Company Overview Assignment

Company Overview Starbucks Coffee is perceived as the largest coffee house company. The company is an American company and a chain store established in Seattle, Washington in 1971. In the year 2018, the company operated in more than 28, 218 location across the world. Primary reason why Starbuck is considered the largest coffee company in America is based on the fact that it is the main representative of second wave coffee distinguishing it’s from other coffee serving in United States by quality, tastes and customer and customer experience. The company has been under the leadership of various Human resource managers since its establishment. In the year 2005, Jim Donald was serving as the CEO of the company but was replaced by Howard Schultz in the 2007 that is still holding the Chief executive officer to date. Currently, the company is termed the world’s leading dealer, roaster and brand of specialty in coffee production with over 13000 outlets in more than 39 regions across the world (Bussing-Burks, 2009, p.79). Major items offered by Starbuck include drinks coffee, coffee mugs blended coffee and other coffee accessories. Though prices of Starbuck coffee are relatively higher than market average, customers prefer purchasing their coffee from the coffee outlets following the esteemed service they get. Starbuck coffee offers benefits to partners and its workers with the most vital service offered to the mentioned stakeholders being health and dental insurance coverage. As a result of offering noted services to its workers, the workers are able to offer friendly and helpful services to the customers. It is due to the noted reason that Starbuck have maintained a good customer’s attraction. An opinion poll conducted revealed that many citizens view Starbuck Company as one of the best places to work since it is ranked at position 11. Human resource management Success of a company directly depends on input made by the workers, this fact is apprised by the fact employees are the face of an organization and every product a company offers its customers passes through their hands. Through an interview, Howard Schultz made it clear that he believes that workers can either destroy or build the reputation of an organization. In situations where a workers has positive relationship with the customers, customers will come back and probably spread the good news of the organization, Vice versa happens when staffs hold a negative interaction with customers they serve. To realize the required degree of customer’s attraction and retention, Starbucks’s chief executive officer places great value to the process of hiring and recruiting, motivating workers and train them well in accordance to the norms and regulations of the organization. Aiming at realizing the noted practices, it is essential for Starbuck to formulate an effective human resource management department, to see to that workers interest is fulfilled. According to Price (2011, p.45), human resource management is the procedure an organization undertakes to attract, develop and retain quality employees. Purpose of the HR function Primary purpose of human resources function within an organization is managing myriads of employees in an organization. According to Truss & Gill, (2009, p.695), these needs range from handling financial matters and helping to maximize the efficiency of an organization. Roles of human department Roles and purposes of human resource department point at two different aspects but point at overall good of an organization. Roles played human resource are all aimed at improving the wellbeing of workers in an organization. Major obligations and functions a human resource manager is as explained below Recruiting the Right people for right job Overall recruitment process at Starbucks and other organizations is foreseen by the Human resource department. Success of recruiters is determined by the number of position a human resource manager can fill and how long it will take the human resource manager to fill the positions. Before starting a recruitment sessions, human resource managers scrutinize the status of their organization with the aim of noting sections suffering a shortage of manpower (Farndale Scullion & Sparrow 2010, p.161). Upon realizing a discrepancy between the expected number of workers in a department and the actual number of workers in department, human resource managers advertise the job post and schedule a date for interviewing interested candidates. Selection of employee Before the actual interview however, human resource manager bears a role of examining applications sent to them with the aim of choosing the fit candidate. Employee selection is vital since it ensures a company is hiring the right men for a particular position (Farndale Scullion & Sparrow 2010, p.167). In order to mark a distinction between Starbucks and its competitors, human resource managers at Starbucks focus on employees with high degrees of adaptability, reliability and capability of delivering quality services to the customers. Defined traits are vital when selecting a right candidate since jobs at Starbucks require an individual with high degree of flexibility Defining values and principles Specific key values and guiding principles used in Starbucks culture are defined by the human resource department. The company’s CEO embraces the idea of franchising to realize control of quality products. Workers are thus not supposed to sell flavoured coffee beans to the customers. Together with the noted rule, human resource department under the leadership of Howard have also denied its sales representative from selling the company’s products in supermarkets. Noted move is aimed at controlling the quality of beans offered by the company. Human resource department at Starbuck is very strict on upholding a high degree of respects to the customers. It is an expectation at Starbucks that customers are pleased through being attributed quality services and good care. Realization of customer satisfaction at Starbucks is achieved through a principle that workers should be undergo a training session before joining Starbucks company (Hailey, Farndale & Truss 2005, p.50). The training ensures that workers are conversant with right practises and code of ethics at the organization especially those aimed at seeing customer’s satisfaction. Training of employee Training is the most vital process after hiring within an organization. The human resource department is responsible for overseeing that new workers are taken through a training and orientation process before assuming their role at the organization (Hailey, Farndale & Truss 2005, p.67). At Starbucks, training is conducted in four faces that are as explained below. Categories of training at Starbucks Training attributed to new employees After hiring new workers they are taken through a training session aimed at teaching them basic organizational knowledge. The training focuses at exposing the recruits to the goals, rules, expectations and vision of the organization. Refresher courses to the existing employees In cases of an emerging technology or change of definite activity at the organization, existing workers are taken through a training session aimed at exposing them to the new technology Training promoted employees A promotion comes with change of roles, upon getting a promotion; employees at Starbucks undergo a training regarding their new job position Human resource department is responsible of overseeing the overall success of various training program embraced at the organization Planning The process of planning within an organization is carried out by the human resource department. It entails assessing the work environments with the aim of setting organizational goals and setting out a road map of realizing the set goals (Scholz 2017, p.124). At the Starbuck premises, the employment planning (a role carried out by the human resource manager) is the process of assuring that the organization have the right number of workers and are posted in positions fitting their academic qualifications. Employee planning according to the expressed facts then translates organizational goals. Organizing and Leading Organizing role at an organization, in this case study Starbucks Company is the role of managers in determining how a company’s resources (financial, physical, information and technical resources) are developed and used in the quest of achieving organizational objects (Scholz 2017, p.145). Aiming at motivating workers, human resources managers hold a vital role in setting a good example to their workers. Human resource managers at Starbucks together with setting a good example to their juniors are also responsible for directing staffs towards achieving a goals and objectives of the organization. Description of recruitment & selection in your organisation Among the explained the roles and functions played by human resource department at Starbucks, recruitment and selections presents the most vital role. The process of recruitment and selection entails attracting the right candidate for a specific job. Though many strategies are applied when carrying out the procedure, Starbucks applies internal and external recruitment method and selections through application forms and interviews. Recruitment method Internal recruitment This strategy entails human resource department looking for individuals to fill a vacant position from its existing workers (Newell 2005, p.116) Advantages of Internal recruitment It is cheap and consumes less timer Candidates recruited are conversant with the business and how it operates Presents workers with promotion opportunities Strengths and weakness of a candidate are already known (Newell 2005, p.137) Disadvantages of Internal recruitment Hinders the organization access of potential applicants Mitigates chances of introducing new ideas in the organization Leaves an job post vacant External recruitment This strategy entails an organization looking for potentials individuals to fill a vacant position from outside of a business Advantages of external recruitment Introduction of new ideas Presents the management with a wider pool of workers Candidates selected have vast experience from other companies (Chan 2006, p.169) Disadvantages of external recruitment Consumes a lot of time It is associated with additional expenses such as advertising a vacant position Selection method Application form Applicants interested in working at Starbucks send their academic credentials. After receiving the forms, human resource managers review s education level of a candidate, work experience and past and present exposure in a certain field (Udechukwu & Manyak 2009, p.85) . Advantages of application forms It is possible to ask exact information an organization requires Facilitates a comparison of different applicants Forms sent can be used for future job openings Disadvantages of application forms It is time consuming Associated with additional costs in producing and sending application forms (Udechukwu & Manyak 2009, p.97) Long application forms are off-putting Employment Interviews Interviews are vehicles for information exchange between a willing candidate and the interviewer concerning applicant’s suitability and interest in an advertised position Advantages of employment interviews Cultivates a good relationship between applicant and the interviewer Leads to selection of the most qualified candidate since an interviewer gets to know a lot about an applicant Disadvantages of interviews Its faces a problem of incomplete process since after the interview a candidate might be subjected to additional tests (Sedgwick 2014, p.348) It is time consuming Leads to disappointments especially if a question outside the field is asked It is not suitable for personal matters