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Starbucks HRM Policy
Introduction
Starbucks is one of the most well-known coffee retail stores in the world which was established in Seattle in 1971 and then grew slowly but expended rapidly between 1980s and 1990s. Since then, Starbucks found its way into everyone's family such as China and India. Until today, this company has more than 15,000 retail stores which spread in almost 50 countries and become a leader in retiling and roasting of coffee. The reason why Starbucks take its place in the front ranks of the world is the positive human resource policy. The company realized early on that motivated and committed workforce was a key to retail business. (Scribed 2010) As a result, they spend loads of money on HRM which include recruiting process, training and learning process and also reward system. The aim of this action is to motivate and retain staffs who have fully experiences, which could make maximum profit of company and minimize employee turnover. In this article, This essay will analyze recruitment and selection, learning and training section and reward system ,which use the talent management strategy, mixed method (both formal and informal method), Expectancy Theory separately. Also, I will make comparisons with Costa coffee in order to illustrate three parts from this article.

Recruitment& Selection
Starbucks found out early on that motivated and committed staff plays a dominated role in retail industry. As a result, the company attaches more importance to recruitment session. The strategy which Starbucks used is talent management theory, which ensures the firm to achieve competitive advantages by employing more capable than its rivals. (Astmstrong, 2006). This strategy fits with the company recruitment motto: “to let the most suitable people hiring right people in right position.” In this part, I have used talent management theory to analyze recruitment policy of Starbucks and also made comparable with Costa within the same session. The strategy is mainly focused on the external labor market by designing some special activities to identify the person who is doing needed to company. As a consequence, the recruitment process involves three steps: step1, applicants have to complete an applicant form which is easy to download or applicants can just get form every single store. Step 2: after finished form, applicant need to bring it to the store manager and then candidates will get a phone call which notice them face-to-face interview with store manager. Step3: the applicant would be involved in an interesting activity which was called “on the job experience”. This activity required applicants to take two or three hours to work with store team. During this time, manager would observe every detail of future employees, such as communication skills and corporative skills. This step is the most important in recruitment session which could efficiently identify the most suitable people. According to theory, the recruitment and selection are intergraded activities (Anderson, 1994). The activity which designed by Starbucks was not only achieved competitive advantageous but also made the recruitment process efficiently. However, dose this session is as same as Costa coffee? Let us see more detail about hiring procedures of Costa. The first step is as same as Starbucks while the next step is totally different. Costa would give the exam to all applicants and will recruit the one who pass the exam. The alikeness of two companies is that the recruitment was involved in activities which sift the most suitable people for company. However, the mainly different of this session is that Starbucks concerns the practical skills which applicants have but Costa focus on the knowledge. In summary, recruitment and selection play a vital role in human resources management. Using of talent management theory have honestly give a great push to the efficient working, which is benefit to gain competitive advantageous in industry market....
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