Comprehensive Plan to Improve Human Resources
2010
6/21/2010
Whole Foods Market
Comprehensive Plan to Improve the Quality of Selected Human Resource Management Practices
Table of Contents Whole Foods Market: Introduction 4 Whole Foods Market: The Organization 4 Whole Foods Market: Challenges and Opportunities 5 Whole Foods Market: Human Resource Management Strategies 6 Whole Foods Market: Recommended Strategies for Improvement 8 Whole Foods Market: Plan Evaluation and Measurements 10 Whole Foods Market: Conclusion 10 References 11
(Retrieved from Whole Foods Market website at http://wholefoodsmarket.com/storesbeta/columbus/)
Whole Foods Market: Introduction Whole Foods Market- a company that doesn’t think of itself as a company, but as a community of people working to make a difference in the world. At Whole Foods, the mission matters as much as the bottom line. But who is Whole Foods Market, and how does their Human Resource Management (HRM) play a role in the development of their culture or work environment? This comprehensive plan will describe Whole Foods Market’s history and the challenges and/or opportunities of the company. It will explore the effectiveness of the organizations current human resource practices with regard to the employees and describe strategies to improve the quality of those practices. Additionally, the impact of implementing the strategic improvements and how the organization would measure success upon implementation will be discussed.
Whole Foods Market: The Organization
Whole Foods Market is the world’s leader in natural and organic foods. With more than 270 stores in North America and the United Kingdom, the organization seeks out the best natural and organic foods obtainable; while preserving better-quality standards in the industry. According to Porter and Kramer (2009), the intention of the organization is to sell organic, natural, and healthy food products to its consumers who are passionate about food and the environment.
Whole
6/21/2010
Whole Foods Market
Comprehensive Plan to Improve the Quality of Selected Human Resource Management Practices
Table of Contents Whole Foods Market: Introduction 4 Whole Foods Market: The Organization 4 Whole Foods Market: Challenges and Opportunities 5 Whole Foods Market: Human Resource Management Strategies 6 Whole Foods Market: Recommended Strategies for Improvement 8 Whole Foods Market: Plan Evaluation and Measurements 10 Whole Foods Market: Conclusion 10 References 11
(Retrieved from Whole Foods Market website at http://wholefoodsmarket.com/storesbeta/columbus/)
Whole Foods Market: Introduction Whole Foods Market- a company that doesn’t think of itself as a company, but as a community of people working to make a difference in the world. At Whole Foods, the mission matters as much as the bottom line. But who is Whole Foods Market, and how does their Human Resource Management (HRM) play a role in the development of their culture or work environment? This comprehensive plan will describe Whole Foods Market’s history and the challenges and/or opportunities of the company. It will explore the effectiveness of the organizations current human resource practices with regard to the employees and describe strategies to improve the quality of those practices. Additionally, the impact of implementing the strategic improvements and how the organization would measure success upon implementation will be discussed.
Whole Foods Market: The Organization
Whole Foods Market is the world’s leader in natural and organic foods. With more than 270 stores in North America and the United Kingdom, the organization seeks out the best natural and organic foods obtainable; while preserving better-quality standards in the industry. According to Porter and Kramer (2009), the intention of the organization is to sell organic, natural, and healthy food products to its consumers who are passionate about food and the environment.
Whole
References: DATAMONITOR: Whole Foods Market, Inc. (2009). Whole Foods Market, Inc. SWOT Analysis, 1-9. Erikson, T.J, & Gratton, L. (2007). What it means to work here? Harvard Business Review, 85(3), 104-112. Hamel, G. & Breen, B. (2007). Creating a community of purpose: management innovation in action. Harvard Business Review, 1-18. Hamel, G. (2006). The why, what, and how of management innovation. Harvard Business Review, 84(2), 72-84. Letter to the stakeholders (2009), Whole Foods Market, Financial Highlights, Retrieved on May 15, 2010 from http://www.wholefoodsmarket.com/company/pdfs/ar09_letter.pdf Porter, M.E., & Kramer, M.R., (2009, December). Strategy & Society: the link between competitive advantage and corporate social responsibility. Harvard Business Review, 84 (12), 78-92. Rose, R., & Kumar, N. (2006). The influence of organizational and human resource management strategies on performance. Performance Improvement, 45(4), 18-24. United States Securities and Exchange Commission (2007). Whole Foods Market Annual Report Form 10-K. Retrieved from on June 1, 2010 from http://www.sec.gov/cgi-bin/browse-edgar?type=&dateb=&owner=exclude&action=getcompany&CIK=0000865436 Whole Foods Market, (n.d). Retrieved on June 20, 2010 from http://www.wholefoodsmarket.com/ and http://wholefoodsmarket.com/storesbeta/columbus/