Professional Documents
Culture Documents
Job Analysis
To develop HR plan, HR managers that knowledgeable with jobs that Starbucks needs
performed. Information about a given job is organized by Starbucks through a job analysis to
identify the skills, task and responsibilities that are require as well as the abilities and knowledge
needed to perform it. The information collected for the job analysis use by managers through
Lists the qualification (knowledge ,skills) and abilities that need to perform the job (job
specification )
Training of Employee
Training is essential for organizational development and success. With proper training, an
4. Trainings are given when employees get promoted to share the responsibilities.
Putting in systems to recruit, hire, and train baristas and store managers to accommodate with
fast growth. In screening candidates for new positions, Starbucks’ vice president for human
Every partner or barista hired for a retail job has to undergo intensive training before working.
The training class topics even include coffee history and customer service. Their workshop motto
is “Brewing the Perfect Cup.” Basic Starbucks retail skills are taught too. Barista are even taught
to satisfy customer special requirements.Everyone is trained and three guidelines for
interpersonal skills: (1) Increase self-esteem, (2) Always attentive and (3) Ask for assistance.
Trainees have to attend intensive classes. Their intensive training consists of knowledge of store
at least store managers. Part of their main objectives was to enforce the company’s values,
Before every retail Starbucks opens, they will start recruiting 8 to 10 weeks before opening. An
experience team will be sent to newly opened stores to train the employees. (“Starbucks
Hungary,” 2012).
Performance Appraisal
The process of assessing how well employees are doing their jobs. One of the ways Starbucks
tries to improve this is by improving the measures by using as many performance objectives
possible, which is the measure of performance that is easily and directly counted or quantified.
Howard Schultz always thinks about his employees and partner. 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. Part time and full time staff are enjoying the benefits. A flexibly,
work-life balance, health insurance,vision insurance and dental is being offered to his employee.
He offered the elderly care program for their parents and company shares with the name of
‘BeanStock’ to employee. CUP Fund is a program that helps employees with financial support
during times of hardship or crisis and a Total Pay package which offers discretionary bonuses.
To motivate the employee these incentives were design so they can satisfy customer and
Starbucks. It also helps Starbucks to retain competent, high performing employees and high
employee satisfaction rate.Schultz’s rationale was that they will treat your customers well if you
Recruitment
Recruiting is the process of developing a pool of qualified job applicants. Starbucks recruitment
could be divided into two section which are Support Centre and Retail. At our support centre,
Starbucks market support centre, career opportunities span a wide range of functions and
PR, human resources. On the other hand, for the retailing, Store Managers and assistant Store
Managers oversee the day-to-day operations of each Starbucks location. Store management
positions offer a great career experience for professionals with previous experience in retail
Employee Selection is essential as for hiring the right men. Effective selection is evaluated by
their skills and qualifications. Effective selection can only be done when requirement meets the
line. By picking best applicant for the job, the organization will get good performance of
employees. Moreover, there will be lesstruancy and employee turnover problems in organization.
By employing the right applicant, the company saves money and time. During selection
procedure,proper screening of candidates takes place, testing for the entire potential candidate
who applied for the given job (“Employee Selection Process,” 2012).
In order to differentiate Starbucks from competitors, Starbucksuses their employees for example
baristas to create the ‘Starbucks Experience’.”To have the right people hiring the right people.”
The aspects that Starbucks looks for in employees are like adaptability, reliability and the
capability ofteam working. Starbucks often specified the qualities that looked for in employees
upfront in its job positions, which allowed prospective employees to evaluate themselves to a