Walmart: The Good and The Bad

If I was the manager of a large department for a company and I had 25 people reporting to me, then I would definitely need some sort of system and plan to ensure my team understands the goals I’ve set and expectations I anticipate of them. Within this paper I’m going to detail everything from recruitment of my employees to the right way to terminate an employee when it gets to that point.

As a manager, believe one of the first and most important decisions that will help execute a successful team is simply the recruitment process. During the recruiting and selection process I will have the opportunity to identify and handpick who I believe would be the best qualified and skilled for the job. There are various forms of sources that I could use in my recruitment process. Some of those sources include employee referrals, college recruitment, word of mouth, and the ever so popular, Internet. Whichever source I decide to use I need to always remember the best opportunity I have to impact the productivity of my organization is to look at all factors including knowledge, skills, education, attitude, and background. Good hiring decisions can either propel my company to success or send it in a downward spiral, and all the managing, coaching, systems, training and technology will NOT help me recover from a hiring mistake. During my selection I will use measures such as selection tools. According to Robbins, the best known selection tools include application forms, written and performance simulation tests, interviews, background investigations, and in some cases, physical exams. Many of these tools have limited value for making selection decisions, so I would only use ones that effectively predict performance for the job I am hiring for.

After hiring the best candidate for the job, I realize that I can’t just hand them their ID badges and send them on their way. I would make sure I implement a “new hire” education one-on-one session just to familiarize the employee to the company’s culture and give them the training, knowledge, and expectations before they even step on the sales floor. According to Robbins, A person starting a new job needs a certain type of introduction to his or her job and the organization. This introduction is called orientation. There are two types of orientation called work unit orientation called work unit orientation and organization orientation. Work unit orientation familiarizes the employee with the goals of the work unit, clarifies how his or her job contributes to the unit’s goals, and includes an introduction to his or her new coworkers. Organization orientation informs the new employee about the company’s goals, history, philosophy, procedures and rules. It should also include relevant HR policies and maybe even a tour of the facilities. I would use a combination of both programs to help my new employee adjust to their new organization. They would be required to attend a seminar,

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