Starbucks is a multinational coffee company and coffeehouse chain based in the United States. With over 30,000 stores in more than 80 countries, Starbucks is one of the most recognized and respected brands in the world. The company's success is largely due to its innovative and effective human resource management (HRM) strategy, which focuses on empowering and developing its employees, also known as "partners."
One key aspect of Starbucks' HRM strategy is its focus on training and development. The company offers extensive training programs for all of its partners, including new hire training, ongoing professional development, and leadership development. These programs are designed to help partners develop the skills and knowledge they need to succeed in their roles and to advance within the company.
Another important aspect of Starbucks' HRM strategy is its emphasis on creating a positive and supportive work environment. The company values diversity and inclusivity, and it works to create a culture of respect and collaboration among its partners. Starbucks also offers a range of benefits to its partners, including healthcare coverage, stock options, and tuition reimbursement, which helps to create a sense of loyalty and commitment among its employees.
In addition to these internal HRM strategies, Starbucks also places a strong emphasis on corporate social responsibility (CSR). The company has a number of initiatives in place to reduce its environmental impact and to support the communities in which it operates. For example, Starbucks has a goal to become resource positive, meaning that it will give more than it takes from the planet, and it has a number of initiatives in place to reduce its carbon emissions and to promote sustainability.
Overall, Starbucks' HRM strategy is focused on empowering and developing its partners, creating a positive and supportive work environment, and promoting corporate social responsibility. These efforts have contributed to the company's success and have helped to establish it as a leader in the coffee industry.
(PDF) Starbucksā Human Resource Management Practices
Conclusion The research showed that Starbucks Coffee Company was founded in 1971 with a single store in Seattle and has since grown to more than 17,000 retail outlets in 55 countries around the world. This causes Starbucks able to offer friendly and helpful staff to helpcustomers in questions or problemsregarding to the coffee or service. A workforce scorecard makes it easier for the company to identify the skills of different HR managers and competencies. This job description matches and even exceed the content of the ones described in the textbook as the textbook suggests that a job description should include a summary, duties and responsibilities, requirements and qualifications. Strutzmann, T 2013, The Starbucks corporations: past, present and future, GRIN Verlag, Munich. The wave of globalisation has encouraged people to move from region A to B. Indeed, many major chains have attempted to emulate the Starbucks business model through unique varieties of opulent java, the likes of which wouldn't look out of place in Paris or Rome.
Starbucks Coffee's Operations Management: 10 Decisions, Productivity
With proper training, an employee will be more efficient and productive. Planning Planning is a management function that assesses the environmental management to set goals and map out future activities to achieve those goals. According to Katou and Budhwar 2010 , business strategies, managerial style, and organizational culture have a salient effect on the possible achievements of HRM policies of any company. We also play a key role in shaping the future growth of Starbucks as we expand into new outlets and countries. Compensation and welfare of the employees Howard Schultz always thinks about his employees and partner. For instance, Starbucks has set up a certain criteria of selection such that the persons selected as employees must fit the legal requirements and management goals.
Starbucks Coffee Human Resource Management Management Essay
Different types of monitory and non monitor benefits programs are introduced by him in order motivate the employees so they can offer full to the Starbucks. They have been positioned second amongst massive corporations to be listed in a prestigious listing of Fortune. Lastly, a program called the CUP Fund which helps employees with financial assistance for the one who are in financial crisis and even bonuses. The aspects that employers looks within the employees are characteristic, personality, confidential, expectation of interviewer, knowledge of the company history in the coffee shop industry, work ethic and so on. Dunkin Donuts is not consider the major competitor of Starbucks because there is a few outlets in Malaysia and those outlets are located in Kuala Lumpur only.
