Running head: PROPOSAL FOR WALMART JOB EVALUATION AND SALARY STRUCTURE 1

PROPOSAL FOR WALMART JOB EVALUATION AND SALARY STRUCTURE

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 Running head: PROPOSAL FOR WALMART JOB EVALUATION AND SALARY STRUCTURE 2

INTRODUCTION

Project goal

The Walmart wishes to maintain a competitive market position to continue to attract qualified

employees. The Branch seeks to ensure its salary structure is aligned with the appropriate

external labor market(s) in which it competes for talent while maintaining internal equity among

its job classifications. (Steinberg 1999)

Project overview

Walmart has over two million employees worldwide. There different departments of Walmart

and their head of departments. Human resource department provides guidelines for job

employment method, salary structure, and job evaluation process. Walmart is planning to

conduct a review of job and salary structure. The study addresses the salary structure and

compensation practices that apply to all branch employees worldwide.

Background

The company pay structure and job re-evaluation system. That study developed and established

the use of a customized quantitative point factor job evaluation system to determine internal

relationships among Walmart job classifications, and created a single pay structure for all Branch

classifications and retain highly qualified employees to carry out its mission and strategic

initiatives.

Job and salary evaluation plan will include job analysis roles of employees, pay ranges and

experience of an employee, and their contribution in order to establish the needed training, job
 Running head: PROPOSAL FOR WALMART JOB EVALUATION AND SALARY STRUCTURE 3

structuring recruitment, and selection. The last time current salary structure was the previous

bench-marked (Armstrong and Baron, 1995)

Project deliverables /tasks

Step1: Data and information gathering.

Review current state of job descriptions, new or revised positions and amount of changes that

have occurred since the last review.

Step 2: Data collection and job description updates

Explain the types of information and provide examples, distribute job evaluation questionnaires

which will collect data and explain what each factor means. Review and collect questionnaires

information.

Step 3: Job evaluation

Evaluate program job that is available; the Consultant will meet with a Job Evaluation

Committee to train and evaluate all current non-unionized positions.

Step 4: Market data.

Develop a list of approximately 14 comparable stores to ensure we have 10comparable stores

that are similar in nature tax base, service

Step 5: Salary evaluation and training of staff

Based on the results of the updated job evaluations, regression analysis will be undertaken, and

the results used to ensure the recommended pay ranges meet requirements. Employees be

retrained to sharpen and modernize their skills to meet the current market demands.
 Running head: PROPOSAL FOR WALMART JOB EVALUATION AND SALARY STRUCTURE 4

Step 6: Development of the final report

Review findings, any changes, and impact on salary or maintenance with Administrator and

senior management review recommendations and obtain feedback. Update the job pay structure.

Step 7: Communicating and Implementing Results

Develop an implementation plan, developing cost implication regarding results. If there are

significant changes that have occurred, communicate them by holding a staff meeting regarding

overall changes. Also being available to meet with supervisors and staff individually regarding

any specific individual staff concerning the results of this review.

Timing

The specialist is given five months to start and complete the project. Within this time, he should

be able to meet all the deliverables specified in this evaluation.

References

Armstrong, M., & BARON, A. (1995). The job evaluation. London: IPD.

Steinberg, R. J. (1999). Emotional labor in job evaluation: Redesigning compensation practices. The

annals of the American academy of political and social science, 561(1), 143-157.

Stredwick, J. (2013). An introduction to human resource management. Routledge.

Kessler, I. (2005). Remuneration systems. Managing human resources: Personnel management in

transition, 317-345.