Wegmans' Key Strength in Terms of HRM Essay

Wegmans' key strength in terms of HRM is that it has an exceptional retention rate, so employing more strategies to improve retention is probably not warranted. Rather, Wegmans can provide a benchmark for retention that other companies can use -- they can look to Wegmans for policy advice.

Recommend Retention Strategies

Wegmans succeeds by providing employees with a strong social environment, generous benefits and flexible scheduling, three things that specifically appeal to the types of employees that Wegmans is seeking. Having a corporate culture that encourages employees to remain with the company, and provides a working atmosphere that employees find desirable, is often cited as one of the most important factors in earning high retention rates. Wegmans does an excellent job of this, and in part this is because employee retention is a personal matter there. At Wegmans, employees are treated as individuals with needs, and the company sees to it that it meets those needs. The employees do not feel as though they have an impersonal relationship with the company.Another key strategy that Wegmans utilizes that would be a good benchmark for other companies is that it has a combination of hiring employees who are stable and retainable, but the company also allows for some growth opportunities for the better performers. One of the catch-22s of retention is that employees often leave when they find they are not able to advance to their liking, but companies with high retention rates have fewer opportunities for advancement. Finding the right employees is therefore critical, and Wegmans has done an exceptional job of matching people with positions appropriate to their ambition level. Workers who seek advancement are unlikely to find themselves buried in a job that offers none.

Non-Recommended Retention Strategies

There are some strategies for retention that Wegmans should not adopt, because those strategies are ill-suited for the type of company that Wegmans is. For example, retention strategies at high-tech companies are often ill-suited….....