Case Studies
Case: TRAINING FOR EXCELLENCE AT WEGMANS FOOD MARKETS
Introduction:
Wegman Food Markets, a regional supermarket chain based in Rochester, New York, is one of the top 75 U.S. supermarkets in terms of sales volume.
With its unique way of Human Resource Management, WFM gained respect in the industry by giving specialized trainings to its employees to improve the output of its work, increase production and customer satisfaction.
The WFM assumes that people who understand what they are selling and who care about costumers will naturally be able to sell by providing value to the customer through their knowledge and positive attitude.
Also, the Wegman includes youth to work in teams to gain knowledge of the company values and mode of job.
Statement of the Problem:
Training employees is an aspect of Human Resource Management that must be taken into a closer look. Increased in production does not only compels effective manager but also efficient workers. Without effective trained employees a business could not achieve greater outputs in its products or services. Educating workers about the nature of the job in a very critical manner entails training them both theoretical and technical. As what we know, learning cannot only come in the four corners of a room but it also come from outside the walls.
SWOT ANALYSIS:
Strength:
Effectiveness issues can come in any manner on any aspect: they could be technical skills, theoretical skills, psychological skills or social skills. Giving a fine look to these aspects would unarguably develop the product/service output of an employee. As such, providing trainings for employees would generate sales to a company and satisfying the desired working conditions of every worker.
Weakness:
Primarily, providing trainings to workers entails a portion of the company’s time effort and money. If the employees will be training for a period of time, the quantity of the products generated at certain time
Introduction:
Wegman Food Markets, a regional supermarket chain based in Rochester, New York, is one of the top 75 U.S. supermarkets in terms of sales volume.
With its unique way of Human Resource Management, WFM gained respect in the industry by giving specialized trainings to its employees to improve the output of its work, increase production and customer satisfaction.
The WFM assumes that people who understand what they are selling and who care about costumers will naturally be able to sell by providing value to the customer through their knowledge and positive attitude.
Also, the Wegman includes youth to work in teams to gain knowledge of the company values and mode of job.
Statement of the Problem:
Training employees is an aspect of Human Resource Management that must be taken into a closer look. Increased in production does not only compels effective manager but also efficient workers. Without effective trained employees a business could not achieve greater outputs in its products or services. Educating workers about the nature of the job in a very critical manner entails training them both theoretical and technical. As what we know, learning cannot only come in the four corners of a room but it also come from outside the walls.
SWOT ANALYSIS:
Strength:
Effectiveness issues can come in any manner on any aspect: they could be technical skills, theoretical skills, psychological skills or social skills. Giving a fine look to these aspects would unarguably develop the product/service output of an employee. As such, providing trainings for employees would generate sales to a company and satisfying the desired working conditions of every worker.
Weakness:
Primarily, providing trainings to workers entails a portion of the company’s time effort and money. If the employees will be training for a period of time, the quantity of the products generated at certain time