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    Competency Framework of Walmart

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    Lavanyaa Dhavle
    Walmart has developed a competency framework to guide its human resource practices across its global operations. The framework defines four clusters of competencies - thought leadership, results leadership, people leadership, and personal leadership - which are used for recruitment, performance reviews, training, and career development. While the framework provides standard parameters, challenges remain in fully implementing competency-based practices across Walmart's large, geographically diverse operations.

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    Competency Framework of Walmart

    Uploaded by

    Lavanyaa Dhavle
    233 views10 pages
    Walmart has developed a competency framework to guide its human resource practices across its global operations. The framework defines four clusters of competencies - thought leadership, results leadership, people leadership, and personal leadership - which are used for recruitment, performance reviews, training, and career development. While the framework provides standard parameters, challenges remain in fully implementing competency-based practices across Walmart's large, geographically diverse operations.

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    Competency Framework

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    CMAC Group 3

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    Walmart has developed a competency framework to guide its human resource practices across its global operations. The framework defines four clusters of competencies - thought leadership, results leadership, people leadership, and personal leadership - which are used for recruitment, performance reviews, training, and career development. While the framework provides standard parameters, challenges remain in fully implementing competency-based practices across Walmart's large, geographically diverse operations.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    233 views10 pages

    Competency Framework of Walmart

    Uploaded by

    Lavanyaa Dhavle
    Walmart has developed a competency framework to guide its human resource practices across its global operations. The framework defines four clusters of competencies - thought leadership, results leadership, people leadership, and personal leadership - which are used for recruitment, performance reviews, training, and career development. While the framework provides standard parameters, challenges remain in fully implementing competency-based practices across Walmart's large, geographically diverse operations.

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    © All Rights Reserved
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    of 10

    COMPETENCY

    FRAMEWORK
    OF WALMART

    GROUP 3
    Disha Mehra - 20PGDMHR13
    Lavanyaa Dhavle - 20PGDMHR18
    Manik Bhandari - 20PGDMHR20
    Preksha Dua - 20PGDMHR28
    Priyanka Goel - 20PGDMHR30
    Shalvin Joshi - 20PGDMHR40
    ABOUT WALMART
    ● Walmart Inc. - formerly WalMart Stores, Inc. - American
    multinational retail corporation
    ● Headquartered in Bentonville, Arkansas
    ● Operates a chain of hypermarkets, discount
    department stores, and grocery stores throughout the
    United States
    ● Fortune Global 500 list for 2020, Walmart is the world's
    largest business by sales, with $548.743 billion.
    ● 2.2 million workers - world's biggest private employer.
    ● Biggest food retailer in the United States - 2019 - US
    operations accounting for 65% of Walmart's total
    revenue.
    ● Has been embroiled in several cases over the last
    decade or so for a number of causes.
    ● Fortune 500 - the company produced $351 billion in
    sales.
    VISION
    Be the destination for
    customers to save money, no
    matter how they want to shop

    MISSION
    To help people around the BUSINESS ENVIRONMENT
    world save money and live PESTLE ANALYSIS
    better.

    STRATEGY
    POLITICAL TECHNOLOGICAL
    Low Cost

    ECONOMIC LEGAL

    SOCIAL ENVIRONMENTAL
    COMPETENCY FRAMEWORK AT WALMART
    Senior Executive - SVP
    and EVP
    JOB POSITIONS

    Executive VP
    Director COMPETENCY
    Senior Manager
    Manager
    CLUSTERS
    Professional Individual
    Contributor
    Thought Leadership People Leadership
    Senior Individual 1 3
    Contributor Judgement - - Influence and Communicate
    Individual Contributor Strategy - - Talent
    Enhance capabilities - - Build Relationships
    Social Responsibilities -
    & Reputation

    Results Leadership Personal Leadership


    Customer/Member Centred - - Ethics and Compliance
    Execution and Result - - Adaptability
    Planning and Improvement -
    2 4
    Vacancy

    Competency
    Fit

    APPLICATION OF THE
    COMPETENCY
    Recruitment
    and Selection

    FRAMEWORK Competency
    gaps
    The framework is used in the Walmart
    stores for all the levels - front of the house
    as well as back of the house employees. Training & Training
    Upskilling
    Allows the organization to have a common
    language to communicate shared goals
    and vision, key strategic objectives,
    performance reviews and career growth
    and scope to its employees. Analyze Future Performance
    Competencies Review

    IDP
    COMPETENCY FRAMEWORK AT WALMART

    Prepared by Walmart
    itself keeping in mind
    Prepared to set
    In practice from the overall business
    standard
    the year 2010. environment of the
    parameters
    countries where they
    operate.
    RECRUITMENT AND SELECTION
    CHALLENGES AND ISSUES
    1
    - Spread across a large Geographical Area FACED BY WALMART
    - Implementation of AI keeping in mind the Universal Competency Model l

    PERFORMANCE APPRAISALS

    - Giving proper weightage to Competencies while forming Key Result Areas

    - Fine alignment of KRA’s and Competencies


    2 - Lack of Fair & Objective Review Mechanism system to access improvement in competencies

    - Not proper alignment of the merit test for the next level in the organizational hierarchy

    TRAINING AND DEVELOPMENT

    - Developing of Competencies that were not there during the time of recruitment

    - Input by the Line Managers to the training department at the required timelines
    3 - Assessment of the competencies after relevant training

    - Success measurement of the improved competencies of each IndividuaL

    REWARD & COMPENSATION

    - Incentive Linked to Competencies from lower level to higher managerial level in the
    4 organization

    - Aligning the Compensation and Benefits department to frame incentive structures by


    upskilling and reskilling, line managers and training departments
    RECOMMENDATIONS FOR IMPROVEMENT

    Providing sufficient examples for each


    competency parameter for different work levels

    Identify competency gaps more efficiently

    Provide more customised training while


    implementing competency at various work
    levels

    Train the trainers in small groups to improve


    understanding
    LEARNINGS

    Having a Universal Competency model by Walmart, they are focusing


    not region wise operations but growth of Walmart International as
    whole and growth of the employees working with them.

    How a universal competency model can be


    made successful despite the cultural differences.

    People can grow within Walmart, like


    lateral growth and upward growth
    within departments.
    THANK YOU!

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