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CONTENTS
•INTRODUCTION•HISTORY OF WEGMANS•VALUES AND WORKCULTURE•BENEFITS GIVEN TO EMPLOYEES•FUTURE OF WEGMANS
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INTRODUCTION
•MAJOR GROCERY RETAIL STORE IN U.S•RANKED 3rd BY FORTUNE•LOW ATTRITION RATES•GOOD CUSTOMER SERVICE•HIGH PAY AND BENEFITS TO
EMPLOYEES
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History
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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
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
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2008Ranked #3 on the FortuneCelebrated consecutive 11 years of being on Fortune magazine’s “100 Best Companies to Work For.
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WEGMANS WAY
INSTORE EXPERIENCE
ATTRACTIVE DISPLAYS,FRESH PRODUCTS
INNOVATIVE IDEAS – COOKING CLASSES
VARIETY IN PRODUCTS
INCREASE IN SALES
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WORKING AT WEGMANS
• BEST RETENTION RATES
• SKILLSET OF EMPLOYEES
• QUOTES FROM NEHRA(northeast human resource association)
• WEGMANS VALUES SYSTEM
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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.
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•WEGMANS MOTTO –”Everyday you get your best”
•KNOWLEDGEABLE EMPLOYEES —CORE COMPETANCE
•TRAINING TO EMPLOYEES
•REQUEST FROM CUSTOMERS
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Employee EmpowermentCollaboration & ExperimentationNon- Hierarchical set-upGo out PermissionImpact on SalesReduced spoilageCredit
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Health taken care Switch to generic drug
Saved US $ 2 millionTrust Innovation welcomedProduct list presented includedInventory control
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Generous Employee Benefits @
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Health and Life Insurance
Profit Sharing
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Educational Initiatives
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Scholarships
•Foundation for the future•To improve qualification•College tuition reimbursement•For both full and part time employees.
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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)
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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?
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“ I don’t think there are very many companies out there, hand them
your school schedule and them
work around your school schedule"
Kevin
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Recognitions• Awarded The American Business Press Points of Light Award.• New York used the program as a model.
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More Benefits!!!
•Top salaries•Satisfying work experience•Blue Cross/Blue Shield medical insurance•Vacation pay•401 (k) Retirement Plan•Adoption assistance
(Source: wegmans.com)Hap
py Employees
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The human touch story
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Culture nurturing…..through
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Storytelling…
Informal story
telling mechanism
Formal story telling
mechanism
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Participation….
Top management
Employees at each level
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Formal storytelling mechanism
Meeting in a box
program
“Who we are”
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Contents
…
Experiences of top managerial
Experiences of middle level
employees
Experiences of lower level
employees
Stories about the success
Stories about the failures
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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
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At the forefront
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Key factors of success..
Core competency of excellent human
resource
Slow pace of expansion
Adequate employee trainings
Expansion after full preparation
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Cont
…Allotment of existing
employees in the new expansion
Family owned company
Regular interactions with employees
Not answerable to outsiders
Low attrition rate
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