HR at starbucks

2. Human Resource Management
Presented to:
Sana Shah
K1F14MCOM0016
Asad Adnan
K1F14MCOM0039
Mahnoor Latif
K1F14MCOM0026
Noor-ul-ain
K1F14MCOM0017
Anila Naveed
K1F14MCOM0028
Presented By:

4. Type Public
Industry Coffee Shop
Founded March 30, 1971 in
Seattle,Washington
Founder Jerry Baldwin
Zev Siegl
Gordon Bowker
Headquarters 2401 Utah Avenue South,Seattle,
Washington, U.S.
Number of locations 23,450 (2015)
Area served Worldwide
Number of employees 191,000[ (2014)
Key people Howard Schultz
(Chairman and CEO)
Kevin Johnson
(President and COO)
Products Coffee beverages, smoothies
Tea, baked goods
sandwiches
Compa
ny’s
Profil
e

5. “We're not in the
coffee business,
serving people,
we're in the
people business
serving coffee”
- Howard Schultz CEO

6. Vision Mission
Inspire and
nurture the
human spirit
One person, one
cup and one
neighbor at a
time
Premier purveyance
Finest coffee in the world
Uncompromising
principles

7. Human
Resource
Department at
Starbucks

8. HR Strategy
of Starbucks
Fair
Compensati
-on and
Benefits
Satisfying
jobs
& proper
Schedules
Positive Work
Environment
HR
Manageme
nt

9. Values &
Principles
No
Franchising
No Artificial
Flavors
Just Say Yes
Trained
employees-
customers’
satisfaction

10. Job
Analysis
 Lists the duties and responsibilities
of the position.
 Lists the qualification (knowledge ,skills) and
abilities that need to perform the job.

11. Select
ion  Baristas to create the
'Starbucks Experience'
 To have the right people
hiring the right people
 Team work & trust worthy

12. Interv
iews Interview allows Starbucks to get more detailed
information(characteristic, personality,
confidential, knowledge of the company to past
experience in the coffee shop industry, work ethics)
whether this candidate is suitable for Starbucks.

13. Compensati
on &
Welfare
 Monitory and non monitory benefits
 Elderly care program-parents
 Bean Stock
 CUP Fund-crisis
 Total Pay package-bonuses

14. Management
Functions & HR
Planning:
 Right people at the right
times in the right places
 Effective & efficient
 Employment planning
Organizing:
 Job analysis
 Managing employees
 Compensation & benefits

15. Leading:
 Link between management &
partners
 Communication & guidance
Cont.
. ..

16. Motivating
Employees

17. New applicant
Trainin
g
4-
basics
Existing employees
Technological
change
Promotion

18. Training
MethodsBarista basics training
 Initial training
 Newly hired
 Use of equipment
Shift supervisor training
 people management
 supervisory skills
 cash controlling
Retail management training
 Effective management
 Problem solving
 Motivation
 Profits & performance
District manager training
 Foundational training
 in-store skill practice
 one-to-one delivery

19. Employee &
Career
Development
Starbucks
University
Turning a
Complaint
into a Latte
Inspiration for
its Employees
 Barista Basic classes
 Approved credits
 Connect,
Discover
and Respond
 Listen,
Acknowledge,
Take action,
Thank, Explain
 Leadership lab
conference
 Energize & connect
store managers

20. Employee
Retention

21. Pay
Scale
Job (Number Reporting) National Data
Barista (353)
Hourly Tips $0.36 - $1.71
Overtime $11.65 - $15.92
Hourly Rate $7.85 - $10.93
Retail Shift Supervisor (94)
Hourly Tips $0.50 - $1.62
Overtime $12.73 - $22.52
Hourly Rate $9.78 - $13.34
Customer Service
Supervisor (10)
Hourly Rate $10.02 - $15.89
Cashier (8)
Hourly Rate $8.34 - $12.40

22. Employee
Empowermen
t
Treating them with
Respect
Making them Coffee
Expert
From Coffee college to
Real college

23.  Healthcare insurance
Experienced 31%
Mid-Career 15%
Late-Career 9%
National Average $20,000
Experience Effects
Barista Salaries:
Incenti
ves
 Same benefits to
part-time workers
 Stock purchase options
 College Achievement Plan
 Bonuses

24. Work
life
balance  Great Company for work life balance
 Free coffee, great culture, welcomes diversity
 Relaxation strategies
 Community events
 Once learn the equipment, work out the
schedule for the week in a fair way

26. HR Policies
of Starbucks
creating a difference

27. HR
PoliciesEmployee involvement & customer service:
Starbucks’s competitiveness:
 Starbucks HR practices-Services-customers value.
 Frappucino was a drink invented by one of its employees
$1 billion a year product.
 Employees community & ideas.
 Helps to understand customer needs.
 Responding well to market & customers.

28. Cont. .
..College Achievement Plan:
Health insurance:
Recruitment plan:
 Collaboration with ASU.
 Sponsorship of graduate programs.
 Coaches & advisors 24/7.
 First U.S. company to offer comprehensive healthcare coverage.
 In 2009, this cost $250 million.
 Adaptability, dependability and the ability to work in a team.
 Rely on Baristas.
 Investment in training (part timers)

29. Cont
. .
Opportunity youth:
Community Service:
Barista:
 Hire 10,000 youth, not employed.
 People facing systematic barriers.
 Community events.
 Partners & customers 'participation.
 Making world a better place.
 Something more than an employee.
 To grow as a person, in the career
and in the community.
 To be connected to something bigger.

30. Starbucks’
SuccessCEO Howard Schultz, the Human Resource
structure and strategies of Starbucks
New Stores Everyday: since 1987, two
stores daily on avg.
Employees: More Than 191,000 employees
(3xGreenland)
Healthcare Insurance: $300 million, including
Part timers (more than on beans)

31. Cont. .
..
Customers Per Week: 40 million
Starbucks Stores: 21,000
Share Price: $17 in 1992
$89 current
523% increase
Acquisition: Teavana in 2012
Seattle’s Best, Tazo Tea
La Boulange and Evolution Fresh.