Free Walmart's Live Better U Case Study Solution | Assignment Help

MBA Staff Writer
Written by Gary F. Smith
Publish Date: 2024-12-03

Harvard Case - Walmart's Live Better U

"Walmart's Live Better U" Harvard business case study is written by Boris Groysberg, Annelena Lobb, Kerry Herman. It deals with the challenges in the field of Human Resource Management. The case study is 23 page(s) long and it was first published on : Mar 21, 2023

At Fern Fort University, we recommend Walmart implement a comprehensive talent management strategy for Live Better U, focusing on attracting, developing, and retaining a diverse workforce. This strategy should leverage technology and analytics to personalize learning experiences, enhance employee engagement, and drive business outcomes.

2. Background

Walmart's Live Better U program aims to provide employees with access to affordable education and career development opportunities. The program, launched in 2018, offers over 100 fully-funded associate degrees and certificates in various fields. However, the case study highlights several challenges:

  • Low participation: Despite the program's potential, employee participation has been lower than anticipated.
  • Limited career advancement: Many employees struggle to translate their new qualifications into tangible career advancements within Walmart.
  • Lack of clear strategy: The program lacks a clear and comprehensive talent management strategy to support its long-term success.

The main protagonists of the case study are Walmart's senior leadership, responsible for developing and implementing the Live Better U program, and the employees who are the intended beneficiaries of the program.

3. Analysis of the Case Study

To analyze the case, we can utilize the Human Resource Management (HRM) framework, focusing on the following key areas:

  • Talent Acquisition: Walmart needs to implement effective recruitment strategies to attract individuals interested in pursuing education and career advancement. This includes leveraging social media, partnering with educational institutions, and promoting the program to potential candidates.
  • Talent Development: The program needs to be tailored to individual employee needs and career aspirations. This requires utilizing technology and analytics to personalize learning experiences, offering mentorship programs, and creating clear pathways for career advancement.
  • Employee Engagement: Walmart needs to foster an environment that values employee development and encourages participation in Live Better U. This can be achieved through communication campaigns, employee recognition programs, and creating a culture of continuous learning.
  • Employee Retention: The program should be designed to retain skilled employees by providing opportunities for growth, development, and advancement. This includes offering competitive compensation and benefits packages and creating a positive work environment.

4. Recommendations

  1. Develop a Comprehensive Talent Management Strategy: Walmart should develop a comprehensive talent management strategy for Live Better U, aligning it with the company's overall business objectives. This strategy should encompass the following:

    • Strategic HR Planning: Align Live Better U with Walmart's workforce planning needs, anticipating future skill gaps and identifying talent pipelines.
    • Organizational Development: Develop a clear organizational structure and design that supports career advancement opportunities for Live Better U graduates.
    • Performance Management: Establish a robust performance management system that incorporates employee development and career progression plans.
    • Employee Engagement: Develop strategies to enhance employee engagement with Live Better U, including communication campaigns, employee recognition programs, and fostering a culture of continuous learning.
    • Employee Retention: Implement retention strategies such as competitive compensation and benefits, career development programs, and a positive work environment.

  2. Leverage Technology and Analytics: Walmart should leverage technology and analytics to personalize learning experiences, enhance program effectiveness, and track key performance indicators. This includes:

    • HR Analytics: Utilize data to analyze program participation, identify employee needs, and measure the impact of Live Better U on employee performance and retention.
    • Recruitment Technology: Implement recruitment technologies to reach a wider pool of candidates and streamline the hiring process.
    • Learning Management Systems (LMS): Utilize an LMS to personalize learning experiences, track employee progress, and provide customized feedback.

  3. Foster a Culture of Continuous Learning: Walmart should create a culture that values employee development and encourages participation in Live Better U. This can be achieved through:

    • Leadership Development: Train managers and leaders on the importance of employee development and how to support Live Better U participants.
    • Change Management: Implement change management strategies to effectively communicate the benefits of Live Better U and address employee concerns.
    • Corporate Culture: Promote a culture of continuous learning and development, emphasizing the value of education and career advancement.

  4. Promote Diversity and Inclusion: Walmart should actively promote diversity and inclusion within Live Better U, ensuring equal access to educational opportunities for all employees. This includes:

    • Diversity and Inclusion Training: Provide training to managers and employees on diversity and inclusion best practices.
    • Recruitment Strategies: Develop recruitment strategies to attract a diverse pool of candidates.
    • Mentorship Programs: Establish mentorship programs that connect employees from diverse backgrounds.

5. Basis of Recommendations

These recommendations are based on the following considerations:

  • Core competencies and consistency with mission: Live Better U aligns with Walmart's mission of providing opportunities for its employees and contributing to their well-being.
  • External customers and internal clients: The program benefits both Walmart and its employees. It helps Walmart attract and retain talent, while providing employees with valuable skills and career advancement opportunities.
  • Competitors: Walmart's competitors are increasingly investing in employee development programs, making it crucial for Walmart to stay competitive in attracting and retaining talent.
  • Attractiveness: The program's attractiveness can be measured through employee participation, retention rates, and the impact on employee performance and career advancement.

6. Conclusion

By implementing a comprehensive talent management strategy, leveraging technology and analytics, and fostering a culture of continuous learning, Walmart can maximize the impact of Live Better U, driving employee engagement, retention, and business outcomes. This approach will position Walmart as an employer of choice, attracting and retaining a diverse and highly skilled workforce.

7. Discussion

Other alternatives not selected include:

  • Outsourcing Live Better U: Walmart could outsource the program to a third-party provider, potentially reducing costs but potentially losing control over program quality and alignment with Walmart's values.
  • Limited Scope: Walmart could focus on a smaller scope of educational offerings, potentially reducing costs but limiting the program's impact on employee development and career advancement.

Key assumptions of our recommendations include:

  • Employee willingness to participate: We assume employees will be motivated to participate in Live Better U, given the opportunity for career advancement and personal growth.
  • Management support: We assume Walmart's leadership will fully support the program and provide the necessary resources for its success.
  • Technology adoption: We assume employees will be comfortable using technology for learning and career development.

8. Next Steps

  1. Develop a detailed implementation plan: This plan should outline specific actions, timelines, and resource requirements.
  2. Pilot the program: Pilot the program with a smaller group of employees to gather feedback and refine the program design.
  3. Communicate the program to employees: Develop a comprehensive communication plan to inform employees about Live Better U and its benefits.
  4. Monitor and evaluate the program: Establish key performance indicators (KPIs) to track the program's impact on employee engagement, retention, and business outcomes.
  5. Continuously improve the program: Based on ongoing monitoring and evaluation, make adjustments to the program to ensure its effectiveness and relevance.

By taking these steps, Walmart can transform Live Better U into a successful talent management program that drives employee engagement, retention, and business growth.

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Case Description

Walmart's LBU program, which allowed its frontline employees and managers to attend college at Walmart's expense, had expanded and changed over the course of five years. How could Walmart better develop the program for its associates and use it to meet the company's own talent needs?

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