HR Business Case for Starbucks: Human Capital Analytics and Engagement

This report presents a comprehensive HR business case for Starbucks, advocating for enhanced employee engagement through feedback collection to improve overall business performance. It addresses the problem of neglecting employee input and proposes strategies for implementation, including stakeholder analysis, ethical considerations, and the use of technology. The report outlines a detailed time frame and budget for the initiative, emphasizing the importance of employee engagement for productivity, profitability, and strengthening the bond between employees and the organization. The technical section includes performance projections and a conclusion that highlights the significance of the project and its potential to positively impact Starbucks' reputation and operational efficiency. The report also includes appendices with the advantages of employee engagement and how to obtain feedback.

Human Resource Management 1
Human Capital Analytics
Name
Institution
Author’s Note

Human Resource Management 2
Table of Contents
HR RELATED BUSINESS CASE FOR STARBUCKS COMPANY.................................................3
Executive Summary......................................................................................................................3
Introduction.................................................................................................................................3
Problem statement.......................................................................................................................4
Background literature..................................................................................................................4
Stakeholder analysis....................................................................................................................5
Internal stakeholders...................................................................................................................6
External stakeholders..................................................................................................................6
Significance of the project...........................................................................................................7
Implementation possibilities and strategies.................................................................................7
Time frame for Implantation........................................................................................................8
Budget for implementation..........................................................................................................9
Technical part............................................................................................................................10
Employee performance after the implementation of a full employee engagement....................12
Conclusion.................................................................................................................................13
References......................................................................................................................................14
Appendices....................................................................................................................................17
Appendix 1: Advantages of employee engagement....................................................................17
Appendix 2: How to obtain feedbacks from employees when engaging them...........................17

Human Resource Management 3
HR RELATED BUSINESS CASE FOR STARBUCKS COMPANY
Executive Summary
Human resource management is a vital sector within any organization and it is known to
have the potential of clearly addressing various goals and objectives that have been put into
consideration most so by the management team. Moreover, ensuring that a company’s business
performance is improved to greater levels is a type of an advanced approach that will lead to the
emergence of quite a number of co putative advantages (Birk et al. 2016). Full engagement of the
employees by collecting their feedbacks is one major HR initiatives that is capable of adequately
improving the entire business performance of the entire company. The entire human resource
management is fully connected to the whole organization.
Introduction
Nearly each and every leaders of an organization is fully concerned with the performance
of their respective organization since this is the only major technique that can be used to enable
the whole organization gain a good reputation across different targeted groups of individuals thus
ensuring that appropriate and reliable performance is fully maintained at all times. This article
therefore aims towards coming up with one of the most fundamental human resource human
resource initiative that will be specifically directed towards the side of scaling up the entire
performance of the whole organization. On the other hand, as a result of the whole situation, the
case therefore aims to fully convince the CEO of Starbucks company to be able to implement the
HR initiative thus making it easier as much as possible to obtain some of the organization’s goals
in real time without encountering various conditions that are likely to emerge as barriers.

Human Resource Management 4
Problem statement
Various organizations are known to have formed a tendency of neglecting the employees
without knowing that they are the most sensitive groups of individuals that should always be
given the first priority (Iglesias 2016). Moreover, the top officials of various organizations don’t
always see the need to fully engage their respective employees when it comes to addressing
various situations specifically when coming up with adequate decisions that are capable of
making sure that the organizations attain all the dreams and objectives. The CEO of Starbucks
should therefore have in mind that it is quite important to fully engage each and every employee
of the organization thus trying to neglect their presence will always lead to a serious situation
that is capable of interfering with the performance of the entire company and the worst thing is
that it can even go as far as spoiling its reputation across different types of customer segments
who tend to live in different places (Ismail and Ali 2016).
Additionally, the problem associated with handling of employees has been on its rise and
if not given the first priority, there is a high probability that it is likely to come up with quite a
number of negative effects that are capable of hindering the occurrence of quite a number of
positive issues that ought to have taken place within the shortest time possible (Lyon and
Maxwell 2011).
Background literature
Full engagement of the employees by collecting their feedbacks is among one of the most
advanced forms of human resource initiatives that is being implemented under various conditions
in this modern world (Miles, Snow and Pfeffer 2016). As far as this research is concerned, the

Human Resource Management 5
whole initiative aims towards improving each and every aspects of business performance that are
likely to be carried out to ensure that the right outcome are obtained within an agreed time frame.
It is clear that not all projects, ideas together with various forms of development need to
originate from the management level within the company (Jelenković and Barjaktarović 2016).
Each and every employee located in various departments within the organization are known to be
in a possession of valuable ideas that are likely to contribute towards the success of the entire
company irrespective of their ranking or job position. There is therefore the need to appropriately
engage all the employees by collecting all their feedbacks in relation to certain issues that have
been discussed with them.
This is a HR initiative that will provide the management team with some of the practices
and techniques that have been proposed by the employees as far as their modes of operations are
concerned, by giving them a conducive environment in relation to their feedbacks, this is a
condition that is likely to improve their morale by making them to fully concentrate in the duties
thus taking the performance of the organization to greater levels where it can be able to offer stiff
competition with quite a number of organizations that are also likely to operate within various
platforms (Kabir 2018). On the other hand, implementation of this form of initiative is likely to
strengthen the bond that exists between the employees and the organization by taking the spirit
of brotherhood to greater heights since all of them will be able to perform their respective tasks
without any worries but instead, they will have it in mind that their efforts are fully recognized
by the entire organization (Olaiya et al. 2016).
Stakeholder analysis
Stakeholders are known to be playing an important role within an organization and as a
result of this; they should always be appropriately analyzed according to their potential

Human Resource Management 6
(Ogunyomi and Bruning 2016). There are quite a number of stakeholders who are capable of
showing interest in relation to the human resource initiative geared towards improving the
performance of the entire organization. The following are some of the stakeholders;
Internal stakeholders
These are stakeholders who are normally found within the internal part of the
organization. One of the major stakeholders at this point is top management team. These
stakeholders will play a vital role of making sure that the engagement of all the employees is
carried out according to all the rules and regulations of the entire organization (Krasniqi 2014).
Moreover, they will be able to provide an appropriate set of recommendations regarding different
issues that should be carried out in order to make sure that the entire situation comes out as a
success (Judge and Douglas 2016). The second group of stakeholders available at the internal
level is the employees. They are required to provide the right feedback that will be further
implemented with an intention of scaling up the organization’s operations.
External stakeholders
Normally, the external stakeholders tend to exist at the external level of the organization
and are known to have the potential of carrying out quite a number of duties in order to push the
whole organization towards the right direction. The customers will be able to form a major part
of the external stakeholders where one of their major needs is the provision of quality products
and services that will only come up as a result of appropriate performance that the organization is
likely to obtain from the proposed human resource initiative (Obaji, Senin and Olugu 2016).
Additionally, another group of external stakeholders will majorly consist of the external
investors who appear to be much concerned with the investment taking place within the
organization most so the ones that are fully concentrated at the external levels thus making sure

Human Resource Management 7
that all the objectives associated with the business are perfectly addressed (Rodríguez-Rangel,
Sánchez-Rivero and Sánchez-Martín 2016).
Significance of the project
AS far as the content of the whole project is concerned, it is known to have the capability
of leading towards the development of one of the most contributions ever (Meyer, Tsui and
Hinings 2016). Firstly, the project is capable of providing one of the best information to the
management team of the organization regarding some of the most valuable strategies that can be
used to implement the entire human resource initiative thus making sure that there entire
performance of the whole business is well addressed without making any assumptions (Olvera
2016). At the same time, the project is also capable of highlighting different types of ethical
conditions that can be appropriately put into consideration to ensure that the initiative is well
carried out without going against the rules and regulations of the organization (Sheikhtaheri,
Sadoughi and Ghazizadeh 2016).
Implementation possibilities and strategies
The implementation strategies that will be required to make sure that the HR initiative comes out
as a success are vital parameters to the entire situation. The following are some of the
implementation strategies. It is clear that employee engagement is critical to the whole
organization to fully protect its productivity together with the profitability.. By fully engaging
and investing on the employees, it will therefore be the best interest of the whole organization;

Human Resource Management 8
 Putting everyone in the right role- There is the need to make sure that every personality is
placed in the right role within the organization. This clearly means that all the talent
acquisition together with quite a number of retention strategies have to be properly
aligned to make sure that the strategies of the organization are well addressed (Saputra
2016).
 Giving ethics the first priority- There is the need to make sure that ethics is given the first
priority during the implementation of the HR initiative thus providing some of the
necessary steps that should be taken in order to come up with an effective employee
engagement (Sadatrasool, Bozorgi-Amiri and Yousefi-Babadi 2016).
 The use of advanced forms of technology to collect feedbacks- There is the need to come
up with the implementation of advanced forms of technology that will be used to collect
quite a number of feedbacks from the employees without engaging much energy thus
making sure that the whole process becomes more efficient and reliable.
 Engagement of all the stakeholders- To make sure that the whole human resource
initiative is implemented to the highest level, all the stakeholders must be fully engaged
to enable them give out their perceptions related to the whole situation thus making it
much possible to highlight some of the areas where loopholes are likely to pop up.
Time frame for Implantation
In order to come up with much more satisfying results, employee engagement as a HR
initiative needs to be given a reasonable time frame within the organization to make sure that
each and every procedure is carried out efficiently without any complications (Sharma 2016).
Activity Time frame

Human Resource Management 9
Engagement of the HR departments 1 weeks
Drafting an implementation plan 2 weeks
Creating awareness across the employees 3 days
Full engagement of the employees as a human
resource initiative
5 days
Budget for implementation
Making sure that the whole initiative turns out as a success requires a reasonable budget
to be set in order to allow various resources to be set appropriately. The budget will consists of
quite a number of parameters that will be used to carry out various evaluation process in a
systematic manner to make sure that the whole situation remains relevant as much as possible.
Activity Price
Engaging the HR department through meetings $300
Parameters used to collect information $20
Resources used to fully engage the employees $50
Awareness creation $20

Human Resource Management 10
Technical part
Year 1 Year 2 Year 3
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
The above statistics clearly indicates how the performance of the organization will be
able to scale up for the next five years. This improvement of performance is likely to emerge as a

Human Resource Management 11
result of appropriate and reliable implementation of employee engagement by collecting their
feedback within the organization as an advanced for of human resource initiative geared towards
bringing a lot of positive outcomes to the entire organization fraternity. In the first year, the
performance will scale up to a total percentage of 60% thus making the whole organization to
start becoming very competitive at the local level through an and appropriate and reliable supply
of various types of goods and products across a variety of customer segments. Additionally, at
this level, the efforts of the organization will be felt across direct regions since it shall have
started to gain one of the most reasonable and reliable forms of popularity. Additionally, in the
second year, the company performance is likely to scale up to an approximated percentage of
75% where it shall have started to offer the customers with a vast range of products and services
of their choice and it shall have also started to gain popularity within the national market
platform as a result of it coming up with quality products that are capable of serving the
customers for quite a long time. Moreover, at this point, a good number of goals and objectives
attached to the company will be attained with minimum efforts so far thereby propelling the
whole organization towards the right direction. Finally, by the end of the third year, the
organization shall have attained almost all its objectives since its performance is capable of
increasing tremendously to a total percentage of 90%. At this point, it will be carrying out
various operations at the local, national together with the international level.

Human Resource Management 12
Employee performance after the implementation of a full employee engagement
year 1 year 2 year 3
0%
50%
100%
150%
200%
250%
300%
350%
400%
Employee engagement being one of the vital issues being addressed by the human resource
initiative, this is a process that will first make sure that the employee performance is well
addressed in order for the organization to also scale up its performance as far as all its operations
are concerned. Implementing the human resource initiative at the first year within the
organization, the entire employee performance with is able to increase with a total percentage of
40%. At this point they will start to develop high levels of interest in their respective work areas
as a result of the engagement that is done to them by the management team. Their positive efforts
will start to slowly show up as a result of the good organization performance that will start to
emerge across various sectors within the organization. Moreover, making a continuous