HRM Presentation Cassandra Gray | Constantine Johns | John Lanham - - PowerPoint PPT Presentation

HRM Presentation

Cassandra Gray | Constantine Johns | John Lanham

Family Dollar History

• First store was opened in November 1959 in Charlotte, North Carolina by 21

year old entrepreneur Leon Levine.

• Operates more than 8,100 locations; present in 46 states; has 11 distribution

centers and employs over 60,000 people.

• 1970 Family Dollar went public
• 2002 Family Dollar joined the Fortune 500 list of largest publicly held companies
• 2003 Howard Levine takes over
• July 2014, Dollar Tree purchased Family Dollar for $8.5 billion

CURRENT

• “Be a compelling place to shop, work,

and invest.”

• “For our associates, we offer a

compelling place to work by providing exceptional opportunities and rewards for achievement.”

• “For our investors, we offer a

compelling place to invest by providing outstanding returns.”

• Interconnectivity of all three main

components of mission statement

RECOMMENDED

• Create a new mission statement to

encapsulate the importance of each

• f the three: Shop, work, invest
• “Through community, provide

happiness!”

• Work together as a team and hold

eachother accountable.

Company Strategy

CURRENT

• Completed on employee’s

anniversary date.

• Performance is evaluated using a

Behavior-Oriented Rating Method and Results-Oriented Rating Method.

• Discuss personal performance

and store performance.

• Employee is ranked on a 1-10

scale in relation to Family Dollar’s

• verall objectives.

RECOMMENDED

• Completed on employee’s

anniversary date

• Performance is evaluated using a

Management by Objectives Method

• Collaborative method to define

and reiterate values, goals, and

• bjectives
• Determine measurement

tool

Annual Performance Reviews

CURRENT

• No unnatural hair colors; no visible

tattoos or piercings

• Dress Code left up to the store

manager’s discretion.

• Classic red Family Dollar shirt with

dark colored pants.

• Employees to hold a high standard
• f ethical and good business.

RECOMMENDED

• Dress Code policy is in writing

and is kept up to date

• Show courtesy to co-workers and

customers.

• Dress in a presentable manner

w/ proper hygiene.

• Enforce policy; make employee
• change. Discuss in private.

Dress Code Policy

CURRENT

• Online Application
• Background Check
• Drug Test On/Off Site
• No performance or behavioral

questions RECOMMENDED

• Detailed Online Application
• Outside Sources
• Background Check
• Face-to-Face interview

○ Personality Measures ○ Personality Traits ○ Social Skills ○ In-Basket Test

• Drug Test

Hiring Policy

CURRENT

• Training and education for new

hires includes an online training program.

• Training is 100% online and

required new hires to complete training within two weeks of employment.

• Shadowing of current employee
• Investing in leadership
• Keeps costs low

RECOMMENDED

• Formal training program with a

training manager for 4-12 weeks. ○ Helps make employees feel valued! ○ Properly train them in their assigned positions. ○ Allows employees to learn company culture.

• Quarterly check-ins with

training manager.

• On-going training options.

Training & Education

CURRENT

• Diversity is a current goal of

Family Dollar.

• Customer satisfaction derives

from employee engagement and diverse high performing teams.

• Programs in place to be more

store-centric

• 2013 - development of Field

Leadership Team

RECOMMENDED

• Diversity is a prominent factor in the

eyes of Family Dollar - keep this!

• Diverse workforce embodies different

perspectives - leadership must value variety of opinion and insight

• Diversity Training should be

implemented.

• 84% of companies who maintain

diversity programs citing benefits such as a better public image, lower employee turnover, and improved profitability

Diversity + Implementation

CURRENT

• Hourly, minimum wage
• Tenure and great performance of

employee tasks can increase pay

• Medical benefit eligibility

measured by hours (30+) worked

• ver a defined period of time
• Benefits provided by BlueCross

BlueShield Healthcare

RECOMMENDED

• No change to pay structure
• Rather than increased benefits...

increase potential for promotion within

• “Increased pay alone does not

provide enough incentive for employment”

• Achievable employee goals

Worker Pay

CURRENT

• Open door policy for all

incidents

• First communication with

store or district manager, or regional vice president → HR

• Employee may seek external

guidance RECOMMENDED

• Work collaboratively through

conflicts and disputes

• Educate vs. punish
• Open communication between

managers and employee

• Meeting held outside of

workplace and work hours

• Contract formation to improve

and sustain

Worker Discipline & Procedural Justice

CURRENT

• At-will employment
• Vacation pay is paid to all

employees who leave with good standing

• No union relations
• No layoff policies

RECOMMENDED

• Figurative, “three-strike” policy
• Decisions and discussions arise

from previous contract formation and subsequent violation

• Decisions and discussion based
• n entire employee’s work history
• Retail → high turnover rate...

make termination quick and easy

• Pay remaining salary or hours if

need

Termination Procedures

Conclusion

• Human Resource Management is an essential part to the successes and or

failures of a business.

• HRM is one of the toughest duties that a company faces in business.
• Success of the company greatly depends on the capabilities of its members.
• Family Dollar, Inc. has done well thus far and will continue to be successful

but our suggestions would greatly enhance the existing processes.