Many organizations normally attract and employ competent and experienced individuals to handle some functions and help in attaining some demands of the prospective clients of the organization. This means an elaborate and efficient strategy ensures the organization hires only the best-qualified individuals and further empowers them appropriately. Notably, employees well conversant with the production and marketing process are considered assets to the organization (Khandelwal & Shekhawat, 2018). They have efficient knowledge vital for stellar performance and the company’s profitability. Retaining such individuals who are experienced in the company is important to help the company improve. Consequently, several firms face numerous challenges when addressing retention and recruitment challenges. The primary issues leaders encounter in attracting and employ new workers include a challenging workforce, global culture, changing needs and the need for qualified personnel.
Problem Statement
Ideally, organizational-based theories and practices embrace evidence-based practices that can empower workers and make it efficient and effective for them to achieve the listed goals and objectives. The organizational models are important in encouraging human resource managers and ranking leaders to enforce recruitment and retention approaches that strictly conform to the rapidly changing demands of the organization and highlighted individuals.
Many renowned organizations are high-ranking corporations currently finding it challenging to attract all the necessary talent and advise their employees to render top-notch services. The challenges they face explain the reason behind there being rising cases of high employee turnover, as reported in many small and large corporations. The challenge is developed by the need for more efficient and conveniently sustainable recruitment and sustainable strategies. In addition, the existing gaps results in several problems like low profitability and production level. Additionally, the gaps lead to more training expenses, loss of sales, low morale and high turnover. As a leader in Walmart Inc, it is important to consider the extent of the above problem and further enforce an effective program to recruit and retain employees to be successful in management.
Literature Review: Current Practices
In every organization, human resource is critical as it helps achieve the organization’s goals and assists in transforming the experience of stakeholders and other partners. Hanaysha (2016) opines that companies that invest in developing modern technology to attain their goals need competent and experienced workers to help in their efficient operation and management. As the firms strive to change their operating model to remain competitive in their associated industries, the possibility of getting the desired competent workers decreases. It is exceedingly hard for companies to identify the individual with appropriate credentials despite the fact that many graduates are likely to have the required skills, personalities and competencies. Morello et al. (2018) indicate that several organizations need to identify individuals who could fully support the organization’s performance. Despite that, many such companies depended on the growing technology and other digital medial handles to attract and recruit people with diverse backgrounds and competencies. Therefore, this implies that there are existing gaps influencing how firms identify and find interested individuals capable of improving the productivity of companies and firms.
The major gap in organizational practice and knowledge has awesomely stood as a barrier that immensely impacts the organization’s objectives. For instance, Hanaysha (2016) reveals that some corporations normally incur many expenses to adequately train and equip their workers since they need the needed competencies and skills. This generally implies that the said companies greatly invested much cash in human resources instead of applying the critical evidence-based practice in enhancing productivity. The situation normally gets terrific when the companies tasked workers find it relatively challenging to remain in the targeted organization as they provide their services as required.
Many agencies also need help retaining employees who have efficiently acquired relevant competencies. Hanaysha (2016) believe that the greatest predicament several companies face currently is the skills and ability to manage human resources and ensure they render their services as long as possible. It is clear that getting skilled and relatively experienced workers and further retaining them is a vital entrepreneurial issue for every organization. Such persons’ inputs can likely determine an organization’s productivity and competitiveness. The problem can be assessed through critical analysis of turnover recorded by many companies that further indicate that the problem is still an issue.
In recent years, organizations have attempted to implement different measures and legal procedures to empower and encourage their respected employees to focus on their goals keenly. Florea (2013) illustrates that several employers and human resource managers have been keenly following several factors that are likely to empower individuals, such as enhancing positive and effective organizational culture and improving workplace safety. Other moving factors are training, enhancing fairness and compensation. According to research conducted by Florea (2013), using different dimensions for motivating and retaining employees is considered relevant and critical. The research says that companies should be keen on addressing people’s mental, social and physical needs and vitally empowering them to embrace organizational performance and output.
Strategic Plan for Change
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There are multiple areas that the leadership of Walmart need to consider. To begin with, the company needs to ensure that the enforced advertising strategies are sustainable and convenient and firmly focus on individuals with the much-needed talent and necessary skills. The vacancies should be channelled through the company website and other digital platforms. The approach is important because the websites and digital platforms are easily accessible to people with the required competencies (Köchling & Wehner, 2020). The approach should clearly outline relevant skills and experience that strictly conforms to the company’s needs. The organization should sort the applicants to ensure that highly qualified people are on one certification list in the group. The preceding face is diligently considering the organization’s interest where the managers of the company like Walmart take into keen consideration the missing but needed gaps in the organization and further link with the competencies of the applicants matching the needs.
Recruitment Strategies
There is an urgent need for the top leadership of Walmart to evaluate and consider several recruitment and retention strategies that have benefited other organizations and government entities. The use of niche boards, core approaches, referrals and digital advertisements are among the strategies for recruiting competent and experienced people. These initiatives will make it easy for the company to scrutinize individuals with the required skills and abilities per the available vacancy.
The company can go the extra mile to enforce that it can deliver better results. Essentially, Khandelwal & Shekhawat (2018) illustrate that companies like Google have attracted qualified and experienced individuals in the technological field by enforcing and promoting efficient organization practices. The company can consider implementing the above approach as Google since it is well positioned to deliver quality results in good time to prospective customers. Walmart can go ahead and restructure its known recruitment process if it is found to be successful and convenient. The leadership can mind treating all individuals seeking to be recruited with dignity and as part of the family. The approach is important as they will likely feel part of the company and deliver stellar results once recruited.
Retention Strategies
The company intends to consider several retention strategies to help encourage the current workers of the organization to be positive in offering their services to the organization. In this regard, the organization must avail necessary resources and all requirements as the empowered employees are normally willing and committed to delivering their tasks promptly. In addition, the company can enhance or completely transform the existing company culture. Transformation of the company culture can establish a scenario where all employees feel empowered and fully motivated to pursue their objectives as one team (Khandelwal & Shekhawat, 2018). Consequently, the company, in a bid to retain their employees, is timely trained and properly guided. Guiding and promptly training workers is essential as the field keeps changing, and they can adapt to the competencies.
Another important model that can help [in retaining employees at Walmart is developing efficient communication. Clear and effective communication is important for companies like Walmart critically empower and encourage workers to freely share their ideas, address any complaints and conveniently enforce rational initiatives for performing tasks. It is equally critical for the company to welcome the idea of teamwork. If the company embraces working together as a team, there is a likelihood of imperative ideas which are critical in the organization’s development. The company can also embrace the idea of collecting important information from all the employees across all levels since the strategy assists the management in identifying causes of turnover and employing evidence-based practices to find amicable solutions.
Strategic Approach for Implementation of the Change
The research has captured various initiatives and practices that can result in huge differences in the case of Walmart Company. It ensures that it only finds interest from qualified and experienced people to help attain its primary goals. The highlighted recruitment and employee retention strategies are grounded on solid evidence and applied in different entities (Khandelwal & Shekhawat, 2018). The most critical component is ensuring that all the stakeholders enforce the approaches efficiently and give them needed support until they are fully forced into the institution.
Regarding Walmart, a relatively powerful change theory is advisable for highlighted initiatives and practices. It is critical to note that Kurt Lewin’s theory is advisable since it can help the human resource management and the entire department to begin implementation of new approaches for recruitment and retention of employees who are capable of uplifting the company (Morello et al., 2018). This implies that refreezing, changing and freezing steps are critical for positive change. In the first step, the Company leadership prepares the human resource department and makes them understand the essence of efficient recruitment and retention. The second stage requires the company to consider and enforce all the critical recruitment and retention strategies appropriately. The third stage is branded as freezing and parties making newly verified practices as part of Walmart. The company can also look for developing trends to ensure they recruit and retain several employees.
Recommendations
In a bid to retain more employees at Walmart, the company should employ such strategies introducing new competitive salaries and establishing a new organizational structure. Further, the company should strive to create an enabling environment, rewarding and training employees. These strategies are important as they will empower employees to feel respected and part of the organization.
Consequently, the company needs to apply sustainable recruitment strategies that make it easy for Walmart to identify goal- and change-oriented people conveniently. It is equally recommended that the company benchmark from other companies in the global market to understand the strategies they employ to attract and retain qualified workers.
If Walmart fully conforms to the suggested strategies, it can maintain its competitive advantage and continue shining in the retail industry. If the management of Walmart will not comply with the enabling recruitment and retention strategies, it will likely face multiple hurdles in recruiting and retaining the best employees.
Conclusion
A clear application of convenient and sustainable recruitment and retention practices that can create huge differences in several organizations. The companies that apply reasonable practices, like Walmart, are recording better performance as they can achieve their goals and objectives. Please comply with accepted recruitment and retention standards to maintain the performance of an organization. However, The world has encountered some challenges, making it hard for companies to formulate and implement the required approaches to pursue their goals continually. The research has analyzed clear practices detailing objective recruitment and retention measures. When Walmart successfully implement such important measures, it will have high chances of employing and retaining experienced employees.
References
Florea, N. (2013). Cost/benefit analysis–a tool to improve organizational recruitment, selection and employment. Management & Marketing-Craiova, (2), 274-290.
Hanaysha, J. (2016). Improving employee productivity through work engagement: Evidence from higher education sector. Management Science Letters, 6(1), 61-70.
Khandelwal, A., & Shekhawat, N. (2018). Role of talent retention in reducing employee turnover. Available at SSRN 3186397.
Köchling, A., & Wehner, M. C. (2020). Discriminated by an algorithm: A systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development. Business Research, 13(3), 795-848.
Morello, A., Issa, R. R., & Franz, B. (2018). An exploratory study of recruitment and retention of women in the construction industry. Journal of professional issues in engineering education and practice, 144(2), 04018001.
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