Wal-Mart Company And Human Resource Activities

Wal-Mart Company and human resource activities Name Course Date How the Wal-Mart company handles these four human resource activities such as: recruiting process, interviewing process, hiring process, and promoting process. Introduction Improvement in the management of human capital improves workplace productivity and the right candidates are recruited in the organization. Recruitment of candidates is closely linked to selection, training and evaluation of workers and staff. This promotes selection of candidates according to the requirements of the organization such as Wal-Mart. Guidelines and criteria to achieve better recruitment, interviews, hiring and promotion will improve outcomes. The human resource activities focusing on the recruiting, interviewing, hiring and promotion processes at Wal-Mart are evaluated to provide insight on the retailer’s human resource management practices. Recruiting process Recruitment is a process whereby potential candidates are identified, interested and attracted and able to fill a vacancy in our company, the process is initiated by the need of filling a vacancy. The recruitment process ensures that the best candidates fill the vacant positions and they are selected through various strategies. Recruitment and selection processes is detailed and is aimed are recruited those best fit to work in the company (Bartlett et al., 2016). Since recruitment extends to a review of candidates and pre-selection of the best candidate that meets the requirements of the vacancy, the needs of the organization are identified before the recruitment begins. This is necessary as the recruiters are interested in identifying candidates who can integrate easily and even works as part of teams and groups Applications for different positions are advertised depending on the nature of the position, and applicants apply online, especially where it is required there broad knowledge of the work. In any case, the aptitudes and qualities of the employees ought to be apt for the functions that they carry out so that they apply their knowledge. Wal-Mart has prioritized continuous improvement in skills acquisition right from recruitment to select the light people who are placed in positions that they are best fit to work. The title of position, duties executed, work objectives, as well as analysis and specifications are explained. The most appropriate candidates to fill a position, whose opportunities will be more valuable to the organization, are selected. When the retailer’s HR decide to hire someone they determine what they want the employees to do and what skills they need from them. Recruitment and selection are important for any organization since they involve the various processes that will help your company employ the best personnel. The human resources department reviews its files and suitability of the candidates. The requirements include mental requirements, physical requirements for some positions and aptitudes. There are various selection processes that include performance of different tests to determine the professional competence of the candidates, to know their personality and to evaluate their motivation combining various tests is important to get the best candidates. Recruiters also target the current employees for the supervisory and managerial positions, trainees and transfers (Thompson, 2017). The recruits are not assessed on knowledge, skills and abilities that they possess, but also their ability to use what they know in to solve problems that may arise in the work environment. For each worker intending who work at Wal-Mart there are personal reviews sometimes aptitude testing, abilities, knowledge, experience skills and whether meet the requirements of the profile (Wal-Mart, 2019). The tests on competence focus on different dimensions including attitudes, and values that guide behavior, knowledge, the ability to apply knowledge and skills in their assigned tasks as well interpersonal communication and teamwork. Interviewing process Wal-Mart conducts the first interview for candidates in each job and they choose the best candidate and follow up with the second interview to choose the best candidate. The interview process mostly has three interviewers who ask multi-part questions (Wal-Mart, 2019). The recruiters focus on various competencies is important and the recruiters first determine what they expect. The candidates are evaluated based on their skills, experience and education. After the initial interview, those who are successful are quested to come for a second interview depending on whether one was the best among those previously interviewed. The skills that are most valued in the job position are reflected in the interviews process and testing since assessment seeks to identify whether the candidates have the required skills for the job positions. for instance, administrative skills include organizational skills there are soft...