P1:

The organization I’ve chosen is Starbucks

Starbucks was founded in 1971 and sold by three neighborhood specialists to high quality
whole beans espresso. Howard Schultz established a powerful company and a successful
expresso business under the name Starbucks when he visited the store in 1981. In order to
achieve the creativity, marketing creation and long term administration efficiency, Starbucks
Espresso provides its customers with high-quality espresso. Starbucks opened their first
coffeehouse in Seattle , Washington. In 1990, Starbucks expanded its central command in
Seattle and built a new broiling office from the box. Starbucks opened 60 stores inside the uk
inside the 1990s. All out Starbucks outlets got 3500 inside the late 2000s. due to its
development technique, espresso is one among the quickly developing ventures during this
nation. reliable with the National Coffee Association, it utilizes 49% of the American
populace of 18 and more espresso drinks day by day. By the tip of the 1990s, the espresso
business had become the tallness of its prosperity.

HRM: The HR Board is the way to recruit, pick, instigate employees, provide input, plan and
develop, evaluate representative productivity, agree on a choice of remuneration and
benefits, and enable employees to establish close relations with employers, including
workers' groups, to ensure their well-being, government assistance and welfare.

Internal factors:
Organizational structure: The organizational structure has been one of the main internal
considerations for deciding the maximum staffing requirements. Planners have to map up
the organization 's hierarchy chart and clearly delineate the functions of each classification;
establish vacancies for places that need more staff and take out people that do not (or are
not required) have a given role.

Budget: It's an internal key element that defines how human resources are used. The total
budget allocation defines whether to recruit or retain or encourage any individual, and
whether any retention program may take place. HR planners can devise creative approaches
in lean times, such as lower base wages, more inventories, improved retirement benefits,
etc.

Productivity: This is an internal factor which can be increased by increasing employee

satisfaction. Through such a project, annual reviews, improved communication, health and
team building activities, etc. will benefit.

Staff Skills: While your company expands, you may have additional administrative or
organizational needs that your existing employees can not satisfy. Start giving staff training
rather than recruiting vendors or new workers. Apply workforce growth to the preparation
of human resources, including on-site instruction, payment of tuition and sending of staff to
workshops and seminars.

External factors
Government rules: Federal and state labor law guidelines and legislation are external factors
that affect human resource management that require human resources to make sure that
the organization is in keeping with them. Legal standards can also influence the manner in
which a company hires, trains, compensates or even supervises its workers, or a mistake
may result in fines for a company or even lawsuits by workers, future employees, suppliers
and clients.

Available labor pool: Federal and state labor laws and guidelines are external impacts that
manage human resources in order to ensure that the company complies with them. Legal
guidelines can affect how an organization hires, trains, compensates and even supervises its
employees, or a mistake can result in corporate penalties or possibly lawsuits from
employees, potential employees, suppliers and consumers.

Economic conditions: One of the key external elements is the shape of the current economy.
Not only does this impact the talent pool, but it can also affect the ability to hire someone.
Considered one of the best ways of holding together against economic conditions is not only
to know what's going on while you're in the world, but also to build a strategy for a financial
downturn before it may happen. Every company must manage right in this kind of bad
economic system whether they have a rainy-day fund or are prepared to fight with the
harsh climate.

Technological advances: this is known as an external effect, so that the HR department can
continue to look for ways to cut costs and find ways to save money by introducing new
technologies. A method that used to accommodate 2-4 people, can be cut to 1. Technology
is transforming the way we do business, not only from a consumer perspective, but also
from a cost-saving internal perspective.

P2:

Skills set: As a barista at Starbucks, they require these set of skills. You are going to work
with customers directly all day. That calls for strong interpersonal skills. You've got to put on
a friendly face while dealing with customers. You want to reflect on their orders carefully
and be ready to answer any questions they have. That also needs good communication
skills. Starbucks Baristas must be in a position to perform a few things at once. They could
be making a few drinks while working the register as well as answering a customer's
question. All of this can trigger stress, especially at a busy café. Baristas have a good way to
cope with the pressure of a busy work environment and at one time, they should be able to
calmly fulfill multiple responsibilities. Furthermore, the Starbucks baristas must also be
familiar with system maintenance and troubleshooting. Machines should be maintained on
a daily basis and if a machine stops operating, particularly during busy times, the baristas
must know what to do. It's also crucial that baristas know how to perform the latest tech
tools (for instance, a point-of - sale system) that you're using to boost your cafe business.
There are typically only a few schooling requirements for Starbucks baristas. They usually
vary from none to a high school diploma or a GED. Those interested in advancing in their
field career will nevertheless find some college courses. This is because one cannot take up
a management role without taking at least some hospitality or business management
courses.

Job role:
Barista

Job description:
Starbucks baristas carry out different activities and deliver customer support. At Starbucks,
baristas put orders to give consumer requests for coffee, tea and other beverages. Cash
registers and credit card terminals can also be used by Starbucks baristas. As a barista for
Starbucks, your primary duties are to:

Duties

 They often clean coffee machines restrooms restaurant areas and preparation areas.
 They work to maintain good customer relations.
 They ensure that they are using all the food safety procedures.
 They deliver frequently of all beverages and complete tasks that are assign by
management.

Responsibilities
 This is ideally suited for those who excel in a dynamic environment with tasks
ranging from placing customers’ orders to making tasty coffee drinks.
 Baristas will benefit from many career opportunities for Starbucks as well. Skilled
Starbucks baristas can receive medical, dental, eye and life insurance risk benefits.
Qualified Starbucks baristas will also take advantage of 401(k) savings and paid sick
time services.
 A barista position in Starbucks for you as when you want to work in a challenging
environment.

Job specifications
It is important to understand the skills and experience needed by Starbucks to become a
barista for Starbucks.
Their job specifications include:

 Being punctual
 Work well under pressure
 Strong communication skills
 Having strong planning skills
 Being detail-oriented
  Multi-tasking ability
 Expertise in customer service
 Food service experience

But if you don't have all these skills, you won't be able to apply for the position.
With proper preparation, you can be an outstanding Starbucks baristas. By looking at your
resume or during an interview, the recruiting manager will know your true potential.

Skills Audit

Sills Professional Audit Rating How to develop

Required- Questionnaire between these skills
Marketing 1 to 5
Manager

Specific Skills

High school 3
diploma
Degree 4
Graduate degree 5
Transferrable
Skills
Can manage the time effectively 4 Time management
Management test will be taken
Can manage the work given in 5 Work will be given to
time see if he/she can
manage it in time
Able to use all Microsoft 3 Test will be
Computer/IT software’s conducted see
skills weather he/she is
able to use Microsoft
Able to solve any Technical 3 Task will be given
problem related to computer regarding problem
solving
Able to speak fluent English 5 Able to speak English
Communication and provide clear
information
Can perform in front of audience 5 Should be confident
to be able to present
infront of the
audience
Can provide complete and clear 5 Should be clear while
information speaking or
presenting
Leadership Can make strategies related to 4 Developing a vision
work of where you want to
be
 Can handle the team 4 Providing motivation
and able to make the
right decisions
Teamwork Can get along with others 3 Communicate with
other workers
Can handle the challenging 4 Brave enough to give
situation opinions

Think wisely to solve any 4 Think wisely when it

Problem solving problem that occurs comes to having a
problem
Able to handle challenging 5 To remain calm and
situation solve the problem
quickly
Takes challenging responsibility 3 Able to take any
Self-motivation challenging task
provided
Hard working 3 Able to work on the
task provided
weather hard or easy

P3:

Hertzberg’s Two- Factor Theory

Throughout the 1950s psychologist Frederick Herzberg established the Two-Factor Theory
of Motivation (also known as dual-factor theory or motivation-hygiene theory).
Motivation factors – These are simple factors will that Starbucks will applies to keep its
employees happy that leads to satisfaction as well as motivation to work harder. For
example, beginning to enjoy your work, feeling acknowledged and progressing in your
career. Hygiene factors – once they are absent these factors can contribute to frustration
and lack of motivation. Types include pay, business rules, benefits, management and
coworker relationships. This idea suggests that Starbucks needs to work to enhance both
motivating factor and hygienic factors for the best and most efficient workforce. Starbucks
helps its employees to get motivated, makes sure they feel appreciated and supported. Start
giving plenty of feedback, but mostly they make sure that their employees know how the
company can develop and progress. To avoid job dissatisfaction Starbucks makes sure that
their employees are being treated correctly by just offering them a good working condition
and fair pay simply by paying attention as well as form healthy relationships with your team.

Maslow’s Hierarchy of Needs

The principle of Needs' Hierarchy was introduced in his 1943 paper " A Theory of Human
Motivation "by psychologist Abraham Maslow. The hierarchy includes 5 levels which are
Physiological – Such needs have to be met such that a person can survive, like food, water
and shelter
Safety – Which include financial and personal safety and well-being and health.
Love / belonging – A need for family and friendships.
Estimate- The need for others to be confident and respected.
Self-realization – The desire to do everything you can and to become the most you can be

Hawthorne

The Hawthorne effect was defined in 1950 by Henry A. Landsbergis who found out a
tendency for certain people to work harder and better while research groups watched
them. Over the course of the experimentation the researchers changed some of physical
conditions including lighting, operating hours and breaks. at some point of all cases, when a
transition has been made, job performance progressed. The researchers concluded that
employees were motivated to work harder than the actual physical changes themselves, as
a reaction to the eye given to them. studies of the Hawthorne impact suggest that if
employees know they're being observed, individuals will work harder. at the same time
Since Starbucks does not really support having to watch their employees during the day,
Starbucks may seek to provide daily input to their employees, helping them to understand
what they were up to and how they might do it. Starbucks says it'll also inspire their workers
to work harder by showing you 're worried about them and their working conditions.
Motivate the team to come forward with feedback about their workplace and their
progress.

Starbucks ensures the business runs brilliantly. The company has several types of positions
and all support one another. Based on the theories of Mintzberg, they have a regional
director for each area and a legal authority for both the worker and the client. The company
hires district managers, from store managers to barista, to motivate the employee within
their respective area. They do connect across the company upwards and downwards. They
can also contact the customer service department as a customer and ask the details if we
wish to have any requirements and questions. They have the disseminator as well.
Additionally, as a management position, they provide their workers with the information if
the business changes or some sort of information. Not only this but also the company offers
the employee to determine which positions are appropriate for them and to give them the
opportunity to perform well and encourage them. Often, as a boss, they compromise with
the staff or the client if they are not satisfied or if they encounter any problems. These are
some outstanding management positions for the manager and all managers will comply
with these guidelines which be suitable for both the company and the workers.

Expectancy Theory

Expectancy theory holds that individuals choose whether to act as a result of their actions,
depending on the outcomes they anticipate. To phrase it another way, we decide what to
do based on what we expect to be the outcome. It could be at work that we are working
longer hours because we are expecting a pay rise. There are three elements of Expectancy
Theory

Expectancy – the belief that your action will achieve the desired goal. These are focused on
your previous experiences, confidence with yourself and how hard you think the goal is to
achieve it.
Aspect- The belief if you meet performance and expectations, you will receive a reward.
Valence-The incentive value you put on it.
Motivation at Starbucks
Motivation is psychological as workers tend to invest themselves in business and be able to
receive rewards. Motivation at work refers to wages for the majority of men. However, it is
necessary not only to pay but also to allow other considerations within the working
environment. Motivation is also focused on my study shopping's joy to function. Starbucks is
the coffee house and the selling of beverages rely on the workers. If the workers are
satisfied and effective in servicing clients, the next time consumers visit. This helps
corporations to attract regular clients more and more. Motivated employees feel they have
a great job and are willing to do what the bosses suggest and to help the business more.
They need to know their workers as a boss and have the resources and expertise to handle
their workers. You must first prepare and then schedule, inspire, monitor the progress,
review and set everyday targets. Starbucks know that company relies on both customer
loyalty and incentive for employees. Starbucks then provide their workers with a positive
mood and certain other bonuses including,

 Bean stock option scheme

 Free products
 Pension scheme
 Loyal service
 Voluntary benefits
 Valuing employees
 Partner discount
 Competitive salary

The organization respect its employees by ensuring their performance, ensuring that their
expectations and environment are achieved and that employee satisfaction is improved.

P4:

Contracts of employee: An agreement between an individual employee and an employer or

a labor union must be signed. It sets out both the two parties' rights and responsibilities the
employee, and also the firm.

In this assignment, I would clarify how the employment contract works and how they
contribute to the commitments of their workers. I even describe the methods of workplace
participation and the company's ethos.

Employment contract
The relationship between the employee and the employer is agreed and debated.
The following are the different contract forms.
Full time
This contract is based on the hourly salary of the employee. Workers involved with this deal
will operate five to six times a week based on their vacations with Canada, their place in
workers and other facets of their working hours.

Obligations
• Keep your work competitive and effective over the given time.
• Stay loyal to the company
• Curriculum and awareness systems participate.
• Collaborate and develop good relations with colleagues.
• If a certain task is not completed, work over time.

Part time
In this scenario, an individual operates inside an organisation in a limited period. Part-time
employees are often paid according to the hours they work in the company.

Obligations
• Keep your work productive and efficient over the given time.
• Finish the job before the end of your contract.
• Perform the job in the agreed amount at the agreed date.
• Educational and awareness systems engage.

Temporary
It is a condition in which an employee remains on the job for a certain duration of time.

Casual
An employee is not treated as a casual worker entirely. This form of contract will also give
you the same job as an average worker, but the distinction is that just a few weeks of the
year certain casual workers work unlike regular worker.

Fractional Contract
For a university employee working 52 weeks a year or on a full-time basis, a fractional
contract is used.

Employee involvement techniques

These are used to encourage employees to be involved in decision making – making
employees more motivated and happy at work

Sample team building activity: Egg Drop

Growing team will also show a 30-second commercial for the kit to show that it's special and
how it operates. Growing party must drop the egg using their kit at the end of the
presentations to see if it is really working. Apart from training the groups to collaborate and
connect, the main purpose is to win the egg drop and to build an egg kit successfully.

Keep Them Updated

Employees who feel positive about their jobs can offer you additional brain power,
enthusiasm and support. Your staff feels engaged when you operate transparently and keep
them abreast of what's happening in the business. As much as possible, let your staff know
your company's financial situation, when you land a big contract, and how their work
contributes to the success of the business. As a small business owner, it pays to develop a
culture of transparency that can continue as you grow and expand.

Give Them Autonomy

People go to work mostly because they earn a living. Nevertheless, all people try to do more
in their work – a chance to make a difference and to feel worthwhile. Empowered workers,
who use their expertise for problem solving, strategies and knowledge, appear to be more
pleased with their jobs than individuals who have little part in the decision-making process.
Give workers independence and control to take decisions without micro-management.

Allow Flexibility
The findings are more dedicated to workers who can manage their job schedules. Enable
your staff to create their own schedules depending on your priorities. Allow workers to
improve their systems so that they can take care of family commitments, have a healthy
social life and practice their hobbies. As a small business owner, it is possible to build a job
for results because you do not have to respond to a business hierarchy.

Reward Success
When people think they'll participate in the rewards, they are more interested with
successful outcomes. In addition to charging a fair salary, create opportunities for new
innovations and initiatives to improve revenue. This will demonstrate that you respect and
recognize your employees' contribution to your company. It also encourages positive
behavior and motivates the workers to retain high efficiency and imagination.

P5:
Employee performance: Overall performance of employees involves elements consisting of
the consistency, quantity and efficacy of the job as well as the actions that the workers
display in the workplace. You, the owner of the company, have power over these standards,
and also track them. Know-how performance metrics, overall performance review strategies
for employees and performance enhancement methods will help you ensure that your
workforce meets the needs of your business and the wishes of your clients.

In this task, I will explain how Starbucks barista measure their employee’s performance and I
will also indicate the different ways on how the hotel measures their employee’s
performance.

Employee performance influences

There are many influences which have an effect on the employee performance and these
are the working conditions, motivation, wellbeing, stress and personal issue in the hotel or
their personal lives. Since the working condition in the Starbucks barista is good this showed
a great effect on the employee so that they are aware that the working condition is safe and
protected and this will enable them to work better with full attention and passion. Another
influence is motivation and this has a great effect on the employee because the manager or
the boss of the Bistro motivate their employees with incentives, feedback or any other good
factors this will allow them to work much harder in order to increase the productivity and
quality rate.
Measure the performance of employees
That is because the Bistro knows exactly how well its workers do in the market by looking at
increasing results of the employee revenues so the management can provide positive
feedback on what can be changed within their job output. In addition the performance of
the employee can reflect a variety of reasons, such as the lack of enthusiasm, expertise or
rewards, which may support the employer because they have scope to help the employee
develop by improving them on the job.

Businesses calculate employee successes in various ways, for example, how many items are
made, how many consumers are served and how many goods are sold in a store. It is easier
to calculate productivity in some sectors than others. Often qualitative data are relevant
instead of quantitative data. Below are examples of how Barista Starbucks tests the success
of its workers.

Managing performance
Environmental satisfaction is very important for any individual to build a successful job.
Starbucks barista ensures the workers are happy and confident with their jobs. This will
encourage Dreamland to recruit successful workers and help to create a smooth sales
operation.
Below are numerous ways to please an employee on Starbucks barista:
• Probation
It is where an organization makes an individual discovery whether its skills are linked to the
need of the company. That is also the stage at which the boss decides if the employee is
correct.

• Appraisal
The appraisal is to record an employee's performance, so that you can know what
organizations the employee can have.

• Supporting Employees
The worker is more driven to accomplish a specific objective by having the employee
supported by the company. The mentoring, supervision and budding of the employee will
do so.

• Occupational Health
It would be the duty of the boss to keep the work climate safe as enjoyable as possible.
Feeling healthy and comfortable on the job will reduce workers' stress.

• Managing Workloads
All the jobs within the company will be split equally. In order to make this possible, the
company will be coordinated. When an employee has less anxiety, they may be more
efficient.
• Capacity
The organization will save more money by using as much power as possible. But the
organization must ensure that the workers are not put too much pressure or tension and
that all is safe.

• Competence
The more professional the person becomes, the more successful it becomes. Developing
skills within the company is a symbol of good preparation for employees.

• Autonomy
You give employees the right to make decisions. This can help people believe like they can
fulfill their aspirations or goals.

• Linking Rewards to Performance

The staff will be more inspired by granting incentives to boost their results and deliver a
positive product. The employee will also feel valued, which will encourage the worker to
earn another award.

• Discipline
Discipline is the most important aspect in setting a goal. Without this, the company will
produce poor performing employees. It will also make a bad relationship between the staffs.
If the employees are under-skilled, the organization would surely fall.

• Employee Development
This allows workers to improve their performance through acquisition of new abilities and
learning from previous errors. The organization will track progress to achieve dedicated
results. Preparation, training, job rotation, accelerated recruitment, personal and career
growth are also ways to achieve so.

Starbucks barista measure its employee’s performance

• Goal Theory

Starbucks barista also maintains their own priorities. The employee or the boss
should consider a certain goal in order to make that happen. More challenging targets will
improve the morale of workers and help them learn from mistakes. It gives the person more
knowledge and experience in a specific field with this theory.

• SMART Targets
The employee will pass the requirement "SMART" in order to say that Starbucks Barista has
recruited a strong workforce.

Specific- The purpose will be reached with a great probability. In order to do so, all "W"
questions will answer.

Measurable- The organization should have a certain criteria for measuring the progress.
Achievable- When an individual wishes to accomplish a certain aim, they will still find a way
to achieve it.

Realistic- The target will inspire you to be willing or prepared to accomplish the goal. When
an employee wishes to achieve his / her target, he or she will expect that he / she must face
the positive and negative factors of progress.

Time-bound
An individual with a target should take time into account of everything. It also takes time to
reach a certain goal.

• Bench Marking
One of the key to measure the ability of Starbucks barista is to weigh itself against
competitors. You will do so by naming the bench. That indicates that the company compares
its expertise to another. This will inspire the company's staff to do better.

M1:

Explain why Human Resource Planning (HRP) is important to an organization (in general)
and in your selected organization (in details)

Human resource planning (HRP) helps in achieving the objectives of a company. It also helps
evaluate the organization's current status, its accomplishments and goals. HRP also helps to
recognize an organization's actual need and, with the aid of outsourcing, find the best way
to address the organizational need. It also helps to raise awareness of the management of
employees to help the administration achieve their goals and targets. Senior management
and all divisions of the company organize different activities and take decisions through the
human resources department. HRP ensures that the best people are employed, and that
they work in the correct position and job. It also helps in hiring organizationally skilled and
talented staff. Managers of human resources typically ensure that the right people are
recruited for the job, are willing to complete their tasks and perform well on duty.

HRP helps apple achieve its goals by recruiting the right staff for the right tasks. Apple is an
International company with employees all over the world and without proper HPR the
company will have shortage of qualified employees and that will impact the company’s
objectives and goals which will show later in there revenues negatively.

Role of HR department in HRP and how HRP is effective in looking over internal factors,
external factors and employee skills of HRP (from your selected organization’s point of view)

The first step in the process of HRP is to assess your current employees. It is important to
consider the abilities you already have at your service before making any moves to recruit
new workers for your organization. So, for a company as big as Starbucks an inventory of all
the employees should be made with the skills and jobs of the employees to help understand
what the qualities and talents are available at the company’s disposal and start HRP.
It's time to start predicting future needs once you have a complete inventory of the
resources that you already have at your disposal. Does Starbucks need to grow its human
resources in number? Does Starbucks need to stick to its current staff, to improve their
productivity through efficiency or new skills training? Are there any potential workers on the
market so that one can suit the needs of Starbucks?

After determining the staffing needs of Starbucks by evaluating the current HR capacity and
forecasting the company’s needs, it's time to start the process of talent addition and
development. Talent growth is an important part of handling human capital. It starts with
recruiting, selection, hiring and training & development.

After the HRP has been in effect for a defined period of time, Starbucks can determine how
the plan has helped it reach it goals in areas such as sales, income, retention of employees
and employee satisfaction. If it all runs smoothly, then Starbucks will continue with the plan,
but if there are barriers along the way, Starbucks must change different aspects to better
suit the needs of their business.

Consequences as a result of not carrying out proper HRP (considering internal planning
factors, external planning factors and employee skills)

Bad HR preparation can result in too many negative results, including shortages of labor, de-
motivated and unhappy customers. Bad talent recruiting would cost the company, because
you'll have to spend more money on recruitment, re-hiring, and so on.

Recruiting the wrong people will result in loss of customers, inefficiency and errors in the
workplace, legal issues, loss of competitiveness, loss of reputation and ultimately impact on
the company's final outcome and will have negative impact on the revenues of the
company.

M2:
Starbucks is the coffee house and the sales of beverages are also dependent on the staff.
When workers are satisfied and perform customer service effectively then the next time the
consumer comes back. Because of this organization an increasing number of loyal customers
will get. Motivated workers believe that their job is unique, and they are motivated to do
what managers have said which will give the business more profits. They want to know
about their employees as a manager and have the ability and skills to manage their staff.
First, they want to create a strategy that is followed by planning, inspiring, tracking results,
evaluating and setting targets every day. Starbucks recognizes that company is typically
based on customer requirements and satisfaction as well as motivation of the employees.
Starbucks however support their staff with an appropriate atmosphere and some other
rewards, including bean stock, partner discount, pension scheme, free products,
competitive salary, voluntary benefits, loyal services. Starbucks has learned to build
confidence and respect. Through committing to their success, providing their goals and fun
environment for them to work in, the company values its employees and it increases
employee motivation.
The American accountants and engineers had been interviewed via Frederick Herzberg
(1959) on how they felt on their task and how crucial it is to hook up with their present and
past work. The effects come out into theory of factors. Herzberg realizes people want to be
satisfied with their workplace, after which jobs can be prolific. there are many things that
maintains an employee motivated towards his work that are interesting work, recognition,
increased responsibility, salary, security, relationship with the manager. further job ideas for
Starbucks want to be benchmarked along opponents including Costa coffee. so, one can
maintain an efficient and productive workforce as informed via Management of Starbucks is
expected to provide the best package of remuneration compared with the industry average.
The key thing to note when implementing this principle is that the management should
inform the workers of the basis on which the remuneration package is based. This will help
tell workers about the quality of their input / output after contrast as they understand the
principle.

Costa coffee has launched a dedicated bonus and employee compensation activity to push
Costa gift card sales into the corporate sector. The Costa coffee gift card is great for reward
and appreciation, motivation and promotional campaign of every sort. It can be used to
recompense staff as a team or as individuals; it can be incorporated into flexible and
voluntary benefits schemes; it can drive consumer sales and trade campaigns, These have
real perceived value in the employee's eyes to be a given card that can be upgraded to value
and used alongside a Costa loyalty card. It indicates the employer 's thinking, which makes
people feel they can be valued by the company

M3:

Store manager: Setting work group priorities, building organizational capacity and
influencing how they work together. Demonstrates a peaceful attitude during periods of
high or unusual events and subsequently manages smooth transitions to keep the store
running to standard and set a positive example for the store team. Consumer presentations
come first by educating and making teams responsible for providing iconic customer service.
Fosters organizational strategies through the creation of action plans and actively motivates
and instructs the store team to execute them to achieve operational and organizational
goals, Store managers manages the Starbucks culture, values and tasks with integrity,
honesty, and knowledge. Plans, identifies, communicates and delegates appropriate
responsibilities and practices to store partners to ensure operations flow easily. Provides the
store team with training and direction to take action and achieve operational objectives.
Evaluations regularly retail environment and key market metrics to recognize challenges,
issues and opportunities for change, provide preparation and feedback to the retail team to
achieve operational objectives. They also ensure that non-exempt partners conform to
applicable wage and hour laws and Minors, you understand request customer feedback to
understand the needs of the consumer and the regional wants.

Production manager: Ensures that Starbucks planning and organization of production

schedules for project and resource needs assessment estimate, negotiate, and agree with
clients and managers on budgets and timescales, ensuring that health and safety guidelines
are met and determining quality control standards, overseeing production processes re-
negotiating timescales or schedules as essential choosing, ordering and purchasing materials
, Organizing the training courses applicable

Starbucks
Their main mission statement is "Inspiring and nurturing the human spirit-one person, one
cup and one neighborhood at a time"

The main goal of Starbucks is to increase its market share because it will attempt (like all
companies) to extend its sphere of influence on the market and create loyal customers, use
more branding to boost its reputation and sell itself more of a "status symbol" that it is
already to a certain degree, and all this will allow it to achieve every other goal of making as
much income as possible. Starbucks could seek to improve or adjust their core values to
create a better culture of extra positive cooperation

The Barista basics educational program provides the initial training on essential skills and
knowledge needed for the barista job at Starbucks coffee company for a newly employed
barista. Skills are taught through one-to-one delivery and on-the-job training via the
utilization of easy and intuitive tools. this can be a highly effective learning experience for a
brand-new barista that rapidly increases trust and competence within the provision of
customer service.
The Shift supervisor training program is specialized in people management basics; training
new partners, supervisory talents, floor supervision, cash controller responsibilities,
ensuring the Starbucks experience is delivered, and more. This program includes training on
the responsibilities of a shift supervisor to run a shift, and additional responsibilities to assist
the store manager in running an efficient store. The Program uses a mixed classroom and in-
store training delivery approach.

Core values of Starbucks is to create a culture of warmth and belonging where all are
welcome and to be present, to associate with transparency, dignity and admire.

Starbucks currently have 250 apprenticeship positions, and their commitment to supporting
their people to realize their potential has led them to agree to create 1,000 more
apprenticeships by 2020. Their certification and degree-level qualifications recognized by
the industry help their employees and apprentices develop a profession while they earn it. It
allows Starbucks to attract employees and, as a result, breaks the trend of a high workforce
turnover that is frequently faced in the retail sector.Starbucks see a few workers leaving the
company after they get their Starbucks education, but they understand that because they
have developed an enthusiastic workforce, who are accountants, managers and IT wizards,
they see their product as a potential career, not just a job.