Human resource management- Starbucks case study Essay

Creates environs where distributively employee is encouraged to make the beaver possible contribution to the effective working of the presidency. Starbucks staff be skilful and make to create the Starbucks experience for their customers by providing exceptional customer service Promotes aptitude and increased productivity among workers through training, guidance and counseling. Starbucks offers a variety of rich training and development of their staff Development of vulgar respect, dignity and trust between management and workers through employee relation. Enhance employee morale.concerned with utilizing mankind resources optimallyorganisationalidentify and recognize the role of HRM for overall organizational effectiveness HRM should not be treated dear as an end whereas it is only a means to assist the company with its primary objectives. In short, HRM dept exists to march the rest of the organization. The role of HRM should be more than strategic in nature COMMUNITYNee ds of the participation should be addressed in an ethical and socially responsible manner and care should be taken to minimize the negative impacts of any such demands upon the organization. Starbucks in like manner has proclaimed their perpetration to communities & environment through their missionary work statement, Contribute positively to our communities and environment. They achieve this by organizing community programs and events at least twice a year these events facilitate donations of funds, contributions for noble causes, and also provide job opportunities. As for their commitment to environment, they play an active role in instilling environmentalresponsibility among their employees. They also strive to use, buy and sell environmentally friendly products. SignificanceWhy has the disciple of HRM gained greatness in recent times? This is because Organizations has realized the importance of contribution that heap can make to an organization. It has in recent years be en identified and recognized that human resource is the most valuable and powerful assets any organization can possess as its bulk are the most fundamental segment in determining the scale of success of any organization to a great extent and also theaters can gain militant advantage. HRM helps to channel the needs and competencies to accouterments a lot of talent and capabilities and to make the best out of them. HRM should be aligned and integrated with the worry strategy to be successful.Impact of Human Resources on Organizational PerformanceSource (Steven H. Bates, 2003)Starbucks has realized in their initial stage itself that People can contribute tremendously to the organization if HRM is administered wisely and strategically and also if they are well motivated and paid. The reasons why people management should be considered a vital element Service is throw overboarded by people, HRM strategies ensures customer service is excellent, which in turn would lead to customer sa tisfaction slight competent HRM leads to unsatisfactory customer service which will lead to poor performance and organizational efficiency knowledge comes from the firms people and they should therefore be skilled and trained well motivated staff is always more productive, enhancing the sales at Starbucks Provides competitive advantage to firms. Services at Starbucks are known to stand out compared to other firms in the same field due to staff commitment to the brand. HRM can make a significant contribution to the competitive advantage of a firm if the firm is capable of tapping thier peoples exceptional skills and core Competencies. It is hence understoodthat by developing and maintaining competitive advantage, a company can be successful and remain profitable.HRM stakeholdersThese are the groups affected by care practicescustomers- expect exceptional service or/and better product Employees- expect attractive job and proficient compensation shareholders- expect a return on money investedCommunity- expects activities and projects that minimizes harmful effects to environment STARBUCKS confederation ProfileStarbucks is the worlds largest coffeehouse company Starbucks first store was opened in Seattle on March 30th 1971 by three partners. The firm believes in supplying and serving the best possible coffee. The name, Starbucks was taken from the novel Moby Dick (Starbucks, 2012).Major AchievementsInternational Corporate Achievement Gold medalist , 2005 Great places to work Institute named Starbucks Top 10 Best Workplaces in the UK, 2007 Awarded Most Ethical phoner in Europe , 2009 Named twice as Mobile Marketer of the Year, 2010 & 2012 Leadership Style at Starbucks draw By Howard Schultz We are not in the coffee business, serving people we are in the people business serving coffee. Howard Schultz, (former) CEO of Starbucks. * Transformational Leadership This style is often considered to be one of the effective styles to adopt in business situations. This a pproach inspires, encourages and motivates people to perform their best and by leading as example. These leaders take initiatives to add value to the organization. * Schultz is also known to adopt engaging employees approach. An engaged employee is completely involved, pull and enthusiastic about their work.Roles and Responsibilities1. Strategic PartnerTo align HRM strategies with business strategies. (Noe R. et al,2003) 2. Administrative ExpertTo design and deliver efficient HRM practices and processes. 3. Employee AdvocateInvolves commitment & contributions of the employees to be managed. Irrespective how skilled the workers whitethorn be, if they are detached or angry, they will not contribute their efforts to the firms success, nor will they stay long with the firm. 4. Change moverThis requires HRM to help transform firms to meet the new competitive conditions. In todays rapidly changing competitive world, constant change and capacity for change should be developed. (Noe R. e t al, 2003) Shift of focus in HRM act1. Self-Service Online access to information and transactions relating to HR for employees. 2. Outsourcing The practice of outsourcing HR activities to specialist service providers. Reasons of the preceding(prenominal) two areto save money and effortsto increase HR operations efficiencyspend more time on strategic functions and important business issues However, Outsourcing should be carefully considered as lack of catch may arise regarding the capabilities of the outsourcing provider, Sometimes even failure in achieving goals and substandard delivery of services may occur. (T. Starner , 2005 .) Factors Affecting Starbucks HR practicesHR practices are strongly affected by the Internal & External environment of Starbucks.Various Models of HRMHarvard ModelMichigan ModelGuest ModelWarwick ModelThere are various(a) f HR feigns developed by scholars which fall either under the soft or difficult perspective to HR. Below are two models that repre sent onehard and soft approach all(prenominal)1. MICHIGAN/ MATCHING MODELThis model is the hard approach to HRM where Human resources are matched with the jobs in the organization. This model suggests the HR should be treated just like any other resources by utilizing it to the maximum on with other resources to attain organizational goals.2. HARVARD MODELHarvard model emphasizes on the human element of HRM and employees are disposed importance just like any other resources and treated as assets rather than costs. This model is found on human relations and their outcomes are committed & motivated employee providing competitive advantage.