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The effect of training & development on employees
The effect of training & development on employees
The effect of training & development on employees
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Whole Foods build human capital with a strategic plan of empowering the intelligence and the eagerness to learn of their employees, and the enthusiasm and motivation of their employees. Through building a community of individuals that has a willingness to learn and improve and develop their skills, Whole Foods can increase their ventures into other factors. Their plan of hiring virtuous and sharp operatives ensues their commitment offer ample productivity and excellent customer service. In Joseph H. Bragdon’s article, “Capitalism as a Human System: The Value of Relational Equity,” he insists that organizational leaders that understand the benefit of human capitalism build values that stimulate growth and increase profit (Bragdon, 2009).
Whole
Brookshire’s Grocery Company is a privately held Texas based retail food chain that operates in Texas, Louisiana, and Arkansas. The company’s corporate office and headquarters are located in Tyler, Texas at the Tyler distribution center. Brookshire’s operates under three distinct banners: Brookshire’s food stores which are full service supermarkets, Super 1 Foods stores which are upscale warehouse style stores, and FRESH by Brookshire’s which is a concept store. Brookshire’s Grocery is rated #193 on the Forbes America’s Largest Private Company List with revenues of 2.4 billion as of December of 2013 (Forbes, 2013).
The terms “conscious” and “capitalism” are seldom used together; however, John Mackey, the Co-CEO of Whole Foods Market, has started a movement known as Conscious Capitalism that has the power to change the way businesses operate. For years, many vilify businesses due to their reputation of merciless methods of earning profits. In fact, the Merriam Webster dictionary defines capitalism as, “an economic and political system in which a country’s trade and industry are controlled by private owners for profit”. Mackey introduces a new concept and meaning for businesses in his book Conscious Capitalism: Liberating the Heroic Spirit of Business stating that there is a higher purpose for companies than generating profit. Higher purpose, conscious leadership, conscious culture, and stakeholder orientation are the four key tenants of practice to becoming a conscious capitalist company. After attending the trips on the Dallas Study Tour, I was able to witness how various companies operated and how their cultures were aligned with conscious capitalism.
A. The Human Resources Framework The human resources framework is one of the four framework approaches identified by Bolman & Deal; this frame regards people’s skills, attitudes, energy, and commitment. The human resource frame defends the ideas that organizations can be stimulating, rewarding, and productive (Bolman, & Deal, 1991). The human resources framework focuses on leadership styles of support, advocate and empowerment, and provides efficient and transformative change for your organization by addressing human issues, leading to greater accomplishment of goals and better individual, team, and organizational performance. The leaders increase participation, support, share information, and transfer decision making down to employees in the
Whole Foods was founded by John Mackey in 1980 and since then, it has evolved into the world’s largest retail chain of natural and organic food supermarkets. It was an instant success because of an ability to carry far more organic and natural items than any rival, and its rapid growth is primarily due to being dedicated quality standards and core values. It was reflected in the company’s mission to “promote the vitality and well-being of all individuals by supplying the highest quality, most wholesome foods available.” Alongside with its mission, Mackey created five core values for the company. First, “sell the highest quality natural and organic products available.” Second, “satisfy and delight customers” as customers were declared the company’s
In this article, Journalist Christopher Tkaczyk takes the reader through five days of working at Publix Super Markets. In his day by day account, his main focus is to find the secret as to why Publix's has the "happiest, most motivated workforce in America". He takes a turn at each department in the super market and will see first-hand how the associates interact with the customers He discusses not only the employee satisfaction but he will show a glimpse in customer satisfaction. He explained that Publix's goal is to have their new associates achieve full-time status. The article touched on the loyalty of its workers and how the “annual turnover rate is a miniscule 5% - which makes a mockery of the retail industry average of 65%”.
“If you live in a free market and a free society, shouldn’t you have the right to know what you’re buying? It’s shocking that we don’t and it’s shocking how much is kept from us” (Kenner). For years, the American public has been in the dark about the conditions under which the meat on their plate was produced. The movie, Food Inc. uncovers the harsh truths about the food industry. This shows that muckraking is still an effective means of creating change as shown by Robert Kenner’s movie, Food Inc. and the reforms to the food industry that followed its release.
Wal-Mart initially began its operations in 1945, when Sam Walton leased a ‘Ben Franklin’ franchise variety store in Newport, Arkansas. After relocating to Rogers, Arkansas in the early 1950s, Sam Walton’s ‘Ben Franklin’ became ‘Walton’s 5 & 10’. By 1962, Walton found himself the chain owner of 11 different Walton’s stores across Arkansas. He then decided to rename the chain ‘Wal-Mart’, after himself. On October 31, 1969, after further expansion across the state, the chain was incorporated as Wal-Mart Stores, Inc. Three years later, Wal-Mart was approved and listed on the New York Stock Exchange (NYSE).
The fact that Whole Foods Market is international means that they need to study and analyze their regional market so they can accordingly adjust their business activities (Smithson, 2017). Whether there is a store or facility in the eastern coast of the United States or in London, according to local business practices and even marketing demands, they can adjust. Each of these divisions in different countries has a president and multiple regional administrators to take care of the changes in marketing condition, customer relations, and employee relations (Smithson, 2017). These separate heads and groups are necessary for the changing supermarket industry. Along with that, teams in-store help divide work duties and specialize tasks so that employees have their own product lines that they take care of. When these employees are well-versed in their product lines only and are able to focus on their areas, it increases customer satisfaction and
..., John E., Strickland, A.J. Thompson, Arthur “Whole Foods Market In 2006: Mission, Core Values, and Strategy”, Crafting & Executing Strategy 15th Ed., McGraw-Hill Irwin, 2007
To most consumers Whole Foods is known as a chain grocery store specializing in organic and natural foods. Some may go as far as say the name is synonymous with quality. This comparison is the result of Whole Foods’ marketing their brand successfully to consumers demanding their specialized foods. As with any organization, Whole Foods may consider evaluating their strategic objectives and decide if necessary course corrections are needed to reach their objectives and goals. Through a fundamental and technical analysis, I will discuss Whole Foods’ mission, vision, and goals, their competitive environment, and some factors within their strength, weakness, opportunity, and threat analysis. With such data and information I will recommend, if needed, and strategic changes in order to sustain a competitive advantage.
While the organic movement has increased the production and sale of organic food in the United States, something that should be noted is that the stock of Whole Foods Market, a grocery store is dedicated to the sale of organic food, has gone down 40% since October of 2013. Whole Foods Market’s success rates are slowly beginning to diminish and it may lose its dominance in the organic foods market (The Economist, 2014). While this may seem indicative of a decrease in public interest of organic food, it really indicates the opposite. After seeing the success of Whole Foods Market, new stores such as Trader Joe’s and Sprouts entered the organic market and became strong competition. The decline in Whole Foods Market’s success may be attributed
“The company's motto, "Whole Foods, Whole People, Whole Planet"™ captures its mission to ensure customer satisfaction and health, Team Member excellence and happiness, enhanced shareholder value, community support and environmental improvement.” ( PR Newswire, 2013, para. 6). Social capital is achieved at Whole Foods in how they fully interact, network, and foster new working relationships with other organizations, businesses, shareholders, communities, and customers. Whole Foods establishes a need from all entities and parties in order to promote growth. They form many different ties with other organizations to builds growth, brand, reputation, and capital for all.
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
For many important and well known companies its people are most important asset. For McDonald’s this applies as well. Employees who demonstrate positive attitudes and ability of commitment strive to be number one in customer satisfaction. For this same reason, McDonalds’s restaurants focus on attracting and hiring the best and at the same time provide the best place to work. Unfortunately McDonald’as well as other companies have to experience staff turnover. Many of these reasons consist of changing careers, going back to school, leaving the area, and even new opportunities they are offered. Although, it can be very expensive to recruit and train staff to reduce turnover, McDonald’ reinforces these steps and makes sure they choose wisely and also treat their staff well. McDonald’ needs and looks for people who want to exceed and deliver great customer satisfaction service. In order for them to make sure they select the best, they must identify quality skills, and or behaviors that applicants must demonstrate in order to be hired and be part of McDonald’s family. Every position or job description has an outline of the regular duties and or responsibilities McDonald’ want their employees to follow. McDonald’ also has a person specification where personal skills and competences can be defined of each applicant.
In this essay, we will look at several examples of HRM strategy practiced at McDonald’s Corporation and how it specifically links to the company’s wider strategy. Moreover, we will critically review whether the influence of this HRM strategy has changed the perception that McDonald’s Corporation only offers short-term and seasonal jobs without the potential for growth and personal development.