Firstly, as entering the Indian market implies an ample recruitment process, Wal-Mart's HR department could use a recruiting metric encompassing the following indicators: the vacant period, the performance of the new hires, managers' satisfaction, the turnover rate for new employees, and the financial repercussions of inadequate hires (http://www.strategy2act.com/solutions/hr_metrics.htm).

Secondly, job satisfaction seems to be essential to Indian employees. Therefore, this can be measured with the help of a training and development metric comprising: learning opportunities (the percentage of those who are content with the learning opportunities in the organization), on-the-job learning possibilities (the percentage of the staff being satisfied with the on-the-job learning), the chance to use skills (the percentage of those employees who apply their knowledge and abilities), taking part in meaningful work (the percentage of those who consider that they are engaged in activities that effectively contribute to the organization's laudable performance) (Belani, 2006).

For the two measurements...
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