Human Resource Management at Starbucks
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[pic 1][pic 2]MANAGING EMPLOYEE PERFORMANCEManaging employee performance at Starbucks, Xtra Plaza Endeavour, Chaguanas, Trinidad and Tobago. [pic 3][pic 4][pic 5]11/17/2017The University of the West IndiesSeema Bachan;Twinkle Harhajan;Shazara Khan;Celine Mahadeo;Nanadanie Rampersad;Leeana Seebachan[pic 6]Course Title: Human Resource ManagementCourse Code: MGMT 3017Lecturer’s Name: Mr. Paul Balwant Project Title: An investigation into the strategies implemented to manage employee performance at Starbucks, Xtra Plaza Endeavour, Chaguanas, Trinidad.Date of Submission: Saturday 18th November, 2017.Group Name: The HRM MastermindsStudent Names and ID Number: Celine Mahadeo 815006115Seema Bachan 815006510Nandanie Rampersad 815006556Leeana Seebachan 815006578Twinkle Harbhajan 815008301Shazara Khan 815009180AcknowledgementWe would like to thank our lecturer, Mr. Paul Balwant for providing our group with advice and guidance on how to proceed with this project. We would like to thank Mrs. Frances Lamy, the manager of Starbucks at Endeavour, Chaguanas for allowing us the opportunity to conduct our research and providing the time for the interview. As a group, we would like to thank our members for being understanding and patient when experiencing any limitations while trying to complete this project. AbstractImproving a company’s performance is a major factor to its success. One of the key tools in ensuring success is managing employees’ performance for the attainment of the business goals and objectives. The purpose of this research project is to analyse and describe Starbucks performance management.The project reviews the literature in performance management. It includes the assessment and improvement of Starbucks using the performance cycle made up of performance and development agreement, management of performance throughout the year and reviewing performance which are defined in terms of its meaning and methods based on already conducted research. The research found that while employees grasped the concept of their job role, the objectives were unfeasible and not ideal due to economic changes. The plan performance was adequate but lacked personal development goals. Feedback and the implematation of corrective methods ensured the proper management of employees yearlong but clear communication was vague and poor resulting in increase conflict. Overall, the application of the performace cycle and its concepts offered a new way to manage employees’ performance and addressed any problems that arise in the company.
Table of ContentsIntroduction 1Title 1Objectives 1Literature Review 4Performance and Development Agreement 4Managing performance throughout the year 6Reviewing performance 7Methodology 10Results 12Objective 1 (a): 12Figure 1: A clustered combination chart that illustrates the performance and development facets at Starbucks, Xtra Plaza Endeavour, Chaguanas, Trinidad. 12Objective 1 (b): 13Objective 1 (c): 13Objective 2: 14Figure 2: A graphical representation of the effects of employee performance on organizational effectiveness at 15Discussion 16Performance and Development Agreement 16Managing performance throughout the year 17Reviewing performance 18Recommendations 21References 23Appendices 24Appendix 1: Permission letter to conduct research 24Appendix 2: Management Interview 26Appendix 3: Manager’s Interview Transcript 28Appendix 4: Employee Interview 32Appendix 5: Starbucks’ Statement of Comprehensive Income 34Appendix 6: Starbucks’ outlets globally 35IntroductionTitleAn investigation into the strategies implemented to manage employee performance at Starbucks, Xtra Plaza Endeavour, Chaguanas, Trinidad.ObjectivesTo examine the performance process used by management at Starbucks, Xtra Plaza Endeavour, Chaguanas, Trinidad with emphasis on the following:Performance and development agreementManaging performance throughout the yearPerformance reviewTo assess the effects of employee performance on the organizational effectiveness at Starbucks, Xtra Plaza Endeavour, Chaguanas, Trinidad.Performance management can be defined as “A process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual performance review, “performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals.” There are three stages in the performance management life cycle which includes, Performance and Development Agreement, Managing Performance throughout the year and Performance Review. This research project seeks to investigate the strategies implemented to manage employee performance as Starbucks, Extra Plaza Endeavour, Chaguanas, Trinidad.