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
 §Opened Home improvement center
§Purchased Bilt-Rit Chase-Pitkin Inc
§Expanded Bilt-Rit chain
1970’s §Daniel became the president in 1976
§Developed private label buying and its brand item chain w

§Installed ATM’s & provided service

§Federal credit union for employees were created
§Fortune Rated best supermarket in US for customer servi
1980’s §Launched Work Scholarship Connection

§1st Pvt. Company offered child care service

§Became a most popular supermarket chain in
NY
1990’s §Positioned it as an advocate of better health and nutritio
§Launched ‘Strive for Five’
§Opened stores outside NY state
 WEGMANS WAY

Ø POPULAR WITH COUSTEMER

INSTORE EXPERIENCE
Ø LARGER THAN ANY OTHER SUPER
MARKET IN US
Ø ATTRACTIVE DISPLAYS & VARIETY
IN PRODUCTS:
 FRESH PRODUCTS,SEA
FOOD,MEAT
PRODUCT,CHEESE & WINE SHOP
•
 CONT…
Ø INNOVATIVE IDEAS – CONDUCTING
COOKING CLASSES
Ø GOING OPPOSITE WITH THEIR
COMPETETOR SUCH AS WALMART
SCM
Ø INCREASE IN SALES UPTO US $
950000 PER
 WEEK WHILE OTHERS US $ 360000

•
 WORKING AT
WEGMANS
•
•
• BEST RETENTION
RATES
•
• SKILLSET OF
EMPLOYEES
•
• QUOTES FROM
NEHRA(northeast
human resource
association)
•
 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 Empowerment
Ø Collaboration & Experimentation
Ø Non- Hierarchical set-up
Ø Go out Permission
Ø Impact on Sales
Ø Reduced spoilage
Ø Credit
Ø Health taken care
Ø Switch to generic drug
Ø Saved US $ 2 million
Ø Trust
Ø Innovation welcomed
Ø Product list presented included
Ø Inventory control
Ø
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?
’t think there are very many companies out there, hand them your school sc
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
e s

lo ye
p
y Em

a pp
H
(Source: wegmans.com)



The human touch story
 Culture
nurturing….through
is m
h a n
m ec
l i ng
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l s c h a
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f o n g
üI n t e l li
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ü r m al
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 Participation
….
Top management


Employees at


each level


•
Formal storytelling
mechanism

b ox
n a
g i
t i n
e ram


M e
v prog

v r e ”
e a
v o w
W h
v“
 nts
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 Key factors of
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üABHISHEK KUMAR BRAHMA
üAMARJEET KUMAR
üDEEPESH KUMAR
üNILANKAN DEY
üNEERAJ KUMAR SINGH
üTARUN SARAF