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Wal-Marts Mission and the Role of Human Resources

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Wal-Mart appreciates the important role that technology plays in positively transforming business. In fact, Crofoot (2011) reckons that Wal-Mart’ s IT infrastructure seconds only that of Pentagon and none other globally in the vastness. Even so, the firm lays much emphasis on its employees as even with the high levels of technology, nothing would be accomplished successfully without the input of people. The human resource would work with managers to come up with scorecards and performance standards and offers its employees the needed training so as to optimize the capabilities that technology accords.

Human Resource Challenges Facing Wal-MartDespite the many strategies undertaken to ensure effective human resource at Wal-Mart, the company has had a myriad of challenges in managing its human resources, bearing in mind its large size and international spread. According to Crofoot (2011), the corporation has been largely associated with poor treatment of its employees. The first issue raised by the researcher involves its compensation plan where hourly sales employees earn averagely below $250 per week. A majority of the employees would be paid $7.50 per hour for the 28 to 40 hours of work per week.

This researcher affirms the findings by PBS (2010) who claim that the majority of Wal-Mart employees live below the poverty line. The reason for the low pay has been attributed to the anti-union culture in the company. Compared to other unionized employees working for retail companies in the US, Wal-Mart employees at the same grade earn about 25% less annually. But going against the human resource principle of transparency cited by Stredwick (2008), Wal-Mart retail chain of stores has been at conflict with the United Food and Commercial Workers International Union which seeks to represent the plight of workers in Wal-Mart with the tussles being arbitrated by the National Labor Relations Board.

The union perceives the company as being discriminative and low paying to its workers. In addition, its expense control program could have caused the company’ s insensitivity to compensate its employees competitively.    

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