Human Resource Management Report: HRM Practices at Starbucks

This report provides a detailed analysis of Human Resource Management (HRM) practices at Starbucks. It begins by explaining the purpose and functions of HRM, emphasizing workforce planning and resourcing. The report then evaluates different recruitment and selection approaches, outlining their strengths and weaknesses. Further, it explores the benefits of various HRM practices for both employers and employees, including performance appraisal, benefits, career management, and planning for change, and assesses their impact on organizational profit and productivity. The report also examines the importance of employee relations in decision-making and the influence of employment legislation. Finally, it discusses the application of HRM practices within Starbucks' work environment, providing a comprehensive overview of HRM strategies and their effects.

Human Resources
Management
1

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................3
Explain the strengths and weaknesses of different approaches to recruitment and selection.5
TASK 2............................................................................................................................................6
Explain the benefits of different HRM practices within an organisation for both the employer
and employee..........................................................................................................................6
Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity......................................................................................................................7
TASK 3............................................................................................................................................8
Importance of employee relations in affecting decision making process of enterprise.........8
Elements of employment legislations and its effect on decision making.............................11
TASK 4..........................................................................................................................................13
Application of HRM practices in work environment of an enterprise.................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
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INTRODUCTION
Human resource are refers to the set of individual which together makeup workforce for
organisation, business sector and industry. In addition to this human resources management is
define as the strategic approach which is utilised for the effective management of people in entity
that provides support to business in to gain competitive advantage. This approach to management
is designed in order to maximize the performance of employees and ensures that are aligned to
strategic objectives of company. Other than this, it is also describe as the recruiting people,
provides training to them and developing prominent policies for workforce along with
formulating approaches and strategies for retaining skilled and talented employees (Aboramadan
and et. al., 2020). Human resource management is the essential aspect for all size of business, as
this meant for optimum utilisation of skilled workforce available in a organisation in order
enhance overall performance and profitability. It is one of most necessary factor for the better
working conditions at workplace and its impact over efficiency and productivity of employees.
This report is based on Starbucks which is an American based multinational chain of coffeehouse
and roaster reserves with headquarter in Seattle, Washington. The below will includes, analysis
of the purpose and scope of human resource management in terms of resourcing an organisation
with talent and skilled employees, evaluation of effectiveness of key elements of human
resources management. Moreover it includes analysis of internal and external factors that have
impact over human resources management decision making and evaluation of human resource
practices.
MAIN BODY
Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing
an organisation
Human resources management is refers to the organisational function which is associated
with managing all the issues that are related to workforce in organisation (Al-Jawad and et. al.,
2019). it provides support to employees in to contribute effectively and efficiently to the
direction of overall company for the accomplishment of desired goals and objectives. There are
various purposes for implementing this approach in organisation and some of them are discussed
below:
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Staffing needs: human resources management is consist of the responsibility of recruiting
right people at right place. This purpose has been associated with the creating position
announcement in which company indentify job roles and duties and determine the require skill
level and abilities for specified job role so that best suitable candidate can be hired.
Compensation: getting fair paid id the biggest concerns of employees, in which human
resources personnel evaluate and make changes in pay structure through determining
compensations trends within the industry (Annisa, Akrim and Manurung, 2020). So that
company can provides acceptable pay through which employees get retain for longer period of
time.
Law compliance: organisation has been also responsible for the safety along with equal
and fair treatment of employees. There are various laws which have been formulated for the
protection of employees in various areas and if company was fail to comply then it can bear
lawsuits which can impact company’s profitability. This is also one of the major aims for
executing human resources management within organisation.
Function of Human resource management:
Job design and job analysis: this is one of the foremost functions of human resources
management, in which job designing is associated with the process of describing job duties,
responsibility and related operations of job. Moreover, job analysis if the procedure which is
associated with describing job requirements such as skills, qualification and work experience.
Employee performance management: this function has been ensures that the outputs of
employee are contributing effectively in to accomplishment of goals and objectives. Not only
employees, this has been also focusing on performance of team as well as departments in order
to ensures better productivity of an organisation.
Employee training and development: providing proper training while ensuring right
development of employees is the major function of human resource management. As the success
and growth of company is depend on how well employees are working with help of effective
training programmes (Chelladurai and Kerwin, 2018).
Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives
As per the above analysis of functions and purpose of human resources management it has
been measure that human resource management is the systematic procedure and approach which
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is used to manage workforce within organisation so that they can contribute effectively in the
success of organisation. In which it has been associated with recruiting skilled and talented
employees which optimum usage of job designing and job analysis and retain them for the longer
period through providing them, training and development and effective compensation structure.
Through which they can analyse growth and development opportunities within organisation.
Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is define as the prominent procedure which has been undertaken in order to
search for potential candidates and encouraged them applying anticipated vacancy within
organisation (Hou, Jiang and Wang, 2019). Moreover, selection is the process of selecting
employees from shortlisted candidate as per the skills and abilities which is needed for specified
job role. There are various approaches used by organisation for effective hiring and some of
them are explained below as under:
Direct advertisement: this is refers to the most common approach in which company has been
placing job advertisement on career sites, job boards, social media and industry publication
which is the one of the excellent way to find various applicants. With help of this Starbucks will
get exposure to employer branding and boost the company reputation in the large market place
which is the biggest strength of this approach. But on other side external advertisement are
expensive along with this, if the company will not target the placement of ads well or in effective
manner then it will not attract suitable candidate.
Talent pool database: this is defined as the data base of individual which have been formulated
by recruiters in application process. This has been developed within applicant tracking system
which has been associated with development of specific and relevant talent pool through analysis
candidate profile. With help of this approach starbucks is able attract passive talent and will
easily review candidates skills, experience and qualification which is essential for higher
productivity of company (Huo and et. al., 2020). Along with this, it is customised process that
makes easy to shortlist. But with this company can face inconvenience as due to technical issue
which can be arise at any time.
Promotion and transfer: this is the approach in which internal employees are identified to fill up
the roles or vacancy in which promotion if the process through which individual get higher
position, responsibility and salary. Moreover, in transfer employee get transferred to same role in
another branch or region and similar position to another department. With support of this,
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starbucks can save its time and cost and help in to strengthen employee engagement which is
necessary factor for higher productivity. In addition to this, it can create resentment among
employees and manger that can impact efficiency of performance and also limit pool of applicant
through which talented and skilled candidate did not get chance.
Evaluate the strengths and weaknesses of different approaches to recruitment and selection
There are various different approaches to recruitment and selection through company is able
to find skilled and talented employees which provide support in tom achieved desired goals and
targets. Such as direct advertisement help in to get large number of candidates and provide
exposure to employer branding and enhance brand reputation and image in large market place
(Jang and Ardichvili, 2020). Moreover, this is very expensive approach along with this if the
company were not place its ads ineffective manner then their efforts, time and money will be
waste. And will impact the cost of the company.
TASK 2
Explain the benefits of different HRM practices within an organisation for both the employer and
employee
Human resource management practices define as the mean through which human resources
personnel has been develop the leadership for the staff. Some of the benefits of HR practices for
both employee and employer and it are as briefly discussed below:
Benefits of different HRM practices for employee:
Performance appraisal: It is refers to the regular review of the employee’s performance
and its contribution in the success and growth of the company. It has been associated with the
opportunity in which representative are have talk about their work execution and its effectiveness
(Jarrah and et. al., 2019). On the basis of this companies has been justify pay increase and bonus
thus, this offers an opportunity to employee to work hard and perform with full potential that will
provides better results.
Benefits at work: There are various benefits that are attained by employee such as skills
development, working hour and leave, employee club, gifts, food and beverage and many other
activities as well. In this rapid development is attained with this skills and ability of each
employee is increases that induce beneficial impact over working attentiveness of business.
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Benefits for health: In this health and wellness program is conducted by Starbucks that is
in favoured of employee under which possibility to provide healthcare treatment and health
insurance is perceived.
Benefits of different HRM practices for employer:
Career management: it is a lifelong process of investing resources in order achieved
future career goals. In this company has been provides opportunity to develop their inside
abilities and skills in order to accomplish career goals in effective way. Along with this,
workforce at Starbucks will ensure their professional as well as personal development through
enhancing their working potential.
Recruitment and selection: It is a fundamental aspect with this ability of Starbucks gets
advanced as with this management attract and retain potential and skilled employees. For this
capability to achieve long term sustainability as while attaining higher and standardised goal is
perceived with timely constrained.
Planning for change:
It is an approach that is used by management gets ensure about to design favourable
strategies that is implemented within an organisation as per advancement of standardised
outcome. Change is always been an essential prospect as with this ability to perceive better
outcome as by making effective utilisation of resources is developed that assist to attain higher
competitive advantage within this competitive era.
Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
There are various human resource management practices which have been providing
support in enhancing profit and productivity of an organisation:
Organisational culture: this is associated with bringing value, vision, belief and tradition
together which have been adopted by the company over period of time. Organisational culture
has been get influenced by the human resource practices in the business premises. Established
standards, guidelines and procedure has provides supports employee in to understand acceptable
behaviour and practice at work place (Jordan and et. al., 2019). Building strong company culture
helps recruiter into entice elite candidates and retain top talent which help in to enhance
productivity which directly influence company’s profit
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Development of good relation: in order to enhance productivity and profitability, it is
essential for the company to develop and maintain good relationship. The human resources
department is consisting of the basic function which ensures positive and good relation among
employees which is essential for maintain adequate working environment in which employees
feel connected and happy. In relation to Starbucks Company, manager has taken various
initiatives in order to develop good relationships through which a better work environment can
be created. With this company boost motivation and working potential for effective and desired
outcomes that provides higher profit.
Advantages and disadvantages of HRM
HRM refers to the management of employee through which effective management and
sustained competent workforce is developed as per involvement of different activities such as
hiring, compensation, firing, promotion, training, development, motivation, fixing compensation
and many other prospects as well.
Advantages:
Human resource planning: It assists to make estimate assumption about requirement of
employee as per skills analysis so that skilled candidate gets placed over vacant position.
Hiring workforce: It enables the management of Starbucks to work with qualified
candidate so that large workforce is created and developed with better competency.
Disadvantages:
Costly set-up: The HR system needed higher cost such as for hiring, recruitment and
selection along with training and development with this higher amount of Starbuck get spend
over advancement of working standards.
Unpredictability: It is a limitation with this management is unable to predict about
external events and behaviour of workers which might induce loss to business performance and
its productivity.
TASK 3
Importance of employee relations in affecting decision making process of enterprise
Employees are the most essential aspect of the business as they have play crucial role in
the success of company. In order to gain trust, support and commitment of workers, it is
important for manager to ensures a better work environment and good working relationship with
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workers and among workers so that they feel engaged with an organisation. In today scenario, an
organisation can not achieve the success and growth, without support and commitment of
employees and for this its is necessary for the company fulfil the needs and requirements of
workers. A satisfied employee gives it best to company through which overall productivity and
profitability get enhanced. Manager of Starbucks company will going to accomplish employee
commitment through compensating them which are aligned with policies for with all
employment legislation. Fully satisfied employee will work with full potential help in increasing
revenue and decrease in cost in organisational process. In order develop and maintain a good and
healthy relationship with employees there are various condition which need to created in an
organisation:
 There should be a adequate frequency of feedback so that managers and employees have
aware about issues and problem faced by co-workers at workplace that can create
situation of conflict and negative impact over positive environment of company. So it is
necessary to know about issues and take required actions through which problems of
employees can be resolved in effective a manner.
 Involvement of employees in decision making process should be encouraged so that skills
and abilities of employees can enhanced through which they feel engaged with
organisation.
 As per the employees legislation there should be less case of discrimination at workplace
and every employee have to tarted fair and equally, so that a better and healthy
environment.
 Effective communication is necessary in company that help company to maintain contact
with its employee and it also facilitate better decision making.
 There should be reward and recognition policy that should be given to the well performed
employees this help in to motivate and encouraged them through which their performance
get increased.
With help of such initiatives, Starbucks company has been can create and maintain good
working condition with workers which help in to the better decision making and in to
accomplishment of goals and objectives.
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JOB DESCRIPTION
JOB DESCRIPTION
Job role: Marketing Manager
Functional Unit: Marketing department
Job summary- The manager get build better awareness as by development and execution of
suitable strategies in order to meet desire and need of marketplace. The manager also oversees
about market research as with support of planning and marketing strategies.
Duties and Responsibilities
 Promotion and positioning of brand
 Attract more customers
 Raise brand awareness
 Creation and development of marketing campaigns
Qualification and Skills
 Bachelorette in specific field
 Having 2 year experience
 Interactive skills
 Soft and hard skills
PERSON SPECIFICATION
PERSON SPECIFICATION
Job Title: Marketing Manager
Department: Marketing
Attributes Essentials Desirable
Core
Competencies
 Market knowledge
 Excellent verbal and non-verbal
skills
 Problem solving capability
 Effective communication
Experience  2 year experience in marketing  Having professional
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 Ability to connect with marketplace certificate in marketing
Knowledge  Market research
 Marketing technique and tools
 Application to perform
marketing
JOB OFFERE LETTER:
JOB OFFERE LETTER
Starbucks
Mr XXX,
Human Resource Department
We are extremely happy to offer this job role “Marketing manager” with having a 6 day working
with salary of $60,000. It is a full time job and will offer you other benefits as well that comes
under our provision.
If you have any query feel free to contact and ensure to come with your original document for
rectification.
Sincerely,
Mr XYZ
HR department
Starbucks
Elements of employment legislations and its effect on decision making
Employment legislation is consist of various employment protect measures that involves
employment standards, labour relation, workers compensation etc. this is has been undertaken in
the company which reflects relationship between employee and employer. It describe
responsibility of employer or company towards its employees. Some of its elements are
discussed below:
Employment rights act: This act has been consist of all basic requirements that need to
be provided by the employer to employee at workplace. It has been stated that workers should be
provided minimum through which they can fulfil their basic need along with this employee need
to facilitated with the safe and healthy environment so that their productivity get enhanced in
effective way.
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Workers discrimination act: This act has been stated that every employee in organisation
need to be treated equal and fair regardless of their age, gender, colour and disabilities etc. there
should be equally opportunity to every employee and everyone has to be treat in same manner.
Elimination of discrimination cases in Starbucks will create healthy and positive work
environment that will encouraged employee's productivity
Equal pay act: As pre this act, employees which are doing same job at same position
should be provided same salary or wage. This is main driving force behind the higher
productivity, along with this it enhanced creativity and motivate employee for better results .
Minimum wage act: Under this act, government has been decide the minimum wage that
has to be provide by the organisation to its workers. This amount is decided on the basis of
inflation rate exist in market. Through which employees fulfil their basic requirements.
Employee relation act: This is refers to the act which has been associated with the
developing and maintaining good relationship with employees in order to accomplish
organisational goals and objectives in effective manner. It has been done through providing
better environment and compensation and rewards for their performance.
Working time directive act: It stated the minimum working hours of en employee at work
place and in weak. As per the legal existence worker is bound complete his or her minimum
time which is 48 hours, moreover, employee can work for more hours but that is depend their
will.
Evaluation of the key aspect of employee relation and employment legislation
There are various elements of employment legislation which reflects the relationship
among employer and employee. This measures have taken for the protection of employees in
which employees rights act has been taken for fulfilling basic requirements of employees so that
they can work with their full potential along with this, managers at Starbucks has been taken
prominent initiatives in order to develop and maintain a relationship among employees such as
involvement in decision making process, equal and fair treatment and effective compensation
and reward policies through which they feel connected and valued.
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TASK 4
Application of HRM practices in work environment of an enterprise
Business become success and attain growth with induce of certain strategies and approaches
through which, workforce work effectively and feel engaged with organisation. For this company
has been initiate some human resources practices in order to manage workforce in effective way
so that they can contribute in the success of in systematic manner. Starbucks is one of the leading
company in chain of coffee-house and roastery reserve, it is essential for company to apply
various HR, practices so that its workers can be managed in effective way. Some of the HRM
practices are explained below as:
Human resources planning: this is the systematic procedure which has been determine
current and future need and relevant data about human resource through which company has
been accomplish its goals and objectives. This help company in to ensures that right candidate
has been to be placed at right place that has relevant skills and abilities required specific job role.
Training and development programme: it is programme which is undertaken within the
company through employees enhanced their skills, knowledge, abilities and working potential.
Manager of Starbucks conduct a training and development program through which they ensures
higher productivity and effective outcomes.
Creating vision and mission: in this manger has been evaluate skills and abilities of
candidates in order to understand that what organisation can achieve with help of them. In which
this will help in to deciding vision and mission for company.
Maintain quality of business activities: in order to grab larger market share and obtain
higher customer base. It is important for company to produce quality of product that can satisfy
demand of customers. HRM provides support in to establish standard for activities through
which employees are able to deliver quality of products and services.
Managers of Starbucks can apply these practices on important areas at workplace in order
to solve various issues and problems and to enhanced operations of several department that will
help in making current situation better for growth and longer sustainability.
Analysis of rational for application of specific HRM practices
There are are various HRM practices that company can implement in various areas
through which functioning of various departments in order to increase overall profitability and
proficiency. Human resourcing planning is essential for determining the need of human
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resources which is important for achieving gaols. Moreover, these practices also help in to create
vision and mission for company that are going to accomplished by working together in company.
For the higher customer base and large market share, it is important for company to set quality
standards for activities on which employees and deliver quality product and services.
CONCLUSION
As per the above analysis it has been concluded that, human resources management is refers
to the systematic process and approach to managing people within organisation in order to
enhance profitability and productivity. This is essential for the company as this has aligned
employee’s performance with company’s objectives in order to ensure longer sustainability and
success at market place. There are various purpose and function that has been applicable for
workforce planning and for resourcing organisation so that it can meet its goals effectively.
Human resources practices provide various benefits for the employer as well as employees and
develop strong competitive edge for company. Moreover, decision making of HRM has also got
effected by various internal and an external factor that has been involves employees’ legislation.
There are various, human resources practices that are executed within organisation from which
performance outcomes and productivity get enhanced in systematic manner.
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