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JWI_521_List_of_Professional_Competencies1.pdf
USA.docx
Field_AreaManagerOpsManagerHROM_2025.pdf
Week4AssignmentRecruiting.jpeg
JWI_521_Assignment_1_12461.pdf

JWI_521_List_of_Professional_Competencies1.pdf

JWI 521: Recruit, Develop, Assess, Reward, Retain List of Professional Competencies

© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This course guide is subject to change based on the needs of the class. JWMI 521 – List of Professional Competencies (1236) Page 1 of 1

COMPETENCIES

INTELLECTUAL

Intelligence

Analysis Skills

Conceptual Ability

Strategic Skills

PERSONAL

Integrity

Organization/Planning

Self-Awareness

Adaptability

INTERPERSONAL

Listening

Team Player

Communications — Oral

Communications — Written

MANAGEMENT

Selecting A Players

Coaching

Empowerment

Accountability

COMPETENCIES

LEADERSHIP

Vision

Change Leadership

Conflict Management

MOTIVATIONAL

Energy

Passion

Tenacity

USA.docx

(USA) Area Manager Sam’s Club Job Description:

· Implement the business plan for assigned areas of responsibility by communicating goals and managing staffing and scheduling assigning duties and coordinating workloads to achieve facility goals.

· Identifies associate customer and supplier concerns by listening and consulting with others when needed to determine corrective action to take or make recommendations to resolve concerns.

· Monitors and managing productivity of assigned areas of responsibility by preparing, reviewing, and analyzing business reports.

· Maintains quality and safety standards in the assigned area of responsibility by ensuring associates are trained in logistics and company policies standards and procedures monitoring associate compliance with logistics and company policies standards and procedures distributing and maintaining procedures and supporting documentation.

· Supervises and develops associates and leaders in assigned areas of responsibility by assigning duties and coordinating workloads, monitoring performance, and providing feedback identifying training and development needs and participating in the hiring promotion coaching teaching and evaluation of associates and leaders.

· Manages the maintenance and installation of systems hardware and software by overseeing the installation of new replacement or additional systems ensuring that the necessary repairs are completed on existing systems and tracking inventory and ordering system components as needed.

· Manages the troubleshooting of systems applications by working on systems problem resolution with Information Systems Division and vendors and supporting the continuing development of current and future systems applications.

· Demonstrates UpToDate expertise and applies this to the development execution and improvement of action plans by providing expert advice and guidance to others in the application of information and best practices supporting and aligning efforts to meet customer and business needs and building commitment for perspectives and rationales.

· Provides and supports the implementation of business solutions by building relationships and partnerships with key stakeholders identifying business needs determining and carrying out necessary processes and practices monitoring progress and results recognizing and capitalizing on improvement opportunities and adapting to competing demands, organizational changes and new responsibilities.

· Models’ compliance with company policies and procedures and supports company mission values and standards of ethics and integrity by incorporating these into the development and implementation of business plans using the Open Door Policy and demonstrating and assisting others with how to apply these in executing business processes and practices.

· Respect for the Individual Builds high performing teams embraces differences in people cultures ideas and experiences creates a workplace where associates feel seen supported and connected through a culture of belonging creates opportunities for all associates to thrive and performx000B.

· Respect the Individual Works collaboratively builds strong and trusting relationships communicates with impact energy and positivity to motivate and influencex000B.

· Respect the Individual Attracts and retain the best talent empowers and develop talent and recognize other contributions and accomplishments.

· Act with Integrity Maintains and promotes the highest standards of integrity ethics and compliance models the Walmart values to support and foster our culture holds oneself and others accountable supports Walmart’s goal of becoming a regenerative company by making a positive impact for associates customers members and the world around us creating a sense of belonging eliminating waste participating in local giving.

· Act with Integrity Acts in a selfless manner and is consistently humble self-aware honest fair and transparent.

· Serve Our Customers and Members Delivers results while taking the customer first into consideration and adapts to where and when customers shop and apply the EDLP and EDLC business models to all plans.

· Serve Our Customers and Members Makes decisions based on data insights and analysis balances short- and long-term priorities and considers our customers’ fellow associates shareholders suppliers business partners and communities when making plans.

· Strive for Excellence Displays curiosity and a desire to learn takes calculated risks demonstrates courage and resilience and encourages learning from mistakes.

· Strive for Excellence Drives continuous improvements adopts and encourages the use of new technologies and skills and supports others through change.

At Sam's Club, we offer competitive pay as well as performance-based bonus awards and other great benefits for a happier mind, body, and wallet!

Field_AreaManagerOpsManagerHROM_2025.pdf

Confidential and Proprietary to Walmart Inc., DO NOT FORWARD Last Modified: 12/16/2024

Page 1 of 4

Leadership Expectations Interview Guide:

Area Manager, Ops Manager & HROM

Date:

Interviewer:

Role

Candidate:

Quick Tips

• Be specific and focus on observed behaviors (not your perceptions). • Use the provided probing questions to gather additional information, where appropriate. • Do NOT take notes at any time during the interview.

Leadership Expectations Rating Scale

Highly Ineffective

Described performance that was clearly below the requirements of the job

Mostly Ineffective

Described performance that required improvement or did not fully meet the requirements of the job.

Effective Described performance that fully met the requirements of the job.

Mostly Effective

Described performance that exceeded some job requirements but did not fully meet the standards of excellence.

Highly Effective

Described performance that set the standard of excellence and exceeded the requirements of the job.

Confidential and Proprietary to Walmart Inc., DO NOT FORWARD Last Modified: 12/16/2024

Page 2 of 4

Strive for Excellence

Question: Tell me about a time when you had to quickly adapt to changing priorities. Suggested Probes • What was the situation? • How did you adapt to deal with the situation? • What was the outcome?

(1)

Highly Ineffective (2)

Mostly Ineffective (3)

Effective (4)

Mostly Effective (5)

Highly Effective

Highly Ineffective/Mostly Ineffective Mostly Effective/Highly Effective • Prefers to stick to the original plan if at all

possible. • Can become overwhelmed when dealing with

difficult situations. • Avoids difficult problems

• Does not get overwhelmed when dealing with difficult situations.

• Takes on difficult challenges • Persists in the face of adversity

Service to the Customer

Question: Tell me about a time when you identified inefficacies within a process you needed to follow. Suggested Probes • What was the process? • How did you identify the improvement? • What were the results of your efforts?

(1)

Highly Ineffective (2)

Mostly Ineffective (3)

Effective (4)

Mostly Effective (5)

Highly Effective

Highly Ineffective/Mostly Ineffective Mostly Effective/Highly Effective • Relies more on gut instinct to make decisions

and does not leverage data and analytics. • Unable to balance short- and long-term

priorities. • Fails to consider other parties such as

customers, fellow associates, suppliers, business partners or communities when making plans.

• Makes decisions based on data, insights, and analysis

• Demonstrates the ability to balance short- and long-term priorities

• Considers customers, fellow associates, shareholders, suppliers, business partners, and communities when making plans.

Confidential and Proprietary to Walmart Inc., DO NOT FORWARD Last Modified: 12/16/2024

Page 3 of 4

Respect for the Individual Question: Describe a recent project where collaboration was essential for success. Suggested Probes • What was the project? • How did you identify who to include? • How did it turn out?

(1)

Highly Ineffective (2)

Mostly Ineffective (3)

Effective (4)

Mostly Effective (5)

Highly Effective

Highly Ineffective/Mostly Ineffective Mostly Effective/Highly Effective • Unable to effectively communicate

information to others. • Fails to influence others by listening or provide

feedback. • Fails to modify their communication based on

audience.

• Effectively communicates information to others

• Influences others by listening and providing meaningful feedback

• Capable of influencing across all levels, associates, peers, leadership, etc.

• Modifies approach based on audience Service to the Customer Question: Tell me about a time when you provided feedback and assistance to another person about substandard performance? Suggested Probes • What was the situation? • How did you provide feedback and assistance? • How did this individual respond to your feedback and assistance?

(1)

Highly Ineffective (2)

Mostly Ineffective (3)

Effective (4)

Mostly Effective (5)

Highly Effective

Highly Ineffective/Mostly Ineffective Mostly Effective/Highly Effective • Fails to demonstrate humility, self-awareness,

honesty, and/or transparency. • Fails to demonstrate an awareness of how own

behaviors, actions, or words affect others and does not adjust accordingly.

• Does not have an awareness of own strengths and development opportunities.

• Does not seek feedback or engages in self- reflection.

• Demonstrates humility, self-awareness, honesty, and transparency.

• Demonstrates an awareness of how own behaviors, actions, or words affect others and adjusts accordingly.

• Demonstrates a keen awareness of own strengths and development opportunities.

• Seeks feedback and engages in self-reflection.

Confidential and Proprietary to Walmart Inc., DO NOT FORWARD Last Modified: 12/16/2024

Page 4 of 4

Talent Management Question: Tell me about a time you needed to handle a performance issue with one of your direct reports. Suggested Probes • What was the situation? • What did you do? • How did this individual response to your approach?

(1)

Highly Ineffective (2)

Mostly Ineffective (3)

Effective (4)

Mostly Effective (5)

Highly Effective

Highly Ineffective/Mostly Ineffective Mostly Effective/Highly Effective • Fails to demonstrate authentic, visible

commitment to diversity. • Fails to promote diversity of ideas and

perspectives. • Fails to encourage objectivity, open

communication, and respect. • Fails to foster an environment that allows

everyone to bring their best selves to work. • Does not recognize others’ contributions and

accomplishments.

• Promotes diversity of ideas and perspectives. • Encourages objectivity, open communication,

and respect. • Fosters an environment allowing everyone to

bring their best selves to work. • Recognizes others’ contributions and

accomplishments. • Consistently listens to others and acts on their

concerns.

Make an Overall Recommendation

Overall Recommendation Rating

Strongly Recommend

(SR)

Candidate’s interview responses demonstrated an exceptional proficiency in the competencies necessary to fulfill job responsibilities required upon entry.

Recommend (R)

Candidate’s interview responses demonstrated sufficient proficiency in the competencies necessary to fulfill job responsibilities required upon entry.

Do Not Recommend

(DNR)

Candidate’s interview responses demonstrated an insufficient proficiency in the competencies necessary to fulfill job responsibilities required upon entry.