Recommendations
Recommendation Plan #1: Mentoring and Succession Planning for Minorities and Women
Solution: In order for Wal-Mart to improve the lack of minority and women representation in its senior level positions, the company should set up a mentoring program as well as succession plans. Through mentoring, employees identify themselves as a vital part of the organization while creating a heightened level of ownership. A mentoring program will assist in building a pipeline of diverse employees. Wal-Mart should establish a formal mentoring program, especially for minorities and women who Wal-Mart identifies as potential candidates, who in the near future, will be ready for executive level positions and who the company will create …show more content…
•Wal-Mart’s inability to motivate and retain key employee despite succession planning because they believe somewhere else they will have better opportunities.
HR metrics to measure success: Measuring the success of the mentorship program and succession planning is of utmost importance. Yet, many organizations do not focus on the right data. The problem is that employers only focus on asking about participants’ level of satisfaction alone, which is not a good HR metric. The problem is that employers only focus on asking about participants’ level of satisfaction. Wal-Mart should establish a baseline measure at the program’s beginning and then measuring changes at the end will simplify the process. Two effective ways to measure the success of the program are the following:
•Measure the retention rate of the employees who participated in the program.
•Track down mentees’ career progress, which includes promotions to senior level …show more content…
However, this investment will be sensible and will eventually benefit the company because of the knowledge the employees will gain.
HR metrics to measure success: Knowing the extent to which the trainings have helped improve the experience of minorities at Wal-Mart, is vital to ensure that the trainings are achieving desired outcomes. Employees will be asked to take the Everyday Discrimination questionnaire before managers receive training as a baseline measure, and again six months after as an endline measure. The difference in the extent to which employees indicate the level of discrimination they have encountered will enable us to assess the improvement that our training program has helped to bring.
Recommendation # 3 : Implementation of the compensation
Recommendation Plan #1: Mentoring and Succession Planning for Minorities and Women
Solution: In order for Wal-Mart to improve the lack of minority and women representation in its senior level positions, the company should set up a mentoring program as well as succession plans. Through mentoring, employees identify themselves as a vital part of the organization while creating a heightened level of ownership. A mentoring program will assist in building a pipeline of diverse employees. Wal-Mart should establish a formal mentoring program, especially for minorities and women who Wal-Mart identifies as potential candidates, who in the near future, will be ready for executive level positions and who the company will create …show more content…
•Wal-Mart’s inability to motivate and retain key employee despite succession planning because they believe somewhere else they will have better opportunities.
HR metrics to measure success: Measuring the success of the mentorship program and succession planning is of utmost importance. Yet, many organizations do not focus on the right data. The problem is that employers only focus on asking about participants’ level of satisfaction alone, which is not a good HR metric. The problem is that employers only focus on asking about participants’ level of satisfaction. Wal-Mart should establish a baseline measure at the program’s beginning and then measuring changes at the end will simplify the process. Two effective ways to measure the success of the program are the following:
•Measure the retention rate of the employees who participated in the program.
•Track down mentees’ career progress, which includes promotions to senior level …show more content…
However, this investment will be sensible and will eventually benefit the company because of the knowledge the employees will gain.
HR metrics to measure success: Knowing the extent to which the trainings have helped improve the experience of minorities at Wal-Mart, is vital to ensure that the trainings are achieving desired outcomes. Employees will be asked to take the Everyday Discrimination questionnaire before managers receive training as a baseline measure, and again six months after as an endline measure. The difference in the extent to which employees indicate the level of discrimination they have encountered will enable us to assess the improvement that our training program has helped to bring.
Recommendation # 3 : Implementation of the compensation