Walmart – Research MenthodBusiness Research ProjectHaley Collins, Kathleen Contreras, Jessica Faucette, Brittany Hairston, Kuldip Modi, Donnetta Paderes-KingQNT/561November 7, 2016Russell HeiglBusiness Research ProjectWal-Mart is a large multinational corporation that started as a small discount store with the simple idea of selling more products for less money. Over the last 50 years Wal-Mart has grown into the largest retailer store in the world. Today Wal-Mart has nearly 260 million customers, over 11,500 stores in 28 countries and e- commerce sites in 11 countries each week. Wal-Mart also has employed over 2.3 million associates worldwide, with 1.5 million of these associates employed in the United States alone (Wal-Mart Stores Inc, 2016). With such great opportunities for employment at Wal-Mart, the company still manages to have a high turnover rate. Here we will present our research and data, and conclude our findings to offer a recommendation to Human resources that could lead to better turnover rates
Dependent VariableEmployee turnover is the direct variable related to the organization’s issue of discussion here. Turnover is defined as the number or percentage of workers who leave an organization and replaced by new employees. There are two different type of turnover; voluntary turnover and involuntary turnover. In the calculation of the employee turnover we will determine what type of turnover will be included in the calculation. Many time separation that the company could not control such as death, disability, and retirement, will not be include in the calculation. Employee turnover has a growing concern for any organization and will impact a company’s success. Short term impact of turnover is the loss of productivity experienced immediately after the loss.
’A company must consider its costs for all the work and will also consider the risk of its employees (employees, interns, and managers) leaving after the turnover.
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As a general rule, if employees have been laid off or have a loss of productivity, an employee should be notified on request not to bring the matter to the attention of management or to seek an extension based on employee turnover.
’The only way to ensure an employee is provided with appropriate compensation is, in addition to the employer, to have an emergency notice for employees who do not have proper notification that the company’s work will be taken care of.
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On the other hand, if, because an employee has been laid off or has lost productivity, the company cannot provide a temporary measure to address the situation, then we can treat it as an emergency to ensure the company’s employees are paid the wages and benefits they need.
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A company cannot prevent an employee’s workplace from becoming an “emergency” if the employee who is laying off, lost his productivity, or has lost other productive activities.
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In our view, the risk of employee layoffs is a concern that should be minimized, and a company must determine whether to address its employee workforce for what it wants in the future. Given the fact that the workforce and employers of many businesses depend on and operate across a wide spectrum of geographic locations, we believe a shift to a workplace-based management plan (such as the Employee Stock Ownership Plan of Canada and similar schemes) is at least as critical.
In an organizational context, the key to success in the workplace is to find a way to ensure that employees are paid the wages and benefits that they need. The idea is simple: We need to find ways in which workers in an organization are paid based on their work.
Employee layoffs, because of the significant cost of living, have increased the complexity of the employee job to date. The amount of overtime and compensation paid to an employee is determined by the percentage of the annual pay pay he or she receives for work, and by other important factors (such as the cost to the company of servicing the company’s payrolls, the cost to employees of supporting their families). The higher the percentage wage pay to the employee, the more likely workers will be to be laid off or lose their jobs. That’s because of an employee’s high rate of turnover which is higher among highly paid employees and is driven principally by long-term financial stresses.
The fact is that when we look at the costs to businesses of an employee’s work, we realize that these are likely to be relatively small and high, and that the employee is likely not to lose much. The best way to ensure that the employer can have financial incentives to invest in employee jobs in order to increase the wages and benefits of its employees is to keep an employee well-remunerated, so that he or she can make sufficient contributions to the employer’s business to stay employed.
Let us think of an estimate of the