Manager Interview, Full Performance Analysis Two-Part Essay Assignment, writing homework help

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First Assignment Essay: Manager Interview

The purpose of this assignment is to increase learners' comprehension of the performance management process.

Each team member should pick his or her own organization where he or she currently works or an organization he or she know well. Please refer to the resources below to assist with the assignment.

Assignment Steps

Resources: Strategic Human Resource Management Web Link: https://www.shrm.org/

Design a set of 10 questions to ask a manager from the organization to gain an understanding of performance management process.(word document attachment below that I already designed and asked a friend of mine who is a manager at a local Starbucks franchise location in my area).

Interview a manager from the organization. (already did, word document attached below).

Discuss your findings.

Create a 1,050-word report, including:

  • Introduction
  • Summarize your manager response discussion pertaining to a performance management process.
  • Evaluate the need for performance management improvement.
  • Recommend ways the performance management process could be improved, if needed, in each organization.
  • Explain how necessary performance management process improvement(s) will be implemented.
  • Conclusion

Format your assignment consistent with APA guidelines for graduate style papers, include references and citations.

Second Assignment Essay: Full Peformance Strategy Analysis

The purpose of this assignment is to give learners an opportunity to apply lessons learned about performance management.

Use the same company you did in previous weeks assignments (Attached below are copies of my Starbucks chosen organization assignments).

Assignment Steps

Resources: Strategic Human Resource Management Web Link: https://www.shrm.org/

Develop a 1,225 word Full Performance Strategy Analysis including:

  • Introduction
  • Describe the overview of the performance management process.
  • Include a flowchart of the performance management process.
  • Explain the job analysis.
  • Examine the skills gap analysis and performance evaluation.
  • Determine ways to measure employee performance.
  • Assess counseling for exceptional or performance that needs improvement.
  • Conclusion
  • On the last page of your paper, please include an appendix of the resources needed to create a comprehensive performance analysis.

Format your assignment consistent with APA guidelines for graduate style papers, include references and citations.

Per my instructor's request for each essay assignment:

Remember to include a Title Page and a separate Reference Page for each paper. Follow the APA guidelines. Graduate level courses require a higher level of included research. As a general rule, I look to see that you have researched and referenced at least five good and reliable sources for your paper. And I do reduce points on the papers if there are not at least five good references. For both essays when it comes to the word count maximum, excluding cover and reference page wording, no more than 1,050 for the "Manager Interview" and 1,225 words for the "Full Performance Analysis" in length. Yes, I do look at this each week, and deduct points when papers run over the limit. Remember that in business communication, brevity and accuracy is very important! As a suggestion, you may wish to run your paper through the Plagiarism Checker in the Library, and include it with your submission. For those not included, I do run each paper through the Plagiarism Checker, so be sure to cite properly and use quotation marks where required!

Side Note: Please include direct web links for sources used since this would help me within the research for these projects.

Unformatted Attachment Preview

Management Interview Questions Week 5 1. How does the organization communicate expectations for the goals and objectives to the employees? A. Here at Starbucks, our organization’s communication to reach goals at our franchise location is establishing respect among our employees, satisfying our customers when it comes to making and delivering high coffee standards to them, creating a positive work place environment where our employees come in ready looking forward to starting their shifts of coffee service, along with having a friendly engagement with our local community and the environment. 2. What tools and resources are in place to ensure employee success? A. For me as a manager, making sure to provide coaching and direction to our store’s team to take action and to achieve our operational goals. Most importantly manage with integrity, honestly and knowledge that helps to promote our mission and values of Starbucks. As an example, when it comes to ensuring my employee’s success, I challenge and inspire them to achieve business results, make sure they are adhering to legal and operational compliance requirements, and always try to make it a point to recognize and reinforce both individual and team accomplishments when it comes to using our store’s existing organizational tools and programs, along with coming up with new, creative and effective methods of recognition for them. 3. As a manager, how do you regulate and control each individual assignment when the employee lacks the ability to perform well under the regulations of the organization? A. I would say most importantly, we hold ourselves accountability based on all of our job responsibilities here at our coffee shop franchise location. Both positive and negative experiences can influence the ability of an individual to perform a given task. I’ve always noticed when any of my employees perform well individually in a job task, they are most likely to feel confident in performing that same task when I happen to assign them as similar task. But, if my employees happen to perform negatively or experience a failure in their job tasks of what is assigned to them, I’ve noticed before it would affect how they execute those tasks properly, but feel if those failures are later overcome by more training and counseling or coaching, it would help improve their confidence and morale to execute those tasks better. 4. What are the performance metrics to determine the quality of employee’s work here at Starbucks? A. What I use here at Starbucks as a manager is assessing how well my employees are doing their jobs when it comes to first measuring their job performance, and then sharing that feedback with my employees, along with making sure they themselves get an opportunity on their end to share their own perspectives with me when it comes to their job performance and the feedback I give them if their areas where I feel they could use some more improvement on, along with offering suggestions to help them better. To give you an example, Starbucks is known to give bonuses to workers if they receive an “Employee of the Month” reward, which is based where our employees are given a budget each month. This budget is a target of how much money they make in their work shift and if they happen to make enough sales to reach their target, there is no money cut from their salaries. However, if their sales are higher than the target rate that is set, this would be the difference between the amount of their sales and the target rate that will be their bonus, which for Starbucks is their term for incentives so to speak. 5. Are there any career planning in employee performance reviews here at Starbucks? A. To give you an example here within the Starbucks work culture when it comes to career planning, when you get hired and start work at Starbucks, the company considers you a “partner” so to speak where you start with around twenty-four hours of classroom training at one of our regional training centers we have. Our employees learn how to address quite a wide variety of topics that would include coffee brewing methods, customer service, retail skills, knowing how to pour a shot of expresso, etc. From my understanding, these classes are taught by district managers, specialists, and training managers who have all been through the courses already, and have worked in a retail store for at least two months. Managers, like myself, we have an additional eight weeks of classes to choose from and workshops on conducting performance appraisals, recruiting, project management, etc. Starbucks as well does help assist in paying for worker attendance at outside professional seminars and workshops when necessary. I know for increasing more employee involvement when it comes to career planning, Starbucks has instituted what are called self-managed work teams at their coffee bean plants. Even though plant managers and supervisors are responsible for the initial organization of the teams, our employees are encouraged to take over the dayto-day workings of the teams that includes decision making. Usually our crossfunctional teams of employees and supervisors are used to help make hiring decisions. Everyone on the team has a voice in helping the selection process and employees are encouraged to offer their views on the new candidates’ potential compatibility with the company. Overall, Starbucks is pretty good to help make sure their employees can have a chance to grow professionally in a number of different ways when it comes to their training programs to help get new hires started off on the right track and they seem to invest well when it comes to ongoing learning opportunities. 6. Does Starbucks have a performance improvement plan if a team member employee may be struggling with production on the job? A. I would say from my experience being a manager at this store location when it comes to performance improvement for our employees, I always make sure to offer more coaching and training if necessary to help give my workers another shot at improving their tasks on the job. Of course, if I happen to notice they’re still struggling with that certain job task, I look into other different job tasks to see how they can handle that certain position and in a way, it is trying to help them expand more opportunities to see where they would do better in and finding out if they are comfortable expanding upon that job responsibility in order to expand their growth as an employee. I’ve always looked at performance improvement for my employees in sitting down with them to open up a conversation in coaching or offering suggestions of areas I see are not going well for them, make sure they get a chance to offer their feedback, and when I know if something seems to be getting in the way of their job task or has not been improving, I look into figuring out a solution to the problem or offering them new training in another job area of the store to see how they may like it and can acclimate to it better than the previous position they had. 7. What does the organization or you as a manager outline or define the job of the employee is being assessed upon? A. For me as a manager here at this location when it comes to outlining how my employee’s jobs are going to be assessed upon, I can say for myself as a manager, I have a responsibility for acting and modeling that goes with Starbucks guiding principles to follow when it comes to managing employees for what their being assessed upon. This can be areas in making sure they are knowing how to provide good quality coffee beverage drinks and tea drinks, along with the various food products we offer consistently for all our customers that come to our location here in town, including adhering to recipe and presentation standards, and following the health, safety and sanitation guidelines for all of our products. Also, other areas being assessed upon that I look for in my employees is the ability to work as part of a team, build great relationships, strong customer service skills, and see how if they can learn quickly as baristas when it comes to taking in-store and drive-thru orders, plus making coffee, tea beverages, and handling food orders. I would even add most importantly, that they are following cash register and management policies when it comes to ensuring proper practices are being followed through by each shift team that comes in to work and their handling it responsibly. 8. Does Starbucks as an organization guarantee that goals and objectives align between each store franchise location unit in order to prevent any conflicting metrics? A. I would say as a manager the best way to answer that question coming from my experience working here is that Starbucks always tries to encourage our customers to sort of drive the innovation aspect of ideas when it comes to metrics that may conflict. The reason I bring that up is if you notice online, as an example, our organization’s website allows our customers to vote on new ideas at times and from what I have noticed myself in the past, we will have consumers who have offered ideas on a Starbucks coffee making machines, offer free drink vouchers, offer more sugar-free flavored syrups when it comes to our coffee and tea beverages, look into upgrading our pastries, negotiate to have companies and businesses to use our instant café packets, just to name a few. I will say we as an organization have been able to implement some ideas used from our customers and I think Starbucks is able to do that, it helps in a way to nurture existing relationships with them, as well as develop relationships as well in order to expand more on the brand when it comes to metrics of determining customer satisfaction overall compared to our other coffee shop competitors. 9. What do you think is the best way to motivate your employees to perform better and succeed to the organization’s expectations? A. For me as a manager, the best way to motivate my employees is to always commit to providing them a positive and supportive environment when it comes to expanding their training and development areas to help improve their skills, including possible management capabilities if their interested in expanding their careers here for themselves in our organization when it comes to deepening their overall coffee knowledge. I also would continue to maintain employee recognition processes here at our store location since it is a very important element in my opinion of how we express our appreciation for their efforts, which in return translates over to providing exceptional service to our customers. 10. For this last question, what are the Starbuck incentives you can share for your employees who exceed expectations and high performance? A. Well I would share with you that in the past for the organization, they had been working on reducing employee turnovers at store franchise locations and what I’ve noticed is they are offering more competitive type of benefits in order to retain employees such as tuition reimbursement, health care coverage, pay increases, etc. Also, as well I would add in flexible schedules since flexibility is particularly inherent in our store locations because of our extended hours of operation and the diversity of our workforce, which ranges from having students to parents who work here and need those work alternative hours. And among other Starbuck benefits, they provide life and disability insurance, discounted stock-purchase plan, and a retirement savings plan with company matching contributions. I would say when you look at the benefits they are providing, in a way it can be a powerful incentive to stay with the company, especially among our part-timers to help reduce down the company’s recruiting and training costs in the long run. 1 Change Management Impact Change Management Impact Andrea Markiewicz HRM/531 June 19, 2017 Patrick Stapleton 2 Change Management Impact Change Management Impact When organizations develop efficient ways to introduce and implement changes, this process can help ease the stress of your employees when change gets introduced. Also, it helps your customers, vendors and business partners to adjust any variations in the way you do business. As a company grows and evolves, they will experience change since there comes a time when change is inevitable (Nastase, Giuclea & Bold, 2012). Since I am currently not in the workforce at this moment, a chosen organization that I know some management personnel very well is through a local Starbucks coffee shop on my end of town. I got offered a chance to interview a manager there where she mentioned how their organizational culture influences her employees and their business performance. Additionally, I spoke to some employees and the some of the other management team personnel who discussed how the process of culture affects interactions between employees and the treatment of customers. Purpose For The Change Starbucks coffee shop has experienced a change regarding organization culture relating to issues such as the mutual interaction between employees in the workplace and matters concerning customer relations, such as a courteous welcome to the shop and warm greetings among others. The reason for the change was to create a healthy working environment and mostly distinguish Starbucks from other competitive coffee shops (Marques, 2008). 3 Change Management Impact People Involved In The Change Starbucks organizational culture change touches directly all stakeholders of the business running from the owners to the customers. For instance, the franchise owner needs to get notified of the modification and the need to implement the changes in organizational structure. They supply finances and allow all necessary resources required for the revised amendment. Managers are the overseers of the business direction. They supervise the change process and implement the appropriate policies. Employees actively implement the change and receive appropriate feedback about the performance of the modification employed (Seaford, Culp & Brooks, 2012). Customers are affected by the change since the cultural shift is about consumer tastes and preferences. They are the most important stakeholders during the change management process as they majorly indicate whether a change gets met successfully or not (Dessler, 2017). Change Implementation Methods Starbucks implemented changes for their organizational culture strategy within their change management team that comprised of a manager and the most “influential” employees who have a duty to listen to concerns, including risks, and make sure the implementation process between workers and coffee consumer interactions is active (Kauffman, 2013). This method got done in four phases: Phase 1: Communication-Creating an advanced communication plan, mostly a face-to-face or two-way model used. First, communicating to the firm’s stakeholders about the need to change organizational culture and how it will affect the business in the long run (Kauffman, 2013). The team will also help the stakeholders understand the change and be positive about it. 4 Change Management Impact Phase 2: Dealing with Resistance-It’s a strong team and confident employees should deal with concerns raised by stakeholders opposing the change. In Starbucks, some employees seemed to be comfortable with the current employee relation and customer services, and elsewhere managers complained that change process would be expensive and consume most franchise firms’ funds (Sandelands, 1997). Phase 3: Engage the Employees-Make employees to know their impact on the change and have a sense of ownership. They can get included in activities such as imposing other employees to training workshops about good customer relations, seminars and benchmarking in hotel conference rooms in and outside the city to gain an experience in customer treatment, welcome patterns and even mode of greeting. This process will focus on employees most affected by the change such as baristas, supervisors, as well as the resistant workers (Sandelands, 1997). During the process, identify motivational factors to employees, this includes allowing casual dress down on some days, issuing gifts such as t-shirts and caps, giving gift cards, bonuses and incentives, allowances on top of salaries, as well as a free lunch (food and drinks). Phase 4: Implement the Change-After the engagement process, the plan is ready to be imposed in action. Roles and responsibilities of each worker have been stipulated precisely according to the new organizational culture and got done to the most affected workers. Policies and regulations to get followed in the work environment, how employees "carry themselves around" mode of appearance, general rules and other internal procedures of operation contained (Moore, 2006). 5 Change Management Impact Budget Concerns, Timeline, And Measurement of Success/Metrics Starbucks budget concerns involve their employees, the amount the organization spends and the expected returns on profits. The business should set up a budget that fits their needs and ensures that employees are comfortable with their salaries or hourly pay. The timeline will be a major guideline on how the employees work. For example, in this case for the Starbucks franchise location, a timeline was used to schedule the duties of their employees and what is supposed to get done on consecutive days. The schedule primarily enables the employees to carry on their duties effectively. The measurement of success will get based on the employee performance and what the organization has achieved so far. This process can get done concerning what sales have done per month to help enhance profits among Starbucks coffee beverages and snacks (Devaney, 2016). Follow-Up Plan Recommendations Positive feedback through word of mouth or online can contribute to improving Starbucks image and reputation to increase even more customer traffic. With continuous growth in a significant number of coffee consumers, Starbucks can double their profit margins and revenue level hence covering the total costs. Cooperation between workers at all levels improves the speed of job tasks and mutual relationships. More consultations in the top office when it comes to training and organizational clarity, better-organized parking area, and flexible sitting arrangements inside and outside the coffee shop that is more spaced out walking around. 6 Change Management Impact Starbucks Schematic Diagram COMMUNICATION-Need to change dressing code, ample welcome, speed and teamwork Managers, Supervisors, and Employees Team Building Workshop Supervisor Three Service Workers Receptionist DEAL WITH RESISTANCE MEMBERS Money Wasted ENGAGE EMPLOYEES-Most affected and resistant members Time Wasted Benchmarking Marriott Hotel Customer Relation Ample Welcome & Warm Greetings Training on Ethics & Dress Codes IMPLEMENT CHANGE Coffee Served Faster Birthday Cards & T-Shirts Cooperation & Teamwork 7 Change Management Impact Conclusion Organizational culture at times for service industries like Starbucks may become difficult to cope with; however, it can help organizations to challenge their best performances and to get the best out of their staff workers. It makes firms strive to move forward getting past their competitors. This process creates a strong good environmental impact to change and in return, satisfied customers (Richards, 2017). 8 Change Management Impact References Dessler, G. (2017). Human Resource Management. (15th Ed.). Upper Saddle, NJ. Pearson Education. Devaney, E. (2016). The 3 Customer Success Metrics You Should Be Measuring. Drift. Retrieved from https://blog.drift.com/customer-success-metrics/ Kauffman, B. L. (2013). Seattle's Seafaring Siren: A Cultural Approach to the Branding of Starbucks (Order No. 1535795). Available from ProQuest Dissertations & Theses Global. (1351130628). Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/1351130628? pq-origsite=summon&accountid=458 Marques, J. F. (2008). Spiritual Performance from an Organizational Perspective: The Starbucks Way. Corporate Governance, 8(3), 248-257. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/205185323?pqorigsite=summon&accountid=458 Moore, J. (2006). Tribal Knowledge. Business Wisdom Brewed From The Grounds Of Starbucks Corporate Culture. PP. 1-266. Retrieved from http://ebookcentral.proquest.com.contentproxy.phoenix.edu/lib/apollolib/reader.ac tion?docID=3016175 9 Change Management Impact Nastase, M., Giuclea, M., & Bold, O. (2012). The Impact of Change Management in Organizations - A Survey of Methods and Techniques for a Successful Change. Revista De Management Comparat International, 13(1), 5-16. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/1368615789? pq-origsite=summon&accountid=458 Richards, L. (2017). Why Is Change Important in an Organization? Chron. Retrieved from http://smallbusiness.chron.com/change-important-organization-728.html Sandelands, E. (1997). "Strategic Issues for Training.” Industrial and Commercial Training, Vol. 29 Issue: 4. PP. 97-140. Retrieved from chromeextension://oemmndcbldboiebfnladdacbdfmadadm/http://www.emeraldinsight.co m.contentproxy.phoenix.edu/doi/pdfplus/10.1108/00197859710791592 Seaford, B. C., Culp, R. C., & Brooks, B. W. (2012). Starbucks: Maintaining A Clear Position. Journal of the International Academy for Case Studies, 18(3), 39-57. Retrieved from http://el2ne5ae7f.search.serialssolutions.com/?ctx_ver=Z39.882004&ctx_enc=info%3Aofi%2Fenc%3AUT8&rfr_id=info%3Asid%2Fsummon.s erialssolutions.com&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajourn al&rft.genre=article&rft.atitle=Starbucks%3A+maintaining+a+clear+position&rft .jtitle=Journal+of+the+International+Academy+for+Case+Studies&rft.au=Seafor d%2C+Bryan+C&rft.au=Culp%2C+Robert+C&rft.au=Brooks%2C+Bradley+W &rft.date=201204%2001&rft.pub=Jordan+Whitney+Enterprises%2C+Inc&rft.issn=1078- 10 Change Management Impact 4950&rft.volume=18&rft.issue=4&rft.spage=35&rft.externalDBID=XI7&rft.exte rnalDocID=A303895451¶mdict=en-US 1 Compensation and Benefits Strategy Compensation and Benefits Strategy Andrea Markiewicz HRM/531 June 26, 2017 Patrick Stapleton 2 Compensation and Benefits Strategy Compensation and Benefits Strategy A compensation plan of an organization consists of components that determine what the employees of a company will receive regarding the salaries, benefits, and bonuses. This type of plan is a crucial element that substantially determines whether the employees of an organization work and carry out their duties with motivation and happiness, or without work morale. It is therefore important to carefully construct a compensation plan that motivates workers as they carry out their daily responsibilities (Liccione, 2007). Trends Shaping Total Rewards For Employees Supply and demand can impact what we pay for everything. When it comes to compensation, there are additional factors at play. These factors are the cost of living, economy, society, and culture. Trends of payment change so rapidly and it can be challenging to keep up. Businesses can risk losing their competitive edge out in the market (Hai-Ming & Hsieh, 2006). The Starbucks company should devise a compensation plan capable of implementing without struggling financially. It should, therefore, put into consideration the amount of capital they make and the amount they will allocate to cover the employee hourly pay, salaries, bonuses and other incentives. Another factor is the compensation from emerging global markets. Starbucks coffee is not operating on its own, and as a result, it faces competition from other organizations. Therefore, the way an organization devises a compensation and benefits strategy should match or outdo those of the competitors. If it does not match those of the competing teams, then it faces the risk of losing its labor workforce. Technology and globalization are other determinants that shape how an organization is going to create a compensation plan and benefits strategy (Zhang 3 Compensation and Benefits Strategy & Smith, 2010). Current Compensation Plan At Starbucks Starbuck’s compensation plan for their associates includes a comprehensive benefits package. Their plan for wellness and health insurance consists of medical, dental, accidental death & dismemberment, life insurance, disability insurance, health savings account, mental health care, employee assistance program, etc. Their plan for financial and retirement consists of 401K, employee stock purchase, pension, stock options, etc. Their plan for family and parenting consists of adoption assistance, maternity and paternity leave, family medical leave, etc. For their lifestyle vacation and time-off plans, they include bereavement leave, paid holidays, vacation and paid-time-off, etc. For the plan on employee discounts and perks, they consist of company social events, free lunch or snacks, mobile phone discount, etc. And of their workplace professional support, their plan includes tuition assistance, job training, professional development, etc. (“Starbucks Benefits,” 2008-2017). Levels Of Responsibility And Compensation Compensation can get done by the standard of trust the employee plays in the Starbucks organization when it comes to their franchise store locations. The levels may get categorized as intermediate, senior and supervisory. The amount of compensation will, therefore, differ from one category to the other. The table below shows an example, and it uses only the salary component of the compensation plan (“Average Salary for Starbucks Corporation Employees,” 2017). Note that the figures are an estimate. 4 Compensation and Benefits Strategy Position Salary Range Intermediate (Barista) $14,000-$27,000 Senior (Store Manager) $40,000-$55,000 Supervisory (Retail Store Manager) $41,000-$56,000 Market Data, Job Data, And Organizational Data These three categories are significant when developing a successful compensation and benefits plan strategy. Market data is imperative when it comes to the recruitment of new team members and the estimation of set-off expenses. Through researching Starbucks market data, they have discovered that the population today is striving to achieve better fitness and a healthy well-being. It is through this analysis that the company came up with the initiative of partnering with Whole Foods to sell their evolution harvest snack bars and juice along with trying to transform their retail store chains to a more product consumer when you have health-conscious customers that are diversifying (Derrick, 2013). Job data involves the records of all activities involved in production and sale of these health products. Organizational data covers the files of the company and its associates, both internally and externally. Starbucks deals with a vast range of coffee and health-conscious consumers, and therefore all the data needs to be carefully stored and managed to ensure survival in a competitive and globalized environment (Moore, 2006). 5 Compensation and Benefits Strategy Starbucks Total Rewards Strategy Starbucks total rewards plan will comprise of three revised categories; original programs, performance-based programs and career and environmental programs. Performancebased programs are meant to enable employees to achieve maximum productivity at workplaces while the career and environmental programs help the employees in developing and managing their careers and understanding their work environment. The three categories that will be used to devise this plan will a positive impact on the organization. It will acknowledge the efforts employees put as their carry out their activities that lead to the success of the team. It will also ensure performance management by determining what the team expects from the employees, assess employee actions and devise means of improving them. With extending Starbucks comprehensive benefits plan that they currently have, this will help lead to employee retention and higher performance. Starbucks Compensation Components Plan The payment plan for the Starbucks organization is going to cover three main areas; compensation, development and work-life balance and recognition. The compensation part will add on new merit pay for employees. The development section will add new mentorship and coaching programs. And for the work-life balance and recognition part, will add on new compressed hours for employees and job sharing. 6 Compensation and Benefits Strategy Compensation Merit Pay (New) Development Mentorship and Coaching Programs (New) Work-Life Balance and Recognition Compressed Hours and Job Sharing (New) Legislation On Compensation And Benefits There are laws which affect how compensation plans and benefits decisions are going to get made. Employee Retirement Income Security Act (ERISA) is accountable for regulating how organizations pay out retirement perks for employees (“Employee Retirement Income Security Act (ERISA),” n.d.). The Fair Labor Standards Act (FLSA) establish standards for wages and overtime costs. This law requires that organizations pay employees one-and-half-times the basic allowance in remuneration of overtime funds and considers the minimum wage limit (“Compliance Assistance-Wages and the Fair Labor Standards Act (FLSA),” n.d.). Conclusion Compensation and benefit plans that are well structured enable an organization to remain relevant in a globalized and competitive workplace environment by ensuring high morale among the workforce and productivity. A team should always prioritize a compensation plan and benefits strategy to ensure a company observes the law, retain and motivates a labor force, and operate at reasonable costs. 7 Compensation and Benefits Strategy References Average Salary for Starbucks Corporation Employees. (2017). PayScale Human Capital. Retrieved from http://www.payscale.com/research/US/Employer=Starbucks_Corporation/Salary Compliance Assistance-Wages and the Fair Labor Standards Act (FLSA). (n.d.). United States Department of Labor. Retrieved from https://www.dol.gov/whd/flsa/ Derrick, J. (2013). Whole Foods Market: Expansion, Starbucks Partnership, and a Stockpile of Cash. The Motley Fool. Aol.com Retrieved from https://www.aol.com/article/2013/10/14/whole-foods-expansion-starbuckspartnership-and-st/20744713/ Employee Retirement Income Security Act (ERISA). (n.d.). United States Department of Labor. Retrieved from https://www.dol.gov/general/topic/retirement/erisa Hai-Ming, C., & Yi-Hua Hsieh. (2006). Key Trends of the Total Reward System in the 21st Century. Compensation and Benefits Review, 38(6), 64-70,5. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/213693194/4 C75D31E22AB4FF4PQ/3?accountid=35812 Liccione, W. J. (2007). A Framework For Compensation Plans With Incentive Value. Performance Improvement, 46(2), 16-21. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/237233321/E C077CF6409B46E9PQ/6?accountid=35812 8 Compensation and Benefits Strategy Moore, J. (2006). Tribal Knowledge. Lessons Learned from Working Inside Starbucks. Dearborn Trade. A Kaplan Professional Company. (pp.1-251). Retrieved from http://ebookcentral.proquest.com.contentproxy.phoenix.edu/lib/apollolib/reader.ac tion?docID=3016175 Starbucks Benefits. (2008-2017). Glassdoor Inc. Retrieved from https://www.glassdoor.com/Benefits/Starbucks-US-BenefitsEI_IE2202.0,9_IL.10,12_IN1.htm Zhang, H., & Smith, M. (2010). Exposure TO Global Markets, Internal Labour Markets, And Worker Compensation: Evidence From Canadian Microdata. Canadian Journal of Sociology (Online), 35(3), 371-398. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/759646337/E B7D6FEDC3304162PQ/8?accountid=35812 9 Compensation and Benefits Strategy Compensation And Rewards Survey These survey questions get aimed at collection of information on your preferred rewards on a bonus package from the organization where you are employed. The information received after analysis would be presented to the human resource management team and may get used in designing and preparing reward packages. 1. Which of the following is, according to you, the most useful bonus package? a. A Thank You Note b. Employee of the Month c. Gift Cards d. Compensation 2. Give a reason behind the reward package selected. 3. Suppose the initial compensation package is not successful, what would be your secondchoice award? a. Catalog Program b. Lottery Tickets c. Appreciation Jar d. Website Recognition 10 Compensation and Benefits Strategy 4. In the case of catalog programming as the compensation and reward package, suggest a program of determining the need for reward. Thank You for Your Participation. Starbucks Training and Development Strategy ANDREA MARKIEWICZ HRM/531 JULY 3, 2017 PATRICK STAPLETON 1 Introduction •Starbucks Training Needs •Qualitative Training Methodology © Starbucks Training, n.d. 2 Training Needs Assessment •Identification of Business •Performance Gap Analysis •Assessment of Training Options •Reporting Needs and Recommendations 3 Validation of Training Needs •Two-Week Training •On-The-Job-Training •Training Team Members © Starbucks Trainee Programme, 2014 4 Ways of Meeting Training Needs •Desired Business Outcome •Trainable Competency •Determine How Training Should Be Done •Training Systems Under Employment Laws 5 Potential Barriers to Organizational Training •Resistance •Inadequate Leadership •Disregard to Team Group Work •Miscommunication and Short-Term Focus © Ruiz, 2013 •Complexity 6 One-Year Anticipated Training Budget Costs Incurred Totals Direct Costs 1. Labor Costs $26,500 2. Materials $34,450 3. Travel $20,650 $81,600 Indirect Costs 1. Office Costs $4,500 2. Equipment $15,750 3. Administrative Costs $36,250 Total Expenditures $56,500 $138,100 7 Evaluation of the Training Process •Reaction of Participants •Acquired Knowledge •Behavioral Application •Return on Investment (ROI) 8 Managerial Survey Questions 1. How likely would you be to recommend this training course to a friend or colleague? A. Very much often as it ensures there is improvement among the participants. 2. How well did the content that was delivered match what you were promised when you registered? A. Very well since by the end of this training strategy, it seems to personally ensure that employees can sharpened skills adequately. 3. How much new information did you receive in the training course? A. More than enough since this training session seemed to inculcate new skills and information that I had not learned before. 4. How was the training presentation and was the instructor engaged? © Pixabay, 2017 A. The presentation was significant since the presenter was significantly engaged involving the employees in a question answer mode, whereby the trainer required trainees to provide important feedback concerning their reactions to this presentation when it comes to areas of lessons learned and improvement needed. 9 Conclusion •Protocols to Be Followed •Training Needs •Utilization © cyberenglishadvanced, 2017 10 References Adenle, C. (2011).12 Reasons Why Employees Resist Change in the Workplace. Catherine’s Career Corner. Retrieved from http://catherinescareercorner.com/2011/07/26/12-reasons-why-employees-resist-change-in-the-workplace/ Americans with Disabilities Act. (n.d.). United States Department of Labor. Retrieved from https://www.dol.gov/general/topic/disability/ada Bhuyan, S.N. (n.d.). How to Measure the Impact of Your Training Program. Mind Tickle. Retrieved from https://www.mindtickle.com/blog/measure-impact-training-program/ Corporate Careers. An Opportunity for Everyone. (2017). Starbucks Corporation. Retrieved from https://www.starbucks.com/careers/corporate-careers/business-development Erthal, M. J. (1993). Management Training Program Evaluation: Evaluation Methods, Use of Results, and Perceived Barriers (Order No. 9505356). Available from ProQuest Dissertations & Theses Global. (304074318). Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/304074318/39497BBFFF884D57PQ/2?accountid=458 Handy Reference Guide to the Fair Labor Standards Act. (2016). United States Department of Labor. Retrieved from https://www.dol.gov/whd/regs/compliance/hrg.htm Learning and Development. (2016). Starbucks Corporation. Retrieved from http://www.starbucks.com.kh/about-us/become-a-partner/learning-and-development Marano, T. A. (1984). Needs Assessment Practices Used In Supervisory Training Programs Of Selected Forbes 500 Organizations (Order No. 8421632). Available from ProQuest Dissertations & Theses Global. (303324643). Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/303324643/2A72F9FF83E64327PQ/3?accountid=35812 Putri, F.A. (2013). Training at Starbucks. Everything you need to know about Starbucks Coffee Company HRM. Retrieved from https://makegoodcoffee.wordpress.com/training-at-starbucks/ Roberts, J.S. (2013). 6 Budget Planning Steps to Professional Project Estimates. Envato Tuts. Retrieved from https://business.tutsplus.com/articles/6-budget-planning-steps-to-professional-project-estimates--fsw-38700 Van Buren, S. N. (2009). Moving Beyond Show and Tell: Implementing Structured On -The -Job Training for Apprentice Electric Utility Lineworkers (Order No. 3387675). Available from ProQuest Dissertations & Theses Global. (305165784). Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/305165784/B2CCC13976F4356PQ/2?accountid=35812 Whittaker, B. J. B. (1987). Identification Of Training Needs And Providers In Selected Business And Industry (Order No. 8726441). Available from ProQuest Dissertations & Theses Global. (303593230). Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/303593230/A26E4E6C8DC7491APQ/20?accountid=35812 11
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Performance Management Process
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Performance Management Process
Introduction
Performance Management Process is the process through which business managers guarantee
that the task force and their efforts to yield results are consistent with the objectives of the
organization. The Process requires proper understanding of the practices and final outputs that
the organization is set to achieve, keeping a watchful eye as to whether they will be feasible, and
providing criticism to enable workers to meet the organization’s desires (Armstrong et. al. 1998).
This paper shall provide feedback from an interview conducted on Starbucks manager with
questions regarding performance management issues. Firstly, I interviewed the manager as to
how the organization communicates the key expectations for the goals and objectives of the
organization to the workforce? The response was that Starbucks has over time created a strong
bond with its workforce, guarantees customer satisfaction through quality coffee products and
creates a positive work environment not only for the employees but also the local community.
Secondly, I inquired as to what tools and resources are being utilized to ensure the
success of the workers in the organization? The manager believes that coaching and training of
the workforce will give them the power to take action as and when required by the company as
efforts of meeting the objectives of the organization. Thirdly, I questioned the manager as to how
he regulates and controls each worker, especially where the worker lacks the ability to deliver on
a given task as per the regulations of the organization? The manager responded that the key to
proper regulation and control of the workers at Starbuck’s is by holding each and every
individual accountable for his responsibilities. Where employees totally fail to perform as
required, the manager boosts their morale and skills by providing additional training and
counseling which eventually transforms the workers to perform.

Performance Management Process

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Fourthly, I inquired about the performance metrics the manager utilizes in order to
measure the quality of the workforce? The manager makes use of performance appraisal as an
assessment tool. The results obtained are then shared with the workforce who is also given a
chance to provide their feedback on their experiences on a given task. This, in turn, enables the
organization to provide improvement strategies while taking into consideration the views of
workers for a better performance. Fifthly, I needed to ascertain as to whether there are any career
planning measures in place for employee performance reviews? The manager responded that the
company has developed classroom training run by specialists and managers for new employees
and subsequently considers an employee a close partner to the company. The company also
provides opportunities where employees can advance their careers in different fields.
Sixthly, I inquired as to whether Starbucks has a performance improvement plan in
circumstances where an employee underperforms or totally lacks the ability to deliver? The
manager indicated that the company provides additional training and coaching on different areas
of concern as an effort to improve employee performance. The performance improvement
process for Starbuck’s usually involves the perspectives of workers so that their feedback may be
taken into consideration for improvement. The manager maintains focus at ensuring he figures
out problems and offers new training in an alternative work position to see how employees fair
on. Seventhly, I wanted to know as to how the organization defines the job of the employee
being assessed upon? The manager was confident to indicate that he is guided by the core
principles of Starbucks in managing the employees especially on whatever aspect they are being
assessed on.
Eighthly, the manager was to explain if at all Starbuck’s guarantees that its objectives and
goals are in alignment between the store franchise units in order to avoid any forms of

Performance Management Process

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conflicting metrics? The response obtained from the manager indicated that the organization
encourages its customers to drive the organization’s innovation aspect of ideas when it comes to
conflicting metrics. The company utilizes ideas from the customers thus nurturing the coexistence with customers while improving on brands. Ninthly, I inquired to know as to what
measures the organization has put in place to motivate workers to perform up to the
organization’s expectations? The manager believes that providing workers a supportive and
positive work environment boosts their morale. The organization promotes training of employees
and has created opportunities for career advancement. Additionally, the company recognizes its
staff; this is an appreciation for their efforts to providing better service to customers. Lastly, the
manager was to identify any incentives that the company has offered for good performance? He
concluded that the organization offers employees competitive benefits as a way of retaining
employees for exceptional service. These incentives include life and disability insurance, flexible
work schedule, reimbursement of tuition fees, discounted stock purchase, pay rise, retirement
savings plan, and health care coverage.
Starbucks can improve its performance management process by developing a strategic
purpose where the employees’ who provide effective performance on tasks are allowed to meet
the objectives of the organization as a first priority. Then the company needs to link the
employee’s behaviors’ to specific tasks so that there is an improvement in future. Starbucks
needs to restructure its administrative purpose by providing sufficient information to employees
for them to be able to make daily decisions without conducting additional training and coaching.
Provision of such information would ensure that the...


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