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

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

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

2008Ranked #3 on the FortuneCelebrated consecutive 11 years of being on Fortune magazine’s “100 Best Companies to Work For.

WEGMANS WAY

INSTORE EXPERIENCE

ATTRACTIVE DISPLAYS,FRESH PRODUCTS

INNOVATIVE IDEAS – COOKING CLASSES

VARIETY IN PRODUCTS

INCREASE IN SALES

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 EmpowermentCollaboration & 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)Hap

py Employees

The human touch story

Culture nurturing…..through

Storytelling…

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

At the forefront

Key factors of success..

Core competency of excellent human

resource

Slow pace of expansion

Adequate employee trainings

Expansion after full preparation

Cont

…Allotment of existing

employees in the new expansion

Family owned company

Regular interactions with employees

Not answerable to outsiders

Low attrition rate