Strategic HR Management at Walmart Canada: Aligning Human Resources with
Corporate Vision and Goals
Akshay Dandekar - 220902532
Ananya Patil - 220955712
Trisha Singh - 221022462
Vishal Thakur - 220934188
Human Resources Management (CSHR1010-072)
Instructor: Antonia Kaltsounis
29th February 2024
York University, School of Continuing Studies
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INTRODUCTION
Walmart Canada, established in 1994 through the acquisition of the Woolco chain, has grown to become
one of Canada's leading retail giants, with a significant presence across the country. It aims to provide
customers with quality products at low prices, focusing on sustainability, community engagement, and
innovation. Walmart Canada operates within the highly competitive and ever-evolving retail sector,
where it faces the dual challenge of adapting to rapid market changes while staying true to its core values
and strategic objectives. These objectives include delivering exceptional value to customers, driving
innovation in retail operations, and committing to sustainable business practices. To navigate these
challenges effectively, Walmart Canada has embraced a strategic approach to human resource
management, recognizing that its employees are not just essential assets but also key drivers of
innovation and growth.
CORE VALUES
Walmart Canada's operations and strategic direction are anchored in four fundamental values:
 Service to the Customer: At the heart of Walmart's mission is a steadfast commitment to the customer.
This involves prioritizing customer needs and ensuring that decisions are made with their best interests
in mind. Walmart prioritizes frontline empowerment for positive customer interactions and highlights its
commitment to innovation and adaptability in the ever-changing retail landscape. These principles
underscore Walmart's dedication to exceptional customer service through customer-centricity, frontline
empowerment, and adaptability to change.
 Respect for the Individual: Walmart holds a deep respect for every individual, valuing diversity and
encouraging a culture where everyone's unique contribution is recognized and valued. Walmart
prioritizes active listening to all stakeholders, promotes leadership by setting positive examples, and
fosters inclusivity for a welcoming and diverse environment.
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 Strive for Excellence: A relentless pursuit of excellence defines Walmart's approach to business, driving
us to deliver high-quality services and outcomes in every aspect of our operations. Walmart values high
performance, setting and surpassing goals with a focus on quality and service. Accountability is crucial,
with every team member taking responsibility for their actions. The company adopts a strategic
approach, meeting current demands and preparing for future challenges and opportunities.
 Act with Integrity: Integrity is the foundation upon which Walmart builds its business, ensuring that
honesty, fairness, and courage guide our actions and decisions. Walmart values honesty, believing in
open communication and truthful practices. Fairness is at the heart of its operations, ensuring everyone
is treated equitably and justly. The company encourages a culture of courage, appreciating the
importance of speaking up and doing the right thing, especially when faced with difficult decisions. These
core values guide Walmart's mission to save people money so they can live better, ensuring that every
decision and action aligns with these fundamental principles.
KEY HR FUNCTIONS OF WALMART CANADA
In the contemporary business landscape, Strategic Human Resource Management (SHRM) emerges as a
pivotal force, orchestrating the alignment of HR policies and practices with the overarching strategic
objectives of an organization. This alignment is crucial for fostering a dynamic and responsive workforce
capable of propelling the organization toward its strategic goals. Walmart Canada, a subsidiary of the
global retail giant Walmart Inc., exemplifies this strategic integration of HR functions. It transcends the
traditional boundaries of operational efficiency, positioning its HR initiatives as central pillars supporting
the organization’s ambitions for innovation, customer satisfaction, and sustainability.
Selection Process
The selection process at Walmart focuses on assessing applicants’ ability to manage sales transactions
and human resources, tailored to the retail industry's unique demands. The process involves a thorough
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examination of the educational background and work experience of applicants to determine their
potential to meet job requirements and achieve expected outcomes. Subsequently, they are assessed
based on their knowledge, skills, and abilities ensuring that they align with Walmart's standards for
the respective job positions as well as with the company's organizational environment. Walmart also
emphasizes aligning the values of the applicant and the organization as long-term career growth
necessitates a match in values between the applicant and the company, aiming to align the workforce
with the organization's ethos. Alongside other considerations, the applicant's flexibility to contribute to
the firm's organizational flexibility is also evaluated.
Employee Training
Walmart employs needs analysis to assess the alignment of job requirements with employee skills and
their fit within the business environment. The store managers conduct needs analysis, conveying the
findings to corporate HR at headquarters and the outcomes guide corporate managers in implementing
necessary workforce changes and strategies. This analysis highlights the imperative for diversified
human resources across all locations and a technologically adept workforce. While online training is
part of the program design, Walmart's preference remains traditional face-to-face training to uphold
service quality in stores. Furthermore, the company employs various types of training needs analysis to
align with its human resource management objectives. Work/task analysis is utilized to discern the
specific skills and knowledge required for various roles, emphasizing its relevance for most positions
within the organization. Cost-benefit analysis is applied to optimize training programs, aligning with
Walmart's cost-minimization focus. Furthermore, Organizational analysis is employed to identify
emerging HR concerns and adapt training programs accordingly, especially for new store openings or
layout changes.
Walmart assesses its training programs for both a comprehensive understanding of their effectiveness
and insights for enhancing human resource management. The company takes an outcome-driven
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approach, utilizing the Kirkpatrick Hierarchical Model to gather feedback on trainee reactions, learning
advancements, behavioral shifts, and the overall influence on acquiring knowledge and skills.
(Thompson, 2023)
Performance Management
The primary objective of the performance management system at Walmart is to enhance productivity
while at the same time achieving their financial goals. The business aims to maximize the organization's
financial performance through its workforce and structures its performance planning around some
primary dimensions tailored to the requirements of its retail operations. Given its retail nature, Walmart
prioritizes a customer-centric approach to ensure customer satisfaction, and its focus is highlighted in
performance evaluations to address human resource concerns. The focus is also on decision-making and
results, applying to all positions, with greater significance for managerial roles to bolster organizational
resilience through effective decision-making and ultimately optimizing overall performance. Analyzing
and problem-solving skills are also crucial for various roles at Walmart, but managerial positions receive
additional emphasis as Walmart expects its managers to adeptly analyze and resolve workplace issues
and these aspects are fundamental to the company's performance appraisals. Walmart employs different
measurements and standards based on job roles and organization levels. The warehouse personnel is held
to productivity standards, managerial roles prioritize decision-making and financial performance,
frontline sales employees are assessed on salesmanship, and managerial and supervisory positions focus
on problem-solving and planning.
Employee Retention
Walmart faces significant challenges with employee retention due to high job turnover, particularly
among hourly sales employees. The company’s HR uses several retention techniques to overcome this,
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such as recognition and rewards, bonuses, training and development programs, promotions, financial
support, and academic assistance.
Walmart offers several recognition initiatives, including milestone celebrations, performance-based
bonuses, and Associate of the Month awards. Acknowledging the effort and commitment of staff
members improves morale and fosters loyalty. Walmart also encourages employees to have a healthy
work-life balance by providing paid time off, flexible scheduling, and other benefits that cater to their
personal and family needs. In addition, the organization offers tools and support, like childcare and
counseling services, to workers who are having difficulties outside of the workplace. Lastly, Walmart
uses employee involvement initiatives, feedback systems, and lines of communication to actively
engage their workforce. Regular town hall meetings, employee surveys, and channels for staff
involvement in decision-making procedures are all examples of the same. Walmart encourages a sense
of ownership and belonging among its workers by seeking their input and incorporating them into
projects.
Compensation and Benefits
Walmart is known for its affordable prices and low pay. It is common for these low wages to be criticized
for failing to cater to the needs of the employees. The minimum hourly pay offered by the employer is
far less than the national average. Walmart, however, does improve the minimum hourly wage gradually
and reorganizes its HR department. Walmart’s HR anticipates that these adjustments will enhance the
workforce and boost employee retention.
Walmart acknowledges its employees in non-monetary ways, such as by recognizing top performers
in each store. Bonuses are determined by the success of the business as a whole, although managers are
typically the ones who employ this tactic. Walmart uses development, training, and promotions as part
of its human resource management strategy to boost employee morale and satisfy the company's HR
requirements. Hourly sales workers receive promotions by the company to supervisory and eventually
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managerial roles. Walmart's long-term retention strategy for employees who want to work their way up
the corporate ladder is to provide financial support for their formal education.
The health insurance plans consist of life insurance, accidental death and dismemberment insurance,
dental insurance, vision insurance, and accident insurance, among others. An additional technique for
encouraging employees to advance their skills, abilities, and knowledge is the optional formal education
support. Through continuing education, Walmart employees can enhance their performance and make
long-term career plans. These rewards target the HRM goal of inspiring employees, particularly in
seeking advancement and making a greater contribution to the fulfillment of Walmart's mission and
vision statements as well as the company's overall performance as a worldwide retail corporation.
Health and Safety
A key element of HRM is health and safety in the workplace, which includes practices, policies, and
procedures meant to safeguard workers' health and create a secure work environment. From an HR
standpoint, putting health and safety first is not only the right thing to do morally and legally, but it's also
a strategic necessity that helps businesses succeed. Among the most frequent risks that Walmart workers
encounter are slips, trips, and falls, all of which have the potential to cause serious injuries. 15% of deaths
at work are caused by these kinds of occurrences, according to the Occupational Safety and Health
Administration (OSHA). Thus, Walmart workers must be aware of the dangers and take precautions to
keep themselves safe while working.
Managers at Walmart are crucial in guaranteeing the security of their staff. They are in charge of
implementing workplace safety policies and procedures into action, enforcing them, and eliminating any
risks that can cause trips, falls, or slides. Managers provide their employees with the necessary training
in ergonomics, safe lifting practices, and equipment usage. To provide a safer workplace and reduce
injuries, this training can be highly beneficial.
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Staying safe on the job doesn’t need to be difficult. The risk of harm can be considerably decreased for
Walmart employees by sticking to a few guidelines and best practices. These include maintaining proper
housekeeping, being aware of one’s surroundings and staying alert on the job, making use of safe lifting
techniques, taking periodic breaks to ensure employees remain fresh and attentive, and reporting any
hazardous conditions to managers.
Career Development
Walmart's human resource management team uses a variety of factors, such as results of the job analysis
selection criteria, interests of employees, and knowledge, skills, and abilities [KSAs] of employees to
determine career possibilities. The qualifications needed for positions and career paths are determined
through job analysis results which further sheds light on the interlinks between job analysis and career
development. The organization further assesses the degree of person-job fit between employees and the
available opportunities using employee selection criteria, employee interests, and KSAs to make sure
that individuals match these prospects. By preventing employee turnover among promoted staff,
Walmart's HR guarantees that workers are following the correct career path inside the organization.
Walmart is committed to improving its workforce through targeted career development initiatives,
particularly for leadership and managerial roles. This includes emphasizing coaching, top-down
mentorship, and extensive training programs. The emphasis on coaching for leadership roles is done to
encourage idea exchanges and skill development among managers which boosts morale and enhances
their perception of the company. Training is a common strategy to help employees across various job
categories and levels achieve peak performance and acquire skills relevant to their career paths. Walmart
tailors training programs for different roles, aiming for peak performance and industry-specific skill
development. For example, employees aspiring to HR management undergo targeted training. Walmart
also collaborates with educational institutions to support career growth, aiming to enhance morale and
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skills in the retail sector. Overall focusing on engaging staff and fostering professional growth through
effective HR management practices and collaborations.
Diversity, Equity, and Inclusion
The vision they have is "Everyone Included". Walmart puts a strong emphasis on cultivating an inclusive
workplace culture and employing diverse staff. The organization actively seeks candidates with a range
of backgrounds, including distinct racial and ethnic backgrounds, gender identities, sexual orientations,
skills, and perspectives. To foster empathy, compassion, and respect for people from different
backgrounds, Walmart offers its employees workshops on diversity education and training. These
initiatives seek to promote diversity, develop allyship among employees, and increase understanding of
implicit prejudices. Employees from a variety of backgrounds can take advantage of networking, support,
and professional development opportunities offered by Walmart's Employee Resource Groups
(ERGs). Affinity groups including Black, Hispanic, LGBTQ+, women, veterans, and people with
disabilities are the focus groups of these ERGs. Walmart implemented rules and benefits that are
inclusive to cater to the demands of its diverse workforce. This involves providing perks like health
insurance, paid time off for parents, and accommodations for workers with disabilities.
Walmart is open and honest about its DEI objectives, plans, and advancements. Every year, the
corporation releases diversity reports that include information about the composition of its personnel,
its diversity programs, and their results. Walmart sets quantifiable objectives and holds itself
accountable to continuously enhance its DEI procedures.
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INTEGRATION OF HR FUNCTIONS INTO THE STRATEGIC OBJECTIVES OF THE
COMPANY
Walmart's mission, "To save people money so they can live better," encapsulates the founder Sam
Walton's values, steering the company's strategic decisions. The motto, "Save money. Live better,"
seamlessly aligns with this mission, shaping the retail giant's approach. Leveraging competitive pricing
as a selling point, a key aspect of its marketing strategy, reflects a commitment to fulfill the corporate
mission and vision. However, the effectiveness of translating reduced costs into an improved quality of
life remains a subject of ongoing debate, particularly concerning the impact of large-scale import
practices on local businesses and communities.
Walmart's vision, "Be The destination for customers to save money, no matter how they want to shop,"
illustrates the company's adaptability in response to evolving retail dynamics. The shift from aspiring to
be the best in hearts and minds to prioritizing corporate flexibility indicates strategic adjustments. While
maintaining the goals of retail sector leadership, the focus is now on adaptability to meet diverse customer
needs, embracing both traditional and online transactions. Notably, the modification excludes
"employees" from the mission statement, raising concerns about the level of support for the staff. This
shift has implications for human resource strategies and aligns with Walmart's commitment to corporate
social responsibility and stakeholder management, particularly regarding its employees.
Concerning Walmart’s growth strategies, it adopts Michael Porter's cost leadership generic approach to
enhance its competitive advantage, aligning with the company's mission and vision statements. By
diligently reducing expenses, Walmart seeks financial advantages. This approach, highlighted in
Walmart's SWOT analysis, focuses on maximizing profits and offering attractive, low-selling prices. The
retail giant applies this strategy across the industry, implementing stringent cost-cutting measures to
stand out in the market. In essence, Walmart's overall competitive strategy effectively corresponds with
its corporate mission and vision, employing affordable pricing as a powerful tool to attract and retain
target customers for in-store purchases.
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The integration of Walmart’s HR functions with its strategic objectives further illustrates the alignment
between HR practices and business goals, effectively contributing to the company's success in the
competitive retail sector. This alignment is evident in several key HR functions for instance, Walmart
Canada places a strong emphasis on training and development programs, ensuring that its employees are
not only proficient in their current roles but are also equipped with the skills and knowledge necessary
for innovation and adaptability, aligning with the company's strategic objective of continuous
improvement and excellence. Furthermore, the company's commitment to diversity and inclusion is
reflected in its hiring practices and workplace culture, aiming to create an environment that mirrors the
diverse fabric of Canadian society. This commitment supports Walmart Canada's goal of serving a wide
array of customer needs and preferences, fostering a sense of belonging and respect among employees,
and enhancing customer satisfaction through a more understanding and representative service offering.
Additionally, performance management systems at Walmart Canada are designed to reinforce the
company's strategic objectives by setting clear expectations, providing regular feedback, and recognizing
achievements that contribute to business goals such as enhancing customer experience and operational
efficiency. Through these integrated HR practices, Walmart Canada ensures its workforce is not only
highly skilled and motivated but also deeply aligned with the company's mission to save people money
so they can live better, thereby driving the company towards achieving its vision of being the most trusted
retailer in the hearts of Canadians.
This strategic alignment ensures that selected candidates not only fulfill job requirements but also adopt
the core values of the company. The pursuit of continuous improvement hinges on rigorous analyses,
including task analysis and cost-benefit analysis. These analytical processes play a pivotal role in shaping
the structure and content of training programs, ensuring they are finely tuned to the specific needs
identified during the selection process. The evaluation component functions as a constructive feedback
loop, with insights gleaned from the selection process contributing to the comprehensive assessment of
the effectiveness of training initiatives. This cohesive and integrated approach establishes a perpetual
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cycle of improvement in talent acquisition and development, fostering a dynamic and responsive
framework within Walmart.
The company's Strategic Human Resources Management framework is designed to harness the full
potential of its workforce, aligning employee skills, behaviors, and motivations with the company's
strategic vision. This involves a comprehensive suite of HR practices, from recruitment and selection to
training and development, performance management, and beyond, all tailored to reinforce the strategic
direction of the organization. Moreover, Walmart Canada's strategic HR management is reflective of its
broader commitment to corporate social responsibility and ethical business practices. By integrating these
principles into its HR strategies, the organization not only advances its strategic objectives but also
fosters a culture of inclusivity, respect, and sustainability.
CONCLUSION
Through careful HR planning, Walmart Canada positions itself to meet current and future challenges,
adapting its workforce to the evolving market demands. The company's recruitment strategies are
designed to attract individuals who embody Walmart's values, enhancing team dynamics and driving
organizational success. By weaving these HR practices into the fabric of its strategic plan, Walmart
Canada ensures a cohesive effort towards achieving its mission to save people money so they can live
better. This strategic alignment between HR and business objectives emphasizes the importance of
human resources in driving organizational success, illustrating how Walmart Canada leverages its
workforce as a key asset in maintaining its leadership position in the retail industry.
Walmart has a number of programs and policies that support a diverse workforce, offer ample
opportunities for growth, and foster a friendly work environment. Furthermore, Walmart recognizes that
an educated and motivated workforce is crucial to fostering organizational success and makes significant
investments in employee development through extensive training and opportunities for advancement in
their careers.
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Although Walmart is not without criticism. The company has received backlash for its labor practices,
raising concerns regarding low wages, insufficient healthcare coverage, and scheduling procedures,
among other things. This has led to a number of protests and disputes. Walmart has a high employee
turnover rate, especially for entry-level roles, which has led to increased recruiting expenses, operational
disruptions, low staff morale, and poor customer service. Additionally, Walmart's employees have a
history of rejecting efforts to form unions. The company's anti-union stance, according to critics, may
make it more difficult for workers to speak up for fair treatment and improved working conditions.
Walmart has also been involved in moral controversy over claims of wage theft, discrimination, and
breaking labor regulations. These problems cast doubt on the company's dedication to moral corporate
conduct and worker rights.
Walmart has generally adopted a variety of effective HR procedures, but it still faces difficulties and
criticism in relation to labor laws, employee attrition, unionization, and moral issues. Walmart must
address these issues and try to improve employee relations if it hopes to preserve a healthy work
environment and build its standing as an employer of choice.
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