Essays on HR Strategic Plan for Starbucks Case Study

Download full paperFile format: .doc, available for editing

The paper 'HR Strategic Plan for Starbucks " is a great example of a management case study. Starbucks is the largest coffee house producer globally; it was established by Gordon Bowker and Jerry Baldwin. Starbucks was initially opened in Washington and entered into the UK market. Customers in Starbucks enjoy the soothing atmosphere along with the high-quality service. Howard Schultz opened Starbucks in Seattle which later adopted various expansion principles of its stores and also for augmenting the resources, therefore, becoming a brand that is most recognized in this industry. The company has also focused on constant growth and development in regards to faster networks, operations’ expansion and services of delivery.

The company believes in high coffee quality, for instance, it’ s rich Italian espresso as well as offering pastries and other confectionaries’ . Mission statement Starbucks’ mission statement states that it strives to “ inspire and nurture the human spirit- one person, one cup and one neighbourhood at a time. ” (Starbucks, 2016, n. p) To continually source for the best coffee beans and collaborate with all stakeholders to set the standards and improve the lives of all. The strategy of Planning on the setup of a new service team for the workplace Central to successful planning and achievement of goals is teamwork and the coordination between different departments at the company.

Starbucks acknowledges the need to hire, train and retain dynamic individuals who are flexible in thinking and action (Mello, 2014, p. 76). The company identifies that with the changing demands of the business, there is need to set up new service teams that can improve the company’ s overall ability to stay competitive and sustainable on the short and long-term basis. Aims: In a bid to make the company stronger and better placed to continue reaching their customers in reduced proximity, Starbucks needs to acknowledge the need to build a robust labor force network through assessment, alignment and target setting. To help update the current work teams at Starbucks while forming new ones to further boost the individual and collective performance of employees.

However, Starbucks should realize and appreciates the fact that the current teams have been instrumental in taking the company to its present heights. To enhance the culture of teamwork by bringing together individuals on a common platform and empowering them to break any barriers that may derail the performance of the company in the local and international market. To help reduce the physical gap between the company and customers by forming and dispatching various teams with unique roles to play and in so doing, enhance the stature of Starbucks as a leading coffee shop globally. To help incorporate various existing teams within the company by breaking down any barriers to enhance communication and sharing of a common vision in the presence of a clear structure that will be tailored to the goals and objectives of the company. Stakeholders involved in the planning process The Human Resource Manager Supervisors Financial Controller Heads of departments Overview of the Internal and external business environment (rationale for the Strategic plan) Starbucks thrives on a strong network between employees, customers and the community.

The company epitomizes the need to rapidly constitute new teams in the backdrop of changing customer demands. This is only possible through putting in place an elaborate HR strategic plan that facilitates the availability of the right crop of employees at all times (Rothaermel 2008, p. 216).

This will ensure the entity will easily identify and solve any issues emanating from the set-up to avert any detrimental effects of dysfunctional teams. Starbucks assumes a ‘ partnership’ face in the community and this has been replicated in its internal systems. However, with the growing competition, the company cannot relent but rather consistently continue forming newer teams as the circumstances so dictate.


Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-Hill Education.

Diaz, K.V. and Pedersen, K., 2012. Global coffee industry: Pitfalls, successes and future perspectives

Fottler, M.D., 2002. Strategic human resources management. Human Resources in health care: Managing for Success, pp.1-24.

Frei, F. X., 2008. The Four Things a Service Business Must get Right.

Geereddy, N., 2012. Strategic Analysis Of Starbucks Corporation.

Mello, J.A., 2014. Strategic human resource management. Nelson Education.

Roby, L.R., 2011. An Analysis of Starbucks as a Company and an International Business.

Rothaermel, F.T., 2008. Competitive advantage in technology intensive industries. FT Rothaermel, Technological Innovation: Generating Economic Results Advances in the Study of Entrepreneurship, Innovation and Economic Growth, 18, pp.201-225.

Starbucks, 2016. Company Information.

Starbucks, 2016. The Future of Starbucks.

Download full paperFile format: .doc, available for editing
Contact Us