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Managing For Employee Retention
Managing For Employee Retention
Managing For Employee Retention
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Since 1901, Walgreens has had a strong passion for customer service. The founder, Charles Walgreens, goal was to create a drugstore that was like no other. He said that for as many drugstores as he had worked at, he had never worked for one that had a focus for good customer service and low prices. Walgreens has grown by leaps and bounds since 1901 and is now recognized as the leader in the market with over 7000 stores. Charles Walgreen had an eye for good managers. He said he was able to pick people that he knew were smarter than him so to promote them and make them the heads of his drugstores. As a store manager, not only is it your job to run a store which includes ordering, customer care, and inventory control, but also it is your job to manage the staff. As a part of managing staff, it is their responsibility to hire, train and develop, and terminate if need be. While there are many jobs to choose from when it comes to HR and employee staffing, I choose this one because it is by far to me the most intense. Walgreens is a very well known name when it comes to drugstores. However, most people don’t know how big “big” is. In this case it is 7,015 stores nationwide. On average, each store has 30 employees on staff. This means that the company has 211,000 employees working for them. This type of responsibility calls for an HR department. In this company however it is done a little differently. When it comes to hiring staff for a store, it is solely up to the store manager. The HR department functions as a reference source for the store managers only (typically in cases of discipline). This is a great undertaking for a store manager when they are first promoted. As a store manager, you are faced with ever... ... middle of paper ... ...it gave me the opportunity to see what was out there in terms of HR staffing. I think that when people think of HR they think of a cubical at an office remotely placed somewhere. This is not the case. HR has many settings whether it is the corner store or the corporate office. Through this exercise I saw firsthand what HR was all about. It is about setting the example and staying motivated for the staff. I also discovered that money is not everything. In any job the money can’t be everything, you have to find rewards through other avenues; avenues such watching employees move up or customers leaving with a smile. HR gives you great flexibility and has many different settings to work in. I choose to interview a store manager because I am hoping to get to that position in the near future. This was a great experience for me and I learned a lot through this activity.
Walgreens states that they will treat each other with respect and dignity and do the same to all served. They will offer employees of all backgrounds a place t...
Mr. Walgreen knew if he was going to be successful in the pharmacy business, he had to learn as much as he could from other pharmacists. Mr. Walgreen worked a series of jobs with the top leading pharmacists named Samuel Rosenfeld, Max Grieben, William G. Valentine, and Isaac W. Blood. However, Mr. Walgreen found that these pharmacists were teaching him old fashioned complacent methods of running a drugstore. He asked himself, “where was the selection of goods that customers really wanted and what about the customer service?” Mr. Walgreen c...
Although my group was not able have the second interview with Sheraton Suites Hotel, I was able to gain a lot of knowledge about a different company. I learned much about an extremely popular lodging franchise (Motel 6 and Studio 6) and from that I can enlighten people around me that next time I am traveling and pass one of them. Like I said before, I was not very familiar
The expectation was to say “Welcome to Walgreens” when they arrived and “Thank you and be well” when they left. If employees were not compliant with this, they were to be held accountable by the manager, which could include disciplinary action. Then came the memorization of beliefs. Each day, the store manager was expected to discuss the cultural beliefs throughout the day with employees and would ask them to recite them during mini meetings on the sales floor. After they recited the belief, he would ask them to give an example of the belief that they witnessed recently. If employees struggled with these changes, the GROW coaching for performance and engagement model was used. GROW stands for Goals, Reality, Options, and Way Forward and it is a format of questions used to steer the employee in the right direction so they can perform the job the way the company expects. The store manager felt that he had dealt with the change in culture to the best of his ability with the tools provided to him from the top of the company. Nevertheless, the reality was that the change did not really “change” much and the store manager found it hard to keep employees and lost many long-term team members as a result. The manager does not feel that the company did a good job in engaging team members of why they had to change, but instead just told them they had to or
Walgreen Co. engages in the retail sale of prescription and nonprescription drugs, and general merchandise, through a drugstore chain in the United States. It is the nation’s largest drugstore chain by sales. General merchandise includes cosmetics, toiletries, household items, food, beverages, and photofinishing. It also provides services at the drugstore counter, as well as through the mail, by telephone, and on the Internet. As of October 31, 2005, the company operated 5,000 stores in 45 states and Puerto Rico. In addition, it operated 3 mail service facilities. Walgreen Co. was founded by Charles R. Walgreen, Sr. in 1901. The company is based in Deerfield, Illinois.
91). Walgreens' main focus is on drug retail industry, and according to its 10K report company doesn't engage in any material research and development activities. "Walgreens goal is to provide the most convenient Omni-channel access to consumer goods and services, and pharmacy, health and wellness services through its 8,116 community based drugstores, as well as through its specialty pharmacy, home infusion and respiratory services, worksite health and wellness centers and retail clinic businesses" (investor.walgreensbootsalliance.com). "As of August 2013, approximately 75% of the United States population lived within five miles of a Walgreens and an average of 6.2 million shoppers visited its stores daily in fiscal 2013"(investor.walgreensbootsalliance.com). To make it successful company constantly focuses on how to supply cheaper drugs to customers, they rely on feedback from customer services, gathering information about how to supply drugs at expense of customer's minimum efforts, how to develop better marketing strategies and how to imply technological tool for good of company and its customers. However, Walgreens spends a lot to develop new technologies and remain mammoth in drug retail
REI’s HR department description leads one to believe that HR has a larger role than just traditional functions.
With the Walgreen's proposed acquisition of Rite Aid, we posed 3 questions to our members. Here are the questions and the results:
Explain giving examples how Woolworths should go about HR Planning? Human Resource Planning (HR) is the identification of the future labour requirements needed by a company and how these are going to be met. It is the process by which a company ensures that it has the right number and kind of people, in the right places at the right time, doing the things for which they are economically most useful. It is a method for determining future human resource requirements and developing action plans to meet them. It is defined as a strategy for the requisition, utilization, improvement and retention of an enterprise’s human resources and it encompasses the subject concerned with the developing range of manpower policies, including those for recruitment, deployment, development and retention.
Wal-Mart as we know it today evolved from Sam Walton’s goals for great value and great customer service. Mr. Walton’s competitors thought his idea that a successful business could be built around offering lower prices and great service would never work. Mr. Walton also credited the rapid growth of Wal-Mart not just to the low costs that attracted his customers, but also to his associates. He relied on them to give customers the great shopping experience that would keep them coming back. Sam shared his vision for the company with associates in a way that was nearly unheard of in the industry. He made them partners in the success of the company, and firmly believed that this partnership was what made Walmart great.
Douglas Mcmillon has been in the news lately for poor customer service under what seems like a lack of leadership style. Walmart has failed to keep up with changes in the retail environment. Once an ever anticipating, low cost retailer of consumer needs type business to a now slow reaction to change retailer. Buyers’ behavior has changed and so has the business landscape. Leadership must be able to realign strategy to suit consumer need. What works this year may not work next year. Consumers now have zero tolerance for inconvenience of any sort (Mourdoukoutas,
I have taken an interview of the Human Resources Manager Mr. John Smith of a respected University. I asked him to come for a coffee at Starbucks coffee shop. He did not refuse me and came at time. First, I shared my course content and whatever I knew about course and career. I started with explaining many things regarding human resource management, as he is the most competent Human Resources Manager in my eyes. I started by describing about what our College is teaching about Human Resource Management.
Based on the company’s principles, they are devoted to honestly, trust, and integrity with its consumers, shareholders, suppliers, and the communities it serve. The quality of every product and service is consistent and premium in every touch point and channel. Additionally, the company is “caring, compassionate and driven to delivering a great customer and patient experience through outstanding service and a desire for healthy outcomes” (Walgreens, 2016). Thus, the 2016 goals and objectives is to champion everyone’s right to be happy and
The task of completing the mock interview was very insightful and yet nerve-wracking. This experience allowed me to learn a lot about how others and prospective employers may perceive me. In addition, I also learned a lot about myself. I took some time in advance to plan for the interview. I considered aspects such as when to arrive, what to wear and preparing a resume. This prior planning helped me to have a successful interview.
My overall experience was significant and exceedingly meaningful. My initial thought as I sat down in the chair was how nervous I was. I was actually sweating this was a good indication that though this was a practice interview it was crucial that I took it seriously and I did. The interview was hard, but it was an exceptional experience because as the interview began I eventually