ORGANIZATION WORKFORCE DEVELOPMENT PLAN

Organization Workforce Development Plan



Organization Workforce Development Plan

Introduction

Wal-Mart provides jobs for more than 1.8 million Associates. Their Associates can pursue a wide variety of careers, ranging from asset protection to legal, product development to global procurement, store manager to clothing buyer, truck driver to cashier, deli manager to information system manager and more.

and interested.

Analysis

Wal-Mart's commitment to diversity by educating our Associates about effective ways to leverage the full range of backgrounds, cultures, talents, skills and life experiences to maximize Wal-Mart's business and their Associates' performance and development. Wal-Mart's diversity and inclusion training programs are designed to teach Associates to work with, appreciate and understand people from all cultures and backgrounds. Wal-Mart Associates also completed EEO-related Computer Based Learning (CBL) modules to increase their knowledge of Equal Employment Opportunity protections, including Sexual Harassment Prevention and understanding the Americans with Disabilities Act and the Family Medical Leave Act (Ye, 2006).

Despite its growing population, China's human capital can be favorable for Wal-Mart due to its cheaper labor cost. With more labor, production in goods and services specifically being packaged and distributed by the company will be increased exponentially as the company progresses. As Wal-Mart creates more jobs, its “domino-effect” also includes: increasing the country's total organized labor force, tax collection for goods and services despite cheaper rates and the overall welfare of the nearby communities, and ultimately at the household level. In the long run, more jobs will lead to population reduction (Tipper, 2004).

Workforce Development Plan

The increasing globalization of business and a growing body of equal opportunities legislation have led to a heightened awareness of and interest in diversity issues. The positive management of diversity aims to promote an inclusive culture in which individuals are valued and respected. This can contribute to (Pollitt, 2005):

The realization and development of potential which already exists within the workforce.

The empowerment, motivation and commitment of employees• improved morale and job satisfaction, leading to greater productivity

reduced labor turnover, leading to reduced recruitment and training costs

an increase in the flow of ideas, leading to greater creativity and innovation

Greater flexibility within the workforce

The recruitment and promotion of those with the best skills and abilities, leading to competitive advantage

Compliance with the requirements of equal opportunities legislation and the elimination of discriminatory behavior

A workforce that is better equipped to serve a diverse customer base and diverse markets, leading to high levels of customer satisfaction• improved ability to compete in global markets

Enhanced corporate image as the organization is seen as a socially responsible employer.

Concept of Diversity

The concept of diversity encompasses any sort of difference between individuals. These could be differences in ethic origin, age, gender, disability, family status, education, social or cultural background, personality or attitudes--in fact anything which may affect workplace relationships and achievements. The management of diversity involves developing and implementing strategies through which a network of varied individuals are integrated into a dynamic workforce (Peterson, 2005).

Diversity management goes beyond what is required by legislation designed to promote equal opportunities and prevent ...