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).
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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.
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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).
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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.
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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
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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).
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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
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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-
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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
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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.
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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).
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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.
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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.
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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
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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
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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
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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)
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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.
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Conclusion
•Protocols to Be Followed
•Training Needs
•Utilization
© cyberenglishadvanced, 2017
10
References
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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
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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).
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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.
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