Challenges and Strategies in Workforce Management

This assignment delves into the multifaceted challenges encountered in contemporary workforce management. It examines issues like recruitment, retention, training, budget constraints, and evolving employee expectations. The analysis further explores innovative strategies employed by HR professionals to address these challenges, focusing on areas such as talent development, performance management, and fostering a positive work environment. The aim is to understand the current landscape of workforce management and identify effective approaches for navigating its complexities.

Running Head: RECRUITING WORKFORCE IN STARBUCKS 1
Key Challenges for Recruiting the Workforce for Starbucks Company
Name:
Institution Affiliation:

RECRUITING WORKFORCE IN STARBUCKS COMPANY 2
Tables of Contents
Executive summary.........................................................................................................................3
Introduction......................................................................................................................................3
Key challenges for recruiting the workforce for Starbucks Company............................................4
Supply and demand of labor........................................................................................................4
Image of the organization............................................................................................................5
Demographic concerns.................................................................................................................5
Ageing labor force.......................................................................................................................6
Generation....................................................................................................................................7
Diversity.......................................................................................................................................7
Strategies to address these challenges.............................................................................................8
Branding of employer..................................................................................................................8
Types of advertising.....................................................................................................................8
Conclusion and Recommendations..................................................................................................9
References......................................................................................................................................11

RECRUITING WORKFORCE IN STARBUCKS COMPANY 3
Executive summary
The presentations on this paper describe some of the key challenges that Starbucks
Company face during the process of recruiting its workforce. The ideas presented in this article
present challenges as well as the essential strategies that the management of the Starbucks
Company can use in addressing the cham in improving the process of recruitment. Various
critical challenges presented in this article include labor supply and demand, image presentation
of the organization, demographic apprehension, aging labor force, together with generation
(Mirick, 2014). The paper focuses on two major strategies for addressing challenges for
recruitment of the workforce for Starbucks Company. The primary strategies presented in this
article include the proper concentrate on the branding of employer along with of advertisement.
In conclusion, the ideas on this paper recommended other essential factors that the human
resource (HR) management of Starbucks Company can use to overcome key challenges during
the process of recruiting its labor force.
Introduction
In the new borderless business sector, different organizations face the vast array
challenges like the social and technology shifts, cultural diversity, aging workforce, as well as
political instability. The sequence of this challenge is that there is the ever-increasing focus on
active recruitment (Čiutienė & Railaitė, 2015). Therefore, Starbucks Company continues to face
key challenges for recruiting its workforce like any other company within the global corporate
sector. Starbucks Company has the issue in developing its leadership during recruitment.
Besides, development of appropriate leadership in recruitment process remains to be the essential
concern in every company. Starbucks Company as a business that deals with the sale of a range

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of hot together with cold drinks, food items, and accessories, it is essential for its HR
management to ensure that they put appropriate strategies to recruit skilled and qualified persons.
Therefore, the primary target of this report is to address some of the key challenges for recruiting
Starbucks Company’s labor force as well as suggesting some of the strategies applicable in
overcoming such challenges.
Key challenges for recruiting the workforce for Starbucks Company
The workforce of any organization continues to be the primary source of competitive
edge of the Starbucks Company over its competitors. The process for active recruitment and
strategy of selection is not always smooth sailing. Human resource management of Starbucks
Company faces actual problems that include the cost of advertising job openings and intangible
obstacles. Some of these barriers include improving communication process between the
recruiters together with hiring managers (Moschetto, 2014). The other primary key challenges
comprise of labor supply and demand, the image of the company, diversity concerns, aging
workers, and generation.
Supply and demand of labor
Starbucks Company finds it tough to re-expand its different stores that had previously
close don because of lack of adequate personnel. Shortage of laborers remains to be the issue that
worsens the future operations of the company. The increased attention on the inadequacy of
workers hinders the efficient recruitment processes of the workforce (Sutton, 2017). Besides, the
rise in demand for the labor by other companies to take away workers from Starbucks Company
inhibits the active recruitment and retention of skilled personnel to stabilize the flow of many
skilled employees in the operation of the company. The competition imposed to Starbucks

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Company by other well-established companies for the demand of labor form one of the highest
challenges the company face for searching of top talent (Hope, 2017). Other companies can offer
the best benefits packages, higher wages, as well as other advantages and this make it difficult
for the Starbucks Company to get the adequate number of persons to recruit into its operations.
Most HR managers in Starbucks Company are unable to understand actions that make its
recruitment process to be less bureaucratic compared to other organizations within the
competitive marketplace. Additionally, the company faces the problem of finding qualified
applicants during the hiring process.
Image of the organization
Starbucks Company has focused on investing its resources into the process of image
advertising as this ensures that it is in the right place to work and supporting the diversity of the
workplace. Most targeted clients for recruitment tend to focus on image portrayed in the
advertisement modes in loving or hating the company (Sadhukhan, 2012). The company lacks
the best strategy of placing its ad when the management wants to hire more workers. The wrong
presentation of the image of the Starbucks Company makes it require the correct number of
people who apply for their jobs. The inadequacy in some persons to undergo scrutinization
makes it tough for the company to attain skilled and qualified individuals that can support its
operations (McCarthy, 2016). Therefore, it is essential for the company to use the correct
measures and channels of portraying the exact image of its operations by use of best pictures and
words in advertising for the vacant opportunities.
Demographic concerns

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The issues of demographic in any organization affect hugely the requirements set for
recruiting a worker. A range of management as well as practices of leaders that focus on valuing
diversity in the workforce can make many qualified and skilled persons to shy away from
coming to the recruitment process. The demographic that focuses on different needs of recruiters
like their backgrounds, skills, age, marital status, religions, and needs influences variously
qualified personnel during the interview without such concerns (Sutton, 2015). The demographic
interest of focusing on young and energetic workers by the Starbucks Company has negatively
affected its recruitment process because most of the experienced are aged, and they are not
considerable during the hiring process. Therefore, change in demographic effects hiring process
of the workforce for the Starbucks Company by altering the pools of potential employees. The
concern also changes the needs of employees and influencing broader business objective like
provision of services.
Ageing labor force
The aging workforce is one of the most acknowledged barriers to the participation of the
workforce in the recruitment process of Starbucks Company. Age discrimination during hiring
process affects the retention of staff (Bradford, 2016). Besides, the discrimination of aged
persons in recruitment for the workforce by Starbucks Company arises because of the
combination of social perception along with economic justifications. Hiring process within the
company faces a challenge imposed by aging labor force because of the costs as well as capital
for retraining older workers (Sutton, 2017). Besides, managers believe that older employees will
find it harder to learn advanced skills that result to advancement in modern technology. Many
cases, Starbucks Company, face the problem of dealing with age discrimination, caregiving
responsibilities, job search assistance, and caregiving responsibilities.

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Generation
The advancement in present technology in operations of companies has a massive
influence on operations of Starbucks Company. The new policies for conducting business
operations among the firms that deal with coffee products like Starbucks Company have made it
tough during recruitment of laborers (Glasscock, 2013). The management faces daunting task
during recruitment to form the idea strategy to select workforce that can deal with changes in
business environment. In most cases, managers get so caught up in running their daily business
activities along with closing sales that they forget about the significance of improving the
company’s operations and image on their products and importance of implementing different
practices of recruiting.
Diversity
The diversity within the company focuses on age, ethnicity, gender, nationality, age, and
sexual orientation. All these issues pertaining diversity affect how Starbucks Company performs
its recruitment process (Baran & Klos, 2014). In some cases, the company focuses on the need of
employing workers from one gender, and they might fail to attain the adequate number of such
people. Such scenarios make the HR management of Starbucks Company to remain in desperate
as they fail to advise different targeted groups to come for their training as well as getting skilled
persons (Haskova, 2015). The issue of getting dozens of unqualified applicants that wastes the
resources of the company continues to be a more frustrating factor during the recruitment
process.

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Strategies to address these challenges
The quality of the workforce of the Starbucks Company can hire on the active
recruitment along with the strategy for its selection.
Branding of employer
The needs of employer branding remain to be the real driver of acquiring the growth of
talent during the recruitment process (McCarthy, 2016). Employer branding will help in
resolving different challenges that arise in the course of recruiting workforce for Starbucks
Company. It will ensure that every stakeholder of the company can understand the market
perception (Hope, 2017). They can know what to work for an organization before selecting an
individual to attain the right to be the company’s employee. The recruiters and employee can be
able to understand the company’s image and their prospect, current, and prospect that different
employees have in their mindsets concerning the experiences if employment at the Starbucks
Company. Creation of employer branding will be essential for the company to keep its position
filled in the current economy that experiences war for talent that intensifies (Sutton, 2015).
Therefore, employer brand aid in developing and marketing employment brand for the company
by ensuring that every job seeker during recruitment understand why they need to work for the
Starbucks Company.
Types of advertising
The use of the useful type of advertisement model aids in attracting a huge number of job
seekers to attend recruitment. Efficient development of the proper plan for notice enables the
Starbucks Company to make the initial expression for various persons (Mirick, 2014). Besides,
the first impression among the people allows the company to go a long way in the determination

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of interest in the job opening that they advertise at any moment. The type of advertisement used
by the firm must have the appropriate layout and include essential elements to attract huge
numbers of job seekers. Some of the items include the title of the job and location of the
company, description of the position, entry qualifications, and remuneration packages among
other factors (Čiutienė & Railaitė, 2015). Moreover, application of specialist’s recruitment
advertising agency will allow the Starbucks Company to receive professional advice on the
design and to copywriter mainly related to the process of recruiting its workforce.
Conclusion and Recommendations
Following the discussed challenges that affect recruiting the workforce by the Starbucks
Company, it is essential for the company to build the foundation of its commitment to its
workers. The company needs to maintain its uncompromising principles as it grows in
operations. Some of the guiding principles that the Starbucks Company can use to help it in
measuring the appropriateness of its decisions during recruitment process are diverse. For
instance, the company can provide the great work environment as well as treating every person
in the enterprise with respect and dignity. The company can also focus on applying the highest
standards of excellence to the strategies of recruiting labor force. Like many organizations,
Starbucks Company should strive to hire the most skilled as well as talented workers. While
Starbucks Company currently competitive in recruitment because of its health benefits offerings,
application of social media metrics, along with the repute of the company, the company must
focus on continually assessing its tactics. There is a need for the Starbucks Company to
determine compensation together with benefits to remain competitive among the businesses that
deal with sales of coffee drinks and its products. Additionally, management of Starbucks
Company must aim at maintaining wages that can make it have huge profits. The essential wants

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for improvement of operations during recruitment will ensure that Starbucks Company needs to
shift to extra intrinsic and less monetary compensation slowly. The ever-increasing conflict for
qualified and talented persons at the corporate level shows that there is the inadequacy for
qualified professionals. Therefore, Starbucks Company needs to create an advanced fleet of
leaders to conduct its recruitment activities for the workforce. There is a need for the Starbucks
Company to create their internship programs while maintaining its standards of qualifications
high until the program becomes reputable amongst top learning institutions like universities and
colleges.

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