Wal-Mart Human Resource Change Management Program

 To introduce change in Wal-Mart is a difficult. To recognize it and adopt it provide success for the company over its competitors  Folger & Skarlicki (1999) - "organizational change can generate skepticism and  resistance in employees, making it sometimes difficult or impossible to implement  organizational improvements" (p. 25).

 Change make Wal-Mart sustainable in the market.  The plan to extend its retail are for future growth would directly impact upon its net sales by cutting cost of goods and services as well as more satisfied customers.

 Upper Management undertakes these projects because they believe that there is sufficient gain to the organization to warrant the expense  (Carles, 2005) described that “for an effective change the mind-set of the key management and leadership should charismatic and they should understand the risks associate with change” (p.6).

 Make an effective change in its Human resource program, process, procedure or initiative.  Change in Human resources, safety & risk management  Change in Legal Compliance challenges

 Focus on the issues like employment related claims risk reduction, corporate governance and rising costs of employment practices liability insurance (EPLI).  Apply Kotter’s 8 stage process for creating effective change in Wal-Mart.

 Sources of this resistance may include age and inflexibility, strong needs for security and emotional instability.  Wal-Mart management needs to change to attitude or belief of employees by educating and communicating them in effective ways.

 Announce Change at all level of Wal-Mart  Management need to monitor information.  Remove all barriers in the way of communication.  Set-up of informal but checked ways of communicating to understand possible resistance to change.

 To Diagnose change there should apply effective tools:  Analytical Hierarch Process (AHP) and Australian Ecologically Management are two ideal tools for the identification of opportunities or threats as a result of change.

 Apply favorable strategies in order to sustain long term positive results of change implemented.  Get as much feedback as practical from employees, including what they think the problems are and what should be done to resolve them. If possible, work with a team of employees to manage the change.