Starbucks The Organization and the HR Function
Starbucks Corporation has more than 10000 shops and coffee kiosks around the world and is leading “roaster, retailer and marketer of specialty coffee in the world”. Its biggest competitors are Caribou Coffee Company, Diedrich Coffee, Dunkin’ Brands and Peet’s Coffee & Tea. In Poland there are Coffee Heaven and Tchibo. There is a chairman statement which is close to me philosophy: “hire people smarter then you are and get out of their way” . It tells me a lot about his management style and his business approach.
In 2008 when Howard Schultz returned to CEO position, company had to change its HRM policy drastically. While losing money, Schultz decided to reduce his salary to $1 and totally cut off management bonuses due to a financial poor performance.
Moneyball at Starbucks, these words were said by head of HR at Starbucks, meaning he wants to use analytics to improve company competitiveness, as it was done by Oakland Baseball team for the first time in US and worked very well. The major difference was to change information given from scorecard used “where we were a week ago” to “where we need to go” . This approach also were aimed to know who Starbucks people are, what do they think about the company they work for, what are their expectations and what do they hate about the company. For that reason, they asked for opinion their 145000 employees, using 30 minutes survey and they realized there are 5 types of employees within their company, who gave in total more than 800 000 different responses. With the HR analysis made, Starbucks started many benefit programs for its employees believing that people within high-growth Company as Starbucks is, and having “tremendous advancement and development opportunities”
HR role
This what builds company performance is strategic HR. From work analysis, planning, recruiting, selection, training and development, compensation program, performance management to employee relations, HR plays its key role supporting the
In 2008 when Howard Schultz returned to CEO position, company had to change its HRM policy drastically. While losing money, Schultz decided to reduce his salary to $1 and totally cut off management bonuses due to a financial poor performance.
Moneyball at Starbucks, these words were said by head of HR at Starbucks, meaning he wants to use analytics to improve company competitiveness, as it was done by Oakland Baseball team for the first time in US and worked very well. The major difference was to change information given from scorecard used “where we were a week ago” to “where we need to go” . This approach also were aimed to know who Starbucks people are, what do they think about the company they work for, what are their expectations and what do they hate about the company. For that reason, they asked for opinion their 145000 employees, using 30 minutes survey and they realized there are 5 types of employees within their company, who gave in total more than 800 000 different responses. With the HR analysis made, Starbucks started many benefit programs for its employees believing that people within high-growth Company as Starbucks is, and having “tremendous advancement and development opportunities”
HR role
This what builds company performance is strategic HR. From work analysis, planning, recruiting, selection, training and development, compensation program, performance management to employee relations, HR plays its key role supporting the