A case study of a Wal-Mart Super Center, focusing on the human resource requirements.
Written in 2006; 3,374 words; 3 sources; MLA; $ 95.95
Paper Summary:
This paper analyzes and defines the human resource staffing requirements for a Wal-Mart Super Center, 190,000 square feet in size, opening in Secaucus, New Jersey with expected profits of $60 per square foot. According to the paper, the Wal-Mart Corporation does its human resource planning specifically using profits per store.
Outline:
Introduction
Staffing Levels of Super Centers
Department Staffing Forecasting in a 24/7 Environment
Staffing and Wages by Department
Weekly Wage Expenses and Extrapolating for a year's performance
Benefits Analysis for Wal-Mart Super Center Staffs
Summary of Wage and Benefits Costs
From the Paper:
"Across much of the work completed by Dr. Richard Drogin there is a common theme of quantifying the benefits expenses paid per Associate, Supervisor, and Manager of Wal-Mart. In his analysis he states that Wal-Mart pays $1.00 on average per Associate labor hour worked, which equates to $40 per week worked by Associates. For Supervisors and Managers, Dr. Drogin calculated $1.50 per labor hour.
Using these assumptions as the basis of calculating the total benefits costs for a SuperCenter for a months' operation, Associate's benefits cost is $21,600 per week, or $1,123,200 per year. For Supervisors and Managers, the costs are much less due to the fact there aren't that many of them in the SuperCenter, only 89 total. The cost per week for their benefits is $5,340 per week or $277,680 per year. Total benefits costs for the SuperCenter is $1,400,880 per year. "
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