Human Resource Management Information System-Wal-Mart



Human Resource Management Information System- Wal-Mart

Introduction

Publicly listed, Wal-Mart is the largest retailer in terms of retail value and outlets in the world. In the US, the company mainly operates in hypermarkets, with around 3,000 outlets in 2011. In addition, Wal-Mart has outlets in the mass merchandisers, supermarkets and wholesale clubs channels. Wal-Mart stores are best known for their low pricing as well as their wide range of products. These products include food and beverages, clothing, footwear and accessories, toys and games, consumer electronics, cosmetics and toiletries, sporting goods, and furniture and furnishings. Its website, Walmart.com, also sells products, as well as downloads of music and films.

Human Resource Management Information System is an important component of Wal-Mart human resource department. With rapidly changing environment and increased global competition it has become necessary for every manager and leader in Wal-Mart to deal with challenges and competition in the market. Wal-Mart believes in quick processing and management of information to make the useful data readily available for perusal of the department leaders and management. Fast processing and making of crucial reports makes work processes and decision making on the part of higher management more effective and efficient. Additionally, it also reduces the cost of maintaining huge volume of documentation and prevents human error by providing the exact proportion of over head costs and match between the Wal-Mart's goals and the current position and situation of Wal-Mart in comparison to the desired objectives and mission.

Discussion

Human Resource Management Information System in Wal-Mart

Before the development of HRIS, the tasks related to human resource department were done manually or on small scale technology at Wal-Mart. Salaries, pension and benefits were calculated manually which resulted in delay in the work processes and quality of information. However, this was done long time ago in Wal-Mart when there was no proper system. Reports were also made manually and it was difficult to analyze and monitor the performance of employees of Wal-Mart. Additionally, other type of information required for effective performance of employees and departments was also not available. HRIS has resolved these problems of Wal-Mart by making every type of data and useful reports readily available for managers or departmental heads perusal to take immediate decision and steps in this competitive environment. Human resources managers and leader of Wal-Mart are able to invest their time in more meaningful and important tasks after the introduction of HRIS in Wal-Mart. They can participate in policy making and setting of standards and work related targets to improve the overall performance of Wal-Mart rather than spending it in calculating the salaries or head counts of the department. They can save up lot of time through the use of HRIS and be more productive by contributing to the productivity of Wal-Mart through participating in more important decision making and policy making processes.

Human Resource Alignment Model- Wal-Mart

The basic human resource alignment model tends to align the different functions, job roles and talent of employees to meet the overall objectives of ...