Strategic HR: Talent Management and Business Strategy at Starbucks

This report delves into the significance of Human Resource (HR) practices within Starbucks' strategic management framework. It highlights how HR supports the organization's values and vision, strengthens core processes, and aligns employee efforts with company goals. The report discusses key HR functions such as recruitment and selection, training and development, performance management, employee relations, compensation and benefits, administration and payroll, and employment law compliance. Furthermore, it explores tools for global talent management, focusing on career management practices and Holland's theory, which emphasizes creating effective work environments by matching individuals with compatible personalities and roles. The analysis showcases how Starbucks leverages these HR practices to enhance employee morale, productivity, and overall organizational success.

HUMAN RESOURCE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Importance of HR practice to business strategy..........................................................................3
Tools for the global talent management.......................................................................................6
CONCLUSION ...............................................................................................................................9

INTRODUCTION
Management is the process of planning, organising, staffing, directing and controlling human
efforts to achieve organisational goals. Human resources refers to the part of a firm that includes
finding, interviewing, recruiting and training job applicants as well as administering programs
beneficial for employees. Human resource department is one of the main component of the
organization regardless of what size that organization is. This report will discuss the importance
of human resource department in strategic management of Starbucks. It was founded by Jerry,
Zev and Gordon. Expanding itself year by year now the Starbucks has become a universal coffee
cafe brand serving in almost every country of the world. Starbucks is a coffee cafe brand which
produces their coffee in whole world. Starbucks is the largest coffee chain in the world. It was
established in 1971 in Washington. Also, this study will tell us about how career development
and career management works and also the seven functions or practice of human resource
department – Training and development, Compensation and benefits, performance management,
recruitment and selection, employee relation, administration,payroll and human resource system
and employment law and compliance.
MAIN BODY
Importance of HR practice to business strategy
Supporting the values and visions of organisation :- Vision and value of any organisation is
the main origin or that organisation. No business starts without a vision or goal .so the HR
department tries their creativity or innovation in support of organisation. So that organisation can
regularly create value and achieve its vision. There are two types of vision – short term and long
term. Short term vision can be something like achieving sales target. Long term vision means
market standing. Same thing happens in Starbucks, their HR department unites the efforts of
every employee toward achieving organisation reviewing
Review and strengthen core processes :- HR in Starbucks helps to focus on the evaluating and
building some internal practices which includes:- strategic talent acquisition – which means
assigning of work to the right employee(El-Farr, Hosseingholizadeh 2019.). Human resource is
the toughest task for any organisation this needs the perfect employee for the job this includes
dealing up with human force or we can say that work force which needs planning and planning

refers to setting objectives and targets and formulating an action plan to achieve them. By
formulating a good plan an organisation can easily handle its work force this includes seven of
the main functions of human resource which are also said as the practices of human resource
using these practises an organisation can achieve it's HR targets effectively andefficiently.
1. Recruitment and selection :- In Starbucks The practice of recruitment and selection in
HR department helps in increasing productivity of business. This is the fundamental and
foremost function of human resource . This includes identification of a person of the need
for role, telling job description, elaborating the role, defining the company and giving
good advertisement and then selecting the best person for the work (Nam, J.H., 2018).
This practice may looks very easy but it is not like that it is not only about selecting right
person for right role. If this function is done correctly by hr's then it will lead to happier
and strengthening work force giving effective results. The recruitment process includes
organisation socialisation,that is mainly facilitated by HR personnels. This is the place
where new employees get to learn important skills, techniques and behaviour to become a
effective member of an organisation.
Training and developement :- In Starbucks , HR training and development is important for
strengthening skills and removing deficits from employees and giving them the important tools
that are needed to strengthen their skill set, increase their confidence and helps them in
performing effectively. Employers from Starbucks invest their work force in such a way that it
increases the employee morale. They feel valued and motivated through these efforts. Training
employees is so beneficial for an organisation , investing in employees will give the return to
company itself as in Starbucks the professional taught the executive chefs how to make coffee
and they are now making coffee and selling as Starbucks. Which helped the organisation only as
they have learned from Starbucks and now they are bonded for Starbucks. It makes the
organisation more productive and will make the firm image in people like an organisation who
seeks to increase the skills of it's employees.
Performance management :- In Starbucks , performance management is a facility given by
human resources with the standing help of managers , This is regarded as the way to control or
watch progress and define employees work, attributes, attitude and their efficiency and
effectiveness toward the work. Good performance management process includes half yearly or
quarterly or yearly based appreciation , this also includes performance reviews . This helps in

open communication among employees and managers which help in setting clear goals and
vision of team , individuals as well as organisation. Which clearly aligns or matches with the
strategic goal of a firm. This is an real time process that includes many types of different
activities which helps in forming a cycle of performance management. This includes setting
SMART which means ( specific, measurable, achievable, relevant and time bound) objective. It
also includes a PDP which means personal development plan to achieve the desired
organisational goals, reviewing them and developing knowledge and skills of employees for
completion of goals.
Employee Relation :- In Starbucks, there are 2 main function that directly affects employee
relation. The first one is that the HR ensure prevent and solve fights, disputes, controversies or
problems between the 3 levels of management (E.R. and Camp, R.R., 2018). The second is that
the HR department helps in creating and implementing that are fair and helpful for whole work
force. Better relationships and happier moments between employees help in increased well-
being of employees. The term employee relations refers to the relation between employees and it
is also said as the effort of organisation towards maintaining better relationships between
employers and employees. Employee relation is necessary for maintaining loyalty between the
staff members. It shows the personal, contractual, emotional as well as practical relationships
dimension. Human resource personnel who falls under the employee relation acts as a
intermediary between employees and employers. They create and implement the policies that are
favourable for its employees.
Compensation and benefits :- In Starbucks Compensation and benefits is the most favourite
Human resource function of every employee. Compensation is the basic pay of all the employees
which makes them happy at the month firsts. Benefit offered by company to employees can be
monetary or non monetary, or they can be facility or service provided by employers. These can
be appraisals, security, PF, Sick leave, personal leave, food card, health insurance, personal
insurance and many more, this depends on the types of organisation. Benefits given by company
are the way to attract employees or to gain their trust and make them productive and loyal
towards the organisation. Using these methods a company can motivate the work force and can
take much productive result from them. This function is handled by on HR specialist , payroll is
also the component of compensation and benefit section of human resource

Administration, Payroll and Human resource system :- In Starbucks, the employers and the
HR managers should ensure that all the information and data is properly maintained. The
payrolls should be timely processed (Patky, Pandey,2020.). The employee’s data, calculation of
tax, calculating the working hours and the working Days are the duties of the administration. In
larger organizations, there are separate departments in HR regarding payroll, recruitments, etc.
HR administration is the professionals role and it is required that the professionals must
understand its functions. Starbucks uses a software for human resource system which includes
human resource information database, payroll system, employee self service, beneficial
administration, performance reviews, on-boarding option. This proves beneficial for the business
as it frees the time for human aspect of human resource, creates more easier hiring practice,
improves security of sensual data's, provides with actionable insights, minimize the risk of
compliance.
Employment Law and compliance :- Human resource compliance is the process of workplace
policies alignment within the laws of a city, state or a country. Compliance is a critical function
of human resource department (Sharma,B.2019). The human resource is tasked to hire
employees, treatment of employees, workplace rules and relevant laws. Companies follow the
human resource policies internally. In response the company should take creative measures to
maintain the compliance of human resource. In Starbucks every human resource practitioner stay
familiar and knows each and every employment law. This is the legal structure in which the firm
operates the most., there are so many laws, rules and regulation made up for helping employers
and employees, practitioners and professionals. These laws are made up for safety and ensuring
no fraud to employees.
Tools for the global talent management
Career management practices
Professional career development practices are providing the services that help for managing
people according to their career, make occupational, plan career transition and study decision
and also provide the effective career information. It also refers to the activities of companies
which carry out to sustain the employees with better career development. In working with
Starbucks as multinational organization, I have selected for working with Holland theory.
Holland theory discuss the people with same personality are working together in job for creating
an effective environment that rewards and fit their types. Realistic, this keep individual for

having stable or active manual activities such as mechanisms, machinery operation and so on.
This also prefer for working with things rather than having people and ideas. Investigate,
individuals are being intellectually and observant for working some effective activities and also
drawn some highly structured environments (Soares and Mosquera, 2021). Artistic, they seek for
having effective opportunities for some self-expression and people who fall into this category are
being more flexible and have an aversion to conformity. Social, participating enjoy in group
activities and healing, training or developing other and also have focus on some social activities
and solving the interpersonal problems. Enterprising, this is often with using some interpersonal,
persuasive abilities for obtain within organization goals. Conventional, people are being more
comfortable working within some developments chain of command and prefer within carrying
out for the well-defined about assuming better leadership roles.
This theory help me for taking some right steps and also being succession with job satisfaction,
good grades and graduating on time. I think that while working in Starbucks this could create the
better work experience and I have also learned about the people of the same personality type are
working together for developing effective work environment (Permana and et.al., 2021). For
example, working together on job, they create the effective work environment that is also
important for me for using leadership skill and persuasive skills for obtaining the better
organizational goals. I have also developed skills through which I can easily make sure for often
some effective public speaking and generally having some effective concepts that may be viewed
for achieving goals, rewards about creative thinking and behaviour and also help for growth and
development. While working with such kind of theory I have come to know about the effective
use of skills and expressed more values and attitudes. I think that by having enterprising
activities this can create more self-confident and energetic for working in organization.
In having such kind of activities this is also important for me for using leadership skill and
persuasive skills for obtaining the better organizational goals. I have also developed skills
through which I can easily make sure for often some effective public speaking and generally
having some effective concepts that may be viewed for achieving goals. I have preferred better
working environment in organization and also encourage within the activities such as
management, selling, rewards and have some effective career goals (Jiang, Jiang and Nielsen,
2021). I must be ensured for working with theory so that can keep with effective goals and make
sure for developing career development. This must be essential for taking some tasks so that can

be easily in adopting or working in environment. While in working with such theory I have
developed more skills and ensure for some effective concepts so that could be easy for me in
taking some future goals. While for having effective development this could also keep me for
growth and make sure for having future goals so that could be easy in achieving the target
segments.
Performance management
Performance management is being crucial part of the human resource management and it is also
enables for effective use of available resources. This could also bring out the core benefits if
using performance management which is being enables for the management in moulding
employee performance by following various strategies of organization. The aspects that can
bring about the pivotal for increasing workforce engagement for developing some organizational
outputs for meeting customer satisfaction and improve quality. I have work while by taking
motivational theory through which this could make me for working with some effective goals
and objective (Hristov And et.al., 2021). I think that while by following motivation theory I can
take some measure steps and ensure myself for working with some goals and objective towards
the effective future estimated. While by also using some factor they are being responsible for
affecting the performance level of employees within the workplace. However, I have work by
using the achievement, level of responsibility and the need for personal growth. In having such
things this could also lead for me in developing some effective skills and ensure for working
with using the concepts of incentive program in organization. Along with this ultimately affect
and change the performance level of employees this could keep for working with some positive
or negative as well. Moreover, in making the use of motivational theory this will help me for
some rewards achievement and help for completing the work (Berdicchia, Bracci and Masino,
2021). While having such things this could me for working with goals and objective so that
could be easy in keep the motivation and make sure for working within the team. However,
where these elements are being focused more towards the Starbucks which can keep rapidly
growth due to having enhanced motivational level for workforce and ultimately results for
increasing the level of better performance. In having such things I have also analysed about how
the aspects that can be changes and helpful for some growth and make sure for creating the
estimated terms used by organization.

Operant conditioning which determines about the several rewards and punishment which can
easily change the employee behaviour. In my opinion, I will ensure for using operant
conditioning through which this can help me for learning some new concept and also help for
increasing the performance at work level. I will also make sure that this theory is being more
applicable for achieving the goals and objective and helpful in completion about some new
targets. In using such theories this could keep me rewarding about work and this helpful for
motivating by some positive concepts. By having such kind of benefits this can keep attraction
and increase the performance and efficiency and also provide with desired behaviour
(Grenzfurtner and et.al., 2021). I have worked while by taking privilege rewards as well as
upward promotion activities in organization which can easily helpful for increasing and
providing some effective benefits in company.
In simple words, rewards are paid to employee for increasing their performance level, but
management withdraws with them by using various rewards in some other cases. Furthermore, I
can easily take some essential role for increasing the motivation level and make the effective
performance level. But sometime, this could be also suggested about using negative
reinforcement techniques that can negatively affect the employee satisfaction and better self-
esteem (Eterno, Silverman and Berlin, 2021). I have also analysed that when some
responsibilities have been provided this could create the effective motivation through which I
can easily take some measure steps and also ensure about the completion of goals.
Along with this I have experienced about the operant conditioning through which this could be
easy for incentive as rewards or promotional activities according to work. This technique about
some essential for achieving positive results which is lead within the short terms and HRM that
can keep within the practice for the competition based motivation. While having such concepts I
think that motivation which can play the essential role for me and this helped me for increasing
better and high level of performance (Jung and Seo, 2021). I also taken some effective measure
through which this could be easier for finding some solution and make sure for developing the
skills and abilities for working with some effective achievement. The rewards for the work is
also important for working globally with having some strategies and ensure for completion about
given tasks.

CONCLUSION
From the above report it had been concluded that, contribution of human practice towards the
strategies management and achieving the organization goals at some international or local level.
While this could also keep the organization for working globally and ensure for having some
effective concepts. The effective human resources practice which help organization for
developing and keeping their employee trained in such way that could keep beneficial and make
sure for having some effective growth and development. Moreover, global talent management
and succession planning for the organization was begun important part and also keep the
organization development about some essential things so that could be help for improving the
performance level. This also seems about theories for employee according to global talent
management and how this will keep employee motivated by using some theories and keep the
resource's availability.

REFERENCES
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