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Walmart's retail link software?
Hi all hr gurus this is ashu gupta.i am working as a hr. executive in a stone manufacturing export concern n a new memeber of this forum.my company is going to deal with walmart. i have heard about the site operating software of walmart which named as "retaillink" . can anyone provide me some idea regarding this that from where i can get the full knowledge of this? appreciating ur support thanks in advance. ashu gupta.
Walmart in inida:good or bad???
So walmart is finally in india s this a boon to the indian retail will walamart last in india will this ensure difficult times for the local kiraanas what will be its effect on the major players how good is it from the view point of employment generation to conclude would u call it to be a blessing to india or not????
Hr functions and skills for retail companies
Hello seniors could you please share your views about specialized hr functions and skills needed in a retail company walmart/ spensor s if any. please share your views whether there would be any special hr functions and skills required for this upcoming and fast growing sector? regards mrinal
Employee motivation, morale, and innovative hr practices...
Hi friends i had gone thru the article on web....very informative so thought of posting it. regards priya employee motivation morale and innovative hr practices... it was the best of times; it as the worst of times. charles dickens the challenges facing organizations have never been greater. issues coming on the radar of a hr manager today are diverse; from micro level issues where an individual employee needs hand holding to the macro issues pertaining to a global workforce and virtual teams. hr managers are expected to offer instant solutions for these issues and strategies. empowering energizing engaging enabling picture this... an organization which grows multifold but retains its "small company" personal touch. an organization where each individual is empowered informed and independent and each system and process runs itself. an organization where all employees are in touch "insync" aware of all that is going on in even the remotest corner of the organization and the world. an organization where employees recognize their peers and rolemodels and drive their culture all by themselves. an organization where employees and managers have even the most specific facts reports or information on company happenings always available at their tips even when they are at home or travelling to any corner of the globe an organization where all processes even "salaryslips" are "paperless" and available to the employee anytime. an organization where people sitting thousands of miles away work together on a project or share ideas in realtime. an organization where changes are deployed in minutes and change management is truly decentralized. an organization where the employees decide and drive their own job path even across functions an organization where "help" for any problem is available in minutes be it workrelated technical logistical or personal. an organization where not just the employees but the potential hires as well as "alumni" are always in sync with the latest happenings... in short a valuebased culturally strong empowered organization where distances are notional and the right time is right now hr can play a vital role in achieving this vision. in this piece i will outline many new and innovative hr practices you can deploy to achieve the above vision and objectives. 5e" ehr model hr can transcend all challenges to create a vibrant valuedriven workplace with a high focus on the 4 "e"s: empowering the employees by providing them maximum access to key information interfaces and resources an ability to share their views and impact their own as well as the organizations future. enabling people to manage their jobs and personal transactions smoothly speedily efficiently and independently. energizing the organizations internal environment with a positive energy in a way that makes each and every employee feel energized and charged up about life too engaging employees so that they develop a sense of bonding with the company its values and ethos as well as its constituents. the 4"e"s undoubtedly have closelinkages as well as overlaps. therefore these need to be driven "seamlessly" through an engine that can reach each and every employee is flexible enough to drive each of these initiatives differently is sophisticated enough to present these to employees in a compelling way is reliable enough to be efficient and is scalable for future growth. and of course still simple enough to become successful. innovation 1 ehr empowering enabling energizing engaging the evolution of ehr is often defined as deployment done electronically in part or wholly via a web browser through the intranet or even the internet. the need that ehr is addressing is for every employee to be able to access all kinds of information such as policies readily and to be able to interact freely across the organization today the ehr system at hss is an elaborate multifaceted system that comprises of the following key elements: employee database edb intranet: this is the "place" from which the employee can launch any application or view any information or make use of any ehr resource. a well thought out structure of innovative applications and modules: that rest on the coreinformation and interface provided by these two elements employee database edb and intranet to dictate the organizations working interaction learning and even culture ehr has the advantage of being highly versatile. based on the need of the situation the various ehr modules can provide varying amounts of speed confidentiality data security wide access focussed responses customized outputs errorfree transactions and attractive formats. in addition for a computerfriendly organization "ehr" is definitely a medium that is appropriate. the following is an explanation of the way ehr makes each of the 4"e"s come alive. ehr empowering empowering the employees by providing them maximum access to key information interfaces and resources an ability to share their views and impact their own as well as the organizations future. the first key role that ehr plays is that of "empowering" the employees. empowering employees is all about being "open" and "transparent" providing them with enough information for them to understand the organizational context and operate in it independently to connect them to others across the company to have available to them resources and support to help them succeed at their jobs. obviously "informationavailability" is the key input required for this sense of empowerment to grow. by having all policies and key information available online and creation of online "discussion groups" to all employees trust and honest is developed. over time this can be evolved into various specific sophisticated modules including a fullfledged "policies" section with realtime help on individual queries through the electronic "hr helpdesk". in fact ehelpdesks for all internal support functions such as it hr purchase corporate communications and quality exist. discussionboards and virtual forums where employees can voice their views are another great idea to get the views of others across the organization. in addition to the helpdesks online surveys and "opinion polls" alsogive employees a chance to voice their views share suggestions and even make decisions for instance if there was a proposal to change the officetimings an opinion poll could be conducted to let employees themselves decide on the issue. a "directline" could be set uponline to provide electronic access through which any employee can share his/her comments ideas or questions directly with the president of the company. to build on this sense of openness and involvement newsstories" updated everyday could be created to share with all employees the accomplishments and events as they unfold companywide. in fact nowadays it is not uncommon to see "film clips" of company parties and gettogethers too empowerment is alsoabout making personal choices and taking charge of ones own future. there are various systems and modules of ehr that support this one of them is or the "internal job posting program" whichallows employees to look for job change within the company all new positions can be posted and employees can apply online in total confidentiality without even their managers knowledge and the selected candidate can move to a new job maybe even in another function empowerment is not just about independence in daytoday job related issues and careerpaths but also the things that are "personal" to the individual employee. this is the area in the model where "empowering" and "enabling" start overlapping. an example of this can be seen in the case of hughes software systems compensation management. the employee can log on to the "ctc calculator to see the details of his/her individual compensation. the monthly "payslip" is also available online through their intranet. at the time of compensation review the new compensation is also communicated to the employee through an automatic email. employees can also do their income tax calculations online. this not only empowers the employee to manage personal finances more independently and effectively but it also empowers the employees in the support functions to spend their time on the developmental aspect of their jobs. enabling ehr enabling people to manage their jobs and personal transactions smoothly speedily efficiently and independently ehr is particularly wellsuited to managing the "operational efficiency" of people processes with highlevel of independence reliability and costadvantages. the ehr modules and applications should start kicking in even before the employee comes on board in order to play a key role in shaping the entire workexperience of the employee while at the organisation. through detailed information and stories available on the website about what it means to work in the organisation potential employees start getting to know the organisation even before they join. they can also interact with "techgurus" online and take their help in solving technical problems. another innovative idea is to interface between a potential hire and the organization through webenabled employment application forms on the organisations web site. the "potential employee" then comes within the purview of the recruitment management system. this is an ehr application available in the managers work area of the intranet and all "new hire requests" are raised approved and tracked through this by managers as well as hr. this also serves as a central repository of data about any employment related transaction. on the day of joining every employee should be able to access the ehr module called to learn what the organisation is all about where everything is who everyone is and in fact find out all that a newcomer would like to know about the company. for most this is the very first direct contact with the elaborate ehr system of applications and interfaces. in fact this is highly relevant for most people as it provides "justintime" information which effectively supplements any classroom orientation. timesheet and workforce scheduling system is another innovativeehr application which records and tracks all employees working hour information. this is also accessible through an extranet. it can also be linked to payroll and used for generating invoicing/billing information for our customers. softworks clockwise time & attendance / flexitime solution is used by a wide variety of organisations where they find it extremely useful for controlling and monitoring flexitime tracking employee attendance and complying with the working time directive. clockwise is very easy to use stores all the parameters of the directive and is updated as new legislation comes into place. with full graphical reporting capabilities clockwise processes as standard the most extensive range of indepth realtime reports available in the market place today so you can be sure you always have accurate employee data to hand. performance management based workflow application is a very innovative hr idea as it allows each employee and manager to set objectives online review progress make adjustments and do an annual review for task role and behaviour. it can be used to archive all documents and allows hr and other relevant interfaces to access companylevel information online and even displays the names of managers missing deadlines to create peer pressure to comply the skills inventory systemis an ehr applicationthat tracks the skills and knowledge base of all employees and lets the functionheads or managers use it for reports and decisionmaking support. an online ehr module used by hss called "heads u win"allows employees to send in referrals to hr for suitable candidates for hiring at hss. one can also see the status of ones referral online. there is even an ehr workflow application called the resignation management system in hss through which even the resignations their review approval and "no dues" clearance happen online in addition there are several other applications and features hr could include; an online concierge service travel desk library booking taxibookings electronic employee magazines a software library online booking of discussion rooms etc. the intranet serves as the one point interface for all of these and other ehr modules and applications enabling employees managers and hr to capitalize on the strengths of ehr to manage a multitude of people processes and interfaces much more quickly efficiently and independently than any conventional system. energizing ehr energizing the organizations internal environment with a positive energy in a way that it makes each and every employees feel happy energized and charged up about life too while "enabling" is all about smart ways of managing operations "energizing" is all about strategic deployment of od interventions to build a positive energy. example: hughes software systems over the years hughes software systems has deployed several ehr interventions in the area of recognition to good effect. positive strokes are strong motivators and great creators of positive energy. "hss applause" is an online ehr recognition system that encourages managers to recognize the contributions of teammembers in realtime. the workflow application not only allows managers to nominate employees for award and respective groupheads to approve them but to also independently publish them on their intranet with just a mouseclick without any need for intervention by hr or any other function. "applause" also hosts an ehr application on "popular awards".these are awards in 12 categories such as best sense of humour great reviewer and best leader etc. which are given out every quarter based on the online companywide voting by all employees conducted through this application. this has been a key intervention facilitating leadership development and "rolemodelling". "hss applause" is also linked to an "awards homepage" showcasing all past winners for all kinds of award categories. hssspecific greetings are available at "egreetings" on the intranet to encourage peertopeer recognition as well as to build the habit of appreciation across levels. as allround development a healthy worklife balance as well as a sense of social engagement is important to a feeling of "high energy" i have outlined below further ways hr can be innovative to achieve this development; "club zone" employees can develop their extracurricular interests by signing up for club zone a virtual space which could include among others a music group dramatics group literary group and even a dance club. the club zone could also have information on recreational options such as a "movieguide" a "travelguide" "hotdeals" special rates at restaurants and even the "menu" of the day at the company cafeterias is published. "reach out" is another innovative hr idea dealing with various social work projects and local school and volunteer work employees can help with. "common cause" employees could also sign up online for campaigns such as "green sheen" environment protection or "clean the neighbourhood" or educating slum children. engaging ehr hss engaging employees so that they develop a sense of bonding with the company its values and ethos as well as its constituents. the very simplest and most basic mode for getting in touch with another employee is through an online directory. however for employees whose job involves being on a pc for most of the day and the natural predisposition is not to seek out new relationships ehr provides an innovative way for hr to foster communication and relationship building across groups locations and levels through various "ediscussion groups" hosted on the intranet. the groups could range from as diverse areas as "project management" to "junk" a noholdsbarred group to "ideas" a group that explores new thoughts. in addition each workgroup could have its own group homepage on the intranet where it makes available information on its team accomplishments and other particulars to all employees. in fact employees could independently set up individual homepages too. this shrinks distances and helps employees across the organization to "connect". videoconferencing and "webcasting" of company events across locations can also help draw the company closer together. ehr can also be deployed to keep exemployees engaged with the organization an eportal can be set up where exemployees can join the virtual community and keep in touch with the happenings people and events at the organisation and share their thoughts opinions and ideas with each other and other employees too. the last word... hr is the lifeline of an organisation and is the bond that keeps the organisation together. but all aspects of daily life are changing the economy is changing evolving and daily life is evolving therefore company cultures need to develop at the same time. hr is at the forefront of managing this change therefore hr needs to be dynamic and innovative in its practices. hr has not only provided ease and efficiency to employees and managers over the years but has also been key in spreading building and enhancing culture recognizing excellence building bonds and relationships facilitating employee and organizational growth. this "5e model" of ehr has emerged out of the analysis of hss unique context of challenges and opportunities needs and "values" the "hss way". therefore ehr at hss is not a tool: it is a comprehensive allpervasive strategic intervention based on a scalable model that will ensure its growth and evolution with that of the organization. 9 creative ways that leading companies use to maximize the power of people. support and accountability for new recruits at trilogy software trilogy software inc among the worlds largest privately held software companies pushes the responsibility of grooming new hires into the organization on their sponsors. as a result if the new hires make the grade the sponsors are paid 1000 bonus. if the new hires fail the sponsors are required to pay 4000. as most sponsors hold stock options worth millions of dollars so the penalisation does not mean much to them. however what happens is those who fail examine why their recruit failed and take steps to avoid those mistakes. jeff taylor founder and ceo of monster on the importance of having a good time with employees. we have a full breakfast bar at our company. we bring in 500 bagels and fresh cut fruit in the morning. we have a gym with a trainer. we have parties once a quarter where we invite the employees to come and have a good time. practice what ceo of sas dr. james goodnight calls management by loitering its just to be seen walking around and talking to people and finding out what theyre working on and basically being approachable. you know a lot of things that dont really come up through the management ranks and some times you find out some very interesting things that people are working on. fostering a learning culture the granite rock way granite rock a malcolm baldrige national quality award winner replaces performance goals for individuals with learning goals. the company gets each employee to set his or her annual objectives in the format learn.so that i can.. in addition granite rock university provides an entire curriculum of classes ranging from product training to computer skills to management skills and employees spend an average of about 43 hours of training outside of mandatory training like safety. individuals take responsibility for charting their own careers and professional development. larry page on automating performance tracking at google. we did a simple thing that in retrospect was brilliant: we wrote a program that asks every engineer what they did every week. it sends them an email on monday and concatenates the emails together in a document that everyone can read. and it then sends that out to everyone and shames those who did not answer by putting him or her on the top of the list. it has run reliably every week since we started so forever week of our companys history we have a record of what everyone did. its good for performance reviews and if youre joining a project team in five minutes you can read what your team members did last week or months. patagonia practices what it preaches patagonia has a companysubsidized environmental internship program. for up to two months any of patagonias 1000 employees worldwide can work at an environmental group of their choice and continue to receive their regular patagonia paycheck. andy taylor enterprise rent a car on relentless customer focus so we decided that we had to add some metrics to our customer satisfaction. we created a measurement called esqi which is the enterprise service quality index. its a statistically valid sample of customers opinions taken monthly at every one of our branches. the customer gets called seven to ten days following the close of the rental. we have an outside company to collect the data and there are basically two questions. the first asks about the customers satisfaction level with five answers ranging from completely satisfied to completely dissatisfied and the second asks how likely he would be to return to enterprise. beginning in 1996 we told all employees if youre not at corporate average or above on your esqi your not getting promoted. and all of a sudden customer satisfaction went to the top of the list. the esqi has given us a greater sense of urgency and i would consider that the greatest change that has occurred here. the process enables us to go from being a nearly 2 billion business in 1994 to a 7 billionplus business today. staying in touch at walmart at retail giant walmart every monday members of the senior executive team head out to walmart stores around the world where they talk with managers employees and customers. to ensure that they get a complete picture they also pay a few visits to competitors stores. on thursday evening they return to corporate headquarters in bentonville arkansas armed with new insights about the market and their people. there they discuss what theyve seen and heard thus allowing the organization to modify its strategies. on saturday thousands of store managers participate in a videoconference and the senior team shares their observations and provides direction for the coming week. come monday theyre on the road again. take employee feedback like ibm ibm held a threeday discussion via the corporate intranet to debate and discuss about the companys values the nature of the organisation and what it stood for. the forum dubbed valuesjam attracted about 50000 of ibms employees and elicited about 10000 comments about the proposed values. conclusion: according to research carried out by the university of limerick good human resource hr practice can add 50000 per employee to company revenue. the research which points to strong links between progressive hr policies and other areas of company performance was based on a survey of hr practices in 165 of the states top employers. the research conducted by ul was on the behalf of the national centre for partnership ncpp among irelands irish times top 1000 companies examining staffing performance management training and other hr practices. ul researchers then analysed the relationship between the use of high performance work systems in the companies and outcomes in terms of employee turnover and productivity. good communication high levels of training and formal grievance procedures were defined as highperformance work systems. the researchers found that companies which use such systems tend to be innovative in other areas such as investment in r&d. they concluded that there was a striking increase in productivity in companies which used highperformance systems.