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The median annual salary of hourly workers hovers in the $20,000 a year range, with in-store management earning a median salary in the range of $54,000 to $60,000 a year.
Figure 1: Wal-Mart Organizational Structure benefit x # associates) SUPERVISOR BENEFITS PER WEEK BY DEPT (40 hrs x avg. benefit x # associates) AUTOMOTIVE
Conclusion
Wal-Mart's organizational structure is specifically designed to enable hourly workers for complete nearly every position in a Wal-Mart SuperCenter yet the benefits and compensations structures have a wide variation in them between part-time workers, full-time workers and managers. From an economic impact standpoint, with a $470,331 run rate per week necessary to keep any given SuperCenter breaking even and delivering onto to company-wide overhead, the competitive practices necessary to reach this level disrupt smaller local and regional competitors severely. The average Wal-Mart employee earns $9.70 per hour and is often kept to part-time status so the company does not have to pay medical benefits. With evidence of discrimination to women and monitories (Drogin, 2003) and investigations into the hiring practices of part-time staff (Adamy, 2008) the benefits and compensation practices of Wal-Mart will continue to face scrutiny. Compensation and benefits are more oriented towards keeping any given SuperCenter profitable and growing in efficiency, often having full-time associates fulfill a variety of roles, some focused on keeping the supply chain functioning efficiently and others focused on retailing.
Appendices:
Wage Analysis Table By Department Showing Wage Rates
WAL-MART DEPARTMENTS ASSOCIATES NEEDED BY DEPARTMENT (assumes 24 hr. operation) SUPERVISORS REQUIRED BY DEPARTMENT ASSOCIATE HRLY AVERAGE WAGE SUPERVISOR HRLY AVERAGE WAGE ASSOCIATE WAGES PER WEEK BY DEPT (40 hrs x avg. wage x # associates) SUPERVISOR WAGES PER WEEK BY DEPT (40 hrs x avg. wage x # associates) OVERNIGHT ASSOCIATES
NIGHT RECEIVING
DAY RECEIVING
SERVICE DELI
MERCH DEPTS
INFANTS/TODDLERS
DOMESTIC GOODS
FRONT END
HORTICULTURE
OPTICAL PROFESSIONAL
RECEIVING
SECURITY
TOYS
PRODUCE
SPORTING GOODS
BACK OFFICE
AUTOMOTIVE
DAIRY PRODUCTS
HARDWARE
HOUSEWARES
MAINTENANCE
PAPER GOODS
PHARMACY
PIECE GOODS
SHOES
DEMOS
HEALTH AND BEAUTY AIDS
PETS AND SUPPLIES
STATIONARY AND BOOKS
GROCERY DRY GOODS
JEWELRY
BAKERY
CANDY, TOBACCO, COOKIES
ELECTRONICS
HOSIERY
LADIES SPORTSWEAR
MEAT
MENS WEAR
BACK OFFICE
BAKERY
CANDY, TOBACCO, COOKIES
DAIRY PRODUCTS
DAY RECEIVING
DEMOS
DOMESTIC GOODS
ELECTRONICS
FRONT END
GROCERY DRY GOODS
HARDWARE
HEALTH AND BEAUTY AIDS
HORTICULTURE
HOSIERY
HOUSEWARES
INFANTS/TODDLERS
JEWELRY
LADIES SPORTSWEAR
MAINTENANCE
MEAT
MENS WEAR
MERCH DEPTS
NIGHT RECEIVING
OPTICAL PROFESSIONAL
OVERNIGHT ASSOCIATES
PAPER GOODS
PETS AND SUPPLIES
PHARMACY
PIECE GOODS
PRODUCE
RECEIVING
SECURITY
SERVICE DELI
SHOES
SPORTING GOODS
STATIONARY AND BOOKS
TOYS
References
Janet Adamy (2008). Wal-Mart's Employee Health Benefits Come Under Fire. Knight Ridder Tribune Business News,1. Retrieved February 19, 2009, from ABI/INFORM Dateline database. (Document ID: 425264391).
Elizabeth E. Davis, Matthew Freedman, Julia Lane, Brian McCall, et al. (2006). SUPERMARKET HUMAN RESOURCE PRACTICES AND COMPETITION FROM MASS MERCHANDISERS. American Journal of Agricultural Economics, 88(5), 1289. Retrieved February 13, 2009, from ABI/INFORM Global database. (Document ID: 1174862211).
Richard Drogin, Ph. D. (2003) - STATISTICAL ANALYSIS OF GENDER PATTERNS IN WAL-MART WORKFORCE, February, 2003
Drogin, Kakigi & Associates, Berkeley, CA 94705
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