Wal-Mart Store Inc and HRD Theoretical Framework - Case Study Example

Wal-Mart Store Inc. and HRD Theoretical Framework Student’s Name Course Professor’s Name University City Date Introduction Wal-Mart Stores Inc. is a multinational retail chain operating hypermarkets and grocery store in America. As the potential employer in future, the organization has experienced high competition from other firms operating in the similar industry. The human resource development approach in the Wal-Mart Stores Inc. has contributed to improving the organizational performance. The challenges in the organization are setting appropriate mechanism to equip the management and personnel with skills, knowledge, and abilities to effectively execute their duties. The management is supposed to be enhanced with the leadership skills and organizational decision-making mechanism. The employees’ level, the HRD focuses in impacting skills, knowledge and empowering the workers to undertake their duties diligently. The research focuses on identifying the challenges of Wal-Mart Stores Inc. using the HRD framework, identifying the aspects of HRD working perfectly in the Wal-Mart Stores Inc. organization and considering the HRD process models applied in the organization. Furthermore, through the research literature, the recommendation for the Wal-Mart Stores Inc. would be considered to enhance and improve the performance and productivity of the organization. Therefore, the paper seeks to elaborate the HRD theoretical framework and how it would contribute to Wal-Mart Stores Inc. organization to improve performance and becoming the competitive organization. The Key Challenges of using HRD in the Wal-Mart Stores Inc. Change management; Wal-Mart Stores Inc. organization have experienced the change in the management and hence influencing the Human Resource Development. The HR professional skills and training are essential in achieving the organizational development (Kim & Cervero, 2007, p. 12). The organization has specific models and systems that require the input of the management. The HR has to consider training and educating the current management to get equipped with the essential professional skills to support the organization in its operation. The change in the management indicates that HR has to consider another set of training and development to ensure the new management has the skills and knowledge to handle the organization systems and programs (Sadler-Smith, Down, & Field, 2002, p. 369). Intensified training is required in developing the competencies that would deal with the change management in the organization. Therefore, Wal-Mart Stores Inc. has been experiencing the challenges of high qualified management personnel moving and hence setting the HRD to train and up bring the new set to ensure the business move forward. Leadership development; as s challenge to the human resource management, the leadership development require being enhanced using critical strategic initiatives. The Human Resource professions are faced with the changing business and professional environment in terms of structures, the processes and tools of operation (Russ-Eft, 2014, p. 546). The selections of the best approach are determined by the development of the future leadership of the firm relating to the expectation in business operation. In the global leadership, HRD has been identified as the critical strategic measures and initiatives that contribute to the organizational performance (HUNG, 2010, p. 94). The approach is essential as it helps in retaining the employees with the skills and knowledge relating to the organizational operations. In supporting the organization performance, the firm’s culture determines the level of the leadership development (Alagaraja & Egan, 2013, p. 6). The Wal-Mart Stores Inc. has to initiate the leadership developments that are aligned to the organizational goals and objectives. The leadership developments are supposed to focus on the organizational values to ensure the HRD meets the set strategic measures. The management is supposed to be equipped with the essential leadership roles and the market position to relate to the expected future of Wal-Mart Stores Inc. in the long term. Therefore, the HRD is supposed to be appropriately utilized in the Wal-Mart Stores Inc. management to enhance the leadership development. Measuring HR Effectiveness; it is challenging to achieve improvement in the HRD without the appropriate tools that are essential in the measuring HR effectiveness. HRD is like any other area in the business, and hence it requires effective measuring tools, technique, and models (Yorks & Barto, 2013, p. 30). The HR profession is supposed to relate the all the measurement techniques in the organization to ensure proper performance and gauging the effectiveness of the systems. The results obtained are also essential in initiating positive influence in the business operations. Through the leadership and administrative aspects of the organization, the effectiveness metrics are determined by the shifting perception of the HR roles. The HR roles are essential in supporting the organizational performance and relating to the challenges that influence the organization. It is important to consider the strategic approaches that help in supporting the systems and models techniques in providing the clear assessment of the HRD (Sleezer & Kunneman, 2001, p. 211). Reporting the survey and assessment of the HRD would provide critical relation to the organizational effectiveness that is required in supporting the managerial, strategic critical roles. It is important to note that if the HR department has the culture of measuring its effectiveness, then the organization through HRD would recognize the evolving progress in the company. The aspect of measuring the organizational values and effectiveness would result from the performance, contribution, skills, and training undertaken to contribute to the wellbeing of the firm (Chisholm, 2007, p. 144). The HRD would guide the management on the employment shifting whereby the ROI would be determined effectively, and the hired individual are assessed on their contribution, skills, and knowledge in enhancing the organizational operations. The measurement of the turnover would also assist the management in determining the rate of returns as well as the long-term expectation. Furthermore, the issues such as replacement cost in hiring and firing the employees would also be assessed depending on the effectiveness of the management (Gvaramadze, 2008, p. 471). Therefore, HRD framework would be more effective if the HR profession embraces measuring its effectiveness using the appropriate tools and model techniques to determine the management contribution to the organization. The HRD aspects done well in the Wal-Mart Stores Inc. organization Succession and planning; as an aspect of HRD, succession, and planning are initiated through the training and knowledge acquired by the management. The HR department of Wal-Mart Stores Inc. considered the process that is required in succession of the shifting personnel (Radhakrishna & Raju, 2015, p. 37). It is the role of the management through the HRD framework set to ensure the employees are getting appropriate training and skills depending on their position. The planning of the training of the HR personnel relating to the HRD is supposed to be developed using appropriate mechanism and channels (Hegstad, 1999, p. 386). The connection of the success and planning roles, the Wal-Mart Stores Inc. management are supposed to initiate the framework, design, and techniques that are essential in ensuring the smooth transfer of duties. This will happen if the management coordinates with employees on the basis of HRD as it is the case with the Wal-Mart Stores Inc. Learning and development; the HRD focuses on enhancing the learning and development in the HR management personnel. The Wal-Mart Stores Inc. has utilized the HRD aspect of learning and development to equip the employees with the required knowledge and skills essential to support the organizational performance and operations (Wang & Niu, 2010, p. 16). The Wal-Mart Stores Inc. firm has set systems and models that contribute to the improvement of the HRD and hence attracting the best skills and experiences. Learning helps in improving the skills and knowledge concerning the organization systems and performances. Development of the learning strategy under the HRD ensures the Wal-Mart Stores Inc. management has all the required tools to contribute to the success of the firm. Therefore, the learning and development aspects of HRD have been experienced in the Wal-Mart Stores Inc. and have contributed to higher operations and productivity. Staffing; this is another aspect of HRD has had consistently enabled the Wal-Mart Stores Inc. to perform exemplary compared to other rival companies. The management of Wal-Mart Stores Inc. has considered the development of the strategic criteria of enhancing the learning, training and skill equipment to the employees. This approach has enhanced the organization performance and hence contributing to the wellbeing of the firm (Kim & Cervero, How power relations structure the evaluation process for HRD Programmes., 2007, p. 11). The Wal-Mart Stores Inc. management through the HRD approach, they have been able to ensure the employees have the basic knowledge relating to the organization operation. Regular training and learning are initiated to ensure all the staffs have the updates of the organization (Tammeaid & Sundman, 2013, p. 129). Furthermore, the organization used the HRD criterion when employing new staffs to assess their understanding of the systems and models Wal-Mart Stores Inc. is using. This ensures the firm enlightens the staffs on the organizational criteria and offering the supportive mechanism to enhance their performance. Therefore, staffing aspect of the HRD has been prominently applied in the Wal-Mart Stores Inc. organization. HRD Theoretical Framework; the Four HRD Process Model The HRD process model consists of four stages that include needs assessment, design, implementation and evaluation. Needs assessment stage; it consists different aspects that are essential in contributing to the wellbeing of the organization. This stage is essential in establishing the HRD priorities through assessing the organization states especially in the HR management. The firm has concentrated on the appropriate priorities that enhance improved performances. It is through this stage whereby the organization is supposed to define specific training and objectives that HRD is supposed to undertake (Jain & Gulati, 2016, p. 90). The organizational development is directed by the need arising and hence making the management to arrange for the specified training per the organizational objective or goals. The establishments of the evaluation criteria in the organization are also required to assess. The HRD through the organizational HR department has to identify and establish appropriate evaluation criteria to the assessment progress (Valentin, 2014, p. 480). Therefore, it is important to focus on the arising needs and how they are supposed to be assessed through HRD. Design phase; at the designing phase, the organizational management through the HR department are supposed to consider the selection of the appropriate personnel to deliver the program. The HRD focuses on the programs and the systems that are selected to enhance the organizational performance. The selection and development of the program content are also determined by selecting appropriate designs in the HRD process model. The firm has to relate the programs with the operations and functions that are undertaken (Messmann & Mulder, 2012, p. 45). This ensures the selected programs align with the firms’ systems and models of production. The HRD is supposed to schedule the training program depending on the programs designs. The management is supposed to provide an outline of the training depending on the required skills and knowledge. This would also help the HRD to be framed on the managerial level and in connection with the organizational functions. Implementation phase; it is important to ensuring the selected programs deliver according to the intended results that the organization intended to achieve. The management has different objectives and goals that they need to fulfilled through the HRD programs (Alagaraja, Cumberland, & Choi, The mediating role of leadership and people management practices on HRD and organizational performance., 2015, p. 230). The assessment of these programs would be made after implementation depending on the schedules provided. The training, skills, and knowledge provided would be required to be put into practice during the actual functioning of the firm. The employees and management acquire skills and knowledge regarding the organizational programs and systems depending on their position and what they are supposed to offer to the organization (Zavyalova & Kosheleva, 2013, p. 593). Therefore, the management of the firm has to ensure the knowledge and skills acquired during training are implemented to enhance the performance and productivity. Evaluation phase; the evaluation phase is set to determine the effectiveness of the program relating to the achievement made. The management focuses on the evaluation phase to understand the effectiveness of the training of the staffs. The skills and k knowledge acquire are supposed to contribute to the wellbeing of the organization. Depending on the evaluation results, the management is in the position of determining whether to keep or changing the provider (Singh, 2011, p. 144). If the evaluation results provide a positive analysis, the management will consider in implementing the same programs again and again until achieving the maximum results intended. The evaluation also focuses on identifying the true costs in the performance. The connection of the firm's programs and operations are relatively associated with some cost. The HRD would be effective if the cost provides positive relation to the value of the returns achieved (Sleezer & Kunneman, Consumer Information: A Strategy for Integrating HRD Values and Practices., 2001, p. 210). Finally, the implementation process helps the management identifying the worth of HRD and hence determining whether it can be undertaken another time in future. The results are essential in the determination of the organization performance and improvement in productivity. Strategic HRD, Business Strategy, and Competitive Advantage The organizational performance and productivity are based in the strategic HRD and how training is designed depending on arising needs. The firm has to consider developing the appropriate mechanism and business strategy to enhance its operations. Through the HRD process model, the learning is connected to improve the skills and knowledge of the employees. Furthermore, the training as the business strategy concentrates on the organization systems and models to hence its competitiveness (Fenwick, 2005, p. 230). The assessment and evaluation of the HRD process model, the results would provide scenario indicating the competitive advantage outcome. The HR management has to assess the HRD process model with the attributes that improves the performance and productivity. The business strategies that are put in place are connected to the objectives and values of the firm. It is important to ensure the HRD impact add weight to the current organizational performance and hence improving toward the realization of competitive advantage. Reinforcement of the employees through training to enhance their skills and knowledge contributes to business strategy and hence resulting in the competitive advantage other rival firms. Recommendations The Wal-Mart Stores Inc. has to consider in improving the HRD with the intention of enhancing the organizational and individual performance. First, on the individual performance, the Wal-Mart Stores Inc. has to ensure the employees undergo regular training to impact and reinforce their skills and knowledge concerning the organization performance. The HR management of Wal-Mart Stores Inc. is supposed to consider training the new employees to have the knowledge in dealing with the systems and models of the organization. Focusing on the organizational performance, the management is supposed to ensure the HRD process model is effectively implemented. The model is essential as it helps in providing the clear analysis of what an organization is supposed to ensure the set objectives and goals are realized. The approach by the management should be based on achieving competitive advantage. The HRD process models provide clear direction that should be embraced to improve the firm’s performance and productivity. Therefore, the Wal-Mart Stores Inc. has to consider both individual and organizational interests through the HRD process model to realize the firms’ goals and objectives. Conclusion The HRD framework is essential in contributing to individual and organizational performance. The management has the role of ensuring the employees undergo proper training to reinforce their skills and knowledge. This helps in improving their efficiencies and effectiveness in realizing the organizational performance and productivity. The Wal-Mart Stores Inc. provide the clear scenario of how an organization is supposed to focus on the HRD framework. This is connected to the achievement and development that are realized from the implementation of the HRD process model. Therefore, the HRD framework helps in the development of the individual and organizational performance and productivity. 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