Human Resource Matrix: Starbucks Employee Engagement Analysis Report

This report provides an analysis of Starbucks' human resource strategies, emphasizing employee engagement, recruitment, and training programs. The report highlights the company's use of HR metrics, systematic thinking, and the importance of employee satisfaction. Starbucks' approach includes providing health benefits, financial support, and a focus on resource mobilization to satisfy customers and motivate employees. The analysis covers the importance of employee turnover rates, employee feedback surveys, and the company's focus on both profitability and social conscience. The report also discusses Starbucks' recruitment process, program development, and the use of statistical analysis to measure the success of HR metrics. The report concludes by emphasizing the importance of valuing employees for future organizational success. The HR metrics linkage map is also included to demonstrate how HR metrics are linked to employee performance and organizational outcomes.

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Way through which the HR functions can add value to the organizational growth
The HR team aims to indulge themselves in enhancing the employee engagement.
Starbucks has incorporated some effective training and recruiting program for their employees.
Use of HR strategies and metrics are crucial to bring success in the organization and facilitate
change (Rees & Smith, 2017). In Starbucks the employees are trained with dignity and respect
and the HR team leads to the employees to feel that they are the bigger part of the organizational
mission. In order to analyze the organizational outcomes in a better manner Starbucks focuses on
the systematic thinking approach. Systematic thinking helps the organization to incorporate fresh
idea in the system. This strategy is helpful to improve the learning process of the employees and
to create strategy to solve the problem and taking decision based in the situation. This
organization adopts sustainability from its infancy. They have adopted new marketing strategy
by the development o third place, which acts as an intermediary between the work and home for
the employees. The HR team of this organization gives their attention towards the human
resources as they believe that their employees are the key of their success. Starbucks offers
health benefits to their partners. The HR of the Starbucks is capable to motivate the employees
properly. The HR provides attention towards the recruitment process in order to select the right
people who have the ability to add value in the sustainability of the organization (Cohen, 2015).
HR of the Starbucks has organized a cup fund program for their employees to give them
financial support along with their total pay package. Financial assistance is a good motivational
technique in an organization (Jackson, Schuler & Jiang, 2014). HR team of Starbucks focuses on
the resource mobilization, which satisfies their customers and motivational technique of the HR
is helpful to encourage the employees. Starbucks maintains a balance between the social
conscience and factors of the profitability. This helps Starbucks to enhance their organizational

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value by increasing the profitability. This organization holds the capacity to find and retain the
high quality managers and to keep the organizational structure strong. In order to satisfy the
employees the HR of Starbucks invests more in the training program to enhance the skills of the
employees. This is a big strength of this organization to meet the organizational goal. For the HR
it is important to have an idea regarding the demand of organization and supply of the labor.
They need to measure the rate of employee turnover (Purce, 2014). Starbucks conducts survey to
collect the feedbacks form the employees and it helps them to enhance the employee
engagement. Starbucks focuses to improve the employee cost including the expense of HRM and
the organizational revenue. Starbucks targets the high class customer. Hence, it is important for
Starbucks to generate low condition stores to meet the need of the mid-class customer. The
recruitment process of Starbucks is a fun matter and the way is a reflection of the working
culture. This organization use program development and lean techniques to satisfy their
customers and provide reward system to their employees. Statistical analysis method has been
used by Starbucks to lead such HR metrics towards the success. For the future success of the
organization valuing of the employees is crucial for Starbucks.

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HR Metrics Turnover
Engagement of employees
Measurement plan
HR metrics help to retain the employees and measure the employee
Systematic thinking
strategy
Incorporate fresh idea
Enhance learning
Solve problem
Enhance the organizational value and performance
Figure 1: HR Metrics Linkage Map
(Source: Author)

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References
Cohen, D. J. (2015). HR past, present and future: A call for consistent practices and a focus on
competencies. Human Resource Management Review, 25(2), 205-215.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), 1-56.
Purce, J. (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An international
perspective. Sage.