Wegmans Food Market, Inc. is a supermarket chain that is family owned. Its headquarters
are based in Rochester, New York, United States. Wegmans was founded in the year 1916 by
John Wegman and Walter Wegman. As of October 2019, Wegmans had 101 stores. This paper
aims at discussing internal recruitment at Wegmans, recruitment strategies, employee
development program, and the most appropriate performance appraisal method.
If I was a Human Resource executive at Wegmans, I would focus more on internal
recruiting. Internal recruitment is the process by which a job vacancy is filled by an employee in
the same organization though promotion or transfer from one job to another (Muscalu, 2015).
One of the reasons as to why I would choose internal recruitment is that it motivates other
employees. Through internal recruitment, other employees tend to raise their efforts so that their
results also improve for future considerations. Besides, Wegmans could save both time and
finances though internal recruitment which could have otherwise been spent to orient and mentor
new employees (Muscalu, 2015). Unlike external recruitment, Wegmans could also minimize the
possibility of attracting incompetent employees as internal employees are well known to me as
the HR executive. Internal promotion could also increase the employee’s sense of belonging to
the Wegmans (Muscalu, 2015).
My recruiting strategy for higher-level positions would differ from that of low-level
positions. Given the role of higher-level positions in Wegmans, I would use the strategy of
recruiting from internal sources. This is where the job position is publicized to employees so that
any employee who meets the requirements can apply. Higher-level positions are critical and
require candidates who have a wide understanding of Wegmans strengths, weaknesses, culture, and people. For lower-level positions however, I would use strategies such as posting vacancies
strategy which is attracts both employees in Wegmans as well as new candidates, recruiting from
external sources strategy, college recruitment strategy, on-line application strategy, or job fairs
strategy among others.
The current economic condition of Wegmans could influence my strategy positively. This
is true as Wegmans can achieve efficiency by transferring existing employees manage new stores
and recruiting externally employees to work in low-level positions. Read
Question 2
Employee development is not an end in itself but a means to the end. This means that it is
not an event but a process which helps to enhance the skills and knowledge of an employee so
that they become more resourceful in an organization. Employee development is a core function
of the HR executive at Wegmans. As the HR executive, I educate the new employees about their
responsibilities, how to quantify results, Wegmans, and the industry in which it operates. Unlike
other organizations that develop employees though methods such as cross-training methods, job
rotation, and online employee development method, we as Wegmans are unique and develop our
employees through couching and mentoring methods only (Sharma & Nagendra, 2017).
Coaching involves skilled employees offering advice and guidance to the new employees
to help them to either acquire new skills or improve performance. We take the new employees
though every process that takes place in Wegmans. The information that I offer is aimed at
familiarizing the new employees with the activities of the company as well as their
responsibilities (Hezlett & McCauley, 2018). As Wegmans, we take the development program
seriously as it affects the succession in one way or the other. The employee development program demands that all the trainees should reciprocate by displaying maximum cooperation
throughout the development period. After the coaching, we always follow up with them and
make clarifications where required. Wegmans Food Market
Employees who complete the coaching section graduate for mentorship. During
mentorship at Wegmans, we groups the less experienced with more experienced employees. This
helps to monitor the progress of the new employees and match skills between mentors and
mentees among others. After a period of mentorship, new employees are now in a position to
manage Wegmans stores.

Question 3
Performance appraisal is used to tell the performance of an employee at a given period.
Wegmans uses different approaches in assessing the annual performance of employees. The most
common approaches in Wegmans include judgmental method of appraisal, psychological
appraisal, assessment center method behavioral anchored rating scale method of appraisal, and
objective method of appraisal. As an employee of Wegmans, I would expect my annual
performance appraisal to be conducted in the behavioral anchored rating scale method. The
reason I would choose the method is that it focuses on both the qualitative and quantitative
aspects of performance.
In a service company such as Wegmans, behavioral anchored rating scale method would
be the most appropriate. This is because it compares the performance of an employee with
specific pre-determined behaviors that are numerically expressed (Ramchandani & Aggarwal,
2018). Wegmans for instance is loved by people for its charitable donations and participation in
community events. Wegmans in turn expresses the love to customers through the employees. The conduct of an employee who in this case represents Wegmans family in full capacity can be
quantified. If customers are satisfied with the services they receive, they can send feedback with
their ratings. If for instance the rating range is out of 10 and a customer rates an employee at 8/10
it might tell that the services offered were satisfactory. A rating of 3/10 shows that the service
offered was poor.
In conclusion, both internal recruitment and external recruitment are important in
Wegmans. Internal recruitment is the most appropriate for high-level positions while external
recruitment is appropriate for low-level positions. The recruitment strategy adopted by the HR
executive is positively influenced by the economic condition of Wegmans. In Wegmans,
employee development program entails coaching and mentorship. Behavioral anchored rating
scale method of appraisal is the most appropriate as it compares the performance in a qualitative
and a quantitative manner.