These desirable values also include the ability to

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supervision. These desirable values also include the ability to carry out various tasks at ago (multi-tasking), likability and social qualities. In other words, the worker should possess good interpersonal skills which would allow the peaceful coexistence and teamwork. Recruitment and Retention methods The Corporation's human resource management has the ability to address recruitment needs using different technics. These technics are sources and applied to various positions in the
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THE WAL-MART CORPORATION 7 Company. The retail industry-specific criteria are also used in the process of selection of employees. In order to retain the highest performing employees, Wal-Mart uses well-evolving compensation program. Employee relationship with the management and career development are also part of the long-term goals of the Company. The Company's human Resource managers also use various tactics aimed at improving the level of motivation and morale among employees. Through the successful combination of all the strategies mentioned, the Company has the ability to address business needs when recruitment is on-going, as well as select and retain employees ( Wilton, 2016) . The Corporation, through the human resource, has been able to effectively manage human resources in support of the current operations attributed towards the attainment of the long-term goals. Wal-Mart’s recruitment process depends exclusively on the use of recruitment sources, embedded both internally and externally. The internal sources used by the firm usually concentrated on the use of the available employees in order to fill in the newly available positions. On the contrary, the external sources enable the recruitment process by providing an opportunity for the Company to scrutinize the available labor market in order to address the current objectives ( Wilton, 2016) . The ability of the Company to employ the two sources concurrently is attributed to its flexibility and the satisfaction of the available HR- needs. The Company’s available internal sources include the current employees, transfers as well as trainees ( Wilton, 2016). Currently, available employees are potential recruitment sources especially in areas such as managerial and supervisory positions. Wal-Mart allows for the promotion of employees to managerial positions. More than 70% of the firm’s managers started as hourly sales employees and later promoted to higher positions. Current employees are the major source of recruitment process by the Company. Subsequently, the on-job-trainees are
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THE WAL-MART CORPORATION 8 potential recruitment source. In many occasions, the Company usually absorbs those trainees who have successfully accomplished the training positions in various positions. However, it is important to understand that only those who portray desirable and social characteristics are taken. In this approach, the human resource is reduced of its spending because those selected are always job-fitting ( Wilton, 2016). Finally, transfers are regularly used when there is the need for a temporal replacement in the Company. This is usually based on the availability of needs within
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