Strategic Human Resource Management at Starbucks

Strategic human resource
management

Contents
Introduction......................................................................................................................................3
Main body........................................................................................................................................3
Review of the functional aspect of SHRM that Starbucks use to manage its employees......3
SHRM policies that Starbucks can adapt to fit in declining markets, innovative capacity and
international contexts..............................................................................................................5
Conclusion.......................................................................................................................................9
Reference.......................................................................................................................................10

Introduction
Strategic human resource management involves a opportunity orient course of development and
implementation of Human resource programs. The main objective of human resource programs
is to address & resolve business problems that can directly contribute towards achieving the long
run & short term objectives played by the particular organisation. It is a combination strategy of
human resource management and strategy that provides a distinctive approach to employment
management. Presently, there is analysis of function aspect of strategic human resource
management that Starbucks as a global brand is using for the purpose of managing its employees.
Another, aspect is related with Star bucks willing to adapt certain practices for the purpose of
dealing with the declining markets international context and innovation capacity. Starbucks is a
brand established in 1971 and since then it has become one of the fastest growing companies
across world (Fey and Björkman, 2017). They entered in 21st century with an objective of
enhancing shareholder worth by consolidating the place in mature market. For the Starbucks is
willing to achieve a higher competitive advantage as well as superior profit margins by using
strategic human resource management as a functional aspect.
Main body
Review of the functional aspect of SHRM that Starbucks use to manage its employees
Starbucks as a global brand believes that they possess the responsibility to educate the public
policies and internal support for managing their employees and communities they are serving.
Human resource policy are referred to strategy that describe the company’s principles, values
and strategies that have to be implemented in the course of specific human resource management
areas (Mamba, Beharry-Ramraj. and Mashau, 2021). For this purpose Starbucks policies
demonstrate a obligation to be a accountable business that ranges from worldwide principled
commerce standards and being one of the best coffee suppliers. For this certain standards have to
be considered with the mission to motivate & cultivate the human spirit. So, some of the
different functional aspects that are used by Starbucks to manage their employees are discussed
below:
Hiring policies: Starbucks is consistent with global human right standard. They are promoting
equal opportunities in their hiring practices and recruitment policies. The Human resource

department of star bucks have properly design assortment practice to recognize the candidate and
match them with the required job position and specific organisational requirements.
Diversity aspects: Starbucks is actively creating and willing to promote the environment that
comprehensive of all people & their exclusive strengths, ability & differences. Further, there is
achievement of competitive business advantage by having a workforce from different
backgrounds (Tadesse and Jembere, 2020). Starbucks as a global brand believes that it provides
them a sense of more Innovation and creativity that is helping them in long run survival.
Workplace safety and security: Starbucks as a global brand is willing to follow all the safety
practices and rules to enforce them across organisational working. The Human resource
department is working towards ensuring proper safety security of all the employees working in
different departments and levels. There is requirement to provide safety training and report
immediately if there are unsafe practices injuries accidents in case of employee working.
Substance abuse and weapons: Starbucks have strict principles related to matter weapons and
abuse. Its partners are not legalized to use any alcoholic beverages except where the alcohol is
specifically promoted in sponsored social events. Further it is also very essential to understand
and follow all the policies because Starbucks have to follow all the rules related to administrative
centre health safety security very critically.
Wage and hour rules: Starbucks is highly dedicated to follow all the laws, regulations and
wages. They are willing to ensure that all the work that is performed in Starbucks how to be
compensated correctly on the basis of hours worked. It ensures that there is accurate recording of
time with establishment of local procedure.
Community involvement: Starbucks as a global brand believes in having proper involvement of
all its staff members towards achievement of their laid vision and mission. They are having
higher commitment to the role of environment leadership in the business. For this purpose they
are working towards understanding all the environmental issue, contribution of information with
the partners, developing flexible and innovative solution related to amend, striving to sell buy
and use environmental friendly commodities and further recognising the responsibility towards
environmental future (Santos, 2020). Lastly there are also monitoring and measuring the progress
of each project so that they are able to develop proper involvement of all their associated
stakeholders.