International Human Resource Management Task 3 Reflective Essay (GC01886)

Table of Contents

1.0        Introduction.

2.0        Investigate how career development and career management works within Wal-Mart Inc

2.1 Model of career systems.

2.2 Career management practices in Wal-Mart Inc.

3.0 Performance management in Wal-Mart Inc.

3.1 Concept performance management

3.2 Theoretical bases of performance management

3.3 Performance Management System.

3.4 Stages in a performance management system..

3.5 Performance management in Walmart

Conclusion.

References.

1.0     Introduction

In every type of business organization, there are various kinds of career development programs for improving personal and group development. The career development plan is very effective for human resources management (Sheehan, 2011). This paper investigates the career development and management within Wal-Mart that is a multinational company. At present, Wal-Mart has 11,503 shops in 27 countries but with 55 different names in United States, Canada, Mexico, UK, Japan and India (Wal-Mart, 2020). The amount of revenue is US$514.405 billion with 2.2 million employees. This report describes the process of working career development and management in Wal-Mart Inc.

2.0     Investigate how career development and career management works within Wal-Mart Inc

2.1 Model of career systems

The popular model of the career system is suggested for four systems.

The fortress: The fortress is one of the systems by which a career system can be developed and tries to retain core talents (Chuang & Liao, 2012). Wal-Mart has arranged the fortress system to develop a career system to respect the seniors.

The baseball team: This system indicates the HR managers should recruit the best person (Huselid, 2016). The highly skilled employees are recruited for the organizations to give concentration on talented and creative people. A little formal training and succession planning are required for development but lead to high turnover.

The Club: In this system, the slow career path, commitment and several steps are applied for the development. Club companies ensure the corporate culture among the newly recruited staff (Huselid, 2016). This system has a lower rate of turnover and this system is regarded as a good development system.

The academy: In this system, talented people are recruited who have the ability to grow and high potential (Huselid, 2016). The fresher employees are entered and the organizations keep them for a longer period of time. Here, training is provided for specific jobs and tacking the potential employees and giving the career paths to the potential employees. This system has low turnover than other systems.

2.2 Career management practices in Wal-Mart Inc

Projapati (2018) mentioned that Career Development is required to develop the planning of a career. It is a process of designing the tasks for meeting the individual’s needs, abilities and goals of the organization. In the case of Wal-Mart, all types of training and development activities are concerned with career development planning. Effective career management improves the employee’s performance. In the case of Wal-Mart, this company follows the following steps to ensure the Career development of the employees:

Self-assessment

Hoegl (2012) stated that self–assessment is the first step of the career development process. Here, the persona identity is tried to be identified. It is the vital part of the career developmetn system by which an employee can identify his/her strength and choose an occupation, career, and commencing job search. In the case of Wal-Mart, the managers set an individual development plan for ensuring a self-assessment system of the employees to determine the self-confidence level of the employees.

Make a personal commitment

Hoegl (2012) stated that personal commitment is the second step of the career development process. It is a system of understanding the probabilities of long-term employment and the necessary requirements for running the job successively. The commitment is based on the personal thoughts, emotions, and attitudes of the employees. In the case of Wal-Mart, the managers set a career development plan by mentioning personal commitment from the employees to the organization.

Develop a road map and action plan

Hoegl (2012) the action plan is set up for motivating and guiding an individual or a team to attain goals.  The action plan must be based on SMART criteria. The goal must be clear and well defined which means specific; the goal must be measurable and attainable goals. Then the goal must be relevant and time-bound. In the case of Wal-Mart, the managers set an action plan on the basis of SMART criteria to ensure the career development goal……

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