Organizational Culture at Wal-Mart

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Organizational Culture at Wal-Mart Explain how viable employee relations’ practices have contributed to Wal-Mart success as an employer. Employees and managers are charged with continuous improvement, continuous learning, and employee ownership. Wal-Mart fosters an environment to promote superior execution and, employee empowerment in an effort to unify employees as a team. “Wal-Mart teams are highly productive but at the same time the staffing levels are lean. HR insures employees are held operationally accountable for keeping a balanced focus on customer service, expense control (theft prevention) and keeping products in stock” (Bergdahl, 2010). Wal-Marts spend a considerable amount of effort trying to make employees feel like they are part the company because they are valuable assets to solicit new ideas. Wal-Mart is continuously expanding that is why they are on the look-out for the best candidates, as a result of their global reach; there are a lot of job openings worldwide. There are two ways in which Wal-Mart recruit, internal and external recruitment. Wal-Mart recruitment uses both of them depending on the situation. When using external recruitment Applicants can apply in any local or foreign offices and stores by simply sending their resume via mail or email and they will call their applicants for an initial interview or examination depending on the position they apply for. Every applicant for a job at Wal-Mart regardless of religion, race, gender or age is provided an equal employment opportunity. Visit the Wal-Mart employee benefits website and determine how the benefits may contribute to the success of Wal-Mart’s Employees Practices. Wal-Mart have been heavily criticized for unfair employee treatments which include “cap wages in certain positions, allow the hiring of more part-time workers in lieu of full-time workers, and revise scheduling

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