All those employees who perform better are in the

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appraisal system based on the individual employee performance. All those employees who perform better are in the long run rewarded for their good work. Wal-Mart's performance management system is based in three main dimensions, which relate to the basic needs of the business. These are Analysis and problem-solving technics, Decision making and results in orientation and customer service orientation.
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THE WAL-MART CORPORATION 10 The Company emphasizes the need for customer service orientation, to ensure quality services which satisfy the demands of the customers. The decision making dimension emphasizes the abilities of those in the managerial and supervisory positions. The human resource managers use this approach in order to optimize the process of decision making (Hill, Jones and Schilling, 2014). Additionally, the abilities for problem-solving are inclined in performance planning, whereby the Company expects its managers to critically analyze a problem in the workplace and give a corresponding solution. These three dimensions are considered all the time when the Company conducts performance appraisals. Compensation and Incentive Methods The Compensation and incentive methods adopted by Wal-Mart are based on internal equity compensation approach. This means that the Organization compensates employees internally depending on the value of the job (performance). The compensation program and methods put in place are those which focus on the performance level of the employee as well as the individual contribution brought to the Company. This is the case because the firm usually desires to retain and attract more skillful employees. Wal-Mart conducts an annual review of the Company's human resource performance and in return rewards them for their effort. Upon compensation and the type of the incentive to be offered to the employee, the Company uses lead factors such as the level of the effort, skills, working conditions of employees and responsibilities (Slocum, Lei and Buller, 2014). Compensation based on internal equity is used primarily to provide incentives to employees, executives and the management. Through the use of this compensation plan, employees are normally motivated to perform better, therefore, increasing their total input which enables the Company to remain viable in the competitive market.
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THE WAL-MART CORPORATION 11 Benefits Administration Working at Wal-Mart guarantees the employees of “good benefits’. The benefits are not limited. For instance, the firm continues to pay employees on average over 60% of the entire total health care costs and about 75% of the premium costs. This means that the Company provides its employees with medical coverage plans. The comprehensive plans (benefit plans) also include medical fees of about $ 24 for every payment period (Wang, Petkova and Wood, 2014). The Company also extends its benefits to the LGBT employees. Being the largest private employer, the Company has started offering full suit benefits to all employees, not-withstanding the race or religion of the person.
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