HR Practices of WALTON

Report on WALTON
Group Name: “OPTIMISTIC”
Sec: 10

Date of submission: 15th December 2018

Course Title: Human Resources Management

Course Code: MGT351
Submitted to- Rifat Iqbal (RFQ)

School of Business
Department of Management
NORTH SOUTH UNIVERSITY

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Submitted By-

Name ID

Shohag Ahmed 1421207030

Syed Faiaz Hossain 1330644030

Rezaul Hasan Abir 1410093030

Jannatul Jinan Anika 1431167030

Tawhidul Islam Pranto 1530466630

Monjury Tupra Binta Azad 1712232630

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Executive Summary
This report is prepared to fulfill the requirement of the course Human Resource Management. This
report is supposed to be prepared through the analysis of various or focused HR activities in local
successful organizations of Bangladesh. The different aspects of Human Resource Management,
which we learn in theory, should be compared with the real life scenario on the basis of practical
implications.
Here in this report we looked at various aspects of Human Resource Management of Walton Group
Ltd. The company backgrounds are provided in this report along with various HR functions such
as recruitment, selection, training & development, benefits offered, implication of strategic human
resource management. At the end of this report we provided some recommendations for Walton
that can help to improve their HR activities.

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Letter of transmittal
15th December, 2018
Ms. Rifat Iqbal
Lecturer Department of Management
North South University.

Subject: Submission of the term paper project on Walton’s HR practices.

Dear Ma’am,
We are submitting herewith our project ‘HR Practices of Walton’. We tried to cover the analysis
of various or focused HR activities in Walton which is a local successful organization of
Bangladesh.
We utmost tried to implement our learning. We have collected information through interview and
secondary sources that are required to complete this research. Despite many limitations, we have
tried our best to make this report accurate and reliable.
We would like to thank you for granting us the opportunity working with this project and hope
that this report will merit your approval.

Thanking you.
Best Regards,
Syed Faiaz Hossain
Group Representative of
‘Group Optimistic’

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Table of Contents
Introduction ................................................................................................................................................... 6
Methodology ................................................................................................................................................. 7
Company Background .................................................................................................................................. 8
Culture of interpersonal relationship: ........................................................................................................... 9
Path Goal Theory ...................................................................................................................................... 9
Situational Leadership Theory .................................................................................................................. 9
Motivation ................................................................................................................................................. 9
Flexible benefit ......................................................................................................................................... 9
Long service awards ................................................................................................................................. 9
Team Work and Group Behavior ............................................................................................................ 10
Type of Team Work ................................................................................................................................ 10
Group Behavior....................................................................................................................................... 10
Group Decision Making Technique ........................................................................................................ 10
Current HR System ..................................................................................................................................... 11
Recruitment and selection of WALTON: ............................................................................................... 11
Basic recruitment function in WALTON: .............................................................................................. 11
Job Request: ............................................................................................................................................ 13
Decision on the source of the contract: ................................................................................................... 13
Recruitment sources: ............................................................................................................................... 13
Internal source:.................................................................................................................................... 13
External source: .................................................................................................................................. 14
Selection Process ........................................................................................................................................ 14
Conducting the interview: ........................................................................................................................... 14
Training and Development process: ....................................................................................................... 15
Orientation training: ............................................................................................................................ 15
On-job Training: ................................................................................................................................. 15
Off-the-job training: ............................................................................................................................ 16
Benefit offered ........................................................................................................................................ 17
Implication of Strategic Human Resource Management ............................................................................ 17
Recommendation ........................................................................................................................................ 18
Conclusion: ................................................................................................................................................. 19
References ................................................................................................................................................... 20
Appendix……………………………………………………………………………………………………………………………………………….21

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Introduction
Walton Hi-Tech Industries Limited, commonly known as Walton, is a limited liability
company in Bangladesh. It is a sister concern of R.B. Group. Walton is one of the largest
automotive, electrical and electronic companies in South Asia. Its headquarters are located in
Dhaka Bangladesh.

Walton manufactures refrigerators, freezers, air conditioners and motorcycles of the highest
quality in the modern Chandra factory in Kaliakoir, in the Gazipur district, about 40 km north of
the capital, Dhaka. They started their production and commercialization since 2008 with the slogan
'Walton at Every Home'. Walton constantly applies the world's leading technologies in the
production of its products.

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Methodology
For our primary data, we took interview of the Sr. Assistant Director (Human Resource
Management) at Walton Bangladesh Limited, Mr. Foysal Wahid. We asked him about the HR
practices of his department and prepared our report based on that information provided. His
visiting card and photo of us visiting the corporate office of Walton Bangladesh Limited is attached
in the appendix section of this report.

For our secondary data, we took help of our reference text book, consulted with various
websites and informative sites on the internet. All of which is cited at the end part of this report,
in the reference section, to avoid plagiarism.

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Company Background
Walton is the latest multinational electrical, automobiles and other appliances brand with one of
the major well-equipped R & D services in the world carried out its production through different
subsidiaries under the banner of Walton group headquarters in Bangladesh. Walton had entered into
electronics business in 1994 with manufacturing of electrical and electronic items and gradually expanded
its operation in many other electronics field that provide the foundation for nearly every aspect of modern
life. The key secret behind the success of Walton lays its variation of production capacity and customized
orientation of new product as per the demand of customer. Walton has earned domestic and global
recognition for its experience and proven track record in a variety of electronics fields.

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Culture of interpersonal relationship:

Path Goal Theory
The leaders of Walton Bangladesh tend to follow that kind of leadership which fits their
employees to increase their motivation, empowerment, and satisfaction so that they become
productive members of the organization. Thus, they use the path goal theory where Supportive
Leadership is fostered.

Situational Leadership Theory

According to this theory, managers believe in giving the proper conditions where
employees learn to seek out and responsibilities to accomplish their committed jobs and Walton
Bangladesh always feels responsible to provide good working environment for their employees

Motivation
It is the processes that account for an individual’s intensity, direction and persistence of
effort toward attaining a goal. Motivated individuals stay with the task long enough to achieve
their goal and Walton is committed to rewarding employees with compensations and benefit
programs. They provide monetary compensation. Non-monetary rewards and other intangible
benefits wait for the deserving people with an objective to increase the motivation level of the
employees.

Flexible benefit
Walton provides its employees some sort of flexible benefits to motivate the employees.
They offer extra leave plan for their senior executives and in some cases to its employees. Rather
than cash that they also offer more extra benefits, such as, Occupational Safety & Health where
the safety, health and wellbeing of the employees of Walton is very important Walton is committed
to ensuring zero harm to its employees.

Long service awards

Walton Company bears heritage of good name and fame. There is nothing to wonder that
people who work in Walton hold strong bondage. Walton respects its family members recognizing
their long service. The Long Service Award winners receive long awaited award in the Family
Day (Annual Picnic) and also in the Annual Sales Conference. It also increases job performances
and leads to organizational citizenship behaviors.

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Team Work and Group Behavior

Walton is devoted to the individual and career development of the Company's employees
and shop staff. Walton offers a large number of internal and external developments to its
employees that include technical training, building problem solving abilities and teamwork skills.

Type of Team Work

Walton has a certain kind of teamwork so-called cross functional teamwork which
comprises of members at the similar hierarchy level but with dissimilar capability and serving in
different areas of the organization

Group Behavior
Group behavior of Walton is mainly task oriented. Where the group members work
together to complete a task. Walton believes in task group because the members can communicate,
relate and bond with each other that make the workplace enjoyable.

However, working in a task group shapes the contribution and achievement of each
member which may result in annoyance among some participants.

Group Decision Making Technique

Walton practices Brainstorming decision-making technique for making decisions. They
believe that using this technique brings out different creative ideas from all team members. When
one member gets stuck with an idea, another member's creativity and experience takes the idea to
the next stage. As believed by the Walton manager, brainstorming benefits everyone in the
organization feel that they've contributed to the decision making of an organization. Moreover, it
reminds people that if they have any other creative ideas that brings positive outcome to the
organization then they are free to offer and the company would welcome it warmly.

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Current HR System

Recruitment and selection of WALTON:

Recruitment is the process by which organizations locate and attract people to fill vacant jobs. Most
organizations have a continuing need to recruit new employees to replace those who start or are being
promoted, to acquire new skills and enable organizational growth. Recruitment is an even more important
activity when unemployment rates are low and economic growth is strong as companies compete to attract
the qualified employees they need to succeed. In WALTON, recruitment and selection take place through
a specific, very modern process. Start with the requisition of the job and end with the appointment. In a
sense, WALTON follows a recruitment process developed to select the right people in the right place.

Basic recruitment function in WALTON:

For recruitment, WALTON HR follows some rules. These rules are set by the human resources
department for better recruitment and selection. The rules are:

 Under no circumstances may a regular or contracted employee of another organization enter into a
regular or long-term contract with WALTON.
 The HRD can follow and create an annual budget and a recruitment plan.
 HRD will spread the recruitment needs of people on the web and in newspapers

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Recruitment and selection Process the following diagram shows the recruitment and selection process of
WALTON:

Requisition of Man
Job vacancy Job Analysis
power

Shortlisting CV Collecting and Attracting

candidates Screening Candidates
Application

Interviewing Compile Interview

Joining Formalities
Candidates Result

Candidate Informed selected Issue Appointment

Verification candidates Letter

Induction and
Training Employee Evaluation

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Job Request:
Work requirements and recruitment requests when a replacement of an existing vacancy or a new
position is required, the affected division must complete an application form and obtain the necessary
approval from the division manager before sending it to the HR. No contract will not be processed without
receiving the request for division of the hypotheses in question and the request must be approved for the
count. Attach a copy of the profile function (if available) and the gram of a recognized organization, along
with the supply request. If the requirement for a new position, which was not included in the approved plan
count, the divisions concerned should provide an appropriate commercial justification for the position and
obtain approval from the head of division, the head of human resources and the doctor. Only after it has
been properly approved, HR process of the application for recruitment and selection.

Decision on the source of the contract:

Procurement of the CV and short list the interested candidates will apply to the position and
potential candidates will be put on a short list by the human resources according to the expectations defined
by the corresponding function in the application form. The candidate appearing on the short list must sign
a declaration form indicating if he has a relative working in WALTON. This statement must be collected
by the candidate at the time of the interview.

Recruitment sources:
These are two sources of recruitment:

 Internal source (within the organization)

 External source (outside the organization)

Internal source:
Personal reference
Probably the existing employees will know their friends or relatives or colleagues who could
successfully fill the vacancy. Approaching it can be a highly efficient recruitment method, but it will almost
certainly offend other workers who would have liked to be considered for work.

Intern
The organization will have the opportunity to establish a relationship with their academic
counterparts and establish a mutually beneficial relationship with the commercial or technical school.

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External source:
External source means collecting CVs from outside the organization. It will be through

 Advertising
 Internet work sites
 Job fair
 CV Exam

Selection Process

Interview Suitable candidates will be invited to the written test for an interview:
Candidates must be informed of the interview time, date and place at least 48 hours before the
interview. All communications with the candidate, such as setting the time and date of the interview,
position and salary negotiation, etc.

Conducting the interview:

This is the main part of the interview session. At least 80% of the time must be assigned for the
interview. At this stage, the interviewer should ask several questions related to work, behavior oriented,
structured, unstructured and exploratory to evaluate the candidate's suitability.

Final approval
The DM must be approved for all permanent posts and temporary posts approved by the Human
Resources Manager. Selected candidates will be offered a job after the salary negotiations and, once the job
offer is accepted, the candidate will be sent for a medical examination in the diagnosis selected by the bank..

Guide
All new employees must complete a new work orientation program designed to help them adapt to
their work and work environment and to instill a positive attitude of work and motivation in the office.

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Training and Development process:

Walton assignments in Development will offer learning in a variety of areas. These include training
needs assessment, performance consulting and improvement, classroom presentation and facilitation skills,
supervisory and management training, and technical training methods.

Walton emphasizes on employees’ training. They have orientation training, Adding Value to Memory
internal training, on-job training, off-the-job training, and group internal training.

Orientation training:
Walton has independent training system for every freshman. Beside the introduction of Walton’s
company culture, for different department or position, Walton provides different job training to ensure
all fresher adapt to environment and expectance of department.

On-job Training:
Walton establishes “Annual Training Plan” for different departments every year. For different
training courses, they select internal instructor, major learners and they also welcome other employees to
join the course. Excepting the annual training plan, every department has its own training course. Walton
provide training roadmaps for different targeted employees..

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Job rotation:
Walton use this methods because entails movement of trainee from one job to some other attain
understanding and journey from different job assignments. This technique helps the trainee understand the
troubles of other employees.

Coaching:
Under this method, Walton trainee is positioned underneath a particular supervisor who features as
a instructor in coaching and offers remarks to the trainee.

Committee assignments:
Walton’s team of trainees are to resolve a given organizational problem via discussing the problem.
This helps to enhance team work.

Off-the-job training:

Special lectures:
Walton called as school room coaching wherein the personnel are given lectures about the job
necessities and the essential abilities required for enforcing the job.

Simulation:
Under this training, the trainee is required to study the operations of machines and equipment, that
are reasonably designed to look similar to these established at the authentic work floor.

Case Studies:
Under this method, Walton gives employees trainees are given the situation or a problem in the
shape of a case study, and are required to solve it as per their mastering from the education program.

Role playing:
This kind of education is crucial in case of client services. Under this, the trainees expect roles and
enact as per the given situations. The employees act as if, they are facing the situation and have to solve it
spontaneously without any guidance.

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Management Games:
The trainees are divided into agencies and then they are with the simulated market or the situations,
whereby they are required to apply their getting to know and clear up the issues accordingly.

Benefit offered
Walton has started its commencement and operations in 2008. From then till now Walton has built an
empowered and skilled workforce through its smooth and quality Human resource management practice.
To maintain and make these employees loyal for the company Walton practices good HRM system. Walton
maintains an attractive benefits package for its employee. The benefits that they are giving to their
employees are:

 Insurance, Health and wellness

 Finance and Retirement
 Family and Parenting
 Vacation and Time Off
 Perks and Discounts
 Professional Support

Implication of Strategic Human Resource Management

According to secondary research, Walton’s strategic goal is to be the trendsetter in the all
business they operate by challenging the convention. They have been successfully operating 10+
strategic business units. Their plan is to expand their business in more diversified products and services
focusing on manufacturing for mass market along with serving premium customer segment of the
country with more international brands.
HR department plays a key role in bridging the gap between the organization’s strategic goals and the
workforce. HR department ensures that the goals are met by producing the required competencies and
behaviors in employees. According to our primary research, Walton’s HR department ensures that the
HR policies and practices remain aligned with the strategic goals.

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Recommendation
In order to stay competitive, it will be recommendable to Walton Bangladesh to improve
its Recruitment and Selection Process. As the market is constantly changing, therefore with the
changing demand there would be demand for fast moving skill requirements. Also, the company
should provide more technologically updated products in order to attract the techno freaks. As well
as it could more focus on the marketing sector where emphasize would give to the ways through
which Walton Bangladesh can be promoted to the current youth and also middle class people. It
can also provide more incentive plans like stock ownership options and provide more alternative
work arrangement which would attract huge pool of job applicants.

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Conclusion:
Being a venture of RB Group, Walton has been able to show consistent growth in its
business. In an unconventional way, Walton’s HR department has been able to manage the
organization successfully by making sure that power distance gets reduced and the interpersonal
relationship gets strengthen. Their policies and practices makes the flow of information
multidirectional. Thus every need and issue of employees are taken care of. Moreover, the HR
department also ensures that that the organization get better workforce through a well-designed
recruitment and selection process, and they also motivate employees by providing proper training,
benefits, career development opportunities, recognitions and friendly workplace.

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References

Walton Official Website

http://www.waltonbd.com/index.php?route=common/home

Slideshare n.d, Executive summary about walton company, Viewed 21 July

2016, from

https://www.slideshare.net/MusfiqRumi/walton

Task-oriented and relationship-oriented leadership. (n.d.). Retrieved December 02, 2016, from

https://en.wikipedia.org/wiki/Task-oriented_and_relationshiporiented_leadership

MSG Management Study Guide. (n.d.). Retrieved December 01, 2016, from

http://www.managementstudyguide.com/personality-traits-of-successful-manager.htm

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Appendix:

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