LEARNING & DEVELOPMENT

GROUP ASSIGNMENT

Submitted To: Prof. Rajwinder Kaur

Submitted By: Group 5

Aryan Raj
Swati Dubey
Vanshika Khanna

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Table of Contents
WALMART ........................................................................................................................3
Current Scenario of the company .............................................................................................. 4
Values & Philosophy of Walmart .......................................................................................5
Mission & Vision Statement of Walmart ................................................................................... 5
Values and Philosophy.............................................................................................................. 5
CEO Agenda......................................................................................................................7
Highlights: ................................................................................................................................ 7
Important stakeholders involved in the learning and development ....................................8
Responsibilities of each stakeholder: ........................................................................................ 8
How learning and development must be aligned with the CEO’s agenda .........................10
What do CEOs expect from L&D? ............................................................................................ 10
Steps to Align L&D with CEO’s Agenda .................................................................................... 10
Current challenges for the firm regarding learning and development ..............................12
Challenges At Walmart ........................................................................................................... 12
Swot Analysis ......................................................................................................................... 13
Training needs analysis for employees (middle management / top management/ front line
staff) ..............................................................................................................................15
TRAINING NEEDS ANALYSIS FOR MIDDLE MANAGEMENT ........................................................ 15
Develop a 5-day training program. Construct a training calendar ....................................16
Annual Training Calendar ....................................................................................................... 16
5 Days Training Calendar ........................................................................................................ 17
What expected outcomes of this program for the organization ? .....................................18

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Aim of Learning and Development: The purpose of learning and development is to increase
a person's performance through expanding and improving their knowledge and abilities. The
purpose of learning and development is to match an individual's performance and ambitions
with the general vision and objectives of the organization, which is linked to the talent
management strategy of the organization. On a practical level, those in charge of learning and
development must find appropriate training to close skills gaps among groups and teams
(typically through SMART objectives, one-on-one interviews, and performance reviews).

WALMART
Walmart is the largest retailer in the world with stores operating in 27 countries including
China, Japan, India, Chile, and Canada. It is also known as a multinational grocery store and
retail corporation. Walmart has employed more than 2.2 million employees around the world
and serves more than 260 million customers globally each week.
Walmart started the company with a small grocery store consequently expanding the market
into the largest retailers in the world. Walmart launches its e-commerce website to store
service, enabling consumers to make a quick purchase online and pick them up in stores.
Besides, Walmart also makes Walmart pay which is an easy, fast and secure way for customers
to make purchases with their smartphones.

Walmart’s mission ‘to save people money so they can live better is to provide safe and
affordable products to people around the world because it can enhance economic opportunity
and social sustainability. Walmart's vision “Be the destination for customers to save money, no
matter how they want to shop” is to change the competitive landscape and the overall condition
of the retail industry. Walmart’s mission and vision bring different intensive growth strategies
like market penetration and market development that contributed to Walmart’s success.

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Current Scenario of the company

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Values & Philosophy of Walmart

Mission & Vision Statement of Walmart

Walmart’s mission can be summarized as “helping people around the world save money and
live better – anytime and anywhere – in retail stores and through eCommerce.” While
its vision is to “make every day easier for busy families.” Walmart defines “busy families” as
the bull’s eye of its business strategy and Walmart’s.

Values and Philosophy

Walmart's corporate culture is simple, but difficult to achieve. That is, lowering prices for
customers every day. According to Sam Walton, he has only one boss: the customer. As a
result, the following are the values and philosophy of Walmart:

Details that indicated that Walmart deserved sales, the unwavering loyalty of its customers and
that Walmart's most important advertising channel was the world of customer word of
mouth, not its usual channel. With low daily prices, prices are fairly stable, which helps predict
sales easily and reduces the chance of out-of-stocks. He also advocated frugality in business
principles. Even after his death, his ethos of questioning the cost of every expense took root
and became a culture at Walmart.

Wal-Mart, a large retail company, knows that a customer's value isn't in the amount of time
they buy, but in the life, they spend on all their products, including their family, friends, and

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word of mouth. While there is a linear causal relationship between customer satisfaction and
company profits, there is also a positive relationship between loyal customers and company
profits. More than 90% of companies’ profits have been shown to come from 1/10 general
customers, 3/10 satisfied customers, and 6/10 loyal customers. Therefore, the company has
brought maximum satisfaction to its customers and has brought important revelations to win
customers.

Therefore, Walmart's service strategy, customer satisfaction, is the most important. The
customer satisfaction strategy is simple: they need to put themselves in the shoes of consumers,
not manufacturers and consumers, to think about and solve problems. And this customer-first,
from the sourcing of the entire product to the final sale, has always been the customer-
first philosophy at Walmart.

When it comes to after-sales service, Walmart also did very well. At Walmart stores, you
can enjoy delivery service with a single purchase over a certain amount. Walmart customers
can buy any item at any store that they can return to the store within a month and get all their
money back. In contrast, Carrefour's score for Return's blockbuster is much lower than Wal-
Mart's. Carrefour often decorates the wall with "promotional products are not refundable",
which is a benefit for consumers who do not follow the law. Even for normal product returns,
Carrefour also requires several signatures.

Walmart's commitment to providing "quality service" to its customers and its commitment to
"unconditional refunds" are never pretty slogans. We have no hesitation in refunding policy
guarantees. Walmart has four refund policies.

(1) If the customer is not a receipt – a smile to the customer returns or refunds.

(2) If you are not sure whether Wal-Mart to sell such a commodity – a smile to the customer
returns or refunds.

(3) If the goods sold in more than a month – smiling, to the customer returns or refunds.

(4) If you suspect that goods have been improperly used – a smile to the customer returns or
refunds.

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CEO Agenda
Doug McMillon: As the world continues to change, I’m often asked, “What is the role of
business in society today?” Our founder, Sam Walton, gave us a timeless and meaningful
purpose to save people money and help them live better lives. As we celebrate Walmart’s
60th anniversary this year, that purpose still guides us as we work to create environmental,
social, and economic progress in ways that strengthen our business and benefit our
stakeholders. We believe a business’s long-term success will depend on its work to help
create a strong, resilient society—for all.

Highlights:
In 2005, they changed their mindset, broadened their perspective, and committed to adopting
a multi-stakeholder approach to the business. This makes them a prime destination for their
customers and returns value to their shareholders, as well as their employees, suppliers, other
partners, communities, and stars. By engaging and serving the stakeholders, they grow and
strengthen their businesses. If the last few years have strengthened anything, it`s the need for
this kind of shared value approach.

They use this approach in all aspects of the business and strive to guide. In short, a company
that puts people and nature at the heart of its business practices. It is rooted in their purpose,
creating fair opportunities for the employees and suppliers, improving the sustainability of their
retail and product supply chains, creating more resilient communities, and working to the
highest ethical standards. It starts with living the values of acting with integrity.

Over the past year, they have promoted over 135,000 employees to positions of higher
responsibility.

The company's mission is to save people money so they can live better. By running an
everyday low-cost company, they deliver everyday low prices on great merchandise — and
help customers around the world provide for their families. They are working to build the Next
Generation Walmart.

Sam Walton founded a values-driven company that today is grounded in four core
values: respect, service, excellence, and integrity. These values are timeless. When the
behaviours are aligned to those four values, they build trust, create the right environment for
their teams, and generate success.

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 Important stakeholders involved in the learning and
development

There are many stakeholders in learning and development, each with different roles and
responsibilities.
Those involved are:

- Company
- Employees
- Trainer
- Manager
- Financial manager
- Executives and directors, training vendors and shareholders.

Responsibilities of each stakeholder:

The company as a whole has a huge stake in the learning and development of its employees as
without having skilled employees with the right attitudes and behaviors, it cannot achieve its
objectives and sought out success.

The employees’ responsibility in this regard is to learn to take a strong sense of ownership and
responsibility in the learning process.

Trainers are responsible for ensuring that learners develop their skills by helping them reach
their potential. Trainers increase customer satisfaction and make it easier for businesses to
attract and retain qualified employees. Employee managers are also interested in the learning
and development of their subordinates.

A manager's primary task is to provide support and collect regular feedback from both
trainers and employees. Managers need to ensure that training is beneficial to employees and
adds value to their professional role within the organization.

An organization's financial manager plays a key role in demonstrating the profitability of

training. The training provided is aimed at improving employee performance and increasing
productivity. Finance managers need to reliably anticipate potential budget overruns.

Executives and directors play a role in learning and development and are at the deepest
level a commitment to employee development. This means increasing the flexibility of
corporate learning and development policies, taking into account the personal and

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professional development of employees, and investing in their future by prioritizing
promotion from within. means to meet the needs of

Other stakeholders include training vendors whose job is to provide effective facilitators
who can ensure the effectiveness of on-the-job training. This makes the provider more
reliable. Shareholders are involved because learning and development results are intended to
demonstrate short-term benefits from increased profits and reduced costs from more efficient
employees.

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How learning and development must be aligned with
the CEO’s agenda
What do CEOs expect from L&D?

They continue to demand outcomes from every corporate function, just as they always have.
The CEO and other members of the "C Suite" or upper executive layer must be confident in
these three points while examining any function:

1. The team is appropriately linked with the needs and direction of the organisation since the
function is focused on "the right things." strategic thinking is displayed by the learning leader.

2. The team is actively looking for ways to improve operational efficiencies, so the function is
not wasting time or money.

3. The team demonstrates how their work supports the performance and growth of the
organisation through quantifiable results; the function is making a positive difference.

Steps to Align L&D with CEO’s Agenda

1) Identify operational goals

Operational leaders must outline the routine tasks of each functional department. They must
also identify the purpose of executing these tasks. They must set specific, time-bound, and
measurable goals for all departments that facilitate the smooth execution of operational
activities.

2) Set expectations of employee performance

As it is said, managers plan and employees perform. Therefore, it is crucial to define the
performance standards of the employees. It will help in achieving the operational goals set in
Step-1. Evaluate their present performance in carrying out the existing responsibilities and
compare with the performance standards.

3) Identify the knowledge and skill-gaps

Any variation in the expected and present performance spotlights the knowledge and skill gaps.
Identify the specific knowledge or skill that is required to accomplish the operational goals. In
the case of skill-gap, improving their skills becomes the primary goal of the managers.

4) Communicate the operational goals and training requirements to the employees

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It is also crucial that the employees know the operational and training goals and the relevance
of achieving them. The top management should effectively communicate the goals and training
requirements to get their active support and cooperation.

5) Design training programmes

It is vital to upskill the employees and equip them with relevant knowledge. It helps them in
better performing their tasks. Their training programmes must be aligned with the
management's operational goals and must strive to fill in the gaps identified in Step-3.

6) Measure operational performance

Periodic evaluation and measurement of employees' performance provide a barometer to know

the accomplishment status of operational goals. Operational leaders must assess the efficacy of
the training and its contribution to improving employee performance.

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Current challenges for the firm regarding learning and
development

Challenges At Walmart
One of the aspects that contribute to an organization's success is its skilled human resources.
Therefore, it’s important to understand, explain, and improve the attitudes & skills of the
individuals and groups in an organization as it directly impacts the performance and success of
the organization.

During this coronavirus pandemic, customer lives and consumption methods have changed.
Walmart too worked hard to provide products and services to consumers they need the most
during the pandemic. In March 2020, Walmart launched Express Delivery which is a new
service that may deliver more than 160,000 items from customers' orders in less than two hours.
To create more opportunities for customers to shop at Walmart, Express Delivery services will
expand to more than 20000 stores. To reduce the overall time taken for shopping for its
customers, Walmart aims to implement prospective technologies and services such as AR
(Augmented Reality), Machine learning, and AI (Artificial intelligence), for creating a
seamless shopping experience and reducing the overall time taken for shopping.

Moreover, Walmart aims to use online systems and software programs to minimize its
operating costs by using an advanced information system and also aims to automate and precise
business functions, including accounting, online website grocery, and communication.
Advance information systems are useful for their high efficiency which can make Walmart
minimize the operating costs in a specific area.

Therefore, keeping in time with the changing time, there is a need to upskill the associates with
the new prospective technologies for the upcoming new roles and responsibilities. For instance
- just a few years ago, they didn’t have In-Home Delivery specialists. As customer shopping
habits evolve, this role is becoming increasingly important to our customers. Thus, there is a
need to train associates to build new skills and prepare them for new career opportunities.

Furthermore, as the business is expanding, there is a need to build great leaders across the
organization, therefore there is a need to prepare associates for new roles in retail. Walmart

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 needs to build leadership skills for managers. They aim for building great leaders across the
organization. This year, for example, more than 1,200 new stores, clubs, and supply chain
managers participated in an in-person, immersive leadership experience. This experience
focuses on growing our leaders and teaching them more about Walmart’s history and culture
while allowing them to meet and learn from company leaders.

Swot Analysis
STRENGTHS
1. The philosophy of business and organization
culture – low price every day.
2. Solid financial strength.
3. Gain advantages from its logistic management
system.
4. A high degree of information technology applying
to its entire business.
5. Unbeatable cost advantages.
6. High quality of services.
7. Strong negotiation ability with suppliers to get
lower purchasing prices.
8. High customer loyalty because of its low-price
policy.
WEAKNESS
1. High Employee Turnover Walmart had
experience complaints related to unequal wages,
poor benefits, and a poor work environment.
Thus, the company lacks motivation among
existing employee which lead to high employee
turnover.
2. Negative publicity Walmart had faced some
issues such as bribery, low wages, and poor work
conditions. It also brings negative reflection on
the company’s image and reputation.
3. Little differentiation. The operation, service
performance, and products have no differentiation
compared to the other retailers such as Amazon
and Kmart.

OPPORTUNITIES THREATS
1. Expansion to developing countries Walmart offers 1. Aggressive competition Walmart is facing
western goods to developing countries since these competition from other retailers such as Amazon,
countries’ economy is growing. The cost-efficient Costco, and Tesco. These retailers shrink the price
product from Walmart can fulfil their needs. If Wal- difference and offer a more enjoyable shopping
Mart can understand the characteristics of government experience and higher quality products at a
regulars and the market running situation of the similar level to Walmart.
potential market, it would be helpful for Wal-Mart to
enter a new market. 2. Rising commodity product prices. The
product's prices will be driving up due to the
increase in labour cost, raw materials cost, and
2. Expanding the online store Walmart offers an online certain regulatory issues while the profit margin
store that provides a convenient and comfortable online and competitive advantage can be eroding.
shopping experience without going out. The low
overhead strategy can enhance the company’s revenue. 3. Social threat from local communities Some of
the small businesses from local communities

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 dislike Walmart entering their area because they
are afraid their business will be affected since they
cannot compete on price and selection. Therefore,
Walmart will face some trouble in setting up its
business in this kind of area.

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 Training needs analysis for employees (middle
management / top management/ front line staff)

TRAINING NEEDS ANALYSIS FOR MIDDLE MANAGEMENT

Skill Required Assessed Gap L&D Action Plan
Proficiency Proficiency
Level Level
Inventory 4 3 1 • Managing Inventory
Management according to new age
technology.
• Stock keeping Management
at the retail unit by the
benchmark and guidelines
New Age 3 1 2 • Conversion with the
Technology application of new Age
technology.
• Working knowledge of AI,
ML-driven software
Budgeting & 3 2 1 • Thorough Knowledge of
Forecasting SAP Business Planning and
Process Consolidation & SAP
Analytics Cloud.

Creative 4 2 2 • Use Design Thinking to

Thinking & understand the customer’s
Problem buying behavior.
Solving • Resolving conflict with the
vendors

Note: The scale for measuring proficiency levels of different required skills is completely based
on assumptions.

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Develop a 5-day training program. Construct a training
calendar

Annual Training Calendar

Note: This calendar is for employee's reference only and is subject to change.
For updated training dates and locations, kindly refer to Walmart gateway or Learning
Centre.

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5 Days Training Calendar

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What expected outcomes of this program for the
organization ?

Walmart is integrating its business with the new age technology to predict and understand
consumer buying behavior. For middle managers, it’s crucial to have a working knowledge of
new-age technology like artificial intelligence, machine learning, and virtual reality. Our
learning and programs are aimed at up-skilled the managers with these crucial technical skills.

Our learning and development programs intervention not only focuses on enhancing the
technical and mental skills of the employees but also the mental well-being of the employee as
the programs like stress-busting techniques and mediation month will enhance the mental
health of the employees.

At Wal-Mart every day millions of products flows in and out of the retail store. Inventory
management is a crucial skill for managers for maintaining everyday operations. The training
program will help the managers to keep abreast with new changes and help them to manage
the stocks at retail stores efficiently.

After Covid - 19 there is a paradigm shift in the buying behavior of the customer which can be
observed. Our training programs like critical thinking and creative thinking will help the
managers to bring new ideas which can help the company to capitalize on these new trends.

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