SEE ATTACHED
Please respond to the 4 PeerS discussion topic and CITE two academic/scholarly. APA FORMAT
6.1
Share about the challenges that exist relative to the valuation of human assets and measuring human capital for the company. Address how different HR metrics and analytics might be best employed for that company? What workplace trends and challenges will this company need to face from your reading?
Z 1A. The dynamic nature of human capital, which is constantly changing, makes it challenging for large organizations, such as Walmart to precisely measure and value its human capital. All the variations of the skills among employees make it challenging to measure the value of human capital. Making is very difficult for Walmart to measure the value of its human capital assets that contribute to the success of its operations. Majority of organizations in the United States evaluate HR operations based on three metrics, which are employee retention and turnover, corporate morale and employee satisfaction (Mello, 2019).
Walmart faces workplace trends with high turnover rates in the retail industry due to low wages. Part of measuring and evaluating the value of human capital, is to reward employees with competitive compensation and benefits to avoid losing employees to its competitors. In the past, Walmart struggled with employee retention and turnover due to its low pay. After years of scrutiny and the realization that its success highly relies on the face-to-face experience for the public, Walmart finally invested $1.5 billion into training and wages in 2015 (Elhager, n.d.). This certainly helped Walmart reduce its turnover rate and increase retention rates, but it came at a steep price as it dropped its earnings per share in 2016 (Elhager, n.d.).
Although investing in its human capital came at a costly price, it also helped Walmart increase its corporate morale and employee satisfaction. Employees feel more valued and appreciated, as there is evident proof that the company is investing in the development and growth of its workforce. This is good for both the company and the employees, as Walmart has seen how its investment in its human capital has increased its value.
Based on a recent study, an organization’s profitability depends on the ability to be able to effectively manage its human capital (Mello, 2019). The reality is that human capital value belongs to the employee and not the company (Haman, 2023). If the employee leaves the company, then so does the value of that human capital. Depending on the nature of the job, experience and skills of the employee, the departure of the employee can have a minimal to devastating effect on the company’s succession and profitability (Haman, 2023). Several other studies have demonstrated how when companies invest into its human capital by providing better wages and benefits, that it results in an increase of both employee happiness and productivity in (Lowenberg, 2016).
References:
Elhager, S. (n.d.). The re-rise of Wal-Mart: form a plummeting failure, to a new era of refreshing changes. AiHello. Retrieved from;
https://www.aihello.com/resources/blog/the-re-rise-of-wal-mart-from-a-plummeting-failure-to-a-new-era-of-refreshing-changes/#:~:text=While%20this%20certainly%20helped%20to%20solve%20Wal%2DMart’s,2016%2C%20from%20twelve%20percent%20to%20six%20percent.
Haman, E.A. (2023). Understanding the Importance of Human Capital. Legal Zoom. Retrived from;
https://www.legalzoom.com/articles/understanding-the-importance-of-human-capital
Lowenberg, O. (2016). Do happy employees mean bugger profits? Walmart thinks so. The Christian Science Monitor. Retrieved from;
https://www.csmonitor.com/Business/2016/0602/Do-happy-employees-mean-bigger-profits-Walmart-thinks-so
Mello, J. (2019). Strategic Human Resource Managment (5th ed.). Cengage Learning Inc. Mindtap.
EE 1B, With Walmart being one of the biggest employers worldwide, they constantly face challenges in valuing human assets and measuring human capital. One challenge is measuring the invisible contributions of employees, like customer service, teamwork, and adaptability, which are essential to Walmart’s success but hard to really quantify (LinkedIn, 2025). With such large and diverse employees base, determining the value each employee brings to the company can be challenging, especially in front-line retail roles where performance affects customer satisfaction and productivity but is difficult to measure in terms of money.
Walmart could utilize a range of HR analytics and KPIs to address these issues. For example, cost-per-hire, retention measures, as well as employee turnover rates can all be used to evaluate how well hiring and separation tactics are working (Rollins, 2022). Employee engagement ratings, training ROI, and performance analytics can provide insight into how human capital investments affect corporate results (Vulpen, 2019). Predictive analytics could also help Walmart estimate turnover risk and then prepare interventions effectively, particularly for high-turnover roles like associates or cashiers (Rollins, 2022).
Walmart will have to deal with challenges including worker automation, demographic changes, and rising employee demands for inclusivity and flexibility in the future. The company must create plans to attract and train younger employees for leadership roles while also retaining knowledge as baby boomers retire (Rollins, 2022). Proactively managing separation will also be essential for preserving performance and safeguarding the company’s investment in human capital, whether through internal mobility, offboarding initiatives, or careful retirement preparation (Tronco, 2025).
Walmart will be able to make more intelligent, progressive decisions regarding its workforce and maintain its competitiveness in a retail environment that is changing quickly if it aligns HR analytics with business strategy.
LinkedIn. (2025). Retrieved April 18, 2025, from Linkedin.com website:
Rollins, E. (2022, July 18). 8 Walmart Problems No One is Talking About. Retrieved from FinanceBuzz website:
Tronco, F. (2025, April 10). Walmart makes shocking decision about its future amid uncertainty. Retrieved April 18, 2025, from TheStreet website:
Vulpen, E. van . (2019, January 22). What is HR Analytics (People Analytics)? Human Resources Analytics. Retrieved from AIHR website:
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6.2 **Select a company, possibly the one you are researching this term.
With unionization on the downturn, from the reading, why should an organization be concerned about labor relations? Contrast the style of labor unions in the U.S. to that found in another country? Also, briefly discuss ways your chosen organization might attempt to retain its most valued employees.
KW1a.With unionization on the downturn, from the reading, why should an organization be concerned about labor relations? Contrast the style of labor unions in the U.S. to that found in another country? Also, briefly discuss ways your chosen organization might attempt to retain its most valued employees.
Even though union membership rates have declined nationwide, Starbucks companies must focus on building strong worker relationships. Mello revealed that employees who face unfair treatment and overlook often join unions, and this pattern continues to be relevant today in workplaces (Mello, 2019). By early 2025, more than 11,000 baristas from 500 Starbucks stores joined Starbucks Workers United. This shows that workers want better representation and more support from their employers (Danziger, 2025).
Global labor unions use various methods to interact with their members and management. Germany and Japan’s labor unions often maintain collaborative relationships with management, emphasizing professional development and shared decision-making, which boost productivity and staff morale. The history of the United States union-management relationship shows confrontational dynamics, although current trends reveal a move toward partnership approaches (Mello, 2019). Starbucks can learn from international best practices by maintaining open dialogue and showing mutual respect.
Starbucks has rolled out multiple innovative initiatives to support and maintain its workforce. The introduction of the Starbucks College Achievement Plan and mental health resources combined with stock ownership illustrates Starbucks’s substantial investment in its employees. However, there has also been some controversy. Regulators and union leaders both criticized Starbucks’ refusal to give unionized stores their recent pay and benefit increases, according to Shepherd (2023). Inconsistent business practices harm employee trust and reduce morale, causing higher staff turnover rates. Mello states that losing valued employees results in more than the need to hire replacements since it leads to a loss of experience, team cohesion, and momentum (Mello, 2019).
References:
Danziger, P. N. (2025, February 11).
Retail unions are gaining ground as employee dissatisfaction grows. Forbes.
Mello, J. A. (2019).
Strategic human resource management (4th ed.). Cengage Learning.
Shepherd, L. (2023, November 14).
Starbucks benefit changes won’t apply to unionized stores. SHRM.
Ark.1.b
Labor unions are not as popular as they were in the past. Most manufacturing companies are unionized as this industry tends to be pro-union. Unionized organizations are well versed and aware of laws that regulate relationships between companies and unions. Unionized companies are able to advocate for employees and influence human resources practices, programs and policies. This enables the companies to remain competitive in recruiting and retaining productive employees. Companies should be concerned about labor relations because of the National Labor Relations Act (NLRA). The NLRA has terms and conditions for working in the U.S. and organizations need to be aware of these terms and conditions. Employees have the right to engage in activities that support their “mutual aid or protection” (Mello, 2019).
Unionization is a cause for concern because it empowers employees. Union leaders are sometimes more concerned about employee relations with the company or organization. Labor unions are powerful and attack issues. These organizations exist to support the working conditions, pay and welfare of employees.
Mello, J.A. (2019). Strategic human resource management (5th ed.). Cengage Learning Inc. ISBN-13:978-1-337-61999-8
