ACCOUNTING 3 Starbucks’ Human Resource Management Practices CASE STUDY | Already Graded A.

Case ACCOUNTING 3 Starbucks’ Human Resource Management Practices CASE STUDY | Already Graded A. Starbucks’ Human Resource Management Practices Abstract The Starbucks Corporation utilizes its human resources practices and policies as a strategy to gain competitive advantage and drive t he overall success of the company and its globalization efforts. The purpose of this research paper is to analyze Starbucks’ recruiting practices, training structures, and overall human resource management strategies in order to give insight into how the Seattle-based coffee company stands out from its competitors and remains a successful enterprise in spite of the challenges facing it. Starbucks’ Human Resource Management Practices The Starbucks Corporation sees its employees as a key part of its view of itself as a business serving the community; its employees are vital for its growth, helping the business grow and thrive (“Working at Starbucks,” n.d.). To work at Starbucks is much like working with friends, its website claims; the company understands appreciates, respects, and includes different kinds of people. It is a company that also embraces diversity. Starbucks provides all employees and their same-sex or opposite sex-partners comprehensive health benefits that include medical, dental, and vision care as well as tuition reimbursement, stock options, vacation, and the 401 (k) retirement plan (Noe, Hollenbeck, Gerhart & Wright, 2010). Starbucks is also company that practices open communication. It keeps employees or “partners” frequently informed, its senior leaders frequently holding “Open Forum” events to answer employee questions and mitigate issues or concerns. Starbucks believes that it is important to hire those not just for the ability to be trained in cafe work and customer satisfaction, but also those with an aptitude for social consciousness. Its mission is to inspire and nurture the human spirit “one person, one cup, and one neighborhood at a time” (“Our Mission,” n.d.). The company is well-known for its ethical sourcing of coffee from farmers all over the globe and environmental leadership (by 2015 all its cups will be reusable or recyclable). It is also renowned for its community involvement through volunteer work in neighborhoods where stores are located (Noe et al., 2010). Performance Management, Benefits, and Customer Satisfaction Starbucks has offered a variety of training programs to provide employees sufficient knowledge of the company’s values and how to foster it amongst their customers. According to Obloga (2011), “First Impressions” has given insight to baristas as how to interact with customers in terms of service principles. Employees are made aware of the company’s history and learn how to perform coffee preparation and use a cash register. In addition, they learn the right kind of communication skills to interact optimally with customers in order to create the environment that Starbucks aims to promote (Obloga, 2011). Starbucks has tried to develop its human resources practices and make them stronger to the extent that employees have better relationships with their managers and feel connected to the organization as a whole. Starbuck’s has gained admiration and recognition by being a pioneer in offering the same benefits to part-time workers as are offered to full-time employees. Such benefits include health care, dental, and vision insurance (Obloga, 2011). Benefits also cover alternative medical treatments, such as hypnotherapy and naturotherapy. Starbucks additionally offers their employees benefits such as income protection, saving plans, partner discounts, and free drinks on a regular basis