The orga rate that The . CASE 4-1 WALMART DEMAND WITH PASSIUNI Walmart is the 800-pound gorilla in the retail market, posting the highest sales while being supported by their 2.3 million employees. They are also the number one retailer in Mexico and Canada, with operations that span the globe latin America, Europe, Africa, and Asia), including owning a 950h stake in Japanese retailer SEIYU. Their international division has experienced massive growth accounting for 2696 of total revenues with over 6,100 stores Locally, Walmart manages 655 Sam's Club warehouses and around 4,570 Walmart stores with the increasing trend toward less (hc ing the extensive store designs.(2) How can Walmart continue to expand successfully in the United States as well as internationally and offer products to their grow- ing number of customers? The key to business growth for any firmi including Walmart and its more than 2 million employees, is human resource management. How does Human Resources (HR) per- form such functions? Job analysis and design are implemented through the company's hierarchical functional structure. Walmart divides job analysis into two areas: work-oriented and worker-oriented. Work-oriented job analysis is used to analyze salesforce work situations using direct observation and interviewing, and it provides HR with a bench- mark of desirable work outcomes. In order to analyze managerial positions and gather data on perceptual, interpersonal, and criti- cal-thinking skills, Walmart developed the Work Profiling System (WPS). This worker-oriented approach focuses on the critical skill set needed to become a successful corporate or store executive. Job descriptions are created from HR's job analyses and include the following factors for all jobs: . Duties Functions Job Factors Job Knowledge interpersonal, ar orofiling System mize short ed approach focuses on the critical acessful corporate or store executive nalyses and include andrewngand it Awo outcomes. In order to other ton perceptual, interpersonal Walmart developed the Work Profilin The worker oriented approach to become a successful co ons are created from He factors for aljobs Gap anal numbers recruitm well as decrease rates aff net shri recruitm positio recruit cially w workfo In orde ment fied w used low-c will in effor Factors Knowledge Performance Standards Joo specifications, on the other handar able and essential worker he other hand, are employed for all job scriptions and are divided into desirable and essential w autes Pecantial attributes change by position. Executives are expe ss critical thinking, problem resolution, and investigative KSAs). The sales force is expected to be knowledgeable m's products and business while possessing excellent comunication skills. Desirable traits for one type of job, ironically are the essential attributes for the other. For example, being social. likeable, and multitasking are desirable skills for managers while a necessity for sales personnel. appl Wali Que Forecasting is critical to guarantee that Walmart staffing require- ments can shift with consumer demand, making sure that worker surplus is minimized. 1 The three most notable forecasting techniques are bottom-up approach, trend analysis, and Delphi method. JG STRATEU to guarantee that TALENTIL) Reference (1) Wal- 29, be lowest level) to con right people in the right in The purpose of the botton erige hum pose of the bottom-up approach is to a organization, from the store employee (the Fate headquarters (top level), has the right pe that frontline employees have the The forecasting process starts by (hourly employees) and, once ing up the chain of com the bottom-up approach by usine needs, especially as it relates to their The Delphi method, unlike the other te vees have the management suppo eting process starts by HR looking first att oployees) and, once those needs are dete se chain of command, level by level. Trend anal up approach by using current needs to estim specially as it relates to their plans for global grow oport they at the store les determined, mor od analysis entends to estimate tutur s. uses expert opin technique is employed or projections, such new brands. "For Honey segmer and tec tions; to the compe In 19: encou sess years ingt bus real dey jon rather than quantitative projections. This technique when there no baseline data is available for projectie as when opening new stores, new facilities, or new brand, example, HR experts can discuss the HR needs in openin Walmart store of a certain size. The company's human resour management applies the Delphi method to estimate the numbe employees needed in each type of job, such as supply chain jobs inventory jobs, and sales jobs."(3) Walmart, unlike the oil service industry (see Case 1-2), does not have trouble obtaining labor as needed. However, they do deal with issues of surplus labor when sales decline; this equates to lower operating efficiencies and lower profitability. HR utilizes gap analy sis, performance analysis and turnover rate analysis in order to mini mize shortages or surpluses. Gap analysis examines job needs versus employee skill sets and numbers, with the results determining the appropriate lev recruitment. A large gap would indicate cost inefficie well as reduced organizational performance; HR rec decreased or increased according to the size of the gap, rates affect recruitment rates, with the result indicating net shrinkage or growth. Shifts in sales revenues a recruitment, with HR balancing the number of applica positions against determined employee needs. recruitment and employee compensation are impie oro nened resulting STEE Hance; HR recruitment is the gap. Tumover indicating the firm's revenues also influence of applicants for entry needs. Adjustments in are implemented espe- nened, resulting in het TRATEGY: FUELING FUTURE CONSUME ENT(1) to guarantee that the lowest level) to co people in the right joka nt support they need first at the storelev are determined, mor el. Trend analysis extende eeds to estimate future purpose of the bottom-up approach is to qua nization, from the store employee (the lowest headquarters (top level), has the right people in at frontline employees have the management supp The forecasting process starts by HR looking first at th (hourly employees) and, once those needs are deter ing up the chain of command, level by level. Trendan the bottom-up approach by using current needs to ech needs, especially as it relates to their plans for global growth The Delphi method, unlike the other techniques, uses expertos ion rather than quantitative projections. This technique is emple when there no baseline data is available for projections, such as when opening new stores, new facilities, or new brands. For example, HR experts can discuss the HR needs in opening a new Walmart store of a certain size. The company's human resource management applies the Delphi method to estimate the number of employees needed in each type of job, such as supply chain jobs, inventory jobs, and sales jobs."(3) Walmart, unlike the oil service industry (see Case 1- e trouble obtaining labor as needed. However, they co osues of surplus labor when sales decline; this equal operating efficiencies and lower profita encies and lower profitability. HR utilizes gap a sis, performance analysis and turnover rate analysis his equates to lower rate analysis in order to min sis, miz Ga nur rec observation and me mark of desirable work outcomes. In order to analyze M positions and gather data on perceptual, interpersonal, and criti- cal thinking skills, Walmart developed the Work Profiling System (WPS). This worker-oriented approach focuses on the critical skill set needed to become a successful corporate or store executive. Job descriptions are created from HR's job analyses and include the following factors for all jobs: Duties Functions Job Factors Job Knowledge Performance Standards Job specifications, on the other hand, are employed for all job descriptions and are divided into desirable and essential worker attributes. Essential attributes change by position. Executives are expected to possess critical thinking, problem resolution, and investigative skills (KSAs). The sales force is expected to be knowledgeable about the firm's products and business while possessing excellent communication skills. Desirable traits for one type of job, ironically, are the essential attributes for the other. For example, being social, likeable, and multitasking are desirable skills for managers while a necessity for sales personnel. Forecasting is critical to guarantee that Walmart staffing require- ments can shift with consumer demand, making sure that worker surplus is minimized. The three most notable forecasting techniques are bottom-up approach, trend analysis, and Delphi method. The orga rate that The (hc ing CASE 4-1 WALMARI JL DEMAND WITH PASSIUNTI Walmart is the 800-pound gorilla in the retail market, posting the highest sales while being supported by their 2.3 million employees. They are also the number one retailer in Mexico and Canada, with operations that span the globe latin America, Europe, Africa, and Asia), including owning a 950h stake in Japanese retailer SEIYU. Their international division has experienced massive growth accounting for 2696 of total revenues with over 6,100 stores Locally, Walmart manages 655 Sam's Club warehouses and around 4,570 Walmart stores with the increasing trend toward less extensive store designs.(2) How can Walmart continue to expand successfully in the United States as well as internationally and offer products to their grow- ing number of customers? The key to business growth for any firmi including Walmart and its more than 2 million employees, is human resource management. How does Human Resources (HR) per- form such functions? Job analysis and design are implemented through the company's hierarchical functional structure. Walmart divides job analysis into two areas: work-oriented and worker-oriented. Work-oriented job analysis is used to analyze salesforce work situations using direct observation and interviewing, and it provides HR with a bench- mark of desirable work outcomes. In order to analyze managerial positions and gather data on perceptual, interpersonal, and criti- cal-thinking skills, Walmart developed the Work Profiling System (WPS). This worker-oriented approach focuses on the critical skill set needed to become a successful corporate or store executive. Job descriptions are created from HR's job analyses and include the following factors for all jobs: . Duties Functions Job Factors Job Knowledge The orga rate that The . CASE 4-1 WALMART DEMAND WITH PASSIUNI Walmart is the 800-pound gorilla in the retail market, posting the highest sales while being supported by their 2.3 million employees. They are also the number one retailer in Mexico and Canada, with operations that span the globe latin America, Europe, Africa, and Asia), including owning a 950h stake in Japanese retailer SEIYU. Their international division has experienced massive growth accounting for 2696 of total revenues with over 6,100 stores Locally, Walmart manages 655 Sam's Club warehouses and around 4,570 Walmart stores with the increasing trend toward less (hc ing the extensive store designs.(2) How can Walmart continue to expand successfully in the United States as well as internationally and offer products to their grow- ing number of customers? The key to business growth for any firmi including Walmart and its more than 2 million employees, is human resource management. How does Human Resources (HR) per- form such functions? Job analysis and design are implemented through the company's hierarchical functional structure. Walmart divides job analysis into two areas: work-oriented and worker-oriented. Work-oriented job analysis is used to analyze salesforce work situations using direct observation and interviewing, and it provides HR with a bench- mark of desirable work outcomes. In order to analyze managerial positions and gather data on perceptual, interpersonal, and criti- cal-thinking skills, Walmart developed the Work Profiling System (WPS). This worker-oriented approach focuses on the critical skill set needed to become a successful corporate or store executive. Job descriptions are created from HR's job analyses and include the following factors for all jobs: . Duties Functions Job Factors Job Knowledge interpersonal, ar orofiling System mize short ed approach focuses on the critical acessful corporate or store executive nalyses and include andrewngand it Awo outcomes. In order to other ton perceptual, interpersonal Walmart developed the Work Profilin The worker oriented approach to become a successful co ons are created from He factors for aljobs Gap anal numbers recruitm well as decrease rates aff net shri recruitm positio recruit cially w workfo In orde ment fied w used low-c will in effor Factors Knowledge Performance Standards Joo specifications, on the other handar able and essential worker he other hand, are employed for all job scriptions and are divided into desirable and essential w autes Pecantial attributes change by position. Executives are expe ss critical thinking, problem resolution, and investigative KSAs). The sales force is expected to be knowledgeable m's products and business while possessing excellent comunication skills. Desirable traits for one type of job, ironically are the essential attributes for the other. For example, being social. likeable, and multitasking are desirable skills for managers while a necessity for sales personnel. appl Wali Que Forecasting is critical to guarantee that Walmart staffing require- ments can shift with consumer demand, making sure that worker surplus is minimized. 1 The three most notable forecasting techniques are bottom-up approach, trend analysis, and Delphi method. JG STRATEU to guarantee that TALENTIL) Reference (1) Wal- 29, be lowest level) to con right people in the right in The purpose of the botton erige hum pose of the bottom-up approach is to a organization, from the store employee (the Fate headquarters (top level), has the right pe that frontline employees have the The forecasting process starts by (hourly employees) and, once ing up the chain of com the bottom-up approach by usine needs, especially as it relates to their The Delphi method, unlike the other te vees have the management suppo eting process starts by HR looking first att oployees) and, once those needs are dete se chain of command, level by level. Trend anal up approach by using current needs to estim specially as it relates to their plans for global grow oport they at the store les determined, mor od analysis entends to estimate tutur s. uses expert opin technique is employed or projections, such new brands. "For Honey segmer and tec tions; to the compe In 19: encou sess years ingt bus real dey jon rather than quantitative projections. This technique when there no baseline data is available for projectie as when opening new stores, new facilities, or new brand, example, HR experts can discuss the HR needs in openin Walmart store of a certain size. The company's human resour management applies the Delphi method to estimate the numbe employees needed in each type of job, such as supply chain jobs inventory jobs, and sales jobs."(3) Walmart, unlike the oil service industry (see Case 1-2), does not have trouble obtaining labor as needed. However, they do deal with issues of surplus labor when sales decline; this equates to lower operating efficiencies and lower profitability. HR utilizes gap analy sis, performance analysis and turnover rate analysis in order to mini mize shortages or surpluses. Gap analysis examines job needs versus employee skill sets and numbers, with the results determining the appropriate lev recruitment. A large gap would indicate cost inefficie well as reduced organizational performance; HR rec decreased or increased according to the size of the gap, rates affect recruitment rates, with the result indicating net shrinkage or growth. Shifts in sales revenues a recruitment, with HR balancing the number of applica positions against determined employee needs. recruitment and employee compensation are impie oro nened resulting STEE Hance; HR recruitment is the gap. Tumover indicating the firm's revenues also influence of applicants for entry needs. Adjustments in are implemented espe- nened, resulting in het TRATEGY: FUELING FUTURE CONSUME ENT(1) to guarantee that the lowest level) to co people in the right joka nt support they need first at the storelev are determined, mor el. Trend analysis extende eeds to estimate future purpose of the bottom-up approach is to qua nization, from the store employee (the lowest headquarters (top level), has the right people in at frontline employees have the management supp The forecasting process starts by HR looking first at th (hourly employees) and, once those needs are deter ing up the chain of command, level by level. Trendan the bottom-up approach by using current needs to ech needs, especially as it relates to their plans for global growth The Delphi method, unlike the other techniques, uses expertos ion rather than quantitative projections. This technique is emple when there no baseline data is available for projections, such as when opening new stores, new facilities, or new brands. For example, HR experts can discuss the HR needs in opening a new Walmart store of a certain size. The company's human resource management applies the Delphi method to estimate the number of employees needed in each type of job, such as supply chain jobs, inventory jobs, and sales jobs."(3) Walmart, unlike the oil service industry (see Case 1- e trouble obtaining labor as needed. However, they co osues of surplus labor when sales decline; this equal operating efficiencies and lower profita encies and lower profitability. HR utilizes gap a sis, performance analysis and turnover rate analysis his equates to lower rate analysis in order to min sis, miz Ga nur rec observation and me mark of desirable work outcomes. In order to analyze M positions and gather data on perceptual, interpersonal, and criti- cal thinking skills, Walmart developed the Work Profiling System (WPS). This worker-oriented approach focuses on the critical skill set needed to become a successful corporate or store executive. Job descriptions are created from HR's job analyses and include the following factors for all jobs: Duties Functions Job Factors Job Knowledge Performance Standards Job specifications, on the other hand, are employed for all job descriptions and are divided into desirable and essential worker attributes. Essential attributes change by position. Executives are expected to possess critical thinking, problem resolution, and investigative skills (KSAs). The sales force is expected to be knowledgeable about the firm's products and business while possessing excellent communication skills. Desirable traits for one type of job, ironically, are the essential attributes for the other. For example, being social, likeable, and multitasking are desirable skills for managers while a necessity for sales personnel. Forecasting is critical to guarantee that Walmart staffing require- ments can shift with consumer demand, making sure that worker surplus is minimized. The three most notable forecasting techniques are bottom-up approach, trend analysis, and Delphi method. The orga rate that The (hc ing CASE 4-1 WALMARI JL DEMAND WITH PASSIUNTI Walmart is the 800-pound gorilla in the retail market, posting the highest sales while being supported by their 2.3 million employees. They are also the number one retailer in Mexico and Canada, with operations that span the globe latin America, Europe, Africa, and Asia), including owning a 950h stake in Japanese retailer SEIYU. Their international division has experienced massive growth accounting for 2696 of total revenues with over 6,100 stores Locally, Walmart manages 655 Sam's Club warehouses and around 4,570 Walmart stores with the increasing trend toward less extensive store designs.(2) How can Walmart continue to expand successfully in the United States as well as internationally and offer products to their grow- ing number of customers? The key to business growth for any firmi including Walmart and its more than 2 million employees, is human resource management. How does Human Resources (HR) per- form such functions? Job analysis and design are implemented through the company's hierarchical functional structure. Walmart divides job analysis into two areas: work-oriented and worker-oriented. Work-oriented job analysis is used to analyze salesforce work situations using direct observation and interviewing, and it provides HR with a bench- mark of desirable work outcomes. In order to analyze managerial positions and gather data on perceptual, interpersonal, and criti- cal-thinking skills, Walmart developed the Work Profiling System (WPS). This worker-oriented approach focuses on the critical skill set needed to become a successful corporate or store executive. Job descriptions are created from HR's job analyses and include the following factors for all jobs: . Duties Functions Job Factors Job Knowledge