...Organizing Paper Organizing Paper When coming across the organization process of Wal-Mart, Sam Walton was the creator in 1962 in Rogers, Arkansas (Wal-Mart Corporate, 2012). The organizing process is described as the management function of pulling together and synchronizing human financial, physical information and other assets required to accomplish goals (Bateman & Snell, 2009). In 1972 discount sores such as Kmart expanded. Sam Walton at that point in time had 15 Wal-Mart stores and did not have the funds to increase the amount of stores, so he offered Wal-Mart stock to the New York Stock Exchange. For the reason of the large profit that toke place from the sales of stock, Wal-Mart was able to expand. By the 80s hit Wal-Mart had 276 stores Wal-Mart Corporate, 2012). Organizing contains numerous organizational resources, physical assets, knowledge, funds, and human resources. In this paper we will talk about human resources and monetary of Wal-Mart. Human Resources of Wal-Mart Managing and upholding of the human resources section is imperative while assessing how effective the organizing function is. “People are assets not commodities” (Bateman & Snell, 2009). The supervisors as well as the businesses have to work collectively to take into service the correct people for the occupation. Human resource management is in charge of recruiting, training, performance evaluations, rewards, labor relations, earnings, and benefits (Bateman & Snell, 2009). ...
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...as wrong. There situations are usually ethical dilemmas and finding the right course of action is not an easy process. An example of a situation like is that of Alison Costello who is a Senior Vice President at AlphaSoft Corporation. Alison worked her way up from an Assistant Project Facilitator to her current position in ten year. She is well respected and has received good to outstanding performance evaluations throughout her career at AlphaSoft. Sam Snarkley, another employee at AlphaSoft who was disappointed about not getting the promotion that Alison received found out at a social gathering that Alison did not complete her MBA degree due to family reasons. The issue here is that Alison noted on her resume when she applied to AlphaSoft that she did have her MBA. The MBA was not a requirement for the position the Assistant Project Facilitator position that Alison held when she first started but it is a requirement for the Senior Vice President position. Sam informed the human resources department about his findings. Human resources requested that Alison provide them with a copy of her official transcripts. In this situation it is clear that Alison lied and was unethical but on the other hand, Alison has proved herself to be a good leader and employee and she has generate revenue for the company. Because of her accomplishments, I think Alison should be showed lyneacy and should not be terminated. She should be asked to complete the eighteen credits she has left for her MBA degree...
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...was a problem to arise they are well organized and prepared to handle any issues they are faced with. Wal-Mart is one very dominant business in today’s society. They operate over 7,000 stores across the United States including warehouses, supercenters as well as Sam’s Clubs in Canada and Mexico. Wal-Mart was created in Rogers, Arkansas in 1962 (Wal-Mart Corporate, 2013). According to the organization process the functions of management are pulling together and combining human finances, physical information and other assets are required in order to accomplish goals ( Bateman & Snell, 2009). Sam Walton ran into a financial burden in 1972, where he did not have the money to invest in other stores. In order to overcome, he invested into the New York stock exchange. He then made a large enough profit to then expand. Wal-Mart had then opened 276 stores within the 80’s (Wal-Mart Corporate, 2013). Organizing covers such a vast amount of things such as: physical assets, knowledge, technology, human resources as well as finances which will all be covered in this paper. According to Investopedia physical assets are items of economic, commercial, or exchange that has tangible or material existence (Investopedia.com). These assets could be cash, equipment, inventory...
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...history is one of innovation, leadership and success. Walmart was founded by Sam Walton in 1962, it was incorporated on October 31, 1969, and listed on the New York Stock Exchange in 1972. It started with a single store in Rogers, Arkansas in 1962 and has grown to what is now the world's largest and arguably, the most emulated retailer. Some researchers refer to Walmart as the industry trendsetter. Today, this retailing pioneer has annual revenues of over $100 billion, 3,000 stores and more than 750,000 employees worldwide. (source: walmart.blogspot.com) Adding value The enhancement a company gives its product or service before offering the product to customers. Value added is used to describe instances where a firm takes a product that may be considered a homogeneous product, with few differences (if any) from that of a competitor, and provides potential customers with a feature or add-on that gives it a greater sense of value. A value add can either increase the product's price or value. For example, offering one year of free support on a new computer would be a value-added feature. Additionally, individuals can bring value add to services that they perform, such as bringing advanced financial modeling skills to a position in which the hiring manager may not have foreseen the need for such skills. (source:www.investopedia.com) Based on my research, it can be concluded that the human resource management of Walmart has majorly contributed to the success of the company...
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...MGMT 591: Leadership and Organizational Behavior Project Proposal Overview of Organization The organization that will be the topic of discussion in my final project is Wal-Mart, which is one of the largest retail chains in the world. Their famous slogan Save money Live Better is a basic belief of Sam Walton, who is the founder of the company. His beliefs are: Respect for individual, service to the customer, and strive for excellence. Sam Walton tried to adhere to his beliefs but when you have one of the largest retail chains and the growth of a company in this magnitude, you will also have an array of problems. I currently work in the Human Resource department and as a human resource specialist. As a Human Resource Specialist I facilitate orientations, administers, oversea facility training, monitor and track completion of training by associates, coordinate training and communicate training issues with management. With this position I hold, I have the opportunity to make suggestions with the training reports I receive and communicate to upper management the outcomes and personnel related issues within the company. My job also entails auditing personnel files, recruitment of employees, facilitating disputes, payroll, and evaluation process. Wal-Mart is an American public multinational corporation that runs chains of large discount departments stores and a chain of warehouse stores. Wal-Mart U.S. stores are the largest division accounting for $258 billion,...
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...Strategic HRM Plan Team B HRM 498 November 3, 2014 Instructor Table of Contents Executive Summary………...……………………………………………………………………3 Choice of Organization - Walmart……………………………………………………………….5 Environmental Analysis………………………………………………………………………….6 Divisional Effectiveness Measurements...……………………………………………………….8 Final Report………………………………………………………………………………………9 Cultural HR Issues……………………………………………………………………….10 Emerging HR Issues………….……………………………………………………….....12 Five Year Action Plan……………………………………………………………………………16 References………………………………………………………………………………………..17 Executive Summary Walmart is one of the world’s largest retailers, serving communities worldwide and employing millions throughout their growing organization. This global organization has faced large amounts of scrutiny over the years and has seen legal repercussions from failure to comply with labor laws. Continuing to grow and rise above competitors, Walmart’s strategic HR plan needs to address some of these key opportunities and set the right employees in place to deliver on the company mission and vision. An effective strategic plan will also benefit the organizations reputation and image, both internally and externally. Ongoing pressures and cultural HR issues Walmart faces includes environmental preservation and the companies initiatives to “go green”, as well as the organizations reservations and discouragement towards...
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...There are millions of companies in the world today. Some of these are small, while some are global and large in nature. The company I have chosen to research is Wal-Mart. Wal-Mart is a multinational corporation specializing in retail that operates a chain of department and warehouse stores. (Wal-Mart. Our Story. http://corporate.walmart.com/our-story. Walmart’s customer base is pretty much made up of everyone. However, according to Brenden Gallagher’s article, there are types of people that frequent these stores. The first type is the wild animals, the loners one would say. They are the ones that you see in school but never wanted to talk or have any interaction with them. Then you have the shoplifting teens, these customers are there just to cause trouble, then you have the dads that don’t normally do the shopping, but have been asked to go get something. They are the ones lost, wondering around the store searching helplessly to find that one item that he has been asked to bring home. Next you have the drug users, the stoners. These customers are there because of the vast variety of muchies available to them at all hours of the night. There is also the bored elderly couples that are just there to walk around the store just to get them out of the house, the middle aged divorce that could only be there to either sulk or look for the next husband. Let’s hope it’s the sulking not the latter. Then of course, you have to have the town gossiper there to see what he/she can find...
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...Internal Risk Assessment Tina Sams MGT488 Sept.11, 2011 S. Jeannette Guignard Internal Risk Assessment Introduction Home Depot was founded in 1978 by two individuals and they are Bernice Marcus and Arthur Blank. The two wanted to change the way people thought and took care of their home and their gardens. They created the do it yourself concept and that way of thinking has caught on and has spawn across the globe. Home Depot headquarters are in Atlanta, Georgia. Today Home Depot is the largest home improvement retailers. It has over 2200 stores throughout the United States and that also includes Puerto Rico, U.S, Virgin Islands, Canada, Mexico and even China. Home Depot employs 317,000 individuals in all off the stores. Home Depot sells anything from carpenter needs, carpet, appliances and most everything that a person would need to complete their do it themselves projects. Strengths and Weakness The Home Depot stores has a variety of areas where their strengths and weaknesses are greatly measured and used to help make their business and their stores strive and be successful. The first area that is going to be mentioned is the stores. To begin the strengths of Home Depot it has to start will all of the employees. It also builds it strengths around their merchandise that they carry. They want to make sure that they have everything that a do it yourself person to do their construction that they need to do. Projects are what people want to do to make the necessary...
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...Analysis of Walmart Jennifer Boykin Strayer University Professor Swinney BUS 310 July 17, 2014 Analysis of Walmart 1. Analyze the organization overall, its primary purpose, the customers that it serves, and its size. In 1945 a businessman named Sam Walton made the decision to purchase a branch of the Ben Franklin Stores with the idea of focusing on selling products at lower prices in order to earn higher volume sales at a lower profit margin. Once he was able to overcome a few obstacles, he gained the ability to locate lower-cost suppliers who allowed him with the opportunity to have a significant advantage over his local competitors. Over the next five years, Walton drastically increased his sales percentage and by the time his lease on the Ben Franklin stores were up, he opened a new franchise called “Walton’s Five and Dime”. This new franchise would eventually give birth to today’s most successful multinational retail corporation known as Walmart. By 1970, the company had 38 stores operating throughout Arkansas and within the next decade, they continued to grow rapidly with a total of 1,198 stores with sales totaling $15.9 billion Walmart has since opened thousands of stores throughout the United States and have also expanded internationally. The company currently operates over 11,000 retail units under 71 banners in 27 countries and e-commerce websites in 10 countries (“Our Business” 2014). Walmart...
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...performance evaluations have been good. He applied for several positions in other departments and was turned down for each one. He believes it is because he didn’t have the experience required to do the job since he does not have experience working in those departments. A coworker, however, has suggested it is because Samuel is African-American. He applied for a supervisory position in his own department, for which he thinks he is qualified. He did not get the position; however, a white male in his same department was hired for the position. All of the supervisors in his department are white and minorities hold all of the menial jobs. When he complains to the Human Resource Department, he does not get a response. His supervisor appears to be retaliating by finding fault in his work after he complained to the Human Resource Department. Research in Support of My Answer Appellate Cases In Carryl v MacKay Shields, LLC, Carryl, the plaintiff and employee, met his burden of proof establishing a prima facie case of racial discrimination in pay; however, MacKay Shields was able to provide legitimate reasons for the non-discriminatory disparity. They stated that the plaintiff’s Caucasian "peer" had more duties and provided the majority of the team’s income. Because the...
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...occurring again. Work History as Sam’s Team Manager As Sam’s Team Manager I was aware that my predecessors response when dealing with her lacked in encouragement and was poorly handled. Sam is a diligent worker however, due to the company changing programming language to one Sam was unfamiliar with she has been unable to meet specific deadlines. Time was spent with Sam trying to understand her issues and Resources relocated in order to allow Sam extra time until she was confident and competent using the new programming language. The offer of additional training was made , but no specific timelines for a performance review to discuss progress on meeting the required standard of performance were given. During the final meeting with Sam about her inability to meet her latest deadline, Sam physically struck myself and left the office. A Medical certificate was sent to the office the following day, advising Sam was unfit for work due to stress. The receipt of this medical certificate was confirmed over the phone by Sam, to the HR department and conformation made that it had been documented and filed accordingly. It was then the next day that the incident was reported by myself to my supervisor. A meeting was held with myself, my supervisor and the HR Department, the result was that Sam would be terminated on the basis of serious misconduct.. A letter was sent by registered mail to Sam’s personal...
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...Incident 6-1: Human Resource Planning—What Is That? 1. How would you answer the president’s question? Human Resource Planning is process of determining the human resource needs of an organization and ensuring that the organization has the right number of qualified people in the right jobs at the right time. Human Resource Planning consists of 4 steps which are (1) determining the impact of the organization’s objectives on specific organizational units, (2) defining the skills, expertise, and total number of employees required to achieve the organizational and departmental objectives, (3) determining the additional human resource requirements in light of the organization’s current human resources, and (4) developing action plans to meet the anticipated human resource needs. There are also some tools in Human Resource Planning. The first one is the skill inventory which is a consolidated list of biographical and other information on all employees in the organization. Which usually consist of personal data, skills, special qualifications, salary and job history, company data, capacity of individual, and special preferences of individual. The second is we can also use succession planning which identifies specific people to fill key positions throughout the organization. The succession planning always involve a replacement chart, where it shows both incumbents and potential replacement for given position. So this could handle the problem to avoid someone else will quit because...
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...| | | | | 1. Human resource management consists of numerous activities. What areas were illustrated by Sam’s schedule on this particular day? There was a number of human resource management activities illustrated by Sam’s schedule on this particular day. The first was the management by objectives (MBO) program that Sam was worried about. This project had been in the works for over a year now, and needed to be implemented. The next HRM activity was supervisory training programs. Sam needed to think of ideas for these programs. It is an important role of HRM to keep their employees trained and up to speed with the job. Employee record keeping was the next issue. HRM has the responsibility to ensure that employee records are correct and easy to access with the program. Employee grievances were something that needed to be dealt with that day, as well. It is the job of HRM to make sure that the employees are happy and getting along. They need to keep employee satisfaction. An unhappy employee will not be beneficial to the company. Another issue that Sam had to deal with was the payroll. It is the job of human resources to make sure employees are getting paid correctly. The next HRM activity was the flood of applicants that came into the office in response to an advertisement in the paper. It is part of human resources duties to recruit, hire, and fill positions as necessary. The next event was a mandatory staff meeting with department heads that Sam needed to attend. He...
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...1. Human resource management consists of numerous activities. What areas were illustrated by Sam’s schedule on this particular day? One of areas were illustrated by Sam’s schedule on that day are to ensure worker requirements for the day are met with the organization needs. On that day, Sam was told that new stockroom foreman did not come to work. He was asked to find replacement for that new worker by Al Noren urgently. It because on that day, there are two cars must be unloaded. Sam agree and will find the replacement but he fails. Next areas is, training and development. This context are includes to identify training and development needs and source provision. It also consists to provide Corporate induction programs, facilitate IiP accreditation and administer corporate training provision. In this case study, Sam is instructed to devising a program to help his company. He decide to use the management by objectives (MBO) program although him realized there are will be resistance by some plant managers. But Sam confident that this MBO is good solutions to implementation at his workplace, Lakeview Plant for improve the work setting and skill level of employees. Besides that, there is also recruitment activities. Recruitment activities covering such as provide a comprehensive advice and administration service, from advertising to appointment, for all full-time and fractional appointments across the organization. It also to provide and selecting the best...
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...Analyze the case and key facts Sam has recently missed a couple of deadlines on a project as she is not familiar with new programming language. However, Sam had no verbal or written warnings record against her performances. Manager had a meeting about her inability to meet her latest deadline but there were no legal documents about the meeting such as specific timelines for a performance review. Furthermore, during the meeting, Sam physically struck manager and walked out and had not returned for 7 days. Sam submitted a medical certificate for 7 days absence to Human Resources Department and the certificate had been filed within the organization’s system. Manager, supervisor and Human Resources department had a meeting without Sam about Sam’s misconduct and they made a decision to dismiss Sam. Sam brought this case to Australian Industrial Relations Commission and she won the case as there is no evidence to support its case of dismissal on the grounds of misconduct or serious misconduct. Sam was awarded costs of approximately $5000 for lost salary and wages and a further $5,000 for emotional distress * Reason to lose the case 1. The employer failed to follow a formal disciplinary process. 2. There was no impartial investigation carried out 3. There were no records of any notes provided by the employer to back the claims that there had been meetings and reviews. The only written evidence produced was the termination letter. 4. Sam produced a verified copy of...
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