International Human Resource Management Report: Starbucks

This report provides a comprehensive analysis of International Human Resource Management (IHRM) practices, using Starbucks as a case study. It begins with an introduction to IHRM, followed by an examination of its importance within the organizational context, specifically focusing on recruitment, selection, training and development, performance appraisals, and employee relations. The report then delves into the significance of HRM in both global and domestic business environments, highlighting how Starbucks manages its workforce across its subsidiaries. The report also includes a reflective essay discussing career management and development within the company, drawing on the author's personal experiences. The conclusion summarizes the key findings and emphasizes the importance of effective IHRM for organizational success. References are included to support the analysis.

INTERNATIONAL
HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
COVERED IN PPT.....................................................................................................................1
Task 2...............................................................................................................................................1
Importance of HRM practices within the organisational context...............................................1
Task 3...............................................................................................................................................4
REFLECTIVE ESSAY...............................................................................................................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The human resource management is the crucial element in the management of
organisation. As it is responsible for all the functions of managing and controlling the people
within the organisation. The HRM department within MNC is accountable to handle all the
factors of human resources within the set boundaries of organisation. The international standards
and principles of managing the human resources are considered for the growth of the
organisation. As international HRM is outlined as a process of assigning, acquiring, as well as
utilising people in an international business environment in order to attain the determined
objectives and goals of the company.
This report is prepared on the dimensions of multi national company Starbucks which is
the most renowned food and beverage company in the United kingdom as well as in the most
part of globe. The company acquires more than a half of respective market shares. Thus for the
giant MNC like Starbucks it is essential to manage its work force effectively at all of its
subsidiaries. This report is comprised of all the major differentiation among domestic and
international business conditions. Whereas it also record the significances of HRM in a global as
well as in domestic boundaries of organisation. The modals and theories of career management
and career development are also practice with relation to respective organisation.
Task 1
COVERED IN PPT
Task 2
Importance of HRM practices within the organisational context
Human Resource management is considered as the most important asset in an
organisation that perform various functions like recruitment, selection, training and development
of an employee. Choosing the right person in a right place is a key role for a HR manager and it
deals with various issues like performance appraisal, compensation benefits, employee
motivation and so on. It provide the overall direction of the company that contribute to company
success and provide career succession planning and help in development of organisational
culture. In a dynamic environment, the manager adapt changes quickly due to transformation in
policies and procedures which help the company in managing the whole environment. The
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manager of Starbucks assign the work among the subordinates in according to their skills so that
they could work with greater efficiency and thereby increases the productivity of a company.
The significance of HR with reference to Starbucks is described as follows:
Recruitment and Selection: It is the one of the important function of human resources
that select the right person for the right job at the right time. In other words, it describes the
process of stimulating the people to apply for vacant positions in a job. Recruiting employees
with correct skills could provide advantage to the business at it reduces cost and time in hiring an
expert and professionals. The manager of Starbucks chooses the best person that matches the
talent and fit in a respective position across the worldwide. By preparing appropriate plans and
strategies, the HR manager hire right kind of people and also the contract is prepared with the
company specifying the terms and conditions such as pay benefits, incentives, time and date of
joining, compensation benefits and so on. If an individual work with good efforts within the
respective firm then it could be assign to higher in position with additional responsibilities. Thus,
this increases the morale and trust of subordinates working within the concerned firm.
Training and Development: Training and development play a very important role in
shaping the talent of an employees in order to increase their knowledge base and skills of an
employees. This encourage them to work more and inculcate confidence skills and learning
abilities in them to achieve task effectively and efficiently. The manager of Starbucks provides a
specialised training to their employees so that they could develop learning capabilities and could
handle sophisticated machines easily. One of the advantage is that employees could work
without hesitation and increase their capabilities within an organisation. It improves the overall
effectiveness and provide the systematic working and also promotes the holistic development of
Starbucks.
Performance Appraisals: The senior authority encourage the people in an organisation
to work beyond their potential and give them suggestions which help them to bring improvement
within them. The manager make sure that the there is proper communication strategy followed
within a company so that all necessary information regarding their respective role and goals and
objectives are well defined. The manager of Starbucks provide various performance appraisals
and compensation benefits among the workforce in order to motivate and inspire them to work
hard with greater potential. Proper communication help them to have clarity about the vision and
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mission of a company so that they can execute it with best possible efforts within Starbucks. This
promotes the long term growth and achieve competitive position across the globe.
Positive work environment: This is key aspect of Human resources management as the
performance of an individual is impelled by the work atmosphere in a prevailing situation. A
safe, healthy and clean environment promote the proper working and also a friendly atmosphere
provide the job satisfaction to the staff members in a business enterprise. The manager of
Starbucks maintain the positive work atmosphere that help to retain the employees for a long
period of time. Therefore, this develop positive attitude in them and provide higher level of
satisfaction. An efficient team also play a significant role in making the friendly atmosphere in
the Starbucks.
Handling Conflicts: There are several reasons of disputes between the employees and
employers working in an organisation. In this, human resources department act as a consultant
who resolve the issue in an effective manner by listening the grievances of both sides. The
manager of Starbucks takes the timely action and come up with suitable solutions so that a
positive atmosphere is created. The manager handle the situation with calm and patience by
listening to both parties and provide the best solution to them and thus avoids the confusion and
misunderstandings from them.
Developing Public Relations: Today, public relation play a vital part in HR practices as
it maintain the favourable image in the eyes of public to a greater extent. They organise various
meetings, seminars and various conferences in order to build up relationships with various
business departments. Today, the manager of Starbucks puts a lot of effort and energy in making
an effective relation with the employees within the confine sector of UK. This help them in
creating good relation and also build positive reputation so as to gain customer satisfaction
across the globe. The manager of Starbucks play an active role in preparing the business and
advertising plans to create a awareness among the customers. This help them to develop brand
name and recognition from different parts of the world. One of the advantages of maintaining
effective public relation is to have a considerable amount of goodwill and status for a longer
period. Starbucks is one of the renowned brand in UK that has expanded its operation over
30,000 locations across the globe as it has gain large access of customers within the market.
Building Employee relation: Effective employee relation play a key role in determining
the success and productivity of an organisation. This improves the overall performance of
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employees and thus inculcate confidence skills among them. The manager of Starbuck ensure the
proper working environment that cater the overall well being of an employees. Also, it promote
loyalty and provide fair treatment among the staff so that they could work with greater
efficiency and accuracy within the market. A healthy relation help to reduce the work load as the
work is shared among all the subordinates so as to achieve the task in a stipulated time.
Major contribution in achievement of a goal: An effective HR practice help in
attracting and retaining the employees for a maximum time period. The main role of manager is
to perform various functions such as coordinating and monitoring the activities to accomplish an
organisation goal in a effective manner. The supervisor of Starbucks monitor the performance of
staff and also see that everyone is working in their respective role in order to facilitate the
smooth operation and provides greater customer satisfaction. This bring proper coordination and
help in achieving the task in a proper time. Strategic planning is necessary to divide the work
among the subordinates that matches their talent so they could achieve their goals in an effective
manner.
Social significance: This aspect is very essential as this provide greater ease of
convenience among the customers in an organisation. The manager of Starbucks emphasises on
optimum utilisation of resources by minimising the waste so as to increases the productivity and
efficiency of employees through increasing the welfare of the society. The concerned firm
provides the good and efficient pays among the subordinates so as to ensure good working
condition and to deliver excellent services to the customers. The respective company take care of
various measures to protect the environment and fulfilling the social responsibility by adopting
the strategy of 3R's. It is important to have good working culture so that people work with
greater efficiency as it reduces the stress and workload to achieve effective results in a proper
time.
Task 3
REFLECTIVE ESSAY
Human resources within the organisation are considered as the important tool and
productive asset . The management of effective human resources is needed to be performed
efficiently. There should be no partiality and barriers towards the growth of the respective
employees. The growth and development of the people in an organisation helps to promote the
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objectives and standards of work in the company. Thus it is also necessary for the organisation
to understand the need of the employees and show concern on career growth of deserving and
potential workers of the organisation. Significant ways to promote and encourage the employees
within their respective job positions can be included in the career management and all thos
activities of organisation as well as its HRM that seeks to develop the professional elementys
within the respective boundaries of operation in the firm is considered as the careerer
development of the respective employee.
As I was employed in the Starbucks on the position of counter sales person I observed
numerous growth events of the deserving candidates in the organisation. The procedure for the
career development and career management are both worked together in terms of increasing the
motivation of employees as well as to boost their moral. In the course of time of employees
performance regarding their assigned tasks and operation the HRM within the Starbucks
evaluates and monitor the work and performance. Being a front office executive my job was to
attend the customers who came at the counter to place an order. Along with that I was also
accountable to note the orders in a specific list that is provided by the management itself to take
the orders and note the customizations if any. These activities were full of engagements with the
random customers and interaction with the people who are new for the Starbucks. So with the
growing period of time it became my essential job to interact with them in more positive way
and to communicate with them to understand their actual needs with product and to convey all
the complaints that are collected from the unsatisfied customers to the senior level managements.
These all activities added an extra remark on my job and working abilities. As with such skills
and remarks helped me to achieve rewards by the company on time to time basis. These rewards
included a 4 day vacation to Scotland and once I got an additional cash bonus by the company
as a token of appreciation when I completed 2 years in the same organisation. Recently there is
also a vacancy for the upper post in my department which will be sooner fulfilled by the human
resource manager by doing internal recruitment. These rewards and promoting offers gave me a
wide set of opportunities to perform much better and enhance my potential. These certyai9n
activities also played an influential role in boosting my moral and helped me to understand the
roles, goals and objectives of this company, through which I enabled to perform my job and tasks
effectively and efficiently.
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Starbucks practices a wide range of models and theories in a way to get the effective
procedure completed within the confines of Career management as well as career development.
The specific modal which is used by the organisation in respect of career development is the
Ginzberg's model that is discussed hereby :
The Ginzberg's modal is adapted by Starbucks in relation to manage the career growth of
the organisational people, this model is briefly classified in three stages that are.
Fantasy
The career of an employee is start from the initial day of joining to 11 years of work
abilities align with her interests. The fantasy stage give the opportunities to the people to build
their growth standards from the very start of their life. In this regard, it is identified that the
employees functioning within the confines of Starbucks also facilitate development from the
very start to enable growth and development of their own personalities.
Tentative
From 11 to 17 years of age, adolescent children are able to better focus on, and recognize,
work requirements. There are four stages in this period. The first stage is "interest," where
children learn likes and dislikes. The second stage is "capacity," where the child learns the
aspects at which they excel and also the ones at which they currently do not. The next stage is
“value” which implies the things which are important to individuals and the things that are not.
Further, the last phase called “changeover” is whereby the individuals take their roles and
responsibilities for granted in relation to their own dealing. This is quite important for the
employees of Starbucks so as to facilitate the development of their personalities as per
organisational requirements.
Realistic
The realistic range of the employee can be considered as the last stage in the career
management. This began from the age period of 17 to 20 years these are the most crucial years in
the career of an employee. As in this time period the existing employee becomes the most
valuable asset for the company. The HRM within Starbucks emphasise on the reattainment of
this level employee by giving them certain aid and extra facilities, as a reward for their extensive
service towards organisation.
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The other factor in the human resource management of the Starbucks is the career
development which is generally attained by implementing the principles and standards of
performance management.
It is implemented to focus on the performance of an organization as well as an employees
their activities and outputs are meeting the organizational goals or not. Performance management
is essential for Starbucks international brand it improvised the quality and quantity of the
Starbucks performance management also provides a clarity into organization through
performance appraisal in which it gives a appraisal towards the work, this appraisal having
between through supervisor as well employees. There are two major theories of performance
management which is adapted by the Starbucks fop respective career development.
The goal setting theory – This theory emphasises on the goal setting in which a employee is
targeted with a goal and objective by the respective managers. This is done so to enhance the
performance standards of the respective employee.
Expectancy theory- This theory works on the principle of hypothetical conditions in which the
respective candidate is analysed by giving them such conditions to push the boundaries of their
potential.
CONCLUSION
From the above furnished information, it can be summarised that Human resources play a
crucial role in an organisation for accomplishing the goals in a timely manner. Choosing the right
person in a right job is very important for the company and it includes various aspects such as
selection process, posting job ads and scheduling the interview rounds and ensuring background
checks and many more. The HR manager help in managing people within the workforce so as to
increase the productivity and enhancing the profitability of a company. It provide compensation
benefits among the subordinates in order to motivate them and inspire them. Thus all these
process of HR helps in to achieve the growth of the organisation.
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