Organizational Goals free essay sample

Focus and Goals Wal-mart one of America’s largest retailers celebrated its 50-th anniversary of partnerships, and service to its customers, and local communities during 2012 (Wal-mart Stores Incorporated, 2012). Since, the early 1960’s Wal-marts engaged various strategies that ensured success through seizing the competitive advantage, and dictating corporate philanthropy. Throughout 2013, Wal-mart’s overarching goals consist of increasing domestic sourcing of products and services, increasing veteran employment, developing its current employee base, and increasing its Global responsibility. Therefore, the current focus consists of developing a plan that teaches, motivates, provides, and assists employees in contributing to the company’s success. Training initiatives are vital because employees that possess the proper, knowledge, skills, and attitudes generally support corporate efforts in obtaining the goal. The aforementioned support allows employees to experience personal growth while striving for excellence in the business environment. The training initiatives, for each goal vary according to each goal, and the desired outcome. Therefore, proper employee training, effective use of resources, and each employee’s ability to follow directives while, working in a team environment contributes to organizational success. The aforementioned training requires Wal-mart’s Human Resources department to possess the necessary knowledge, skills, and attitudes to produce effective training methods that teach employees how to assist the company in obtaining its goals. For instance, increasing domestic sourcing inclines the Human Resources Department to research laws within each Country, State, and Local community to ensure legal compliance in each facility while, creating universal standard-of-operation procedures for each goal, and the tasks associated with obtaining that goal. For Instance, increasing the number of employed veterans within 12 months of honorable discharge requires Human Resources to network, and communicates with employees, the community, and local Army officials. Increasing Wal-mart’s global responsibility requires a coordination of laws, resources, and suppliers. For example, one way of reducing Wal-mart’s environmental impact consists of separating trash from plastic, and cardboard, and then coordinating with the proper recycling facility, for pick-up, and removal of the waste from each item at the facility. The success or failure of each endeavor remains evident through local community, and employee support that are gauged through sales. Each training initiative places each corporate goal within reach. One should remember that positive actions yield positive results that are the foundation for success. Wal-Mart’s organizational focus and goals dictate the type, frequency, and intensity of training received by each employee according to how his or her position is affected by the changes. For Instance, part of increasing Wal-marts global responsibility requires each employee to recycle properly within his or her job-code. Bakery employees would remove cakes, cookies, and breads from their wrappers placing the food in buckets, the wrappers in plastic bags, and the cardboard in the bailer. Claims employees ensure waste is sorted properly prior to final disposal while, providing guidance to proper procedures, for preparing each item for disposal. In addition, claims employees record, track, and inform the next level of management when disposed waste requires removal. Office employees typically handle phone calls, paper trail, data entry, and the financial end of payments made, and received. The facility manages remains responsible for ensuring employees possess the proper equipment to complete the job. Buckets, bags, and storage of recyclable waste are part of the facility managers’ responsibilities. Upper-level managements concerns include training, the financial aspects, contracts, Federal, State, and Local laws, and goal progress. Personally, I would begin prioritizing training needs according to the program stage, and according to a project timeline. For Instance, in three to six months, district and regional management is required to possess knowledge, and records, of local laws, and suppliers to executive management, within 18 to 24 months begin to implement the objectives, and provide employees with the required training, and supplies, so each employee assists in obtaining the company’s goals, Naturally, throughout each step of this process financial aspect and the specific goal determines the type of training methods used in each situation. For Instance some training may require a â€Å"hands-on† approach, while, other areas of training may be fulfilled using computer based learning, or conference call. Therefore, in each situation one must consider the company’s overarching goals when prioritizing training efforts. The reasoning for this is that I believe that even the right training at the wrong time can become ineffective. For instance, training provided months prior to project initiation might be forgotten before the employee has the opportunity to use them. Wal-mart acquired success through seizing the competitive advantage, and dictating corporate philanthropy, for 51 years. In 2013, Wal-mart plans to increase domestic sourcing, Veterans employment, develop its employee base, and increase its global responsibility. Acquiring these goals requires employees to possess the right knowledge, skills, and attitudes to obtain success. Each employee’s training should co-inside with the appropriate period and stage of the project, so training knowledge is retained.