Strategic Human Resource Management at Starbucks

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.....................................................................................................................................3
Functional aspects of strategic human resource management for employees................................3
Strategic human resource policies ...................................................................................................5
CONCLUSION.........................................................................................................................................6
REFERENCES..........................................................................................................................................7

INTRODUCTION
Starbucks is the company which is dealing in providing the services to the customers,
services like providing the premium quality of the coffee to the customers. It was established in 1971
and it is the fastest growing companies of the world. The report consists about the human resource
policies at the company. It also includes the functional aspects of the strategic human resource
management which are applied on the employees of the company. These are improving the human
resource management policies of the company. The report is formed on the studies which are done
on the company.
TASK 2
Functional aspects of strategic human resource management for employees
An organization usually faces great amount of challenge in retaining the right kind of human
resource in the firm. Also, whom to hire and what should be their remunerated compensation is a
huge question to be answered when the strategic human resource management comes into picture.
Starbucks used the strategy of the right kind of people hiring the right kind of people. Considering
may it be the hiring policy, the workplace environment, the workforce diversity, workplace health,
safety and security or the wage and hour rules, all of them are analysed as critical strategies (Taylor,
Doherty and McGraw, 2015).
Employee Engagement
This term means how well connected the employees feel to the firm, Starbucks for the
matter here. Employee engagement is a very broad term where the commitment of the employee is
defined who is working for the firm. This term is also mixed with employee satisfaction but
employee satisfaction is just a meagre part of the employee engagement strategies in the
organization. Also, the quality and quantity of work one by the employee is a parameter to be
judged here on the basis of employee engagement. Employee engagement always remains on the
top of the list to see how involved the personnel is to his firm and the job (Bailey, Mankin Kelliher
and Garavan, 2018).
Introduction of best practices
A range of practices are applied by the human resource managers to achieve the
organizational goals. Creating a safe, happy and healthy workplace is one of the best practices used a
strategy in firms. A practice of 360-degree performance management is done and feedbacks are
later received for the same. Performance linked bonuses are also a very popular strategy practised
by the Human resource managers of many firms. Highlighting the best performers of the day, week,
month or year on regular basis to give employees a sense pf recognition and appreciation is also a
popular practice followed as a strategy for that matter. Designing an employee work in such a
manner so that he can achieve a Work life balance is a practice followed by the HR managers.
Teaching tools and techniques
There are various tools and techniques used as strategies of the human resource
management in teaching the requires skillset to the employees. An on-the-job training, coaching,
mentoring, group discussions, role paying or management games prove to be very effective teaching
tools in human resource management. HR Mashup is the new highly effective teaching technique
used these days where a mixture of two more teaching techniques is done as a tool to teach in the
most effective manner possible (Noe, Hollenbeck, Gerhart. and Wright 2017).