Hr Philosophies

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At Starbucks people are said to be its main resource. Hence, training efforts, as noted above, comprise its balanced scorecard; a balanced scorecard involves four perspectives. The learning and growth perspective involves employee training and cultural attitudes of the company. Kaplan and Norton (1996) emphasized that learning is more than training; mentors and tutors should also be within the organization as well as a streamlining of the communication process, utilizing technological tools that allow better interaction among employees, as Starbucks does with “Open Forum.” The customer perspective, which focuses on importance of the customer and customer satisfaction, is essential as noted above; if customers are not satisfied, they will go somewhere else and the company will be left behind. In measuring customer satisfaction, it is important to examine the kinds of processes that go into providing a product or service to those customer groups (“Balanced Scorecard Basics,”n.d.). Therefore, Starbucks values the customer perspective of their balanced scorecard as per the training described.

Human Capital Management

For company's success employees are vital. They are public face of company and their hands passes through every single dollar of sales. Howard Schultz thinks that employees can break or make a company. If an employee has a positive interaction with customer, customer will be come back. Vice versa, customer is gone. It's important for Starbucks to hire and recruit the right person, train well, motivate and retain them. Therefore, the company should give satisfying jobs, appropriate work schedules, a positive work environment and fair compensation and benefits. To gain competitive advantage these activities are essential of Starbucks's strategy to deploy human resources. Human resource management (HRM)is the process an organization takes actions to attract, develop, and retain quality employees. ("Human resource management,"1997)

Corporate Social Responsibility

- (STARBUCKS) RED

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We have deep relationships with many coffees growing communities in Africa. Their health and prosperity are important to us, and we have an opportunity to help them thrive, and to use our size for good.

One way we support our global communities is through our eight-year partnership with (RED) – thanks to you we’ve contributed more than $14 million and counting. All donations generated through (STARBUCKS)RED campaigns have gone to the Global Fund to help finance HIV/AIDS prevention, education and treatment programs.

Together, we're making a difference.

There have been enormous gains in the fight against AIDS in the last decade, but also persistent challenges. We believe the elimination of mother to child transmissions by 2020 and the end of AIDS as a public health threat by 2030 is possible, but only with continued funding and focus. Without these efforts, the epidemic threatens to outpace the response and undo the progress that’s been achieved.

- Refugee Hiring

Starbucks Makes Global Commitment to Hire 10,000 Refugees by 2022.

Starbucks will focus our initial efforts on markets where the refugee need is greatest and where we have a store base to meet the need. Applicants will need to have work authorization and will go through the same review and background check as all other potential partners. Our goal is to provide additional tools, resources and support within our current process to address the unique needs of refugee applicants and our hiring managers.