Case Study: Forecasting Human Capital Demand at Loblaw

From the case study in Chapter $3,$ Loblaw Environmental Analysis, we know that Loblaw Companies Ltd$.($Loblaw$)$ operates in the market segment that focuses on customer service. We also know from the Chapter $2$ Case Study, Human Capital Strategy at Loblaw, that part of Loblaw's value proposition is to be the best in food, health, and beauty. Some of the activities that push Loblaw toward implementing this value proposition include delivering fresh food selection, competitive value, and customized assortments across label banners. The value proposition is further supported by high$-$quality health and wellness products and services. The core values to be upheld in performing these actions include "being authentic, building trust, and making connections" $($Loblaw Companies Ltd$.2021,6).$

Together, these firm attributes give insight into Loblaw's strategy and HR strategy.

Table $4\mathrm{.}1$ shows the typical jobs in a grocery store and job levels. In addition to the in$-$store jobs, Loblaw would have several corporate level jobs that support the retail stores. These corporate support jobs include functions such as accounting, marketing, HR management, franchise sales, store site allocations and management, supplier management and relations, product development and management, and public relations.

Based on the case in Chapter $1,$ you should now have a good idea about Loblaw's retail supermarket strategy. From the Chapter $2$ case, you know what kinds of organization$-$level tasks or actions are most important in delivering that strategy to customers, and you know what kinds of human capital knowledge, skills, abilities, and other attributes $($KSAOs$)$ or competencies are required to fulfil those important organizational tasks. The Chapter $3$ case study, Loblaw Environmental Analysis, helped you to uncover the environmental influences that have the potential to have the greatest impact on Loblaw's strategy.

Using the questions below as a guide, develop a list of the strategic human capital KSAOs$/$competencies that are critical for Loblaw to have in order to continue to deliver its value proposition in the near future.

permarket Job Job Level

Custodian $1$

Shopping Cart Attendant $2$

Bagger $3$

Food Preparation Worker $4$

Bakery Assistant $5$

Floral Assistant $5$

Stock Clerk $6$

Cashier $7$

Customer Service Representative $7$

Overnight Stock Clerk $7$

Assistant Store Manager $8$

Bakery Manager $8$

Butcher $8$

Inventory Control Manager $8$

Loss Prevention Manager $8$

Pharmacy Technician $8$

Seafood Manager $8$

Store Manager $9$

Pharmacist $10$

Table $4\mathrm{.}1$ Typical Grocery Store Jobs and Job Levels

Case Study Question $4\mathrm{.}1$

Review

Prioritize the organzational tasks$/$activities that are most important to succesfully delivering Loblaw's strategy, given what you know about the environmental influences on the firm's future outlook.

Case Study Question $4\mathrm{.}2$

Review

Based on the prioritized list of organizational tasks$/$activities$,$ prioritize the human capital KSAOs or competencies that are key to delivering the strategy.

Case Study Question $4\mathrm{.}3$

Review

In what jobs would each of these strategic KSAOs$/$competencies belong? If you do not see a job title for one or more of your strategic KSAOs$/$competencies$,$ place the job in one of the broader functional levels of the organization, and give it a logical job title.

Case Study Question $4\mathrm{.}4$

Review

Using your prioritized list of KSAOs$/$competencies$,$ can you highlight one or more KSAOs$/$competencies that are made more valuable by further developing it as firm$-$specific human capital? Can you highlight one or more KSAOs$/$competencies that are good examples of generic human capital?