Research proposal for Wal-Mart employee retention Essay

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INTRODUCTION Wal-Mart is the highest revenue generating organisation in the world (Forbes, 2014). According to WalMart’s annual report (2014), the company owns 6,100 stores in 27 countries. It employees 2.2 million people around the globe. Wal-Mart is the third largest employer in the world with US Department of Defence and Chines Army being first and second biggest respectively (Alexander, 2012). Wal-Mart employees 2.2 million people globally (Wal-Mart, 2014). Despite its size and global presence the company has not been able to create its image as a good employer. Hence the employee retention rate is very low. The purpose of this report is to propose a research to find out the reasons behind the poor employee retention rate. PROBLEM…show more content…
7. Wal-Mart has to provide great customer service. It can only be made possible if the reward system of the company encourages the same. The research will align the reward system and ultimate goals of Wal-Mart. 8. The overall market position of Wal-Mart will also improve as a result of all the above. LITERATURE REVIEW: Human resource professionals and academics can be broadly divided into two groups. The first group advocates that only monetary benefits would motivate and ultimately retain employees whereas the second group considers intrinsic motivators more important than salary, bonus and other monetary perks. Michael Armstrong in his book ‘Human resource management practice’ discusses that reward system must encourage employees to achieve corporate objectives (Armstrong, 2003, pp. 613-630). The writer believes that employees remain motivated if they are rewarded to achieve goals of a company. And when they are motivated they will stay with a company. Taylor and the Instrumentality theory also support Armstrong’s approach (Armstrong, 2003, pp. 217-230). According to both of these theories ‘people only work for money’ and ‘one action gives rise to another’. That means if people are rewarded they will be motivated and if they are motivated they will not leave a company. However Taylors completely ignores social needs of human beings and confuses them with machines. Other academics hold completely different view about retention and

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