This audit is to provide Walmart as a company new HR suggestions to help overcome current discrepancies, and help the company gain a profit with certain situtions such as lawsuits, wages, and turnover. First we began with obtainable knowledge of Walmart and their current business practices.
Wal-Mart employs more people than any other company in the United States outside of the Federal government. Forbes magazine, polling business executives has ranked Wal-Mart among the best 100 corporations to work for. Yet the employees on average take home pay of under $250 a week.The salary for full-time employees (called “associates”) is $6 to $7.50 an hour for 28-40 hours a week, which is typical in the discount retail industry. This pay scale places employees with families below the poverty line, with the majority of employees’ children qualifying for free lunch at school.
Through out the years Walmart has done well with the hiring of employees in masses and keeping a full staff majority of the time. Hiring a staff at minimum wage has done well from a corporate stand point. Bringing extra workers in during the holiday season has created gains for the company and is a pretty good business strategy.
Finally the anouncement to hire all veterans that apply within the first year of military discharge was good PR choice. Unfortunately with your added success in keeping a well maintained staff, there has been several negative accusations and lawsuits against you, such as Walmart vs Dukes,which is a sexual discrimination case, also overtime wages for temp workers.
It’s clear there is need for an emphasis on extra equal opportunity training for all managers. It is suggested that each store hire and keep a team of board members made up senior workers, from which a voting process will be made from panel of peers for all manager positions. All applicants should meet the minimum criteria of time and service, time in grade.
Walmart hires nearly 600,000 workers a year. The company holds a 44% turnover ratio. It would benefit the company to work on this turnover ratio. According to one lawsuit involving Walmart and temporary workers, the worker was working full time hours along with overtime, but was not receiving full time wages, and overtime wages. According to walmarts set policy 34 hours is considered full time. If this policy is to be with held, in order to stay out of legal trouble , it is suggested that all managers, reconize what hours are considered full time and what is considered part time.
In order to cut down on the turnover ratio, it is being suggested that team building training be conducted quarterly to help upper management to get to know their workers better. It is imperative that managers realize that the workers are what drives the company. In order to create a sense of belonging and loyalty, all managers should try to accomadate all workers on their shift hours. This of course should be done on a case by case basis, and not to be abused. All accomadations should be made in writing and signed by both the worker and the manager at the time of agreeing.
If this accomplished correctly, the cost of turnover and training will in turn provide a profit for the company. There will be less man hours to pay for someone to, recruit, interview, hire, and train. Finally the hiring of new employees should be made after a drug screening and background check be made. This is to ensure that reliable people are being hired. Once the employee has met this minimum requirement, they will then attend the equal oppurtunity seminars, along with a seminar on diversity in the workforce.
To recap, this audit has pointed out suggestions that involve, equal opportunties, equal pay, hiring of managers, and employees. It is certain if Walmart takes in these suggestions, there is no doubt that company will turn a profit, and or save from legal troubles.