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1. Academic Marketing Research Represented On :-
WALMART HUMAN RESOURCE
FUNCTIONS

2. INTRODUCTION
• Human resource management is process of management of people
working in any company or organization
All the human resource management models emphasizes on following
important things:
• searching new ways of working
• role of manager in change making
• managing the activities of employees
• In current competitive business world that is always dynamic
organizations have to keep them advance with the pace of development
in this changing environment
• In companies department of human resource play a crucial role as they
are responsible for dealing with diversity of staff
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3. WALMART HISTORY
• Most people know that most popular discount retailers started in 1962, K-
Mart, flat and Wal-Mart opened its first store. (Company, 2010) actually
started by Sam Walton of this work during the intense competition of the
1950s many of the regional discount stores
• Before making the opening of its company Sam went to most of the parts
of country to learn things about the discount retail business. He
successfully convinced American consumers that he got the idea for a new
and compared to the old
• With confidence and vision, Sam with his wife Helen started the
development of a major stake in the first store in Rogers, Kmart has
expanded rapidly in the 1960s, while Sam was to get sufficient money for
the development of 15 stores of Wal-Mart
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4. WORKFORCE PLANING
• Work force planning and preparation of all your options before going into
the real work set for the staff to get the organizational goals is very
important issue
• 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 behaviors 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
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5. For more information :

6. • Wal-Mart is much concern about this issue, human resources and
recruitment system and effective to deal with their needs for this
purpose and put the plan always
• They announced the vacancy correctly, a pre-assessment before
engaging in the selection process. They provide benefits to its
employees and facilities in spite of, is blamed for some time to Wal-
Mart facilities discrimination and ill-especially low-paid
• This layout is about the workforce and provides the opportunity to
work on long-term thinking about the relevant services in the
future, and needs, and explore all viable strategies. Thus, the
central planning for company work becomes important for the
organizations
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7. EMPLOYMENT REQUIREMENTS
• Critical stage in the recruitment of human resources management. It
should be well planned and structured so that the organization can recruit
the right person for the right place instead of just making the availability
of another person at work
• There are many of the problems faced during this process and managers
for some time and the inability to focus, time and financial resources
necessary to make this process effective. Wal-Mart that they always take
qualified personnel and according to it, and it makes employees with
proper education and skils efficiency
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8. DEVELOPMENT AND TRANING
• Appointment comes after the development and training stage.
Most the organizations unfortunately sometimes even for technical
jobs do not provide adequate training for their employees before
hiring and employment
• There must be made sound system which can ensure that the
Organization the necessary arrangements to work before and on
the job training and development for their employees
The-job training is the main part in the field of human resources at
Wal-Mart is now not only offers these courses for their employees,
but in times of recession, they offer training courses for some
people who are by this time of recession
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9. ADMINISTRATION AND STAFF
PERFORMANCE
• Human resources management are primarily responsible for the
employee's performance in business administration (Jones, 2007)
• To achieve its purposes, which is responsible for dealing with staff
from induction to work on and improve their commitment and
reduce absenteeism and turnover, and improving skills levels and
productivity, and improve the quality and efficiency of its work
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10. BEST PRACTICES
• Also called as "high commitment" human resource management to ensure
that the realization of the best practices in human resources makes
improvement to organizational performance
• These practices are: - 1) job security, (2) recruitment of flour, 3) training
and large-scale, 4) the exchange of information, 5) capable teams, 6) also
paid a much higher according to the profit and reduce the inequalities in
the position of the staff
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11. For more information :

12. BEST FIT OR APPROACH OF
EMERGENCY
• Says that the management of human resources that can perform well when
there was a suit involving the required vertical on the performance of human
resources management and corporate strategy
• be a unity between the process closely and human resources and policy with
the policy of the foreign company
• For example is life cycle models, that argue in favor of the human resources
which according to experts can be easily known in development stage of any
organization by its policies and practices that it adopts at development or life
cycle process
• Some other models of competitive advantage that the idea of Porter on
strategic choice. Maps a variety of human resources practices in the
organization options for the development of competitive strategy
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13. CONCLUSION
• With the update that brought the introduction
of computers and mobile phones, information
and technological advances robots to support
human life and the work it is easy to be good
performance in any business.
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15. Thanks
for
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