Saving Starbucks Soul
Case Study – Saving Starbuck’s Soul
1. What are some of the HRM issues inherent in Howard Schultz’s concerns?
There are some Human Resource Management issues inherent in Howard Schultz’s concerns. The first issue is to develop a performance management system that makes clear to employees what is expected of them. This system will also assure line managers and strategic planners the employee behavior will be in with the Starbucks goals. Another issue is using available technologies to find and hire competent, committed employees that embody the Starbucks image. These potential employees need to be trained and developed from the beginning in the Starbucks manner of doing things. From these employees, a small diverse amount needs to be chosen for the “Coffee Master” program. These graduates of the black apron need to keep on top of the ever changing world of coffee flavors so ongoing training needs to be monitored. All of these employees need be a diverse, dynamic group of individuals that LOVE coffee and are working towards the common goal of making your experience at Starbucks the best it can be while still working quickly and making the company money.
2. How would an effective strategic HRM function contribute to keeping Starbucks on track?
The Strategic Human Resources Management team would first have to understand the company’s mission and goals. Without this understanding they would just be putting any person into a position that would not care about the company, only a paycheck. Next they need to have an understanding of the external opportunities and threats to Starbucks. These opportunities and threats are changing all the time, so this is an evolving chart. Last the SHRM team needs a deep understanding of the company’s internal strengths and weaknesses. With this understanding they can help to minimize the weaknesses and maximize the strengths. If Starbucks uses and Integrative Linkage between their upper management and human
1. What are some of the HRM issues inherent in Howard Schultz’s concerns?
There are some Human Resource Management issues inherent in Howard Schultz’s concerns. The first issue is to develop a performance management system that makes clear to employees what is expected of them. This system will also assure line managers and strategic planners the employee behavior will be in with the Starbucks goals. Another issue is using available technologies to find and hire competent, committed employees that embody the Starbucks image. These potential employees need to be trained and developed from the beginning in the Starbucks manner of doing things. From these employees, a small diverse amount needs to be chosen for the “Coffee Master” program. These graduates of the black apron need to keep on top of the ever changing world of coffee flavors so ongoing training needs to be monitored. All of these employees need be a diverse, dynamic group of individuals that LOVE coffee and are working towards the common goal of making your experience at Starbucks the best it can be while still working quickly and making the company money.
2. How would an effective strategic HRM function contribute to keeping Starbucks on track?
The Strategic Human Resources Management team would first have to understand the company’s mission and goals. Without this understanding they would just be putting any person into a position that would not care about the company, only a paycheck. Next they need to have an understanding of the external opportunities and threats to Starbucks. These opportunities and threats are changing all the time, so this is an evolving chart. Last the SHRM team needs a deep understanding of the company’s internal strengths and weaknesses. With this understanding they can help to minimize the weaknesses and maximize the strengths. If Starbucks uses and Integrative Linkage between their upper management and human