Human Resource Management Report: Starbucks Case Study Analysis

This report offers a comprehensive analysis of Starbucks' Human Resource Management (HRM) practices, focusing on the company's recruitment and selection strategies, employee development initiatives, and the overall HR systems and procedures. The report begins with an introduction and company overview, providing context for Starbucks' global operations. A literature review explores the processes of recruitment and selection, the responsibilities of employers and employees in employee development, and comparisons with different talent management approaches. The report then delves into Starbucks' HR system and procedures, including equal opportunity and strategic HRM. A discussion and analysis section evaluates the effectiveness of Starbucks' recruitment and selection strategies, employment law, and provides examples of case law. The analysis extends to employee development, the roles of employers and employees, and a critical examination of HR systems in relation to the organization. The report concludes with a summary of findings and recommendations, supported by references to relevant academic sources.

Human Resources
Management

Contents
INTRODUCTION...........................................................................................................................4
Company overview.................................................................................................................4
Literature Review.............................................................................................................................5
Process of Recruitment and selection strategy.......................................................................5
Responsibilities of the employer and employee in context of employee development and its
comparison with different talent management approach........................................................6
Human resource system and procedure..................................................................................7
Discussion and Analysis..................................................................................................................8
Effectiveness of recruitment and selection strategy and it also include employment law and
example of case law................................................................................................................8
Analysis of development about employees and role of employer and employees.................9
Critical analysis of HR system and procedure and its relation with organisation................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management refers to a term that is used for describing formal system
that is devised for managing the individuals or workforce in an organisation. There are various
roles are performed by human resource department and manager such as to decide employment
law, staffing and designing and delegating of work. The main purpose of Human resource
department is to enhance productivity of organisation through improving effectiveness of
employees it aids management to gain competitive edge in market. This report is written from
perspective of Starbuck that is an American international organisation. It provides coffee,
sandwich and other baked food items. It headquarter is situated in Seattle, Washington and from
last 50 years organisation is active among coffee industry. In the present scenario, organisation is
providing their products in international market by engaging large number of employees. Along
with this employee’s performs their work at large level so it is mandatory for organisation to
complete all task in an appropriate manner by following all rules and regulations related with
human resource management. Moreover, this report highlights on the case study of Starbucks
related with market of UK. In the year, 2005 the sale of Starbuck product reduce that generate
challenge for organisation for earning revenues (Wilton, 2016). This also impact on employee
turnover because it is complex to manage staff properly several issue such as salary, promotion
etc. are impacting on organisation. Moreover, this report highlights on process of recruitment and
selection strategy that is used by business and the role of employer as well as employee for the
employee development. Human resource system such as equal opportunity, strategic human
resource management etc. will also cover in this report. Discussion about effectiveness of
organisation recruitment and selection is also focus in the upcoming report.
Company overview
Starbuck organisation is performing their work at global level through formulating an
effective structure that facilitates business development for Starbuck in coffee industry. Along
with this Starbuck is one of the largest coffeehouse chain among all over the world. In order to
maintain this corporate structure is followed by organisation to cover more market area (Turner
and et. al., 2019). Along with this it is also identified that company maintain formulate an
effective structure that leads to influence employees and all departments of organisation to work

with right strategy. For example- Organisation structure is adjusted by Starbuck for expansion of
business as it helps management to engage local coffee house chain such as Ethos water and so
on. At time of expanding the business it is also identified by management that employees
perform an important role to manage task at different locations. But to manage workforce is one
of the most complex task which generate challenge for Starbuck (Schuler, Khilji and Ruël,
2015). This also governs employees are most important for organisation that complete operations
properly by matching company products with the customer demand. Along with this multi-
national organisation such as Starbuck employ and identify characteristic of workforce to ensure
that all operations are properly managed for completion of work with more efficiency.
Literature Review
Process of Recruitment and selection strategy
According to the Nicole Long, 2020 recruitment and selection evolve employing individual
to work with selective and specific process to work with all aspect of business. This also refers to
achieve optimal profit and success an organisation formulates effective strategy that leads to
work with right employee. It is also analysed by various authors that recruitment process for each
organisation is essential either it is small or large. The main motive of selection is to select right
employee to manage work that reduce training cost for organisation. Along with this is also
identified that recruitment process also requires strategic management that leads to manage work
with right techniques and individuals.
From the point view of Alex, 2018 identifying needs of organisation is the first step for
selecting right employee as it help to identify current required skills for job position. Along with
this accomplish of task require the ability for identifying various jobs as well as roles for meet
them with goals and objectives of organisation. Manager or individual who are responsible for
recruitment must aware about activities that is relates with recruiting right candidates. It includes
internal effort, college hiring or placement, vocational and technical event etc. This is also used
by management for analysing and directing future requirements that leads to recruit right
individuals to direct efforts as per entry level position (Atzori, Shapoval and Murphy, 2018).
Selection process is another effort that is required by candidate for identifying specific skill and
knowledge in order to enhance moral and ethics of individuals. Moreover, it is used by

management to ensure employee meet and qualification. Along with this strategic management
also consider account that reduce cost and ensure staff capabilities to work with productivity.
According to the perspective of Neil Kokemuller, 2019, it is identified that recruitment and
selection is defined as a proactive to human resource for identifying and screening candidates as
per job. The primary benefits for effective recruitment generates a strong pool of applicant,
qualification and proactive alignment to match efforts with organisational goals, high morale and
reduced turnover of employees (Bratton and Gold, 2017). Strong pool of applicant defines plans,
job boards and common recruitment methods to work with qualified applicant.
Responsibilities of the employer and employee in context of employee development and its
comparison with different talent management approach
From the perspective of Kate Heinz, 2019, the term employee development is defined as the
process in which an employee supports various training programs that enhance skills and
knowledge of employees for completion of task in an organised manner. Employee development
also known as joint initiative of employees and employer for upgrading skill and knowledge of
individuals that works with latest trends in industry. Along with this both employer and
employee obtain several benefits that work as a positive aspect for organisation. It is monitored
several times employers often underestimate value of professional development that exists in
staff. This helping employee’s to enhance its strength for growing its skills to identify roles and
business. Example- Learning and development focus on opportunities that improve employee
engagement, increase skill of employees.
From the point view of Alex, 2017, employers are responsible for working with low cost in
order to associate them with professional development. There are different benefits obtain by
organisation when it employees are able to enhance change with adopting innovative aspect.
Long term individual development work as the responsibility that the employer are responsible
for corporate social responsibility that invest better value for human capital which boost work
performance of organisation (Christy, 2015). It also governs that employers are responsible for
boosting employees work performance.
From the point view of David Ingram, 2018, it is identified that employee development
refers to improve employee’s professional skill. This is also identifies by management that
employees also take responsibility on personal basis. It also refers taking initiative such as
employee development make initiative for providing responsibility that speak up for preparing

ambitions that attract individuals to manage work with team performance. Attitudes of
employees provide positive aspect that makes programs to make right session in order to not
waste time on training session. Outside learning generates employee development program for
generating deal that make professional contacts to work with right vacation.
Employee engagement and talent management recognised as a similar term but both are different
from each other (Hughes, 2018). There are talent management includes everything for
organisation that is related with recruit, plan, retain, develop and reward its employees in order to
become best workers. Employee engagement explore the willing an employee for investing time,
ideas and skills that work for better development organisation. It is also used for engaging
employees that attract individual to manage talent and encourage individuals for the continue
development in order to engage employees that work as an own boos for selecting right
candidate.
Human resource system and procedure
From the perspective of LD Withaar, 2019, small business and management determine
HRM policy that is used to tackle work with guidelines. The main role of human resource related
policy, system and procedure is to manage work with right staff. For each area work for
organisation that make procedure and make guidance for employees to update procedure and
make change at workplace to match employee performance with existing industry trends. One of
the most important roles performed by management or HR manager is to provide equal
opportunity for all individuals. This also refers that with offering similar opportunity it is easy to
manage workforce. As all employees perform their work with right work possibility that also
leads to complete work by motivating workforce to accomplish right and accurate results. Along
with this it is also identified human resource management is too strategic that is impacting on
overall operations of organisation for performing work in an organised manner (Jackson, Schuler
and Jiang, 2014). This also determines with right human strategy it is easy to accomplish
organisational goals by engaging skilled and capable employees at workplace.
From the point view of John, 2017, it is identified that HR policy, procedure and practice
perform their work that leads to develop and establish a framework that satisfies customer needs
in proper manner. It is also identified organisation develop company culture that helps in
managing work which provide guidance in generating rules, consistency and fairness among
workforce. The main motive of organisation is to gain better results that manage work for staff

members. This is also in managing health and safety of employees by completing all operations
in an organised manner.
Discussion and Analysis
Effectiveness of recruitment and selection strategy and it also include employment law and
example of case law
According to the present market conditions it is identified that Starbuck is a large
organisation that is performing work within international market. So management is more
focused for completion of recruitment and selection process in a cost effective manner that also
leads to complete work with help of CV and interview rounds as it help manager of Starbuck for
working at local level. This also provides ideas for management to work with local workforce.
Moreover, the positive point of recruitment and selection process of Starbucks that generates
clear idea for understanding local market or customer base. It is also used for completion of
demand related with local customers. The main motive of organisation relates with submit of CV
that screens desirable skills and attributes which helps to make better decisions (Kang and
Namkung, 2018). Along with this by providing right application to work with existing team
management of Starbucks ethos it working model that work with help of teamwork.
With the evaluation of Starbuck recruitment process it is also determine by management
that to make better results. It is monitored that some potential question are also identified that is
used for allowing manager in order to make attribute which generates right and accurate results.
This also helps to identify different application that work with working model. Along with this it
also helps for completion of work under which better framework is implemented that lead to
experience to relieve better result.
Employment and several other laws are also required by management for completion of
work in an accurate manner. This refers that their several benefits are accomplish by organisation
through implementing employment law in the work premise of Starbucks. Example- Afeter
interview some selection test such as reasoning and aptitude test are conducted by management
in order to check ethics. In order to check it is identified by management that it also leading areas
under which completion of work relates with ethos, safety and other feature which make critical
results to deliver better experience for customers. Similarly, the instance of case law define that
manager who is conducting interview must sure that there is no discrimination exists such as

question about gender, ethnicity and culture. Along with this in recruitment process organisation
also offer opportunity for asking question that appreciate employee engagement that make better
commitment to work with right laws (Kramar, 2014). Opportunity about asking question also
ensure about nature of organisational process that ensure overall nature of individuals is
evaluated at time of recruitment and selection. In the last, by understanding role and importance
of employment and other law Starbuck appreciate employment law for answering about all
questions.
Analysis of development about employees and role of employer and employees
Starbucks is making great coffee that leads management to understand training and
development that is used for running better brew. The Starbucks is running there are six level
apprenticeship make scheme as it help to individuals grow such as information technology,
finance, business and leads to digital skills. There are various Starbucks houses in which
organisation achieve creates area under which employees retain for longer period. It also leads to
perform all work in an organised manner. Along with this it is also identified by management of
Starbuck that it is leading management to work properly by retaining staff to work with retail
industry properly.
Competitive advantage refers to the ability for an organisation that is not possessed by any other
rival organisation. Starbucks is managing large number of coffee house and to perform all work
properly it aids management to gain competitive advantage over competitors by building
superior workforce. In order to implement overall employee development it is analysed by
Starbucks that employer and employee both are responsible for completion of work in an
accurate manner. Moreover, theory of reinforcement is implemented by management that
suggest learning behaviour of individuals and it also suggest that theory of reinforcement that
elaborate concept for learners and it lead learner to make positive result. Along with this best
human practice is also included in this report which show interest among individuals related with
training and development programs (Li, 2018). In context of Starbuck, reinforcement theory
suggest that individuals are demonstrating more interest that help to build training and
development of employees for a specific purpose. Moreover, theory of employee engagement is
different from talent management because in this individuals must focus on all aspect which is
not similar among individual due to which it create complexity for Starbuck to manage work for
employees.

Critical analysis of HR system and procedure and its relation with organisation
HR department is one of the most crucial aspects for Starbuck that is boosting or enhancing
work performance of employees. The submitted and inspired representatives have incredible
noteworthiness in the general authoritative achievement and Starbucks understand that early. So
Starbucks gave incredible significance to enlistment process so as to choose opportune
individuals for occupations and create them and hold them so as to get practical elite of the
association (Li, 2017). What's more, compelling HRM strategies received by the organization
additionally shows its responsibility towards its human asset.
From its beginning Starbucks has given incredible significance to its cutting edge staff and
baristas on the grounds that they give it upper hand by giving the clients the experience of the
Starbucks. They generally remained the focal point of the organization's considerations. From
first day while employing somebody for organization, the characteristics that are given incredible
significance are steadfastness, flexibility and capacity of the contender to fill in as a successful
individual from a group.
The greatest test that Starbucks adapt to in first decade of 21st century is to keep up the altruism
of the association while having a high extension rate and to build up the certified workforce to
help its development arrangement. The examiners were in question that with this quick extension
strategy whether it is ready to meet the objectives to be a positive manager. In early long
stretches of 21st century the organization asserted that its immense expenses on human
improvement have been indicating extraordinary in the money related situation of the
association. In financial year 2004 the spending on human asset advancement was more than its
spending on publicizing costs that were $68.3 million (Noe and Kodwani, 2018). In mid of 2004
so as to meet these substantial costs the organization expected to expand the cost of its drinks
with 11cents these were at that point premium costs for the Starbucks items. In any case, other
hand organization was not in position to chop down the motivating forces that it gives to
workforce since that activity can lead a significant abatement in their resolve.
CONCLUSION
In the last, with the above information it is concluded that human resource department
plays an important role for each business either they are working at small level or large level.
This is also identified by management that there are various task performed by management in
making purpose that leads to analyse with HR system that make challenge in employee

workforce. The main purpose for this report relates with organisation in making changes which
lead to provide result. Starbuck is analysing results which lead development that premium price
is charged by management as it also increases profits. With the process of right recruitment and
selection strategy that are placed in organisation for making right result as it helps in making
areas as it also identify to undertake employment law and case law. Business is managing
employees that leads to analyse best practices and related with engage workforce. In the last,
human resource system and procedure that determine different practices such as equal
opportunity, health and safety and human resource management for managing overall workforce.
In the last, by implement of different theory such as theory of reinforcement and social learning
leads employee engagement and development which enhance work performance of employees
and aids to accomplish desired goals in minimum time period.

REFERENCES
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