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CONTENTS
• INTRODUCTION• HISTORY OF WEGMANS• VALUES AND WORKCULTURE• BENEFITS GIVEN TO EMPLOYEES• FUTURE OF WEGMANS
INTRODUCTION
• MAJOR GROCERY RETAIL STORE IN U.S• RANKED 3rd BY FORTUNE• LOW ATTRITION RATES• GOOD CUSTOMER SERVICE• HIGH PAY AND BENEFITS TO EMPLOYEES
1916
•Founded by Wegman Bros
•Fruit & Vegetable Company
1920’s
•Purchased the Seel Grocery Co
•Expanded their operations
1930’s
•Store were incorporated as Wegman’s Food Market
•Introduced refrigerated display windows and vaporized water sprays to keep produce fresh
1940’s
•Frozen foods were introduced
•Robert Wegman converted stores to self-service format.
1950’s
•Employee benefits program - more than 350 full-time employees
•Diversified into related businesses
1970’s
•Started setting up new stores at 40,000 Sq Ft.
•3rd retail chain to use Electronic cash register
History
1970’s
Opened Home improvement centerPurchased Bilt-Rit Chase-Pitkin IncExpanded Bilt-Rit chainDaniel became the president in 1976Developed private label buying and its brand item chain wide
1980’s
1990’s
1st Pvt. Company offered child care serviceBecame a most popular supermarket chain inNYPositioned it as an advocate of better health and nutritionLaunched ‘Strive for Five’Opened stores outside NY state
Installed ATM’s & provided service Federal credit union for employees were createdFortune Rated best supermarket in US for customer servicesLaunched Work Scholarship Connection
WEGMANS WAY
POPULAR WITH COUSTEMER INSTORE EXPERIENCE
LARGER THAN ANY OTHER SUPER MARKET IN US
ATTRACTIVE DISPLAYS & VARIETY IN PRODUCTS:
FRESH PRODUCTS,SEA FOOD,MEAT PRODUCT,CHEESE & WINE SHOP
CONT…
INNOVATIVE IDEAS – CONDUCTING COOKING CLASSES
GOING OPPOSITE WITH THEIR COMPETETOR SUCH AS WALMART SCM
INCREASE IN SALES UPTO US $ 950000 PER WEEK WHILE OTHERS US $ 360000
WORKING AT WEGMANS
• BEST RETENTION RATES
• SKILLSET OF EMPLOYEES
• QUOTES FROM NEHRA(northeast human resource association)
• WEGMANS VALUES SYSTEM
FIVE VALUES :
• 1.We care about people• 2.High standards are a way of life. We pursue
excellence in everything we do• 3.We make difference in every community we
serve.• 4.We respect our people• 5.We empower our people to make decisions
that improve their work and benefit our customers and our company.
• WEGMANS MOTTO –”Everyday you get your best”
• KNOWLEDGEABLE EMPLOYEES —CORE COMPETANCE
• TRAINING TO EMPLOYEES• REQUEST FROM
CUSTOMERS
Employee Empowerment
Collaboration & ExperimentationNon- Hierarchical set-upGo out PermissionImpact on SalesReduced spoilageCredit
Health taken care Switch to generic drug
Saved US $ 2 millionTrust Innovation welcomedProduct list presented includedInventory control
Generous Employee Benefits @
Health and Life Insurance
Profit Sharing
Educational Initiatives
Scholarships• Foundation for the future• To improve qualification• College tuition reimbursement• For both full and part time employees.
Types of scholarships
• Wegmans employee scholarship program (US$ 59 million spent on 19,000 employees)
• Wegmans youth program (US$54 million spent on 17,500 employees)
Now, lets hear to Kevin (Distribution In-Charge) at Wegmans
School dropout.Has a family to take care.Can he work and also finish his education?
“ I don’t think there are very many companies out there, hand them
your school schedule and them
work around your school schedule"
Kevin
Recognitions• Awarded The American Business Press Points of Light Award.• New York used the program as a model.
More Benefits!!!
• Top salaries• Satisfying work experience• Blue Cross/Blue Shield medical insurance• Vacation pay• 401 (k) Retirement Plan• Adoption assistance
(Source: wegmans.com) Happy Employees
The human touch story
Culture nurturing….through
Informal story telling
mechanism
Formal story telling mechanism
Participation….
Top management
Employees at each level
Formal storytelling mechanism
Meeting in a box
program
“Who we are”
Contents…
Experiences of top managerial
Experiences of middle level
employees
Experiences of lower level employees
Stories about the success
Stories about the failures
Benefits…..
Employee articulates the organization’s vision
Living organization's value
Helps in solving problems of each other
Taking corrective measures
Motivates employees
Helpful for new employees
Key factors of success..
Core competency of excellent human
resource
Slow pace of expansion
Adequate employee trainings
Expansion after full preparation
ABHISHEK KUMAR BRAHMA AMARJEET KUMAR DEEPESH KUMAR NILANKAN DEY NEERAJ KUMAR SINGH TARUN SARAF
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