Strategic Human Resource Management at Starbucks

Introduction

Human resourcemanagement policies and practice are effective for the leaders and managers of the multinational corporate firms to manage the workers at the workplace and strengthen their employee base for managing the organisationaloverall performance in near future (Bratton and Gold, 2017). All the firms hereby try to restructure the organisational human resource policies and practice in order to manage the staff members and retain them for long run. The study aims at discussing the human resource policies and practice in the organisation, where it is possible to evaluate the benefits of the organisational practice and strategic planning to manage the employees in long run. For example, effective HRM dissertation help can provide the most valuable insights into optimizing all these policies and practices for sustained employee engagement and organizational success. The paper is useful to analyse the human resource management policies and practice at Starbucks, which is a famous organisation across the globe and also the paper provides a scope to recommend some suitable suggestions, through which the company can strengthen their employee base by retaining the experienced staff in the long run to secure future organisational development.

Organisational background

Starbuck corporation is an American Coffee company and the coffeehousechain, which provides quality products and efficient services and the company is efficient to deliver the products including coffee beverages, baked goods, smoothes, tea and sandwich, which are in good quality and taste. The customers are very much satisfied with the products and services, provided by the organisation. The company is successful to generate profitability and expand their business across more than 28220 locations and apart from that the company is also successful in managing the employees, where the numbers of employees is approximately over 291000. The employees are efficient to manage the organisational operational activities, where they are capable of runningthe operations and serving the customers efficiently. The company is efficient to stabilise their financial position and in the previous year, the organisation generated more than $25 billion revenue, which is attractive for the company to run theiroperationsand coffee chain across the globe. The brand image of the company is also effective, where the companyrepresents quality coffee and healthy food in the market, where the products influence the purchase decision making behaviour of the customers in the market (Starbucks Website, 2020a).

Strategic objective

The strategic objective of the company is necessary to be clear and concise so that the stakeholders can follow the objective and develop appropriate strategic planning for fulfilling the organisational aims. The strategic corporate objective of the company Starbucks is to lead the retailer or the brand of coffee in each of the target markets across the globe by manufacturing and selling the best quality coffee and other related products in the market. The company Starbucks aims at strengthening their customer’s base and establish the brand as the leader in the coffee and beverage industry by selling the best quality coffee (Starbucks, 2020b). The mission of the company is to inspire and nurture the human spirit- one person, one cup and one neighbourhood at a time. The values of the company are such as,

To create the culture of belonging and warmth where everystakeholders are valued

To manage accountability and transparency in the business

To deliver the best quality products and efficient services

To manage dignity and respect

To act responsibly in the society with courage

The above mentionedvaluesof the company are the major target, where the organisational leader and managers try to strengthen their position in the market by acting responsibly. Managing transparency and accountability as well as creating values for all the stakeholders are the major objective of the company, where theorganisation is able to deliver quality products and give high return on investment to all the stakeholders, engaged with the business process (Starbucks Website, 2020c).

Hence, the objectives of the company are such as,

Developing appropriate hiring policy to retain the experienced staff members in the organisation

Creating effective working environment for the employees

Developing the policies and practice of health and safety at the workplace

Managing the quality of products and customers service efficiency to create values for the customers

Being responsible on creating green environmentalfootprint by waste management, reduction of greenhouse gas emission and fruitful charitable investment for social development

Human resource policies

The human resourcemanagement policies and practice are necessary for all the multinational corporate firms to manage the workforce and retain the experienced staff or long run (Chelladurai and Kerwin, 2018). Inthe recent era of globalisation, the multinationalcorporations try to manage diverse workforce by developing effective strategic planning to maximisethe values of the employees, so that they can be empowered well and they are encouraged to show their creativity and innovation for performing better. In this regard, the company Starbucks is efficient to manage the employees for longrun and there are more than 291000 employees, who try to manage the global coffee chain and operations to serve the customers efficiently (Starbucks Website, 2020d). The policies of managing human resource at Starbucks are such as,

Feedback system:

The feedback system of Starbucks is also effective, where the employees can share their opinion through attending group discussion and general meeting. Apart from that, there is employment portal, where the employees can communicate with the leaders and the practice of employee’s empowerment is beneficial to encourage the staff to share their reviews and give proper feedback axccori9dng to their experience (Starbucks Website, 2020d).

Employee ownership:

The leader and management teamfocuses on employee ownership as one of the strategicplanning to manage their human resources and in this regard, the employees are empowered well and there is proper maximisation of the self-actualisation and the needs of self esteem at the workplace. The employees can feel valued with their achievements and there is proper ownership management of each of the staff members (Starbucks Website, 2020e).

Flexibility at workplace:

Flexibility is alsoanother strategic planningof Starbucks to manage the employees and retain them for long run. The management team of Starbucks can maintain flexibility at workplace and manage the membersefficiently, where the employees can choose their working hours as per their convenience and it further influence the workers to performbetterand utilise their capabilities to achieve the above mentioned organisational mission (Starbucks Website, 2020e).

Creating organisational working environment:

Organisationalenvironment is another major strategy, where the company focuses on delivering good workplace with harmony and freedom and it further helps to create values for the staff members at the workplace. Starbucks provides god workplace with health and safety measures, where there are CCTV cameras, fireextinguishers and emergency exit which improves safety and security of the staff members (Armstrong and Taylor, 2020). Additionally, the company is also efficient to manage the workplace with partnership working process, were the company aims at improving the performance of the team members as a whole and in this regard, the leader aims to develop partnership working by creating effective group, where all the members are cooperating and collaborating to fulfil their roles and responsibilities (Starbucks Website, 2020f).

Human rights management:

Starbucks mission includes the commitment towards managing the employees with dignity and respect and thus, the companyfocuses on human rights act to create values for the staff. The company protestsagainst child labour and forced labour. The organisation is also effective to promote equality and dignityof the labour force, where the leader ensures that, all the employees are treated equally and in this regard the Equality Act 2010 is executed in the organisation (Starbucks Website, 2020f).

Reward system:

The reward and compensation are there, where the company is efficient to restructure the salary of the employees. There is particular percentage if salary increment per year, which fulfils the basic needs of the employees. On the other hand, the company is also efficient to give yearly bonus and compensation to the staff to motivate them and retain them for long run. Hereby, monetary compensation at Starbucks is effective to retain the employees and encourage them to perform better (Starbucks Website, 2020c).

Reviewing and analysing the policies

The above mentioned policies and practice are effective for the organisation to manage the employees, staff commitment and retain the experienced staff for long run. The monetary incentives are effective to create values for the employees and fulfil their basic needs by restructuring the salary and providing them compensation and this further helps to enhance trust and loyalty among the staff. On the other hand, the health and safety measures at the workplace are also beneficial to improve trust and loyalty among the staff and maximise their wellbeing. The leader of Starbucks is also concerned about managing human rights, so that every employeeisvalued well at the workplace. Additionally, there are non-monetary benefits, such as organisationalenvironment, flexibility at workplace managing dignity as well as transparency so that every employee can feel valued and these strategies are effective for the organisation to strengthen their employee base and maximise the values for all the staff members and it provides a scope to the leader to fulfil the employee commitment. The strategic planning of Starbucks is hereby advantages to fulfil the missionsof the company and encourage the staff to utilise the organisational resources and their capabilities to maximise their performance in long run (Guest, 2017). The strategic planning is also effective to lead the employees and give them harmony and freedom to work at the workplace, where the staff can be motivated and perform better by partnership working process. The leader is also efficient to support and direct the team members and empower them to provide proper feedback so that it would be possible to restructure the organisationaldecision and lead the staff towards achieving future success.

Conclusion and recommendations

In the recent years, it is beneficial for the multinational corporations to develop appropriate strategic planning of managing human resource in the workplace so that the leader can strengthentheir employee base and manage the diverse workforce successfully. The strategic planning of the company Starbucks includes reward system, human rights management, organisational working environment, flexibility, employee ownership and feedback system, and these strategies are helpful for the organisation to retain the quality workforce in long run and create values for them. Boththe monetary and non-monetary rewards in the workplace are beneficialof the company Starbucks to manage the diverseworkforce across the international countriesand encourage them to perform with their full potential. It is necessary for the organisation to strengthen theorganisational policies and practice to retain more experience staff in long run so that the organisationalcorporateobjectivewould be met efficiently. In this regard, the strategy of performance related pay is effective through which the company can encourage the staff for better performance to earn higher (Brewster et al., 2016). Additionally, the company needs to provide insurance coverage to the staff to maximising their wellbeing and it would also be a good strategy to create values for all the employees and retain them for long run.

Reference List

Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice. London: Kogan Page Publishers.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. London: Palgrave.

Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human resource management. London: Kogan Page Publishers.

Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation. London: Human Kinetics.

Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new analytic framework. Human Resource Management Journal, 27(1), pp.22-38.