HR Consultant Proposal: Two-Part Assignment consisting of both PowerPoint and Essay Summary Report, management homework help

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Purpose of Assignment

The purpose of this assignment is to give learners an opportunity to summarize lessons learned about Human Resources Management with emphasis on employee relations. Please refer to the resources below to assist with the assignment.

Assignment Steps

Imagine that you have been hired as an HR consultant for your chosen company.

Use lessons you have learned throughout the term from your individual assignments (Copies of past weekly assignments posted below).

Make a recommendation about ways to grow the company's workforce inclusive of managerial roles, employment relationships, and implications for change in a global environment, with emphasis on HR's role. (My chosen organization was based on Starbucks).

Part 1: Create an 8- to 10-slide Microsoft® PowerPoint® presentation including the following:

  • Title Slide
  • Introduction
  • Explain the need to grow the company's workforce based on organizational and personal values.
  • Analyze current environment to include workforce diversity and needs analysis.
  • Recommend ways to grow the company's workforce that aligns with organizational values.
  • Analyze how leader and manager skills will foster innovation and lead change.
  • Analyze employee relationship problems and pertinent details.
  • Evaluate strategies to resolve the problems; include a table format representation of pros and cons of labor unions.
  • Summarize a potential employee relations training plan.
  • Evaluate the implications of the changes on internal, external, and global environments.
  • Conclusion
  • References

Also, include speaker notes for each slide, with the exception of the title and reference page slide; use APA citations within speaker notes.

Part 2: Create a 1,050-word summary report of your findings to the CEO of the organization including a cover letter.

Format your assignment consistent with APA guidelines and use APA citations.

Per instructor notes for summary report, keep under the word count of 1,050, excluding cover and reference page wording. Most importantly use up to 5 or more professional references for research and no plagiarism since essay are run thru a plagiarism checker.

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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 $13,450 3. Travel $20,650 $60,600 Indirect Costs 1. Office Costs $45,750 2. Equipment $15,750 3. Administrative Costs $36,250 Total Expenditures $97,750 $158, 350 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 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 delivered match what you were promised when you registered? A. Very well since by the end of this training strategy presentation, it seems to personally ensure that Starbucks employees can expand more upon training methods needed in order to help their personnel expand upon better acquired skills for success. 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 when it comes to training efficiently. 4. How was the training presentation and was the instructor engaged? © Pixabay, 2017 A. The presentation was beneficial in learning since the presenter was significantly engaged involving the employees in a question and answer mode strategy, whereby the trainer required employees 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 1 Full Performance Strategy Analysis Full Performance Strategy Analysis Andrea Markiewicz HRM/531 July 10, 2017 Patrick Stapleton 2 Full Performance Strategy Analysis Full Performance Strategy Analysis Companies implementing a comprehensive performance strategy analysis allows an organization to develop and evaluate a strategy to correct or improve upon weak performances amongst employees. A plan can be created to help a business grow and thrive while also allowing the employees to be successful within their respected job fields. When a company can align both, you get a performance management process. This practice is a crucial role for success in any organization. Established implementation is essential to the growth (Almohtaseb, Almahameed, Tobeery & et.al., 2017). Overview of Performance Management Process Performance management is the process in which organization leaders and the workforce get to share the key expectations, goals, and objectives of the organization, exchange feedback on what has gotten achieved, identification of learning and development opportunities and the general evaluation of performance results. This activity enables an enterprise to maintain a positive workplace environment which values consistent development of employees enabling a company to adapt well to market changes by encouraging employee creativity which in turn compels the company to strive at achieving more ambitious goals (Kohlbacher & Gruenwald, 2011). Performance management creates an environment that promotes learning and professional development which allows employees to engage with organizational leaders while rewarding efforts of the workforce. 3 Full Performance Strategy Analysis Starbuck’s Flowchart of the Performance Management Process Set Defined Goals and Standards for Workers Communicate Expectations Evaluation by HR Ranking of Workers Based on Division Output Approve Monetary Rewards and Funds for Other Benefits (Such as Retirement Plans) Employee Meet Expectations No Allocate Proper Rewards Feedback to Employees Problem Not Corrected Training and Development Action Sanction Funds for Workshops Yes Supervisor Assessments (Employee Appraisal) Follow-up Evaluation Problem Corrected 4 Full Performance Strategy Analysis Job Analysis In analyzing jobs at Starbucks, the company had a defined job evaluation structure in which every employee should get subjected to before getting absorbed into the organization. This structure involves employment aspects relating to the title of the employee in the company and the relative supervisor as the oversight of a particular worker. The time worked by a team member is usually taken into consideration to determine how the employee can be remunerated or rewarded based on their performance within a given duration of time (“Working at Starbucks,” 2017). Before hiring employees at Starbucks, the human resource team needs to ascertain the actual position of a new employee by questioning the exact job description of the worker and how they would contribute towards achieving the defined goals of the organization. Human resource management should ensure that the expectations of the job have gotten well communicated to the employee. In performing the tasks allocated to them, they can delegate and share ideas with the new partner to ensure that the Starbucks experience is sustained to customers regardless of the region or work schedule of any given worker (Delery, 1993). Skills Gap Analysis and Performance Evaluation A skills gap analysis entails the process of identifying the skill level and knowledge of the employee needs and then relating these skills to their current level or position offered by the system. Therefore, Starbucks utilizes a skills analysis to meet the objectives of the organization. This area, in turn, provides a proper mechanism of which the company may use in conducting subsequent employee performance evaluations and hiring of new employees (Freifeld, 2013). 5 Full Performance Strategy Analysis For instance, the company needs to identify skills for communication, abilities, and strategies for solving customer problems would be fundamental when hiring new employees to take on sales associate tasks. Such skills are necessary for an efficient sales associate, plus guarantee customer satisfaction. In conducting the skill gap analysis at Starbucks, the human resource division needs to plan to either carry out an employee or company analysis. The next step would be to identify various skills in the company and compare them with the current skills of these employees and create a comprehensive comparison (Davis, Mira & Stuart, 2002). After that, take action on the acquired information where the company can opt to train for the skill gaps, hire, restructure the process of acquiring new talents, or source for passive candidates available in the market. Ways to Measure Employee Performance The measure of employee performance at Starbucks gets conducted in two stages. The first being the measure of job performance followed by the sharing of feedback to the employees of the company. The company has over time utilized the customer comment card to ascertain if all staff is performing to the required standards (Moore, 2006). Another technique is to carry out a comparison of how fellow baristas and cashiers are performing at the workplace. Thereafter, the company shares the feedback to the company and training is initiated immediately to improve poor performers on the job. 6 Full Performance Strategy Analysis Counseling for Performance That Needs Improvement The most fundamental aspect of getting an employee to perform in any given position is to invest more efforts in providing more objective training by ensuring the trainee workforce is informed and well equipped to undertake any given task allocated to them when the real job description is defined. Therefore, relative to the counseling for performance that needs improvement, the recommendation would be that Starbucks should intensify training of all its trainees to ensure all of them learn the skills and attain sufficient knowledge that would be needed to perform tasks satisfactorily. The training aspect of Starbucks should entail a set of proper goals and standards, measuring performance along with a distinct set that can facilitate corrective action (Roy, 2017). This area of Starbucks should not get overlooked since the business is customer sensitive and any employee in interaction with clients should be able to exhibit sufficient knowledge and skills in performing a given task at any given store all the time to uphold the culture of the organization. Conclusion Any individual who has worked for an organization has come across some performance appraisal. There are unique techniques that organizations or administrators utilize to gauge how a worker is getting along in their allocated tasks and what aspects of such tasks they need to enhance. All performance appraisals are to guarantee that each worker is contributing somehow to the overall achievement of an organization's objectives. There are a few criteria to help decide the viability of a performance management framework. A performance appraisal system can 7 Full Performance Strategy Analysis achieve its objective where it enables managers to understand the worker's abilities, weaknesses, and attitudes which are essential aspects of an effective performance management process (Dessler, 2017). 8 Full Performance Strategy Analysis References Almohtaseb, A. A., Almahameed, M. A., Tobeery, D. S., & Shaheen, H. K. (2017). The Impact of Performance Management System on Employee Performance: The Moderating Role of Balance Scorecard Usage. International Review of Management and Business Research, 6(2), 681-691. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/1912934554/ 1D037AE3252F4935PQ/2?accountid=35812 Davis, R., Misra, S., & Stuart, V. A. (2002). A Gap Analysis Approach to Marketing Curriculum Assessment: A Study of Skills and Knowledge. Journal of Marketing Education, 24(3), 218-224. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/204433890/8 4B722F9DC5540DFPQ/20?accountid=35812 Delery, J. E. (1993). An Interorganizational Investigation of Human Resource Management Practices: The Relationship Between Business Strategy, Job and Task Characteristics, and Human Resource Management Practices (Order No. 9403479). Available from ProQuest Dissertations & Theses Global. (304075572). Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/304075572/6 4B3EB2FC64D4FC9PQ/13?accountid=35812 9 Full Performance Strategy Analysis Dessler, G. (2017). Human Resource Management. (15th Ed.). Upper Saddle, NJ. Pearson Education. Freifeld, L. (2013). Bridging the Skills Gap. Training, 50(2), 16-21. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/1357565658/ 8F2FB40BE1704285PQ/20?accountid=35812 Kohlbacher, M., & Gruenwald, S. (2011). Process Ownership, Process Performance Measurement and Firm Performance. International Journal of Productivity and Performance Management, 60(7), 709-720. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/900916564/A2146 682D08440C0PQ/5?accountid=35812 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 Roy, R. (2017). Underperformance of the Field of Performance Improvement (Order No. 10254777). Available from ProQuest Dissertations & Theses Global. (1873017452). Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/1873017452/ 1A65383B5F794287PQ/18?accountid=35812 Working at Starbucks. (2017). Starbucks Corporation. Retrieved from https://www.starbucks.com/careers/working-at-starbucks 10 Full Performance Strategy Analysis Appendix Resources Needed for Starbucks Comprehensive Performance Analysis Step 1: Develop an Evaluation Form a) Focus on essential job performance subjects b) Have a range of descriptors c) Have separate forms for different departments Step 2: Identify Performance Measures a) Review the job description b) Gather qualitative measurements Step 3: Set Guidelines for Feedback a) Grant fair and unbiased employee feedback b) Format improvement expectation(s) needed c) Stimulate employee suggestions Step 4: Develop Procedures for Disciplinary and Termination Acts a) Verbal warning b) Written warning c) Termination Step 5: Set an Evaluation Schedule a) Group or Individual 11 Full Performance Strategy Analysis b) Monthly or Quarterly Step 6: Rewarding a) Levels of compensation b) Gift cards c) Verbal praise
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