电视剧《猎场》百度云:The recruitment characteristics in Wal-Mart

Table of content

1. Introduction ………………………………………………………..1

2. Analysis …………………………………………………………….1

2.1The attitude of recruiting in Wal-Mart…………………………………….2

2.2 The recruitment process……………………………………………………3

3. Conclusion…………………………………………………………4

4. Reference ………………………………………………………….5

The recruitment characteristics in Wal-Mart

1. Introduction

Wal-Mart Stores, Inc. (NYSE: WMT), branded as Wal-Mart since 2008 and Wal-Mart before then, is an American public multinational corporation that runs chains of large discount department stores and warehouse stores. The company was the world's largest public corporation in 2010 by revenue. (Wikipedia, 2010)  The company was founded by Sam Walton in 1962, incorporated on October 31, 1969, and publicly traded on the New York Stock Exchange in 1972. Wal-Mart, headquartered in Bentonville, Arkansas, is the largest majority private employer. Wal-Mart is also the largest grocery retailer in the United States. It also owns and operates the Sam's Club retail warehouses in North America. The value of Wal-Mart is ‘helps our customers save money so they can live better’.  

Wal-Mart main work in business retailing industry and it is one of the customer focused corporation. The customer focused companies are taking Human Recourse Management (HRM) seriously. In addition, recruiting is a business, and its big business.(Cascio,2010) Wal-Mart pay much attention in recruiting when the recruitments is necessary. As one of Fortune global 10 in latest years, what are employees recruiting characteristics in Wal-Mart?

Recruiting is a process to attract and selects the desired employees in proper and right way. And it is also a process for companies to attract and obtain talents. (Jiang , 2004)  so, this essay analysis Wal-Mart recruiting characteristics in the attitude of recruiting, and the process of recruiting. 

2. Analysis

2.1The attitude of recruiting in Wal-Mart

 "To grow, we have to attract and retain good people." Scott said. It could show Wal-Mart take recruitment seriously in strategic level, and it links to the development.

The successful recruiting can take many benefits for the organization:

a)        The results of recruitment find out the most proper person for the recruited job.

b)        It can reduce the turnover in the future.

c)        It contribute to set up good enterprise imagine(Jiang, 2004)

Wal-Mart is the fundamental principle consistent. it includes : respect for individual customers, service, seeking excellence ; to retail services industry; of cultural identity; are honest and hardworking, etc. Wal-Mart concerned about the skills and experience. At the same time, it is more important to personal virtues, not have to employ good qualities are the preconditions for. it is especially on the integrity and team spirit, enthusiasm for work and service quality.

Wal-Mart is focused on the applicant's service and ability to deal with emergency cases in the interview test. It is by the characteristics of its own industry. Looking at Wal-Mart's interview process, from senior director to the grassroots level the cashier, the requirements of both are very high, so job seekers interested in the Wal-Mart should focus on strengthening the ability of these two aspects. It also focuses on person math with the position.

Wal-Mart pays addition to applicant professional knowledge outside, still pay great attention to the development potential of the applicant. Because they hope employees can with the high speed development of Wal-Mart and the rapid growth.

When it needs the new employees, the recruitment information will show in labor markets and internet fairly and publicly. When both of the company and labor get an agreement, they will sign it. So the recruitment is a two-way selection.  (Guo, 2011)

2.2 The recruitment process

There are two ways in recruitment: A is internal recruiting; another is external recruiting. (Cascio, 2010)

Wal-Mart recruiting uses both of them depending on the detail situations. For the internet transport information fast and cost-less, it uses this way all the time. It also uses the poster, news paper and advertisement.

Freedom in America is hiring based human resource management. Whether recruitment general staff or senior staff in American multinationals, all execute test recording. American multinational company employed to personnel, and emphatically focuses on its practical ability, no regional boundary. Its employees of both faces the domestic, but also in other countries oriented. Employee recruitment is non-limit from the age, race, and gender. Anyone who comply with conditions, all can take the exam, but whoever competition have the privilege of not for the exam.

At Wal-Mart, for every candidate, regardless of race, age, gender, religion, disability, etc, Wal-Mart for their equal employment opportunities provided. Everyone must pass your basic skills tests, such as English, computer, professional knowledge inspection and two above management personnel interview evaluation. Through the science of recruit people method, Wal-Mart can employ to suitable for corresponding post talent.

The most classic characteristic in Wal-Mart is the career planning for college & recent graduate.

It provides some attractive benefits for them. For example, company will conduct a personal career planning for the new employees; a complete and systematic training development plan will do for them. Those methods are good to attract the graduators.

Wal-Mart according to the development of itself needs have different recruitment strategy to attract talents. It uses internal and external two channels, and through the internal headhunting, employee referral, rehired three ways to recruit all kinds of talents. Either internal or external channel recruitment channels have to pass the interview process: the universal screening resume or CV - a simple test - personnel interview - employing department interview.

Recruiting Accomplishments of the Wal-Mart as following:

• Continued building national, state and local relationships with organizations representing African American, American Indian and Alaska Native, Asian and Pacific Islander, GLBT (Gay, Lesbian, Bisexual, Transgender), Women, Mature, People with Disabilities and Hispanic markets.
• Continued to build strong relationships with universities and professional organizations.
• Received a variety of national awards recognizing diversity employment efforts.
• Provided scholarships to students at the high school, undergraduate, and graduate levels.
• Supported business case competitions, career education programs, graduate assistantships, and professional development opportunities through our Campus and Diversity Recruiting efforts.

3. Conclusion

Wal-Mart has a complete process to recruiting. And it can attract and retain employees. In addition, Wal-Mart does well at recruiting desired persons.

The characteristics of recruitment in Wal-Mart are following:

a)        It focuses on strengthening the ability of these two aspects.

b)        Employees and managers get an agreement after bis-selecting.

c)        It also pays attention to person math with the position.

d)       Wal-Mart recruiting uses both of internal and external recruitment depending on the detail situations.

Recruiting is a time-cost and money-cost process, too. So if company recruiting people frequently, it is not good at the development of the company and it shows there are something no good in the recruiting process. At this time human resource management department should modify the methods or others in recruitment. And the recruitment process should also be modified with the strategic and organizational regulation.

4. Reference

1.      Forbes Global 2000. Retrieved June 6, 2010

2.      http://en.wikipedia.org/wiki/Fortune_Global_500

3.      http://en.wikipedia.org/wiki/Wal-Mart_Stores

4.      http://walmartstores.com

5.      Wayne F. Cascio MANAGEMING HUMAN RESOUCES,2010 eight edition published by McGraw-Hill/Irwin. See also Overman, (2008,Apr.).The CEO as recruiter. HRMagazine.Society  for Human Resource Management(2007, Dec.).

6.      http://www.allbusiness.com/retail-trade/4301304-1.html 

7.      Jiang Xiuli, Shi Yan, EMPLOYEE TURNOVER MANAGEMENT,2004 punished by Shan Dong People Press

8.      Guo Xiaobo THE EMPLOYEE RECRUITMENT IN Wal-Mart, 2011-03-07 published by Publishing house of electronics industry