Succession planning. For the company to continue to grow and be profitable, the need for an HR succession plan will be key. Not only is a succession plan necessary for the top level management but other leadership position as well to ensure transitions with solid company foundations attached. Traditionally succession planning was regarded only at the senior management team (SMT) level of corporations, however, in recent years companies have seen the value in offering a similar, less involved and lower cost approach in identifying and coaching lower level leadership positions. At the SMT level the program is very comprehensive and costly, however, it is well worth it for the 5-10 top leadership or critical roles in the corporation and clearly
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One way to improve the company’s bottom line is to hire employees that fit the job and the company. It was important for Starbucks to get back to the basics of their culture and this begins with the company’s talent acquisition strategy. As seen in the case, for Starbucks to continue to be successful they need to have employees who can provide a quality customer experience, produce consistent beverages, and embrace change as new products are brought into the stores. They need to be creative and forward thinking innovators. Starbucks should use brand and realistic job approaches when recruiting employees. First leveraging their brand of being an “employer of choice” and why they are consistently mentioned as a top company to work for by Fortune magazine. Next, sharing a realistic view of both the company’s culture and the open position. Both of these approaches will assist in attracting the type of employee that will fit well into Starbucks culture and help in getting a person-job and person-organization …show more content…
Training and development of Starbucks 300,000 employees will be necessary to continue to provide the quality of their current product offerings, future products brought into the stores, empowerment, team development, change management, and superior customer service. Training and development needs to be aligned with any human resources initiative, such as performance management, individual development plans, and the company’s strategic direction such as change management training when the company is reorganizing or growing. According to Cascio (2013, p. 296), “if a company’s strategy is to provide high-quality customer service, it is likely to emphasize, for example, training in problem solving, conflict resolution, negotiation, and team building.” Effective training programs are put into place so that skills and behaviors needed for a position are in place. Starbucks needs training to ensure that the quality of the beverage ordered such as a white chocolate raspberry non-fat mocha will be the same in Seattle as in New York. Training employees in customer service is necessary to maintain their competitive advantage in providing a superior customer experience over their competition. To provide quality customer service, training on decision making, team work and empowerment will be
One way to improve the company’s bottom line is to hire employees that fit the job and the company. It was important for Starbucks to get back to the basics of their culture and this begins with the company’s talent acquisition strategy. As seen in the case, for Starbucks to continue to be successful they need to have employees who can provide a quality customer experience, produce consistent beverages, and embrace change as new products are brought into the stores. They need to be creative and forward thinking innovators. Starbucks should use brand and realistic job approaches when recruiting employees. First leveraging their brand of being an “employer of choice” and why they are consistently mentioned as a top company to work for by Fortune magazine. Next, sharing a realistic view of both the company’s culture and the open position. Both of these approaches will assist in attracting the type of employee that will fit well into Starbucks culture and help in getting a person-job and person-organization …show more content…
Training and development of Starbucks 300,000 employees will be necessary to continue to provide the quality of their current product offerings, future products brought into the stores, empowerment, team development, change management, and superior customer service. Training and development needs to be aligned with any human resources initiative, such as performance management, individual development plans, and the company’s strategic direction such as change management training when the company is reorganizing or growing. According to Cascio (2013, p. 296), “if a company’s strategy is to provide high-quality customer service, it is likely to emphasize, for example, training in problem solving, conflict resolution, negotiation, and team building.” Effective training programs are put into place so that skills and behaviors needed for a position are in place. Starbucks needs training to ensure that the quality of the beverage ordered such as a white chocolate raspberry non-fat mocha will be the same in Seattle as in New York. Training employees in customer service is necessary to maintain their competitive advantage in providing a superior customer experience over their competition. To provide quality customer service, training on decision making, team work and empowerment will be