Starbucks 's Effective Human Resource Management

Starbucks has reinvented itself numerous times over the past 40 years and continues to experience substantial growth and contractions. They started as a small company, with its first location in Seattle’s historic Pike Place Market in 1971, and today, “there are more than 21,000 stores in 66 countries.” They have grown from not only selling coffee, but also offer a wide selection of teas, specialty drinks, pastries and an assortment of sandwiches for breakfast, lunch or dinner. They have also diversified their product offerings to include a wider variety of coffee beans, drink ware, and equipment to make coffee or tea at home.

Employees could be frustrated when a new technology or mode of operation is introduced at their place of work, and they are not educated on how to use it. It does not matter the level of experience. As far as it is new, even the senior-most individuals within the organization need to know about using the newly introduced service. If training is not adequately offered, the performance of the employees will be poor just as seen in Starbucks Company and they will no doubt decide to leave the organization and leave a gap which could have otherwise been filled by educating the employees.

starbucks Corp., an international coffee and coffeehouse chain based in Seattle, Washington, has expanded rapidly since its opening in 1971. These outrageous success was due to its well-developed strategy vision which lay out the company's strategic course in developing and strengthening its business. Starbucks is a global corporation that sells authentic coffee in 30 countries, reporting revenues of nearly $5.1 billion in 2006. The main goal of Starbucks is to embrace diversity by applying the highest standards of excellence. Starbucks strives to perfect the relationship with the working class by making the service as fast as possible because they believe that every customer has their own personal rate. One

The strategic use of human resources is essential for all organisations that have objectives involving growth and stability. Therefore, it is essential for companies to closely examine their practices regarding their human capital to ensure a successful working environment. A selection of the major strategies and topics involving human capital are illustrated in the following report. Crackberry Communications should use this information to analyse potential risks and opportunities their human resource managers face.

But at the beginning of this century affected by the economic downturn Starbucks financial growth of same-store sales and margins showed a 70% decline in net income and had experienced its first ever decline in quarterly sales (Grant, Robert Contemporary Strategy Analysis 2010). This paper will look at Starbucks’ mission statement and guiding principles

Human resource , or any are- be it marketing, finance, or manufacturing- deserves more attention and resources if and only if it creates value. (Prof. Dave Ulrich, 2005). In is article he said that human capital is important intangible asset for creating a value. A company can influence, but not control, employee’s expectations and perceptions of the firm- two factors that largely drive their behavior, how hard they work, how well their actions support the firm’s interest and ultimately whether they will continue working for the firm.

The business has the runway for further growth opportunities and is breaking into new markets. Consumer tastes and lifestyles continue to shift towards more snacks and beverage options. With small modifications with the menus and implementation of healthier product offerings, they can increase revenue. Another option is for the company to pursue more juice products and possibility break into the alcohol market. By targeting these products, the potential to parallel their coffee products can garner success. Like Dunkin Donuts, Starbucks could strengthen shelf space and increase the efficiency in some of their distribution channels. There has been a wide fluctuation in the market with prices of high quality coffee beans and the price of coffee overseas. Starbucks could mitigate the problem by working with suppliers to lock in prices with long term contracts.

Starbucks is known as the dominant specialty-coffee brand in North America. Beginning in 1987 when Howard Schultz, Starbucks chairman, president and chief executive officer, purchased the single-location coffee-house from the original founders, Gerald Baldwin, Gordon Bowker, and Ziev Siegl, he had a vision to create “a place for conversation and a sense of community. A third place between work and home” (Starbucks, 2015). Starbucks created and continues to offer this “third place” through exceptional customer service and inviting environments that provide an experience that becomes part of the customer’s daily life. In 1992 the company completed its initial public offering and by 2002 Starbucks had rapidly expanded from a local Seattle company to an international corporation with 5,886 retail stores on four continents posting its highest net earnings in its history despite the economic downturn during the 1990s.

Starbucks started as a simple retail coffee store at the Pikes Place store, where customers went to buy coffee of the best quality in the whole country and also they could find in this stores thing as coffeemakers and other coffee related products. The main idea of this company was set by three coffee lovers that were professors at the university, so they thought that would be great to share that love, that passion for the coffee. The company was doing great with just four stores in Seattle. All the knowledge they had about coffee, roasting, and about the business they got it from the owner of peet’s coffee and tea who was a Dutch called Alfred Peet, that

To lend an external perspective of managing human capital, the theoretical component will be used to explain, “stretch ideas” for ways to improve current HCM practices. The first HBR article “Maximizing Your Return on People” is an assessment of how well organizations are investing in their employees. If companies fail to see employees as long-term assets, the small investment employers provide will only threaten the future success of the business. The approach is to rethink the delivery of HCM. Similar to other parts of the business, being innovative is the best defense for keeping key employees. Typical measurements of HR departments are

Over the past twenty five years, Starbucks has been leading the coffee revolution and turned a dying industry upside down by mainstreaming their stores and creating a public fascination. From the beginning of Starbucks stores through 2006, they have opened stores all over the U.S. and will be taking it overseas. Starbucks is leading the coffee revolution and has expanded their reach all over the world. With this much growth, it is easy for the company to lose their edge by forgetting the reasons they have become so large from the beginning. In this analysis, I am going to go over an economic assessment, marketing

Today we stand witness to a new coffee era, one made up of Caffé Lattes, Espresso Macchiatos, Cappuccinos and Frappuccinos. Specialty Coffee is here to stay and no one will be more eager to tell you that than Howard Schultz, CEO of Starbucks, the world’s largest specialty coffee bar. In 1993, Starbucks continued its aggressive expansion and moved into the East Coast market by establishing a presence in Washington, D.C. This expansion has continued and today Starbucks operates more then 15,800 stores internationally and employs roughly 140,000 employees. It grosses 11.7 billion in annual revenue and is opening 5 new stores every day. (Starbucks Corporation, 2011)

Starbucks’ threats are limited to the economy, emerging competitors and a rise in coffee bean and dairy product prices. These threats are related to serving customer’s needs because they impact the price the consumers pay for a cup of coffee. While our economy is experiencing a recession, consumers who are not loyal

What was once a small coffee shop opened by Gerald Baldwin, Gordon Bowker, and Ziev Siegl in 1971, Starbucks Coffee Company has grown into the number one specialty coffee retailer. With over 10,000 coffee shops in more than 30 countries, of which 4,200 are licensed and franchised and 6,000 are owned, the company’s main objective is to establish Starbucks as the “most recognized and respected brand in the world,” (Moon). Currently, Starbucks is relying on retail expansion, product innovation, and service innovation to achieve a long-term goal once set by current chairman Howard Schultz: “The idea was to create a chain of coffeehouses that

Oxford Dictionary (2013), defines human capital as, “The skills, knowledge, and experience possessed by an individual or population, viewed in terms of their value or cost to an organization or country.” Utilizing the human capital to its fullest and most efficient extent in another important function of HRM. The utilization of human capitol should be part of a companies strategic plan. “Part of strategic planning is mapping an organization's human capital.” (Bohlander and Snell, p. 82, 2012) HRM plays an important role in this aspect of strategic planning, which in turn hopefully ensures the longevity of the company.