Human Resource Management Report: Starbucks HRM Practices

This report provides a comprehensive overview of Human Resource Management (HRM) practices, using Starbucks as a case study. It begins by defining HRM and its core functions, including staffing, training, and development. The report then delves into the strengths and weaknesses of various recruitment approaches, such as internal and external recruitment. It further examines the benefits of different HRM practices like training, development, and reward management, along with their impact on employee performance and organizational objectives. The report also evaluates the effectiveness of these practices and discusses the importance of employee relations and key elements of employment legislation. Finally, it illustrates the practical application of HRM practices within Starbucks, offering insights into how the company manages its workforce to achieve its strategic goals. The report emphasizes the importance of HRM in driving organizational success and competitive advantage.

Human resources
management

Table of Contents
INTRODUCTION...........................................................................................................................1
Purpose and function of HRM...................................................................................................1
Strength and weaknesses of various approaches ........................................................................3
Benefit of different HRM practices.............................................................................................5
Evaluate effectiveness of various HRM practices. .....................................................................6
Importance of employee relations ..............................................................................................7
Key elements of employment legislation ...................................................................................8
Illustrate the application of HRM practices................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employee in a business or in a company and considered as an essential perquisite in
addition of qualities, skills and competencies with running business and developing it a success,
these people connected with the organization are called as human resource management or
workforce (Stewart and Brown, 2019). Human resources management is defined as, it includes
the procedure of recruiting, selecting, induction of employees, giving orientation, training and
development, providing advantages, motivating employees etc. it involves management
functions like planning, organising, directing and controlling and helps to acquire individual,
organisational and social objectives. It is an effective strategic approach for management of
people in an organisation, in which they look forward to help their business and gain competitive
benefits. It is created to enhance employee performance in service of an employer's strategic
objectives. This report is developed on Starbucks organisation which is an American
multinational chain of coffee-houses and it is situated in Seattle Washington.
This report concentrate the purpose of HRM that are implement by organisation in
planning. The next part covers the advantages of numerous Human resource management
practice which are adopted by company or an organization in addition to both of them and also
their potency bear to the productivity benefit of the company in terms of profit. While, it
influences over decision making of HRM and focusing on various employment legislation which
is mandatory for the company to follow them.
Purpose and function of HRM.
Human resources management, it is the practice of organization undertakes of hiring,
managing the personnels and its performance along with workforce in an organisation. HRM
department is responsible for perform different roles and function in context with the company. It
is detailed underneath which are relevant to workforce planning and resourcing in an
organisation.
Function of HRM
Developing diverse team: It means differences and similarities towards employee in
term of age, culture background, physical qualities, religion, gender and sexual orientation,
diversity makes workforce varied. It increase competitiveness of the company. HR plays crucial

role in taking the thought process of recruitment and developing diversify team for the
organisation.
Developing and retaining talents: The sophisticated organization like Starbucks are
importantly depend upon quality of their personnel and their outcomes. Organisation invest high
cost to development of manpower and increasing their qualities and developing the quantitative
advantage (Armstrong and Taylor, 2020). HRM main work is give the training to the employee
to recognize their excellent opportunities for employee which keep motivated towards the
organization and company want, they stay for long period of time.
Function and purpose of HRM
The function of Human resource department is classified into different categories which
is given below:
Staffing needs: HRM is responsible for recruiting employees, which involves creating
position announcements to identifying job duties, abilities and requirement it is essential for a
position which is needed. This department is necessary to make a whole complete termination of
employees in which they help to insure about no laws are profaned at the time of processing.
Employees in the department easily communicate with administration in another department in
the selecting procedure. HRM department are also involved in transfer and promotion procedure
for existing employees.
Managerial function: This function of HRM and Starbucks there are different acts in
the department areas which they have to do focus for betterment of operation. The major
function of HRM planning, directing, controlling and organising.
Purpose: Human resources department part of Starbucks analyse the requirement of the
company and accomplish its needs in addition with employee as well as with preparation,
directing, organising the appropriate outcomes of the personnel which is in favour of an
organisation for its future development.
Effective function: It includes duties and task for an organisation which is assign the
responsibility for doing something for employees as well as human resource department. In
which it involves employment development, compensation and care of employee of the
company. Human resource employee of Starbucks is anxious for the betterment of the manpower
to build their potential for future.

Purpose: It is related to individuals and different functions to handle them. Starbucks
give orientation for the advantage of employee and give direction for their path.
Consultative function: This function gives advice on matters which is relating to human
resource of the company and human resource manager’s expert in his field to do evaluation of
employee’s procedures, programs and policies. It is responsible for managing the workforce of
the organization while, HRM of Starbucks proposal to top higher authority and other technical
area in context with carrying out the prospective out of the personnel.
Purpose: It all about to run business effectively and efficiently and ensure to higher
authority is working as per various policies of HRM order to be safe by unethical functions, in
outcome from legitimate charges.
Strength and weaknesses of various approaches
This process involved in selecting candidates for unpaid roles is known as recruitment.
It is defined as, involves the overall process of identifying, short-listing, screening, attracting,
interviewing suitable candidates for jobs within the organisation (Banfield, Kay and Royles,
2018). It is Human resources practice which is accompanying with covering the resources for
draw appropriate candidates for the organisation to meet with recruitment necessitate of
personnels. There are Two methods of recruitment approaches that can be implement by HRM
department of Starbucks.
Recruitment approaches:
Internal recruitment
HR manger is looking forward with in the organisation through the promoting for transferring
professionals from one department to another department. In simple words, this approach is the
process fulfil the vacancies with in a business enterprise from its existing manpower is known as
internal recruitment.
Strength: organization needs some time to involve a new role, it is very quick procedure
of employees which help higher authority to easily find the dedicated employee. It gives
advantage to employees and employers as the manpower gets motivated and their similar with
the organisation as well as empowerment of Starbucks.
Weakness: When organization promote someone to fill open profile, their old
designation become vacant. It simply means it is a series of moves and promotions which

interrupt in business operations this is a major drawback. This process doesn't give chance for
bringing fresh talents which stops the development of the organisation.
External recruitment: It simple defined as, business looks to accomplish the vacancy
from any appropriate applicant outside the business. It is second aspect which is useful for
Starbucks to developing talent. It takes place when the unit of organisation require to bring new
talent and increase the overall outcome.
Strength: It enhanced chances, organisation acquires various number of candidates who
have own knowledge and quality able to do that job. When organisation takes external
recruitment, it is fair of possibility to finding new candidates foe giving or delivering new skills
for development of the organization. There will be an opportunity for facing better competition
in order of hiring new talent.
Weaknesses: when candidate got selected from external recruitment process, there is less
chance for analysing or understanding the environment of the organization. Lesser understanding
creates huge difference in upcoming activities of the organization. There is higher risk because
those candidates got selected for the post they are worth or not for offered positions. It is very
common risk in external recruitment because all candidates are strangers those who applied for
job.
Selection: It is defined as, the procedure of selecting a qualified person who are able to
do successful job and give their valuable contribution to the company. It should be based on job
analysis. Selection criteria jobs are related and provide organizational value. The employer
chooses the best applier that was build by recruitment process. It involves screening and testing
of employees who have given CV, resume for the job and interested in organisation for working
(Chelladurai and Kerwin, 2018).
Selection approaches:
Quality test: This process is designed to measure the quantity of employees to perform
mental as well as mental task.
Strength: It helps to HR manger to analyse the capabilities, different skills competencies
which is require by an employee to grasp working.
Weaknesses: This is long time consuming procedure which impact on selection process
and makes it very long. HRM department firstly they conduct the test after that they will evaluate
the candidate and give marks according to their scores.

Benefit of different HRM practices.
HRM is focuses with management of skilled and appropriate man power who is qualified and
able to perform all the given activities in the most effective manner for achievement of all aims
(Berman and et. al., 2019). The operational function of HRM there are various practices of HR
employee and giving different advantages to the employer and employees. In addition, with
Starbucks Human resources practices and their advantage for the organisation and to the
manpower are mentioned and described below:
Training and development
Training and development Refer to educational activities within an organization
developed to increase the knowledge and abilities of employees while giving information and
direction on how to perform better task. The reason of training and development look for conduct
different sessions and programs for developing skills and knowledge of workforce. Programs
which are conduct by HR manager or training manger is known as training and development
session (Brewster, Mayrhofer and Farndale, 2018). In context with training and developing
better competencies in professionals are employed through Starbucks. So that appropriate
training given to the workforce which helps to enhance their potential abilities as well as
updating their knowledge. These sessions are very helpful for Starbucks as well as workforce.
The advantage training and development for employer and employee are as given:
Benefits to employees: This session is useful for them, it assist in improving their skills
competencies and more essentially experiences based on ultimately training programs for future
growth. It helps to employee enhance their potentials in respective fields that support exploring
best opportunities.
Benefits of Employer: It changes the productivity and outcome in an organisation as the
whole result is one of the staff improved. Starbucks looking forward for hiring competitive
advantage in the market over its challengers. This organization have several training and
development program for the employees that allow to build manpower in company.
Reward management
Preparation and implementation of strategies and policies that purpose to reward people
fairly, and systematically in accordance with their value to the company is known as reward
system. The practice of reward management is defined as, it is connected with the adoption of
policies which gives the equitable rewards to the people along with the values (Huemann,

Keegan and Turner, 2018). It involves monetary and non-monetary advantages for Starbucks and
manpower connected with it. The concern organization make use of non-monetary rewards for
employees in order to give them opportunities. By evaluating the performance of employee
organisation provides monetary benefits to them. There are specific advantage of reward
management in HRM practices which is given below:
Benefits to employees: Starbucks employees are benefited with the reward management
practice, they are getting extra monetary or non-monetary support from organization decided
their salaries which keep enthusiastic for giving the best service to the organization and give the
satisfaction with the job and working climate.
Benefits to employer: It helps the company in enhancing the morals of employee which
good outcome and productivity. It accomplish trust loyalty manpower towards the company that
help in retaining employees for longer duration with in the organization use their expertise for
maturation of the company along with competitive advantage.
Evaluate effectiveness of various HRM practices.
HR management concerned one of the most important organisation undertakes raising
utilize contribution in success of the company. HRM practices plays important role in leading the
manpower and also encourage them to accomplish all the planned organizational objectives. It is
mentioned in above section in addition of Starbucks which are important for the employer and
the employee. It also carries effectiveness in terms of highlighting profit productivity of business
and standards. Profits and productiveness of an organization which mentioned below:
Training and development
It refers to the learning and enhancement of competencies which is given by the
organization to the employees and enhancing their abilities , knowledge which changes them to
execute their respective job roles in the most significant manner. This is important training and
development essential part of HRM practices that assist in enhancing the potential of employees
securing their productiveness. In concern organization on and off job trainee process are used in
order to give their best opportunity to the employee. (Morgeson, Brannick and Levine, 2019).
They increase their abilities and improves mistakes from previous aspect that helps in
accomplishing the objective of Starbucks. While, the competencies of employees are enhanced
with the help of training sessions which results in improved performance and generating profits

for the organisation. Performance are on highest level and productivity of business is also
highlighted.
Reward management: HRM practices used through companies for encouraging the
employee to make them work with their skills for executing and carry through the planned aims
of the organization. The motivation level of employee and different employees directly related
with their results, if employee willing to work and perform with their best potentials in most
significant manner (Hoon, Hack and Kellermanns, 2019). Although, in Starbucks gives
monetary and non-monetary rewards to employee that motivates them in increasing their
performance level. High encouragement of employees ensure their engagement in the reckon and
allotted to them resulting in best productivity and profitability of the organization.
Importance of employee relations
It occurs to the process of company efforts and take initiative to maintain or manage good
relationship between employee and employer. Manger of the organisation work to build good
relations of the employees so that workers are willing to give their potential along with the best
outcome to the reckon with in a nominative time. In this Human resource manager can give
innovative ideas to come up with solutions, so that work can be managed in discipline or ethical
manner by the employee and workers will be satisfied with working culture or climate. HR
manager of Starbucks are responsible to maintain relation of employee and employer to
encourage of working due to employees gives the actual outcome and it also enhance the
outcome of employee working and also change the system of administration in best way.
Importance of employee relation
When employees have good relationship with the employers, the organisation benefits to
sustain their work and also have a good coordination. Every individual at the organisation shares
certain relationship with his colleagues or co-workers.
Decision making in HRM is highly convinced by employee relations. Human resource
manager can view employee relation on top to properly planning to acquiring the marks without
any difficulties (Siyambalapitiya, Zhang and Liu, 2018). In the background of Starbucks, For HR
manger is easy to take decisions and maintaining the relationship between the staff members and
high authority management. It assists in capturing the new chances that assist in earning high
market growth and higher sustainability in the organisation. There are few advantage of
employee relation that influence decision making is given below.

Enhancing communication: Effective communication plays vital role in organisation,
the major benefit of employee relation is showing the effective communication among the
employees. In relation of Starbucks the HR manager making decision are convinced by good
dealings in the associates of the organisation because it developing internal process in efficient
way that helps higher authority to work on their issues and possibility and taking decision
acquiring the reference point.
Employee satisfaction: Factors that influence employee satisfaction addressed in this
survey might involve compensation, perception of management, workload, teamwork, resources
etc. employee satisfaction is measured using an employee satisfaction survey. The benefit of
worker relation in the employee engagement in their profession. It is possible when effective
relation between the employee, if they are not appropriate associated with other than they will
not satisfy with working culture and climate. To increase the level of employee satisfaction HR
manager of Starbucks can analyse make more preferences to satisfying the need of the employee
through giving them healthy and friendly atmosphere of the organisation. So that every member
connected to each other which helps the manger to take decisions in positive way.
Key elements of employment legislation
It includes the rights of workers and regulates their relationship with their employee. It takes
legal laws and responsibilities that involve the labour relations, worker compensation, hours of
works, health and safety of the employee. The making of employment legislation is to save the
workers from the wrong things happening in organisation. This law includes the minimum
wages, discrimination and organization safety laws, it was regulated by political parties. These
laws may affect the decision making of Human resources management.
Elements of employment legislation.
There is various employment legislation in relation of Starbucks it will essential great
effect on decision making of HRM. This laws helps in taking the effective decision which is
given below:
Safety laws: Every employer must give and maintain, a working environment that is
safe and without risk health of the employees (Gürlek and Uygur, 2020). Starbucks focuses on
the employee safety and their health in organization. This will positively affect the decision
making as they help and boost the employee for working effectively due to this manger which
focus on decision-making. But at the same time, it will impact negatively in decision making as

it include the huge amount of cost due to this financial resources of the organisation may have
affected. Starbucks can provide health insurance for the safety of employees and also giving
positive environment, if employee well and good, able to do work business can run smoothly and
effectively.
Employee relation act: It promotes good employment relations and good faith
behaviour, which involves mutual obligation of confidence and trust among employers,
employees (Machlis and Tichnell, 2019). Starbucks helps in developing the best culture with in
the organisation for the betterment of the company. In these employees do wrongful conduct and
using insulting words with in the working area and they get terminated from the company.
The HRM practices enhance the profit ratio and productivity of the business and with this
effectiveness among working conditions and its appropriateness both get advances that induce
favourable outcomes for business growth and development. It is being used to process employee
empowerment, appraisal system, training and development and compensation through which
long term success and development is achieved with adequateness.
Illustrate the application of HRM practices
JOB DESCRIPTION
Job Role: Marketing manager
Functional unit: Marketing department
Job summary: Marketing manager role is very important it is responsible for different
activities in relation with increasing consciousness in public about offering of organization to
conducting marketing research as well as increasing the brand image of organization. There are
duties and responsibilities of marketing manager.
Roles and responsibility
 Original and unique
 conducting marketing research
 making the budget for marketing
 Developing new promotional activities
 Highlight sales standards and reducing costs.

Qualification and skills
Master and bachelor degree in required area
Positive attitude
Analytical skills
coordinative and supportive
Person specification
Job title: Marketing manager
Department: Marketing
Core competencies: Good in written or verbal communication, customer centred, work over
various channels, to test and learn to change impact.
Experience: 5 years in marketing role, responsible for budget and campaign planning.
Knowledge: Organizational strategy, marketing techniques in digital and social market.
Interview notes
 Tell us about your career?
 Why marketing is important for organisation?
 What are the most crucial but Important HRM functions and practices?
Job offer letter
Starbucks Inc.
Seattle, Washington
2 February, 2021
Mr XYZ
Human resource representative
Congratulation, we are pleased to recommend you position marketing manager in Starbucks
Inc. This job included 6 days working and it is full time job. Your initial salary is $68,00. all the
dimensions of employment offer and boost of our employees are outlined in the document.