Group Members

Hira Saeed
Nadia Maqbool
Ayesha Ejaz

Submitted To: SoHaiL Saleem

Subject: St.HRM
ial-Mart
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˜ Started by ?
 
 in 1962.

˜ ial-Mart serves more than 200 million times per week

customers and members at more than 8,159 retail units
operating under 55 different banners in 15 countries.
 onti͙

^ Internationally, the company operates in Argentina, anada,

hina, Brazil,India,UK etc.

^ urrently it employs 2.1 million people in US.

^ The company recorded revenues of $400000 million during

the financial year ended 2009, an increase of 7.1% over 2008.
  
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 Sam͛s club

˜ Sam͛s lub operates ial-Mart͛s warehouse

membership clubs in the US.

˜ ial-Mart operates 602 Sam's lub in 48 US

states.
 International segment
^The international segment comprises wholly
owned subsidiaries operating in Argentina,
Brazil, anada, Japan.

^ ial-Mart utilizes a total of 146 distribution

facilities located in Argentina, Brazil, anada.
   ?




[ ffers the best quality merchandise at the
lowest prices in all their stores, from school
supplies, to household items and top quality
groceries͟
    ?




[Saving People͛s Money so they can live Better͟

 Purpose
˜ ?
 
  




[If we work together, we͛ll lower the cost of
living for everyone͙we͛ll give the world an
opportunity to see what it͛s like to save and
have a better life.͟
Sam ialton͛s ial-Mart Philosophy
Sam ialton built America͛s vast chain of ial-
Mart stores on the w  w   
in the workplace, customer services, and
always having the lowest prices
 Major Products & services
·

˜ Gry and wet grocery,Beverages,Frozen foods,
Shoes, Jewellery, Toys,etc.
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˜ Shipping services
˜ Internet services
˜ Trial offers
˜ Pharmacy services
˜ redit card services
 ompetitors
˜ Tesco PL
˜ Metro AG
˜ Amazon.com, Inc.
˜ 
S aremark orporation
˜ Staples, Inc.
 ial-Mart͛s 3 Basic Beliefs
1. Respect for the Individual

2. Service to ur ustomers

3. Strive for Excellence

  

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Grass Root Process:
[Listen to your associates. They͛re the best idea generators.͟

˜ Sundown Rule:

˜ Team iork:

˜ pen Goor Policy:

˜ The 10 Foot Rule

 Sundown Rule

[why put off until tomorrow

what you can do today?͟
 pen door policy
Through [open door͟ policy, associates
(employees) are free to share suggestions,
ideas, and voice concerns. ihether it͛s help
with a problem, guidance or direction, or
simply getting an answer to a question.
 Ten Foot Rule
?
 
 
 - one that ensures that a customer who
passes within ten feet of an employee is assisted in a
courteous and helpful manner. Time is also spent
understanding customer needs and how filling those needs
can affect customer behavior.

X Look at the customer in the eye

X Greet the customer

X Ask the customer if she/he needs any help.

 Guiding Principles
˜ Always act with integrity.
˜ Reveal and report all information truthfully,
without manipulation or misrepresentation
Follow the law at all times.
˜ Be honest and fair.
˜ Respect and encourage diversity, and never
discriminate against anyone.
 ustomer Satisfaction

Good Quality
 
   
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 `
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˜ dominant player in the retailing industry

˜ strategy of establishing discount stores in

smaller towns and capturing significant
market share.
 onti..
˜ growth in the 1980s by using information
technology (IT) to manage its supply chain and
by expanding business in bigger metropolitan
cities.

˜ In the late 1980s, it ventured into food

retailing by introducing Supercenters
 Growth Strategy
˜ At present, the most important goal for
ial-Mart is to maintain their current net
sales growth of approximately 12 percent
per year.

˜ expand into international markets that

have large population centers.
 onti..
˜ increasing the overall efficiency of the
organization by reducing operating costs or
cost of goods sold.

˜ In the area of human capital, ial-Mart has no

unions, pays low wages, and relies heavily on
part-time and temporary help
 Strategy for Managing Growth

˜ Location

˜ Acquisition
 orporate Strategies
(Gain competitive advantage by) providing
customer͛s access to quality goods, when and
where needed, at competitive prices

˜ Gifferentiate themselves from their

competitors
˜ To grow through new services and alliances
 ?

  

˜ Gominate the Retail Market wherever ial-Mart

has a presence.
˜ Growth by expansion in the US and
Internationally.
˜ reate widespread name recognition and
customer satisfaction with the ial-Mart brand,
˜ Branching out into new sectors of retailing such
as pharmacies, automotive repair, and grocery
sales.
 à   


˜ orporate Energy onservation, Energy and

Environment Award
˜ 2009 Sustainability Excellence Award
˜ Top 50 ompanies for People with Gisabilities
˜ Number ne Most Admired ompany in America
˜ Best Place to iork in the United Kingdom (ASGA)
 |


    

˜ By using IT technology
X ASGA
X RFIG
  !O    à?à

˜ ial-Mart uses computers to help further educate and to train

their employees.

˜ ial-Mart͛s 1.2 million employees in the U.S. are offered e-

learning programs to help develop their personal skills.

˜ Using this information technology ial-Mart offers classes that

help to increase productivity at both work and in employee͛s
personal lives.
  !O    !

˜ ial-Mart uses RFIG to increase its employee͛s productivity.

˜ identification system.

˜ iith the use of RFIG information technology, employees can

replenish shelves up to three times faster than with the old
bar code technology.

˜ Products have a radio frequency that a scanner and detect

determine the amount of products and where they are
located.
 onti..
˜ Employees can also find products stored in the back room of
the store quicker, helping to make the employee more
productive and the customer happier.

˜ Using RFIG technology also helps to keep inventory costs

down.

˜ RFIG can automatically tell when products need to be

reordered, which is more efficient than being recorded when
the employee determines the product needs to be restocked.
 |w ·w à 
ial-Mart doesn͛t only help their customers at their stores but
they do help their customers with their life.

˜ Provides scholarships
˜ Helps children͛s hospitals
˜ Provides money to fund raisers
˜ ares about environment
  
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^
ery good operational efficiency.

^ Use of IT in all verticals of business

^ Effective use of logistics management

^ Global Expansion for new market opportunity

  
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^ Networked to HQ via private satellite in 1983

^ Bargaining power over suppliers

^ Gata used to [profile͟ each market

^ Predicts demand, optimizes stock

 Marketing Strategies
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 HR Strategies

˜ Motivating employee
˜ Internal promotion
˜ External recruitment
 Job analysis
At ial-Mart every employee gets his job
description before starting his formal job after
training as they are very much conscious
about their employees so they not only
depend on job description but also employees
are guided by the supervisor and the line
manager or any other manager.
 Human Resource phIlosophy
[ ur philosophy is that management role is
simple to get the right people in the right
place to do job and then encourage them to
use their own inventories to accomplish the
task at hand͟
 orporate ulture
ial-Mart corporate culture is defined by ten basic
principles.
˜ The customer is always right.
˜ ie are merchandise driven company.
˜ ur people make the difference.
˜ ie communicate with our associates.
˜ ie maintain a strong work ethic.
 onti..
˜ Associates are partners.
˜ ur leaders are also servants.
˜ Associates are empowered.
˜ ie have integrity in all we do.
˜ ie control our expenses.
 Meetings
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The primary focus of the people division is
recruitments of new associates.
 Staffing
In store employees at ial-mart consist of two
categories: manager (salaried) and associates
(hourly) .Mangers are hired in three ways
˜ People from other retail companies with outstanding
merchandising skill are recruited.
˜ ollege graduates are hired
˜ Hourly associates move up to the rank.
 


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The ial ʹMart recruitment is done through online
website http://walmartstores.com
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˜ Management training and succession:

˜ Associate training:
' lassroom training
' omputer-based training
' In-store training
' n-the-job training
 Performance Evaluation
The four performance appraisal level are
˜ Below standard
˜ Above standard
˜ Standard
˜ utstanding
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˜ Profit sharing
˜ Group life insurance and optional term life
insurance plan
˜ Business travel accident policy
˜ Salary continuance.
˜ Long term disability insurance
˜ Paid vacation
˜ Purchase discount
 ompensation
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This program is designed to
˜ Provide fair compensation to executives based upon their
performance and contribution to ial-mart.

˜ Provide incentives to attract and retain key executives.

˜ Instill a long term commitment to ial-mart and develop pride

and sense of company ownership
·

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 !  

- Gender Giscrimination
- Production/ perations
- No Unions!
- Research and Gevelopment :
- iages below average.
   
˜ ial-mart is more oriented towards making profits by cutting
down costs

˜ Has little concern about its employees

˜ ne stop shop, low priced and diverse services makes wal-

mart a tough competitor

˜ Has slowed down its growth.

 

 

˜ Introducing higher and equal incentives for both
genders.

˜ ontinue trade with china to reduce cost.

˜ Giscovering new geographical opportunities.

˜ Being more concerned about employees.

˜ iorkshops, Training & Seminars

˜ Giversity Task Force

˜ learly posted job openings/promotion

opportunities for Management positions :