-Mart Stores Essay

Wal- grocery has been right-downed in the Fortunes listing of the solve 100 companies to work for in the joined States (Mark, 2003). Wal-Mart had increased their workforce from 1996 to 2001 by to a slap-uper extent or less 50 percent, of which the percentage of wo workforce decreased from 67 percent to 64 percent during this time. Wal- Mart had used a hierarchical gay resources (HR) structure that consisted of several levels of commission, divisions, and sh ars. In 2001, managework forcet employees earned about $50,000 on bonny while hourly employees earned $18,000 (Mark, 2003). Wal-Marts Division One had over 2,600 repositings which were heartized in five or half a dozen divisions, with five or six regions at bottom their precondition bea, and 80 to 85 stores inside each region (Mark, 2003).Policies were destine on a computer- base schooling system that employees could memory access at each time, along with ceremonial videos on the c whollyer-ups history, and i nterpreting the concern handbook. Promotions were given based on per strainance evaluations and requirements. Certain allegations were made that Wal-Mart was much male oriented in higher-level smirchs, and overall hiring much men than women. Wal-Mart created a close to elucidate the percentage of women employees 50 percent of the workforce.A problem exists in that Wal-Mart has fought transfer any organizing attempts of unions by their employees, which limits employees mother up ones mind on policies and confederation assists. This problem perk ups dispirited to the hiring and promotional materialal attend to that occurs deep down the companionship. As stated in the case study, from run into of hire until original being promoted to an admirer manager was 4.38 years for women and 2.86 years for men. For store managers, the times were 10.12 years and 8.64 years one by one (Mark, 2003). From the rime, men were promoted faster than women, besides Wal-Mart state s that promotions were given based on performance evaluations. Further much than, it was stated store managers filled positions with lateral becomes and waiving minimal requirements as a way of bypassing the process (Mark, 2003).Wal-Mart published documents to reflect how committed they argon to fair practices. On the flip side, the normal dismiss now scrutinize Wal-Mart by using their populace reports against them. A exoteric article stated, women associates had stated that Wal-Mart supervisors told them that men were paid more because they had families (Mark, 2003). Included in the corresponding article was a Wal-Mart official that admitted to create verbally that customers should feel as if they can reliance Wal-Mart employees with their wife and their wallet (Mark, 2003).Additional in system would have to be offered tinting to the required practices and processs Wal-Mart has in place for the hiring of employees and promoting employees from within the company. Does W al-Mart have a policy where an entry-level employee can be hired, and managers and supervisors atomic number 18 promoted from within the company? Surveys and reports expungen from current employees for their thoughts on the numbers naughty of men to women in various positions bequeath help with determining where and how severe the problem is. Why is Wal-Mart continuously voted one of the crush companys to work for if at that place was a serious problem internally?Possible resolving powers to the problem can function from having more hatful Division (HR) employees to bring off a smaller number of stores, to filtering public reports that may potentially create a negative wisdom of the company. Implementing more large number Division employees within each region dischargeament allow more perplexity to be given for each store. Wal-Mart looks to move towards making their employment fair play depict balanced. This is apparent when taking into consideration the legion(pr edicate) letters to managers to push for making the numbers of men to women more catch.Wal-Mart can filter applications submitted and have them separated and reviewed on an as needed basis on what sexual activity is needed more at a particular store. Rank the applications per region based on specific qualifications and gender. Then rank the region and the stores within this region on which store needs more women or men employees.For promoting employees, a minimum requirements list should be associated with each job position. A series of events should happen for each promotion beginning with the supervising manager and cultivation with the people Division Executive sin President. Possible candidates are nominated and and then screened by higher-level management along with those that apply. just employees that meet all the requirements should be considered. regional management will have the biggest influence on the hiring or promotion of an employee since they are ultimately re sponsible for that region.To be equal to all candidates applying for a given promotion, a test or jeopardy elbow room game should be played and the success is given first chance to convey job. The test and game questions will stir to company policies, job duties, and associate handbook information.Another solution would be for the employees to form a union. This would give the employees whatsoever force out to fight for their working rights. Unionizing the employees would give them some power to make sure all employees were treated fairly within their workplace. Adding more people to the the great unwashed Division will increase employee expenses for the company. Also, the addition of more wad Division employees will create more training to be do and could take People Division employees away from their chance(a) responsibilities.On the other hand, the addition of more People Division employees could help with equilibrize out a gender resultant and hiring more of one gender than the other. to a greater extent People Division employees core that you can have more HR employees kick in at more stores at one time. This will help with despicable towards employment equity faster and mitigating any problems quicker. This may be the scoop solution for Wal-Mart and maintaining their reputation for being one the outperform companies to work for.As for the filtering of applications, having minimum requirements set for each job, and regional management having a large influence on the ending for who secures promoted, this would all cause more trouble for them. Filtering applications may already be done, but this can lead to being charge of discrimination. Wal-Mart stating that they urge their supervisors to correct any inequalities in the store that pertain to gender is already a basis for being charge of gender discrimination. A store has a a few(prenominal)(prenominal)er women than men and the store hires women to balance it out. The men are being di scriminated now. An employee of a specific gender is promoted to balance out the men to women ratio amongst regional and store managers. That is calm down discrimination towards the opposing gender. It would be a lose-lose situation for Wal-Mart.Holding a test and a jeopardy style game could be a viable cover song act to allow the most knowledgeable, company savvy person to be first in line for the promotion. The questions will pertain to specific company policies, job duties and responsibilities, and associate handbook. The negative part of this would be creating a competitive environment that can take away employees from their job. Also, time would have to be taken to allow for the taking of the test and the performing of the game, and the possibility of several promotions at the alike(p) time would pose a problem.The formation of a union for the Wal-Mart employees would have great benefits for them, but possible negative aspects at the workplace. Being unionized federal age ncy that the employees would make less money due to union dues, but could have better benefits and more job security. Wal-Mart holds the power by tutelage unions out and keeping the power to make lasts without possible employee strikes.Hiring or implementing more People Division employees would play as the best solution for the problem. Increasing the amount of look the People Division have in the stores will help with the hiring and promoting of employees to be done quicker. Having more People Division employees means more time at stores and with employees educating them on issues at the workplace, company culture, and the processs that the company has in place. Rather than regional and area managers visiting every few weeks, there would be a People Division employee visiting a few times a week. The new People Division employees could put more policies in place due to the familiarity of the stores.These policies will be enforced more having the HR employee present more often. Th is could also alleviate the perception of customers and employees that think men are promoted more based on their gender. Specific requirements are present with each job position and the best candidate for that position would get it. Performance evaluations can help underpin a managers decision on which he/she nominates to be promoted. A man or woman who are both in the running for the comparable position, and they both meet the requirements and have convertible performance evaluation reports, the person that has been with the company the longest will then be chosen.The article mainly pertains to the employment equity goal within Wal-Mart. Wal-Marts uniform push against the employees unionizing has allowed them to expand, become the low harm leader, and keep company costs low.ReferencesMark, K. (2003). Staffing Wal-Mart Stores, INC. (A) case study. Ivey oversight Services. Mark, K. (2003). Staffing Wal-Mart Stores, INC. (B) case study. Ivey Management Services.