Introduction
Walmart Inc. is the largest retail store in the United States and is more significant than any other retail chain in the world. The organization employees over 2.2 million people globally as of 2021 (Corporate – U.S., 2021). Currently, Walmart operates diverse retail facilities worldwide. Moreover, the company is the dominant retail store in Mexico, Canada, and the United Kingdom (De Rezende et al., 2021). According to the Fortune 500 index of the wealthiest and most powerful corporations globally, Walmart holds the number one spot, ranked by its total sales annually (De Rezende et al., 2021). The company is one of the most admired companies globally by Fortune. Walmart provides general merchandise from household needs to hardware merchandise (Roller, 2018). Subsequently, the company runs a pharmacy department and a photo processing center. According to Kohan (2021), over the past years, Walmart had tremendous revenues of $559 billion as of 2021. Hence, this has helped the organization maintain its position as the leading retailer in the United States, followed by Amazon.
Robust sales and lack of a worthy competitor have been beneficial to Walmart. As seen in Figure 1, their sales increased over the past two years as their productivity bolstered up to $22.55 billion in 2021 from $20.57 in 2020 (Statista, 2021). Moreover, they enjoyed a staggering increase in net income of $ 13.7 billion (Statista, 2021). In this way, Walmart accounts for over more than half of discount store income in the United States and another favorable percent of total retail sales.
After Walton Sam founded Walmart in 1962, he proclaimed that specific policy goals would characterize his company from then on: respect for the individual, customer service, and aiming for perfection. Walmart’s strategic planning approach sells high-quality, brand-name items at the lowest possible price. The corporation cuts cost by utilizing innovative electronic technology.
Background
Characterized by millions of employees globally, Walmart Inc. is an example of admirable robust human resource management. In regards to business value, organizational scale, and financial capability, Walmart is one of the largest in the world. Therefore, the company ensures large-scale human resource management to meet business needs and objectives. Walmart considers how its actions, such as internal corporate procedures, help manage employees as they are the emblem of the H.R. department (Legitimizing private legal, 2018). For example, the organization discusses H.R.’s job design and planning and how these factors lead to excellent personnel productivity. Walmart’s company performance management, retention and training, recruiting and selection, organizational structure, remuneration, and career development are factors accounted for by H.R. managers. The effectiveness with which H.R. issues are outspoken impacts the company’s performance and growth capabilities. Walmart’s strategy must complement the company’s staff development and associated organization practices.
H.R. Practices and their Significance at Walmart Inc.
Recruitment and Selection
Innovative hiring techniques are being used by Walmart to employ high-performers. The company uses various methods to determine if someone will be a good fit for the firm as a high-performer and culturally fit to work in the organization. Therefore, they advance techniques in ensuring they recruit their desired personnel; for instance, Maphwanya (2019) accentuates that Walmart uses structured job interviews and job knowledge evaluation to recruit someone. In this way, they manage to employ workers with competent skills and are ready to undertake the organization’s duties. Further, they use new strategies to advertise job vacancies on campuses to attract the most intelligent students about to graduate. In addition, Walmart also conducts personality tests and situational judgment choosing high-ranking positions such as the H.R. manager.
Training and Development
Walmart’s H.R. department exacerbates the importance of training and developing employees to enhance productivity in the organization. Consequently, the organization advanced Walmart academies to train their future employees. There are over 100 centers connected to a Walmart supercentre (Van Rijnsoever and Eveleens, 2021). They provide aspiring Walmart trainees with a training period of two-six weeks of practice on retail skills, polishing them for their future roles in various Walmart stores globally. In fact, the company enhanced its training programs by merging with V.R. start-up STRIVR that unearths a vibrant environment to associate training program through the Oculus Rift headset (Van Rijnsoever and Eveleens, 2021). The latter assist employees in experiencing real-life scenarios; hence they make an informed decision when choosing a particular field to specialize in a department.
Transparency
Maintaining openness with Walmart employees is one of the critical objectives of the H.R. department. Due to its vastness, the organization has employees of diverse nature; therefore, establishing a mutual environment of harmony and transparency is fundamental. Hence, the department promotes a collaborative culture and idea-sharing. As a result, positive organizational decisions are enhanced while employees’ careers are impacted. Moreover, it promotes honesty and trust that eventually fosters team spirit among the employees.
Employee Benefits
In ensuring Walmart employees are motivated to work towards the company’s objectives. The H.R. management ensures that associates receive benefits, such as accidental death, life insurance, short and long-term disability insurance, and dismemberment insurance. Furthermore, it is a dream of many individuals to work at Walmart as they also have free access to nurse care managers, access to wages before their stipulated time of payment. Ultimately, Walmart covers employees’ family support women personnel on maternal leave; they benefit them with 100% of their salary and give them ten weeks off duty.
Importance of HRM
Strategy management
Management strategy is a crucial part of the HRM department at Walmart and a critical element in the organization. H.R. managers of each department oversee strategies to ensure that the corporation meets its goals and substantially influence the corporate decision-making process, which includes worker evaluations purposes based on business needs.
Conflict management
Walmart’s H.R. is the department to inquire if workers have grievances they want to air. They guarantee that difficulties and struggles are correctly managed by checking the topic objectively and fostering good conversation to arrive at a solution. In addition, they help workers comprehend numerous methods for creating productive work connections, and they need not allow personal judgment to influence their behavior.
Benefits analysis
H.R. executives at the parent and multinational stores strive to minimize expenses wherever possible, such as recruiting and retention. The sound H.R. experts are well-versed in worker rewards that will draw excellent applicants, keep existing workers, and conduct practical discussions with prospective and present personnel.
Establishing a healthy work culture
A comfortable working culture is critical for bringing forth the best in individuals, according to the Walmart philosophy. As a result, human resource managers play a crucial role in creating a pleasant and hospitable workplace culture that enhances worker productivity.
Interactivity within employees
Walmart’s human resources managers are responsible for planning events, activities, and festivities that allow team growth. Additionally, it fosters a sense of trust and respect amongst coworkers through increasing staff engagement.
Theories of Leadership
Leadership theories attempt to explain how and why people become leaders. The concepts stress the characteristics and activities people may use to improve their leadership qualities. In that way, some of the notable theories of leadership employed in management include behavioral and contingency. The pictorial presentation of the leadership theories is shown below in Figure 2:
Behavioral Leadership
The behavioral leadership theory examines an executive’s success is determined by their actions rather than their innate characteristics. Sometimes, it is also known as the style theory, and it proposes that good leaders are not born but maybe developed via observable traits (Oberer and Erkollar, 2018). Behavioral theories of leadership emphasize a leader’s behaviors, implying that seeing how a leader act is the most significant determinant of leadership effectiveness. The focus of behavioral learning theory is on actions rather than attributes. In this approach, patterns of conduct are studied and classified as leadership styles. Precisely, status-quo leaders, task-oriented leaders, people-oriented leaders, authoritarian leaders, country club leaders, and others are examples of leadership styles. Importantly, success under this notion is defined by a leader’s conduct and actual habits.
Contingency leadership
The contingency leadership theory, also referred to as situational theory, emphasizes a leader’s circumstances. This notion studies the situational repercussions of a leader’s success or failure. The existing setting directly influences the effectiveness of a leader. While a leader’s personality has a role in their success, the context and scenario in which the leader finds themselves is the most crucial component (The role of manager leadership style, 2017). Hence, the concept accounts for many leadership styles and recommends that capable leaders vary their leadership styles based on the situation. However, it also means that identifying the best leader for a particular case may be the best alternative: Path-Goal Theory and The Situational Blanchard.
In Walmart’s context, it is prudent to apply behavioral leadership theory in the application of the organization plan. The behavioral approach offers commendable advantages to executives and aspiring leaders in this regard. The most significant aspect is that leaders can learn and choose what steps they need to become the leader they desire. As a result, Walmart executives can remain adaptive in the face of shifting circumstances. Some other key benefit of this leadership style regarding Walmart Inc. is that it shows that anyone may be a leader. Nevertheless, the corporation may fall victim to one of the behavioral theory’s flaws, while it allows for versatility, it does not specify how to behave in specific situations. The behavioral approach has given rise to various leadership styles, but not all of them are appropriate for each context.
In this context, a remarkable example of the behavioral theory that suites Walmart exploits a task-oriented leader over a people-oriented leader. Applicably, in this essence, a task-oriented leader will critically look at the process of a situation in Walmart to see if something needs to be adjusted with the workflow or if a problem arises with a team. Thus, this is advantageous over a people-oriented leader who is more provocative and can demotivate individuals by confronting them as other people detest such actions.
Behavioral Dimensions
Planning
There are commonly three methods to human resource planning in multination organizations: polycentric, geocentric, and ethnocentric. Hence, the ethnocentric policy has manifested in Walmart’s context and can be applied. The approach means that all significant managerial positions are held by parent business nationals, while international subsidiaries are staffed domestically or by what is known as Home Country Nationals. The approach suites Walmart due to its various retail stores globally characterized by high-ranking positions predominantly filled by individuals from parent companies. Due to the unskilled nature of the natives, the notion is perceived is that only someone well conversant with the stores should handle them in a bid to achieve the required level of competencies that match the parent subsidiaries. Unfortunately, the approach has drawbacks and has negatively responded to Walmart’s subsidiaries. Furthermore, there is limited promotion towards the home country’s individuals who put extra effort into conducting daily duties.
Recruitment and Selection
HRM operations such as recruitment and selection are carried out to guarantee that the appropriate person is assigned to the right job at the right time and in a precise location. In human resource management, recruiting and selection are critical; if not carefully inspected, a higher number of tasks are bound to fail (Reina et al. 2020). Recruiters frequently play it safe by emphasizing technical qualifications and putting less attention on an individual’s ability to adjust to a foreign environment that is dramatically and culturally different from their own. According to Reina et al. (2020), foreign assignments set demands on foreign employees that are not the same as those placed in the company’s home country. An instance is a foreign employee subjected to a new workforce and colleagues with diverse cultural inclinations. Therefore minor atrocities such as adjusting to a new way of life; as a result, foreigners might feel estranged towards the locals.
Broadly, technical aptitude is vital for achievement, but interpersonal talents boost success. However, individuals’ failure to function in a global context was primarily due to a lack of relationship skills. When Walmart relocated its marketing executive to Mexico for 18 months, it lost 98 percent of its market share to a big European competitor due to his adjustment. As a consequence, hiring individuals for international assignments entails looking for characteristics that indicate success in adjusting to what may be drastically different circumstances.
Compensation
For some reasons, mainly, remuneration for overseas personnel is complicated. First, (Yu, 2021) acknowledges that providing an equal salary to all workers of the same grade meets the principle of equitable compensation. On the other hand, it creates more issues than it addresses. The reality remains that, as a second factor, the cost of living varies significantly between countries and continents hence varied compensation schemes, as shown in Figure 3. Living in America, for example, might be far more costly compared to Mexico. Thence, it may be nearly hard to recruit individuals to take these high-cost tasks if these cost-of-living discrepancies are not considered when deciding remuneration for foreign staff (Yu, 2021). As a result, providing compensation that fulfills personnel and seems fair and equal is no easy task.
The Balance Sheet Approach, which equalizes purchasing power across nations, is the most popular determining international employee remuneration. The primary premise of this strategy is that each international worker should have the same level of life that they would have at home (Public guarantees, 2018). Thence, to reimburse for lost buying power due to migration, multinationals provide employees identical base salary plus some benefits such as mobility housing allowance and children’s education allowance
Training
Workers are mostly given the training to enhance their work abilities should also correspond to workforce requirements. As a result, personnel in a multinational corporation (MNC) require an introduction, orientation, and training in social, business, and technical elements to prepare for daily business demands. According to (Martin, Veiga, and Galhera, 2021), foreign workers require four levels of training. For efficient productivity, Walmart’s parent companies should provide training to subsidiaries in gradual phases that entail enhancing trainees’ and cultural variations understanding of such differences and their consequences on business outcomes. The course focuses on attitudes and attempts to help Walmart recruits understand how attitudes considering both their negatives and positives arise and impact their behavior.
Training gives the organization executive accurate information about the local subsidiary. Finally, it promotes skill development in adjustment, language, and adaptation. Aside from these specialized training approaches, modern training such as Zoom programs is also required where the COVID-19 pandemic is rampant; therefore, this is necessary to grow foreign personnel (Ali, 2020). Similarly, such training is provided via rotating staff assignments to break the monotony of in work culture. Employees benefit from this in terms of professional development. Furthermore, parent organizations and other big multinational corporations have built Management Development Centers (MDCs) worldwide where managers may perfect their talents.
To a considerable measure, the success of subsidiaries may be ascribed to their outstanding training procedures. Employees in those specific organizations receive diversified training. Some send them to graduate programs, while others send them overseas to practice business engineering and law; thus, they become acquainted with international management philosophies (Robinson and Ginder, 2020). In various multinational entities, there is also the institute of international studies and training, founded as a collaboration between government, academic circles, and corporate to boost training activities in the host country.
Strategies to Attract and Recruit Local Talents, their Challenges, and Responses
Walmart’s mission to provide better services comes with much demand; therefore, knowledgeable and qualified personnel must achieve that. Thus, the onus of the parent companies is to employ strategies for acquiring local talents, which is; first to be attentive to and study the area’s local talent. Moreover, frequent reading of newspapers and magazines will be fundamental in learning about other businesses’ accomplishments and the people who work for them. Eventually, the acquired knowledge will be critical in taking note of persons who receive media exposure in their community, those who receive industry recognition and accolades, and those who provide to the society in their area of prowess; therefore, the executives in Walmart can effortlessly choose the outstanding talent.
Nonetheless, implementing the strategy in local subsidiaries may become tedious due to the Walmart team’s failure to observe local and legal ethical issues. Consequently, due to the ever arising COVID-19 restrictions issues by the host country despite the efforts (Nilufer, 2020). Despite paying attention and learning about the community laws. Legislation and ethical issues differ; for example, some products are illegal in some areas while legal in Walmart’s parent’s organization location. Hence, such developments might breed indifferences with the local authorities thus promoting the banning of the subsidiaries and deportation of such individuals. Therefore, to curb this puzzling circumstance, a proper review of the local and legal issues should be conducted to ensure familiarity, thence avoiding dire repercussions.
Another way to attract local talents is by using a social media presence. For example, joining Facebook pages, LinkedIn groups, following them on Twitter, reading their blogs, and other platforms such as Instagram (Gon, 2021). By employing the tactics mentioned earlier, parent organizations can uncover talents while focusing on significant influencers and individuals who contribute high-quality queries and information. However, utilizing the tactic may succumb to drawbacks as some regional and subculture differences exist. For example, some locals believe that new social media platforms are immoral and cannot be a part of it. In the wake of that, none of the local’s talents could be wary of the opportunities available in the new Walmart subsidiaries. Moreover, a thoroughly conducted community sensitization and seminars can enlighten the locals on zero harm social media platforms that will only be beneficial rather than detrimental.
In addition, enhancing local talents can be achieved by participating in community activities such as becoming a staff of the local surrounding of commerce, attending conferences and local activities hosted in the area, becoming a member of a professional association’s local chapter, attending and seeking out speaking events (Google books, 2019). Further, they participate in community services, serve on boards, and organize charity events. Finally, doing the mentioned community activities enables Walmart to establish a network and figure out who the chief players in their community are. A limitation arrives with this strategy, as it sometimes manifests as the inability to complete assignments. Such cases seldom arise, but when they do, they fracture Walmart’s relationship with the host country; for instance, while undertaking community activities, internal feuds may occur therefore, ruining the rapport with the locals. To help solve this challenge, Walmart should enhance cross-functional teams, short-term business travel, virtual assignments, and external collaboration to encourage of short-term global talent mobility (Campbell et al., 2020). Nevertheless, exploring cultural skills may be particularly crucial where there is less time to form relationships.
Lastly, another vital strategy Walmart can adopt to acquire talents is by establishing connections with universities, colleges, and vocational schools in area; leaders form strong ties with academic career centers in those schools. Consequently, seeking college speaking opportunities to introduce students to Walmart Inc. and its executives. Eventually, keeping in touch with former alumni interactions generated internships and entry-level positions for outgoing students (Google Books, 2019). Hence, this strategy attracted a lot of local talent, and it proved to be the most critical. Regrettably, the plan has been infringed with a few challenges of ineffective diversity management. Diversification concerns differ from one country to another; as such, they are frequently more complicated outside of the United States, where the subsidiaries of Walmart are located. Social, political, cultural, and legal circumstances must all be considered in global diversity projects. Diverse program content, logic, terminology, and procedures could all need to be modified. Therefore, a solution to more inclusivity channels in the local areas is necessary to achieve a typical working environment.
Conclusion
Walmart is the most renowned organization globally, employing millions of people. Of course, that requires a well-planned organization department that ensures human resources are assisted in addressing business goals and requirements by the corporation. Walmart reckons how its actions, like internal corporate procedures, help its human resources. The company, for illustration, describes H.R.’s strategy and job analysis, as well as how these factors contribute to high worker productive output. Moreover, the organization employs restorative H.R. practices that ensure the company meets its aspiration, such as selection and recruitment and employee skills development. The organization has also adopted a behavioral leadership notion that has been vital in discovering leaders through the desirable characters they exhibit. Ultimately, Walmart has also utilized behavioral dimensions such as planning to enhance practicing multinational Walmart outlets. The organization further develops strategies by unearthing local talents and solve the cultural challenges in that field.
Recommendation
The entry of new markets and vibrant, competitive environments calls for multinational corporations’ implementation; hence, extensive HRM research in various countries is required. Moreover, executives and legislators must be conversant with human resource management and the causes of H.R. policies and practices globally in various countries and cultures (Foss and Pedersen, 2019). The majority of cultural study has been conducted by scholars from developed nations, who have primarily ignored findings from other parts of the globe. As a result, they should take into account the culture of other countries. Furthermore, it would be profitable for leaders of global corporations to seek and reinvest in less underdeveloped regions. Researchers have also presented several theories about people’s and societal morals and cultural differences. Finally, they only covered a few cultural features; it is believed that a complete study is needed to encompass the whole range of significant cultural elements.
Assignment task 2
Description
Professional practice refers to the actions and activities of someone in a particular profession. This module taught me that certain aspects incorporated in professional practice, such as applying a desirable human resource philosophy, can lead to favorable business culture. Adoption of H.R. philosophy such as a healthy atmosphere characterized by trust, openness, enthusiasm, mutuality, and collaboration is required to develop human resources. Hence, workers are more dedicated to their job and the company if they foster a sense of belonging. Further, employees have extremely inspired if the organization meets their fundamental and higher-level demands. Finally, the chance to find and apply one’s strengths and potential in one’s job increases employee commitment.
In this module, I learned about personal qualities that can be used in professional practice; for example, understanding individuals entails a grasp of human desires and goals, as well as personal variations in skills and capabilities and abilities in the workplace. The personality reveals itself in a growing desire to offer chances, inspiration, and incentive for anyone else to grow. In addition, I learned about another attribute that makes a successful executive; one must be organized and know how to allocate tasks in this case. Because personnel departments are typically complicated and require a proper leader at the helm, leaders managerial skills must directly correlate to those of other corporate managers. Finally, a successful salesman can sell sound management ideas to employees and convey labor’s ideas to the employer, fostering a sense of teamwork in the workplace.
I also learned that leadership is vital in professional practices as they are the emblem of change in that they recognize and encourage organizational agility, effectively eliminate borders within functions, competencies, and structures, further ensure that strategies are properly aligned. As a result, they advocate operational efficiencies in professional practices, executives ensure efficient expertise usage and confront their company regularly. Equally, in this module, I also learned about leadership and ethics, which have proven influential in determining the organizational work culture. Leaders with a high level of ethical growth foster a more moral work environment. Leadership skills, interpersonal skills, effective communication, effective listening, and conflict resolution abilities. During the courses, problem-solving, negotiation skills, decision-making skills, and critical thinking abilities are crucial for successful professional practices.
Furthermore, the module accentuated recruitment and selection, where I found that recruitment is the process of finding candidates for the vacant position and stimulating them to apply for it. At the same time, selection means picking up the best candidate from the list of applicants and offering them the job. The module emphasized recruitment strategies such as recruiting on the company culture, what the move will mean for the candidate’s career, and recruitment on the opportunity. The strategy proved influential because companies can choose employees of desired professional practice. Moreover, development and training benefited the individual employee by increasing employee marketability and improved bottom line, efficiency, and profitability.
Lastly, the module also acknowledged the importance of motivation in performance management that is applicable in influencing professional practices. For instance, motivated employees can provide a competitive advantage by offering suggestions and satisfying customers. Therefore, performance management will be enhanced by influencing its significance; for example, it is an employee’s determining career progression goals determining training needs, development too, reinforcing and sustaining performance and improving performance, and as an administrative performance tool linking rewards to performance
Evaluation
The topic I liked in this module included Human Resource Management and leadership. The mentioned topics were my particular focus of interest as they draw any organization’s fundamentals. To be precise, HRM emphasizes the philosophy of HRM that entails the corporation and can be improved and expanded to an unlimited extent. Further, a healthy climate with mutuality, collaboration, trust, openness, and enthusiasm is essential for developing human resources. Also, the recent trends in HRM have proved crucial in the organization, for example, globalization and its implications, workforce diversity, Mass customization, and decentralized work sites.
However, the topic leadership stressed the qualities of a good leader, including a passion for leading, a sense of self, confidence, courage, conviction, and character and integrity. In the same topic, I liked the concept of contemporary approaches to leadership; some of the approaches include, Transformational leadership, Transactional leadership, and Charismatic leadership. Importantly, transformational leadership was the most critical approach that entails downplaying work stability and income in favor of catalysts such as self-actualization and shared ideals. Unfortunately, I felt some topics did not exhibit any relevance for me. For example, International Compensation and International Industrial Relations seemed inappropriate because they did not incorporate and encompass the fundamental HRM practices and management. Thenceforth, toxicity within organizations can exist when such practices are ignored.
Analysis
In this module, I learned how to employ practices as the head of Human Resource Management, for example, planning, recruitment, compensation, and benefit into business activities. The mentioned activities will help me choose the right time to assign duties in the organization, choose the right staff for the job, and reward the high performers in the organization. In this regard, the module has, in fact, imparted me with human resource management skills such as leadership and motivation that I will use to conduct the personnel in my organization. Further, I will also involve stakeholders in my daily practices and create a desirable work culture internally and externally.
Moreover, in this module, I studied leadership which entails influencing a group toward achieving management goals. Leadership is important in the application of professional practice because it leverages the power that comes with a legal position to compel organizational participants to comply. Leadership posits the five fundamental traits of high-performance leadership in this way: confidence, conviction and courage, passion for leading. Sense of self, character, and integrity are critical to organization management in professional practice.
In this context, I also learned about leadership theories that examine the structure of an organization. Therefore, leadership theories are schools of thought that explain how and why certain people become leaders. The theories emphasize the traits and behaviors that individuals can adopt to boost their leadership traits, abilities, and contingency. Precisely, the theory that has desirable effects on professional practice is a behavioral theory, which proposes that specific behaviors differentiate leaders from non-leaders. Moreover, the leadership theory also implies that we can train people to be leaders by focusing on what other leaders do on the job or simply how they behave. By this fact, it is necessary to employ more people-oriented leaders who exhibit desirable characteristics.
In this way, I learned that transformational leadership is fundamental n professional practice since it involves ingraining motivation and commitment, creating a vision for transforming the organization’s performance, and appealing to followers’ higher ideals and values. In addition, it also involves downplaying motivators like job security and pays. Instead, it emphasizes motivators like self-actualization and shared values. The theory of transformational leadership is a motivating and transformational factor in an organization.
Finally, organizational behavior proved critical towards professional practice. The field encompasses a study that investigates the impact that individuals, groups, and structure have on behavior within organizations to apply such knowledge toward improving an organization’s effectiveness. The primary desire is to impart knowledge in improving a company’s effectiveness. In that case, the necessity to achieve this is by applying the relevant disciplines such as sociology, psychology, anthropology, and social psychology. Thus, a desired professional practice requires a critical focus on organizational behaviors, including productivity, work, absenteeism, abilities, employment, abilities, and human performance management. As a result, employees will be motivated by a primary notion of providing a competitive advantage by offering suggestions and satisfying customers.
My Action Plan on the Topic of Leadership
Recognize one’s strengths
The ability to determine one’s strengths and weaknesses in a business has proved to be the primary of H.R. practices. Therefore, it is critical to distinguish one’s assets from their liabilities. Leaders will use their strengths to their advantage once they have identified them. If one knows they are an excellent mediator, they will concentrate on work where these abilities will be most beneficial.
Being visionary
Leaders must have some sort of strategy for the future of their firm. In this regard, it is critical to consider both your short- and long-term goals for the organization as personnel work to enhance their talents. Exhibiting a clear vision can drive the leader and organization workers. Moreover, having a clear objective in mind can help one focus on the task and motivate the organization leader to see their vision.
Focus on getting feedback
Getting input from the staff members is a terrific method to develop leadership abilities. In this regard, by suggesting to contact them how one can be a better leader for them or exacerbate what one can do differently, that will make a difference in their view. As a result, this will show them that you care about their opinions. Still, it will also provide a leader with valuable information into how they are seen and what measures they should take to improve their leadership.
My Action Plan on the Topic H.R. Practices
Adapting to the ideas of the business
A business strategy outlines how a company will accomplish its objectives and develop short and long-term. In this regard, H.R.s strategy aids this by establishing the internal infrastructure ideal to successfully engage the company’s people and processes to achieve those objectives. For instance, in the wake of the COVID-19 pandemic, an organization might have succumbed to economic depression. To rescue this situation, H.R.s chooses to change its focus away from new customer acquisition and instead focus on client retention to decrease turnover. The best approach is to develop a fantastic customer experience that prioritizes strengthening client connections.
Communicate to increase engagement
Everyone has their unique communication style depending on diverse aspects. Some individuals like to absorb the material in a one-on-one context, even via zoom conferences, while others only want a comprehensive email to start things moving. The most probable scenario is that one will wind up employing a variety of communication channels, such as workshops and even text-based conversations, to generate a domino effect that gradually embeds the H.R. strategy in everyone’s thoughts.
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