Human resource practice in Walton Group

Human resource planning

Walton appears to prioritize human resource planning as a key factor in their
success. Here's a glimpse into Walton's HR planning practices:

 Strategic Alignment: Walton's HR department works closely with other

departments to ensure their recruitment, training, and development initiatives
align with the company's strategic goals. This allows them to hire and develop
a workforce with the skills and knowledge needed to achieve their business
objectives.
 Focus on Internal Recruitment: Walton prioritizes promoting from
within whenever possible. This not only rewards high performers but also
ensures a strong understanding of the company culture and values in
leadership positions.
 Talent Acquisition: They utilize a comprehensive recruitment process
that includes a career website, job fairs, and a CV bank to find top talent.
 Employee Development: Walton invests in employee training and
development programs to enhance their skills and knowledge base. This
ensures their workforce stays up-to-date with the latest industry trends and
technologies.

Overall, Walton's HR planning seems to target:

 Attracting high-caliber individuals

 Aligning workforce skills with strategic goals
 Encouraging internal promotions

While details are limited, Walton's focus on HR planning suggests they understand
the importance of a strong workforce to maintain their position as a leading
Bangladeshi company.
Recruitment
Recruitment is the process by which organizations locate and attract people to fill
vacant jobs. Most organizations have a continuing need to recruit new employees to
replace those who start or are being promoted, to acquire new skills and enable
organizational growth. In Walton, recruitment and selection take place through a
specific, very modern process. Start with the requisition of the job and end with the
appointment. Subsequently, WALTON organizes various types of training and
development programs for employees to develop their skills. In a sense, Walton
follows a recruitment process developed to select the right people in the right place.

For recruitment, WALTON HR follows some rules. These rules are set by the human
resources department for better recruitment and selection. The rules are Recruitment
the recruitment of Walton is to recruit the right kind of people in the right place,
selecting them through an effective process of a group of candidates in the Labour
market.
• Under no circumstances may a regular or contracted employee of another
organization enter into a regular or long-term contract with Walton.
• The Human Resource Department can follow and create an annual budget and a
recruitment plan.
• Human Resource Department will spread the recruitment needs of people on the
web and in newspapers.
Selection Process
1. Job request: Work requirements and recruitment requests when a replacement
of an existing vacancy or a new position is required, the affected division must
complete an application form and obtain the necessary approval from the division
manager before sending it to the HR

2. A decision on the source of the contact: Procurement of the CV and

shortlist the interested candidates will apply to the position and potential candidates
will be put on a short list by the human resources according to the expectations defined
by the corresponding function in the application form. The candidate appearing on the
short list must sign a declaration form indicating if he has a relative working in Walton.
This statement must be collected by the candidate at the time of the interview.

3. Collection of CV: All applicants send their CVs in the application for a specific
vacancy after the advertisement. The HR collects these job applications for the job.

4. Minimizing of CV: The next step is the shortlisting of CVs this part is done by
the HR division, they verify the CV and also select the valid and appropriate CV.

5. Preliminary Interview: For the Non-Management Position or lower

Management position, they do not take the preliminary interview. But for higher
management positions they take the initial interview. It is mostly done by the head of
department and head of human resource.

6. Written (IT) Tests: The written test is one of the valuable tests for the applicants,
which measures the applicant's verbal ability, numerical ability, reasoning ability etc.
As they don't take any individual personality test, these questions are designed to
know about people's psychometric aspects. Written test includes psychometric tests,
Behavioral competency and communication skill.

7. Final interview: The final interview is organized by the Human Resource team;
they play a vital role. The Initial Interview panel members should submit their
evaluation score sheet to the HR Manager immediately after the interview. This is a
panel interview. It is conducted by in this interview, situational and stress interview
both are applied. Stress interview is taken for the applicants that check his or her
capability to handle stressful situations. In Walton, situational interview mostly was
done for service-related job, People who need to handle customers.

8. Health test: The selected applicants go through to a check-up with full body test
to ensure that everything is fine. It’s a formal process.

9. Finalization of Recruitment: After conducting final the interview, the top

management decides for the best possible applicants for the job. After the appointment
letters are printed and ready for the applicants. The candidates are given one month
to join.
Training and Development:

Training is done in two ways. First is the department gives list of employees who have
weakness in certain areas. Second is the training and the development often develop
their own training for example motivational training or excel training. Another thing is
when a new product is launched the employees are trained about that product so that
they know about the product. Most of the trainings are based on sales. Employees
who work in Walton’s plaza, they regularly interact with consumers so Walton gives
those employees ‘Product knowledge training’.

Training process: Walton has their own software to monitor the training. They
update their software regularly. Employees who received the training and who did not
received the training are listed there. Based on that they contact with the department.
Then they arrange the training. Most of the time when the number of trainees are low
Walton prefers their own experienced employees to supervise the trainees. But when
the number of trainees are very high Walton prefers outside trainers.

Post Training Activities: To determine how effective the training was, an exam
is conducted. A viva is also conducted. If an employee passes the test and the Vaivi it
gets added in their data. The employees who do not pass the test are again called for
training when another training is organized. Sometimes, based on the training, they let
some of their employees go. For example, it is important for an employee of Walton
Plaza to have ‘product knowledge’. But if in no way the employee is getting the
knowledge then the information is passed to the upper management and. Then upper
management decides whether to keep the employee or not.

Training for fresh employees: When only one or two candidates are selected
it is not possible for the Company to give them separate training. In that case Walton
has a policy that if an employee wants to resign he has to send the resignation letter
at least two months prior to his resign. And this employee will train the new employee
who will take his place after two months. Sometimes for a new project Walton has to
hire many employees. In this case the HR arranges two-three days long training to
provide them job-related knowledge.

Orientation Process: Walton arranges orientation for their new employees.

Orientation is an ice-breaking event where new employees get to present themselves.
They get to learn about Walton and its history. They get to know about their board of
directors and their responsibilities. But product knowledge or job relate knowledge are
not given in the orientation
Reference
• Chowdhury, S. A. (2015, October 02). Walton: Made in Bangladesh. Retrieved April
14, 2018, from https://www.thedailystar.net/business/walton-made-bangladesh-
15085

• Rahman, S. (2012, March 06). Bangladesh electronics giant Walton enters GCC
market. Retrieved April 15, 2018, from
http://gulfnews.com/business/aviation/bangladesh-
electronics-giant-walton-enters-gcc-market-1.990514

•Walton at every home (http://www.waltonbd.com)

Direct interview with:

1. Tasbir Jahan
(Assistant Branch Manager Accounts)
Mirpur Service point