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HR MANAGEMENT

Organization Focus and Goals

Walmart is a transnational retail firm: its empire comprises many large-scale warehouse and department stores. The organization’s current focus involves continuous modification of its strategies aimed at sustaining its competitiveness and to guard against potential imitations by its rivals in the global retail industry that may harm its brand’s competitiveness. This focus derives from the prevalence of environmental and business model variations that have impacted on consumers’ concepts of appropriate organizational culture, such as online platform marketing, innovative branding, and environmental regard. The firm’s current focus is thus on maintaining low consumer prices, enhancing its brand image, and developing new products that suit consumers’ needs. The focus also involves pursuance of innovative information technology platforms and approaches, appliance of efficient administrative styles, enhancement of socially responsible and sustainable production, maintenance of a business model based on innovation, and pursuance of a low-cost business strategy (Li, 2011, p. 93-96). The organization’s overarching goals are the promotion of better consumers’ lives through saving their daily costs, value enhancement for shareholders, and market expansion. Training requirements for the organization comprise the development of executive and managerial personnel, marketing and branding experts, and service employees with relevant, up-to-standard, and suitable strategy innovation and application, low-cost trading concepts, innovativeness, and brand imaging skills. The firm’s training requirements aim at the maintenance and advancement of a competent brand image, consumer utility and satisfaction, and the sustainability and expansion of trading operations internationally. The organization requires its employees’ exposure to transnational business experience and multi-cultural understanding due to the firm’s international stature. These training needs relate to the overarching goals above through their objective of preparing and equipping Walmart employees for quality transnational and multi-cultural services and administrative duties. Through training in multicultural experience and understanding, the employees learn practical skills for administration and provision of services to consumers in different transnational societies in ways that promote the consumers’ lives through saving their daily costs. They also learn skills to enhance value for Walmart shareholders and facilitate market expansion (Li, 2011, p. 93-96). This is possible through training’s focus on fundamental pillars for these goals: brand image professionalism, expert administration, and consumer-focused innovativeness.

The current focus and goals of Walmart influence prioritization of the amount and type of training in several ways, with such prioritization involving higher resource investment in certain training objectives than in others. The effect of Walmart’s current focus and goals on the amount and type of training involves prioritization of an international, multicultural training approach to prepare employees for service in different societies. The focus and goals also influence a preferential bias in the firm’s training activities towards strategy innovation and application, low-cost trading concepts, innovativeness, and brand imaging, through higher training investment focused on these aspects (Li, 2011, p. 93-96). Based on current focus and needs, my prioritization of these specific training needs for Walmart would comprise emphasis on brand imaging, as it constitutes a basic determinant of market competitiveness. My full prioritization of the specific training needs would involve brand imaging, innovativeness, low-cost trading concepts, and strategy innovation and application, in that order. Consideration of an organization’s overarching goals is necessary and compulsory in the prioritization of training needs since they constitute the benchmarks and standards by which evaluation of the level of success of a business model applies. Ignorance of an organization’s overarching goals in the prioritization of training comprises the risk of losing direction in applied business models towards intended objectives. Consideration of such goals is compulsory to model training needs and align their processes and intended outcomes to longer term, business model objectives (Murphy & Willmott, 2010, p. 67-68). Their non-consideration threatens training processes’ non-alignment and non-coordination with the basic intentions and objectives of establishing and running the organization.

References

Li, Y. (2011). Walmart Business Model Study. International Journal of Advanced Economics and Business Management, Vol. 1, Issue No. 2, p. 93-97, retrieved on February 15, 2012 from: http://www.ijaebm.iserp.org/archieves/1-D16-31-10/Vol-No.1-Issue-No.2/5-IJAEBM-Volume-No-1-Issue-No-2-Walmart-Business-Model-Study-093-097.pdf

Murphy, D., & Willmott, H. (2010). Organization Theory and Design. Cengage Learning, Stamford, USA