Human Resource at K Mart

Human Resource at K Mart

Background of the Company

Kmart is retial chian store located in the United States. The store chain is the third largest in the world. It was established in 1962 and had different mergers and acuiqisition. The chain deals in all kinds of products range from electrical appliances to food items.

Human Resource Management in K Mart

Human resources and strategies of K Mart must be compatible, which implies changes in the time. K Mart' reputation for innovation and enlightened management of human resources was not admired only observers and experts in management, but also by its own competitors. K Mart had always focused on innovation and continuous process of performance management sophistication, based on cultural values constantly reaffirmed (Gubman & Edward, 2004). Historically, the main strength of K Mart had been its ability to bind strongly its strategy and management human resources, which allowed him to clarify its planning process. The long-term and annual plan incorporated both elements of HR. In the long term, strategic directions and organizational development processes were combined with detailed analysis of trends Demographic, to ensure that capacity would be in line with objectives. In the Annual management system performance they used various mechanisms to assess the contribution each employee.

The fact that K Mart was changing in a very dynamic environment, the objectives of individual performance were negotiated between the employee and his supervisor. If the evolution of context makes the goal unrealistic or inappropriate, it was possible - again in consultation - to redefine. The 360-degree feedback was used because of the importance of teamwork. In addition to the assessment Annual K Mart practiced continuously evaluated with respect to which employees were encouraged to respond informally. All this was combined with a coaching and assistance. However, as and when it grows, the company had bureaucratized, which reduced its ability innovation and the ability to transfer knowledge. They faced with this threat but K Mart reacts in two ways. The One is to split the company into two, keeping only the computer name and the K Mart brand. Then, a development towards services on the Internet was announced (Gubman & Edward, 2004).

HR Practices

Recruitment

Recruitment is an essential function that HR department performs. It is not only important because this process arrange employees who can perform the required task for the organization, but there is also a cost associated with this process. Recruitment at K Martis much defined, and they adopt ways to recruit employees. At Container Store, they hire employees that are suggested by their employees. Otherwise, they prefer to hire their customers. They do not opt for the conventional methods of recruiting such as outsourcing and advertisement.

Training

Training is a method that finesses skills and competencies of employees. Kmart may immense and significant emphasis on this function of HR. At Kmart, there is a special trainer of the company who gives training to employees to perform the task of in an effective and efficient ...