Whole food is the largest natural and organic food retailer across the globe. The organization is popular for its employee oriented working culture and team-based operations. The firm was founded in 1980 after the merge of Clarksville Natural and SaferWay grocery stores. Currently, the organization has more than 400 stores in Canada, the United Kingdom and the USA with more than 91000 employees. The organization core values include: providing the highest quality of organic and natural products, supporting the excellence of team members, creating wealth via growth and profits and supporting as well as serving the global and local community.
Recently, Whole Foods was acquired by Amazon, and it's of great significance in reviewing the HRM practices in the new organization. Historically, Whole Foods has grown consistently and has made use of employee teams to drive its growth. With Amazon’s acquisition, the firm is likely to increase its market share through offering online services and delivery as well as set u stores in new markets (Charan et al, 2011) . Additionally, with the health campaigns on the use of natural and organic food, it is more, the demand for these food products will increase hence will lead to increased production for Whole Food. Therefore, Whole Food will have to increase its operations as well as some employees in the future.
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Growth
To foster the growth of the organization, the firm will have to retain and hire A-level employees. By doing this, the firm will ensure that the employees offer their best and work towards achieving the organizations objective. Additionally, retaining and improving on the organization’s working culture is a vital drive for growth in the company. In accordance to the initial years, the firm’s organizational culture has proved to be a vital driver for the organization's culture and success. Therefore, the firm has to promote teamwork in the future years as well. Illustratively, there are various benefits of teams in such an organization.
To start with, it fosters learning and creativity. By working together, employees tend to be more creative via brainstorming and sharing perspective on how to undertake various tasks. Additionally, working in teams combines complementary strengths by enhancing employees build on the team mate’s talents (Rothwell et al, 2012) . Teamwork also enhances employees build trust with each other hence feel comfortable working alongside each other. By creating a comfortable working environment, employees will manage to focus on their roles hence achieving the organization's objectives as well as increase its profits and growth.
Moreover, to enhance growth, there is need to have effective recruitment and hiring strategies. Whole food may use teams in hiring. The firm has to ensure that it avoids hiring mistakes to provide that it does not employ incompetent professionals who may fail to be sufficient enough (Charan et al, 2011) . Training of employees is also vital in enhancing growth or a firm. Therefore, employees must undergo thorough training which enables them to understand their roles and tasks. This will improve the quality of performance as well as minimize the production cost of products. This will result in the production of more products at a low cost hence increasing the company’s revenue.
To reduce the production of cost in Whole Food, HRM managers need to ensure that they only hire A-level employees and retain them. The firm also has to provide consistent mentoring and training of employees. Appropriate mentoring and training of employees is vital in minimizing the production cost. Supervisors and team leaders may be used to train employees as well as mentor them to ensure that they execute their roles effectively. This should entail cross train of team members to ensure that in the absence of another employee is absent; the operations will still run smoothly.
Like any other organization, employees in Whole food may retire or leave their careers for various reasons. Therefore, there is a need for having an effective succession plan that will ensure that employees find fair and equal. In accordance with the firm’s objectives and core values, there is a need to find a succession plan that supports or manifest the values. The firm should first point out the roles and task that need succession (Mattone, 2013) . It should define the motivational profile and competencies required needed to execute the functions. Assess individuals against the provided criteria. Point out the talent pools that may perform well in the roles and lastly develop and train the chosen employees to take a new position.
Notably, Whole food is an employee-oriented organization which uses teams in its operations. Therefore, there is a need to use the teams during succession. Illustratively, teams may be asked to select one of their group members who they feel that he or she has the required skills and talent to assimilate the position. Apart from that, they may be asked to vote for the individuals they feel should have the job. By using teams in succession, succession is fairer, and the rest of the employees tend to feel happy and comfortable with the succession plan. Additionally, such a succession planning Whole Food supports its core value of employees supporting other employees.
References
Charan, R., Drotter, S. J., & Noel, J. L. (2011). The leadership pipeline: How to build the leadership powered company . San Francisco, Calif: Jossey-Bass.
Mattone, J. (2013). Powerful succession planning . New York: American Management Association.
Rothwell, W. J., Prescott, R. K., Lindholm, J., Yarrish, K. K., Zaballero, A. G., & Benscoter, G. M. (2012). The encyclopedia of human resource management . San Francisco: Pfeiffer.
