Walgreens Scores Victory with Volunteers

Walgreens Scores Victory with Volunteers

In an effort to better utilize the talent level of its human resources, Walgreens created an innovative talent management program for its finance division, which involved getting input from current employee who volunteered their time to help the firm. A key component of this career development plan was the use of HR business partners throughout the organization who worked with operational leaders to create skills-based training programs for employees. By focusing on the development of important skills, current workers would ideally be better prepared for the challenges and opportunities that existed in Walgreens. What made this program particularly unique is its reliance on volunteers to identify important skill sets and create the kinds of initiatives that would help employees gain the most relevant competencies.

The creation this training and career development effort was a detailed process that required extensive teamwork, coordination, and strategic planning. Theprimary components of the program were also based on several key themes and institutional approaches:

1.       Walgreens initially advertised and promoted the program in the company newsletter and in various meetings.  Employee volunteers were told that their commitment to the program would ultimately help all workers enhance their long-term career opportunities at Walgreens.   This strategy generated great interest among employees and the company quickly identified the appropriate number of volunteers to kick off the initiative.

2.       Development blueprints were developed by employees so that individuals could better control their own career prospects at Walgreens.

These blueprints helped

·         Identify possible employment paths that operated through a variety of career tracks;

·         Provide the proper training activates and enhancement  opportunities that facilitate the accomplishment of career goals; and

·         Position the company as a desirable employer.

3.       A multistep phase in of the program was initiated which involve placing employees on teams that supervised different functional components of the blueprint model.  These components included training and development, managerial succession, reward systems, technology utilization, metric identification and scorecards (using and employee survey) and many others.

4.       Online educational videos and multimedia content was offered to employees to enhance their career development in the firm.

While the program has improved talent management at Walgreens, another big change has occurred because finance and accounting professionals were trained to better manage human resources, broadening the discipline’s appeal across professional boundaries. 

Please read the entitled “Walgreens Scores Victory with Volunteers”.

Write a 2-3 page paper.  In your paper discuss the following:

• Why was it good for Walgreens to get input from volunteers?
• Why was it necessary to rely on employee blueprints to enhance career management in the company?
• Why was it important to familiarize individuals in other business functions of the organization? How should this approach help Walgreens?

Include a cover sheet and 2-3 references. Only 2 to 3 website reference will be allowed (not Wikipedia).  Please adhere to the Publication Manual of the American Psychological Association (APA), 6th ed., 2nd printing when writing and submitting assignments and papers.

Use APA format, TNR 12 point front, Doable spaced, 1 inch merging, Include a title page. Cite your references within the text.

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