ANALYZING INTERNATIONAL HUMAN RESOURCES MANAGEMENT ACTIVITIES OF WALMART

HO CHI MINH CITY UNIVERSITY OF
TECHNOLOGY AND EDUCATION
✡✡
COURSE: HUMAN RESOURCES MANAGEMENT

ANALYZING INTERNATIONAL HUMAN RESOURCES
MANAGEMENT ACTIVITIES OF WALMART
GROUP WINX
LECTURER: Lê Thị Kim Khang
AUTHORS:

Student ID:

Nguyễn Mai Thảo

19124065

Lê Hoàng Kim Thanh

19124064

Trần Thị Hải Yến

19124043

Phùng Ngọc Trâm

19124039

1

ASSIGNMENT TABLE
NO
1
2
3
4

PERFORMER
Nguyễn Mai
Thảo
Lê Hoàng Kim
Thanh
Trần Thị Hải Yến
Phùng Ngọc
Trâm

PERCENT
100% assigned work

CONTRIBUTION
Chapter IV, Chapter III part
3.3

100% assigned work

Chapter II

100% assigned work

Chapter I

100% assigned work

Chapter III

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TABLE OF CONTENTS
ABSTRACT

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CHAPTER I: INTRODUCTION

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1.1. SUMMARY OF TOPIC
1.2. REASON FOR CHOOSING THE TOPIC
1.3. OBJECTIVES OF THE TOPIC

CHAPTER II: BRIEF INTRODUCTION OF WALMART
2.1. INTRODUCTION
2.1.1. Overview
2.2. History begins
2.2.1. Brand positioning

2.3. SPECIFIC PRODUCTS AND SERVICES
2.4. A BRIEF OUTLINE OF WALMART’S PERSONNEL CHART

CHAPTER III: INTERNATIONAL HUMAN RESOURCE
MANAGEMENT ACTIVITIES
3.1. AN OVERVIEW OF THE INTERNATIONAL HUMAN RESOURCE
MANAGEMENT STRATEGY AT WALMART
3.2. WALMART’S RECENTLY RECRUITMENT PROCESS
3.3. COMPLETE THE RECRUITMENT PROCESS FOR WALMART

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CHAPTER IV: CONCLUSION

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REFERENCES LIST

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TABLE OF FIGURE

x

Figure 1 Walmart Personnel Chart

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ABSTRACT
Human Resource Management (HRM) is an integral factor of business
operations. It is a systematic approach to successfully managing employees in an
organization in order to help them gain a competitive edge in their market. It is
structured to optimize workforce efficiency to serve the employer’s corporate goals.
HRM is mainly concerned with human resource management within the
organization, focusing on strategies and processes. In other words, HRM is really a
style of employee management, which emphasizes those employees as assets of the
company. It supports the operation of each division or business division and helps
the organization achieve its long-term goals. The human resource manager’s job is
to focus on the continual improvement of the workforce. Manager’s strategies must
align with the organization's needs, mission, and vision. Their responsibilities to
employees within the company include selecting and recruiting, recognizing and
rewarding, evaluating, providing orientation for employees, and planning
appointments to higher positions. This article aims to analyze human resource
management (HRM) practices in a company like Wal-Mart Stores, Inc. From there,
the author will be able to point out the strengths and weaknesses of HRM and then
make suggestions on how it can be improved.

CHAPTER 1: INTRODUCTION
1.1. Summary of topic
The topic focuses on analyzing the human resource management of the
multinational company Walmart. The report briefly introduces the history of the
formation and development of Walmart and the vision, core values, and mission of
this supermarket chain. Introduction to Walmart’s international human resource
management activities, the personnel selection process applied by the corporation to
find human resources for the company.
1.2. Reason for choosing the topic
Nowadays, a successful corporation undoubtedly has a competent team of
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personnel and developed technologies. However, another aspect of the organization
is equally vital: human resource management. They have the necessary skills and
information to assess each employee's capabilities. As a result, human resources are
being exploited and allocated so that the entire firm apparatus is running at
maximum capacity.
Besides that, they are also in charge of organizing training, activities, and
networking initiatives that help to shape the company's culture. Indirectly, this
boosts staff morale and encourages a positive work attitude. Another significant
aspect of human resource management is to assist in resolving employment issues
for both company and society personnel. As a result, the human resource
management department plays a critical role that no organization or corporation can
afford to overlook if they want to grow sustainably.
Walmart is a multinational corporation with 60 years of experience, one of
the top companies with the highest revenue globally, and has a chain of stores in 28
countries. With a dense chain of stores, Walmart's employees are enormous. How
did Walmart make the company run so smoothly to run a company with such a high
number of employees? Realize that Walmart is mighty in the management and

selection of personnel training. In order to maintain the quality of service that
customers have appreciated in many countries over the years, our group feels
excellent admiration and appreciation for Walmart's international human resource
management.
The group chose the topic of analyzing Walmart's international human
resource management activities to analyze and clarify the operating mechanism in
the human resource stage of the supermarket chain. In addition, providing solutions
to help the company improve in human resource management, help the company
optimize human resources, and improve the quality of human resources for strong
development in the future.
1.3. Objectives of the topic
● Analysis of Walmart’s international human resource management.
● Performance evaluation of the management stage.
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● Analyze points for improvement.
● Offer solutions to help improve international human resource management.
Helping the company optimize human resource management, building a solid
company core, and consolidating human resources are also essential factors to help
the company grow.

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CHAPTER 2: BRIEF INTRODUCTION TO WALMART
2.1. Introduction
2.1.1. Overview
Walmart is currently the world's largest company by revenue - more than
$500 billion, according to the 2018 Fortune Global 500 list - and the world's largest

private employer with 2.3 million employees. It is a publicly owned family
business, as the Walton family controls the company. Sam Walton's heirs own more
than 50% of Walmart through their parent company, Walton Enterprises, and
personal fortune. Walmart was the largest US grocery retailer in 2016. Walmart's
investments outside North America have seen mixed results: UK, South America,
and China operations are very strong. Success, while joint ventures in Germany and
Korea failed.
2.2. History begins
Walmart - is an American multinational retail company operating a chain of
hypermarkets, discount department stores, and grocery stores located in
Bentonville, Arkansas. Sam Walton founded the company in 1962. It also owns and
operates the retail warehouses of Sam's Club. On January 31, 2018, Walmart had
11,718 stores and clubs in 28 countries, operating under 59 different names.
Vision: to make every day easier for busy families.
Mission: helping people worldwide save money and live better – anytime
and anywhere – in retail stores and eCommerce.
Core values:
•

Service to the Customer

•

Respect for the Individual

•

Strive for Excellence

•

Act with Integrity

2.2.1. Brand positioning
Walmart: Save Money. Live Better
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For price-sensitive shoppers, Walmart is the retailer that makes them feel
"smart" and helps them live better because only Walmart offers everyday bargains
on brands they trust, with an easy and fast shopping experience.
2.3. Specific products and services
Currently, Walmart has 75 million products at its stores. Their main supply
products are household appliances, electronics, clothing, accessories, children's
toys, and groceries…
Based on brand stores' colossal purchasing power and rapid growth. Simply
put, Walmart can buy cheap and get the products from the manufacturers on its
shelves cheap to sell products cheaper than any of their competitors. Walmart is a
giant distributor. Product brands cannot let themselves be removed from the shelves
of this giant retailer.
2.4. A brief outline of Walmart’s personnel chart
Walmart's business structure is divided into three critical divisions: Logistics,
Store Operations, and Real Estate. All of these areas are headed by different leaders.
The first department is the President and CEO of Walmart USA, John Furner,
who is responsible for managing all operations of Walmart stores in the US. He is
also responsible for ensuring that customer relationships are maintained. Next, the
second of three divisions is Walmart International, whose President and CEO is
Judith McKenna. He is responsible for the operation of all stores outside the
country. Then there is Kathryn McLay - President and CEO of the third division Sam's club. He is responsible for maintaining the warehouses in different places. He
also strives to be able to deliver better and timely products to all Walmart stores in

order to achieve customer satisfaction. Besides the executives of these three major
divisions, Marc Lore, the president and CEO of Walmart's e-commerce and
technology in the United States. Therefore, the members of these four divisions are
under the direct authority of Dough McMillon and are responsible to him for all
their duties.

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Figure 1 Walmart Personnel Chart
In addition to the leaders leading the three main divisions above, the
company also has other personnel such as Project Manager, Business Analysis
Manager, Engineering Manager, Training Manager, and Team members of each
department.

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CHAPTER 3: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
ACTIVITIES
3.1. An overview of the international human resource management strategy at
Walmart
Walmart Human Resource Management addresses recruitment needs by
using different sources and methods of recruiting suitable for different positions in
the organization and using remuneration and respect for employees. In order to
increase labor productivity, Walmart focuses on training employees so that they can
do everything assigned to them to reduce costs. Besides, Walmart also encourages
employees to come up with ideas. Use HR strategy with outstanding customer
responsiveness. These HR strategies have helped Hershey's company create a
competitive

advantage

in

outstanding

efficiency

and

superior

customer

responsiveness.
The diversity in human resources at Walmart does not stop at the gender
perspective but also in this corporation's views and open working environment.
Here, all employees' suggestions, observations, or problems are always taken care
of by the board of directors. Walmart focuses on leadership development, which is
also an integral part of the human resource strategy at Walmart. They are applying
international leadership development standards to the retail industry in Asia,
establishing research institutes that offer leadership development programs.
3.2. Walmart’s recently recruitment process
Walmart’s recruiting process involves four steps: completing an online
application, completing an assessment test, conducting an initial and follow-up
interview, and completing an orientation. This process normally takes about two
weeks from start to finish. Applicants are asked to provide information about their
work history, the job they are applying for, and potential employment opportunities.
The application process takes about an hour. At Walmart, recruiting seems to be

getting more straightforward because the demand for employees is always high,
especially during the busy season. Candidates will significantly improve their job
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chances by applying for and reaching out to more jobs. The Walmart hiring process
includes the following four steps:
Step 1: Application
If the candidate registers on the Walmart website, the candidate must first
complete an online registration form. Once done, the organization of their choice
will receive the information for their application. The support staff will review
applications and speak directly with the people responsible for the job requested.
Step 2: Review the job evaluation
This assessment of Walmart’s knowledge of the hiring process assesses how
employees react in specific situations that involve customers, supervisors, coworkers, and other problems at large. This quiz is a multiple-choice exercise that
tests how the employees handle specific situations with clients, supervisors, or coworkers. Walmart uses this test to separate people into two categories - Tier 1 and
Tier 2. Tier 1 applicants are given priority for positions.
The following are aptitude round tests:
● MCQ Test: This round tests your knowledge of the basics of your computer.
This is a 60-90 minute test that includes:
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10 MCQs related to suitability and three coding questions (13 questions in
total).

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The aptitude test includes questions on mathematics and logical reasoning.

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Applicants can choose any programming language to write the program.

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Important topics: strings, compiler design, dynamic programming, DBMS,
and more.

● Coding Challenge: A 90-minute quiz to solve coding problems.
This process will take them to Walmart’s “Level 1” or “Level 2”. Level 1 applicants
take precedence over Level 2 applicants. The term “level 1” is used to classify and
classify groups of people who have performed exceptionally well in a job
evaluation test by providing complete answers to more than 85 percent of the exam
questions. Level 2 is the category of applicants who pass the job evaluation exam
and do not have a chance of getting a job.
● Profile Confirmation: Candidate profiles will be reviewed before subsequent
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rounds.
Step 3: Interview Round
Walmart basically has two job interviews. Candidate performance in the first
interview will often determine whether they will be invited for a second interview
and then the job according to the leadership.
● First-round interviews: Walmart interviews three candidates for each job and
selects the best candidate from among them. Some of questions that may be
asked in the interview include:
What can you tell me about Walmart?
What makes you want to work at Walmart?
How would you deal with an angry client?

Why should I hire you?
● Second Round Questions: This question is very similar to the first one,
although the questions are more challenging or labor-intensive. If they’re
doing well in this part of the process, they’ll fill out paperwork to get a
preview. The candidate will also be sent for a drug test if your state requires
it.
Once the medications and background check results are in place (usually about
three days), someone from Walmart will call the candidate and give them more
information. The second interview questions are pretty much the same as the first
interview, but a little tricky and not as superficial as the interview questions.
Step 4: Walmart Orientation
The Walmart orientation lasts three days. On Days 1 and 2, they will fill out
paperwork, watch instructional videos, and learn about the Walmart culture. The
candidate will take computer-based instruction (CBL) on the last day. Each module
will teach them what they need to know about a particular topic and introduce the
question to applicants. Some example modules include alcohol compliance, safety,
and ethics. After completing all required modules, the candidate is officially a
Walmart employee! They will get their work schedule and start working in the next
few days (Guest, 2011).
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3.3. Complete the recruitment process for Walmart
AI technology can be applied to shorten the candidate selection process. AI is a
term first mentioned by the father of AI, John McCarthy. In 1956, McCarthy and
Minsky defined AI as "the science and engineering of creating intelligent machines,
the great computer program." Solve problems and take control of a data-driven
function (Chen et al., 2020) and automate hiring using AI applications in human
resource management (HRM). Nowadays, software in recruitment markets uses AIbased solutions to help recruiters scan many applications to find the best possible
candidates. Nowadays, it is one of the most globally used forms of AI recruitment

solutions. SAP's Resume Matcher and Textkernel are just a few examples of this
type of software. Textkernel can easily scan thousands of job applications. Resume
Matcher compares candidates with job descriptions and job entries on Wikipedia,
allowing them to rank candidates according to their job descriptions. For example,
suppose AI follows human-based decision-making from the data it scans. If there is
a stipulation between recruitment and selection, the AI will continue to emphasize
these features and iterate over the features. Decisions made in the past. Here is what
human decision-makers need to consider when using AI-based recruiting tools
(Dessler, 2020).
Furthermore, with the support of AI, recruiters can quickly get data on
personality and whether it is suitable for the job applied for. Thousands of repetitive
tasks will disappear as AI is responsible for handling these procedures efficiently.
The AI is intelligently designed to correct bias in the selection process. Many
significant sources of bias such as name, age, gender, race, and beliefs can be
overcome with the assistance of AI systems.
As an application, AI has been defined as a software and hardware system
that can think like a human and make intelligent decisions based on data (Muethel
et al., 2012). Organizations are already using a variety of AI-enabled applications
such as voice and facial recognition and problem-solving, but HRM is in the early
stages of implementation. AI completely redefines the relationship between
employer and applicant. Evaluating candidates, scheduling interviews, checking
references, and sending job offers to selected candidates can also be automated by
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other apps with AI. Only 10% of companies are currently using AI in high contexts,
and 36% of organizations expect to make AI fully used in the future (Thompson,
2017).

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CHAPTER 4: CONCLUSION
So from all of the above, we know that human resource management is of
strategic importance to Walmart. This is also the definition of HRM. Wal-Mart’s
employee retention strategies are complete, and Wal-Mart’s logistics thinking is
prominent in the retail industry. That is why Wal-Mart can achieve its mission - save
money, live better, and maintain its leadership position in the industry. However, in
the author's view, although Wal-Mart’s employee retention strategies are more
advanced than those of its competitors, they are not well organized. They suggest
that the employee retention system is very complicated and messy.
Therefore, besides operating human resources, top managers should pay
more attention to day-to-day work management because, after all, employmentrelated issues are what they face every day. So, they should take a more active role
in the training and utilization of their human resources and cultivate a better
organizational culture, all of which can be more cost-effective. Furthermore,
respectively helped realize Sam Walton's simple philosophy of “bringing more
value to customers”.

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analysis for St. Lawrence island yupik using paradigm function morphology. LREC
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Conference Proceedings.
Dessler, G. (2020). Human Resource Management, 16th Edition. In Library of
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Guest, D. E. (2011). Human resource management and performance: Still searching
for some answers. Human Resource Management Journal, 21(1), 3–13.
/>Muethel, M., Gehrlein, S., & Hoegl, M. (2012). Socio-demographic factors and
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/>Thompson, A. (2017). Walmart’s HRM: HR Planning, Job Analysis & Design Panmore Institute. PanMore Institute.

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