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(Doc) Starbucks HR Strategy

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Added on  2020-04-21

(Doc) Starbucks HR Strategy

   Added on 2020-04-21

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Running head: HUMAN RESOURCE MANAGEMENT 1Starbucks Alignment of HR Goals with Strategic GoalsNameInstitutional Affiliation
(Doc) Starbucks HR Strategy_1
HUMAN RESOURCE MANAGEMENT2In measuring the alignment of Starbucks Human Resource goals, with organization strategy, it is important to examine the company’s HR goals in order to ascertain the extent to which they cover the scope of the company’s strategic goals, vision and mission. With its multinational presence, Starbucks HR function involves recruitment and selection, safety and health of the workers, training and development, as well as labor relationships (Jack J. Phillips, 2016). Additionally, Starbucks is focused on outsourcing of its functions in overseas in line with the company’s strategic expansion plan. The Human resource department has been very effective in aligning the HR goals with organizational strategy as reflected on the recently reported company’s lowest turnover rate. The company’s HR strategy of retaining employees has placed the HR department on a high pedestal in terms of decision making as reflected on the high quality performance of the company.Starbucks values the HR department because according to its owner Howard Schultz, the human resource department is the most important asset of the organization (Director, Cascio, & Boudreau, 2013). In that regard, the human resource department has over time been managed in a manner that reflects the organizational goals in order to have a competitive advantage over its competitors. To enhance a positive outcome, the company has put emphasis of recruitment in order to generate a pool of qualified, ethical and persons with integrity in delivering the services to the lovers of coffee and other beverages that Starbucks provides on retail. For instance, Starbucks has set up a certain criteria of selection such that the persons selected as employees must fit the legal requirements and management goals. Moreover, it is a requirement that the selected individuals must be successful on their job in order to drive the company’s shared objectives and goals to the next level (Niven & Lamorte, 2016). Such people must be committed
(Doc) Starbucks HR Strategy_2

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