Current human resource programs, policies, procedures
Write a one-page paper in which you:
Assess the current human resource programs, policies, procedures, or initiatives in terms of effectiveness.
Hypothesize the changes that require improvement.
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.
The specific course learning outcome associated with this assignment is:
Hypothesize which of an organization’s human resource management programs, policies, procedures, or initiatives require improvement.
SAMPLE PAPER
Human Resource Management Practices in Starbucks
Regardless of how big or small an organization is, the human resource is an inevitable, invaluable asset that requires proper management. Effective functioning in organizations requires various resources such as capital and good management. While all resources are important the human resource aspect is regarded as “the glue that holds all the other assets together and guides their use to achieve results” (Mathis, Jackson & Valentine, 2015 p.3). What this means is that employees and the knowledge, experience and the skills they possess are critical to the accomplishment of an organization’s goals and objectives. It is, therefore, imperative that organizational managers develop and implement appropriate policies, procedures and initiatives to support human capital to enhance business performance.
Starbucks understands the value of human resource and has implemented remarkable HR management programs, policies, procedures and initiatives. Among the company’s key values is the creation of a culture of belonging together with warmth that is characterized by diversity, inclusion, accessibility and equity. Regarding hiring and recruitment practices, Starbucks actively hires people with disabilities. It also offers assistive technologies together with reasonable accommodations to enable employees to perform their duties (Starbucks Coffee Company, 2021). Apart from this, the company’s recruitment decisions are guided by three well-defined criteria: ability to function in a team, adaptability, and dependability.
Regarding employee development, Starbucks is described as one among the few retail firms that have made considerable investments in the area of employee training. Employees across all ranks and positions receive comprehensive training, even those in part-time employment (Tikson, 2018). Like its hiring and recruitment policies and procedures, Starbucks’ training programs are impressive and worth emulating. When it comes to employee compensation, Starbucks complies with all applicable laws and regulations. Moreover, employees on wage basis are required to record hours worked so that they can be compensated accordingly (Tikson, 2018). Worth noting is that Starbucks values employee involvement; all employees are encouraged to participate in planning (Tikson, 2018).
Based on the above report, it is correct to say that Starbucks has highly effective HR policies, programs, practices and procedures. Nonetheless, the company could consider improving its employee development practices by offering sponsorship or funding employees who wish to advance their education.
References
Mathis, R., Jackson, J. & Valentine, S. (2015). Human resource management: essential perspectives. Cengage Learning.
Starbucks Coffee Company. (2021). Expect more than coffee. www.starbucks.com/careers/working-at-starbucks/culture-and-values
Tikson, S. D. S. (2018). Human Resource Policies and Work Culture: A Case of Starbucks. JBMI (Jurnal Bisnis, Manajemen, dan Informatika), 15(1), 1-12.
