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!