By Harmeet Singh Shiv Chopra Ritika Ahuja

Starbucks: Refocusing on the Brew Using HR Practices

Starbucks, the Seattle-based coffee store, has experienced incredible growth in the past several Years coping with the recession Howard, returned to the Starbucks chief executive officer (CEO) position in 2008. The company has had to change its human resource policies and emphasize certain practices more than others. One of the companys six guiding principles is to provide a great work environment and treat each other with respect and dignity.

Steps in its human resource practices to ensure that it can survive the sharp decline in its sales:NO BONUS BOD TO REDUCE BASE PAY COMPANYS NEW CORPORATE JET UP FOR SALE CLOSIND DOWN OF UNDER PERFORMING STORES & LAYOFF EMPLOYEES. HEALTH BENEFITS TRAINING EVENT PERFECT ART OF EXPRESSO BARISTAS ENCOURAGED TO PROMOTE NEW DISCOUNTED PAIRING OF COFFEE & BREAKFAST.

What Responsibilities and Roles Do HR Departments Perform?

The HR department is solely responsible for outplacement, labor law compliance, record keeping, testing, unemployment compensation, and some aspects of benefits administration. The HR department is most likely to collaborate with other company functions on employment interviewing, performance management and discipline, and efforts to improve quality and productivity. Large companies are more likely than small ones to employ HR specialists, with benefits specialists being the most prevalent. Other common specializations include recruitment, compensation, and training and development. Many different roles and responsibilities can be performed by the HR department depending on the size of the company, the characteristics of the workforce, the industry, and the value system of company management.

HR as a Business with Three Product Lines

Administrative Services and Transactions: Compensation, hiring and staffing Emphasis: Resource efficiency and service quality Business Partner Services: Developing effective HR systems and helping implement business plans, talent management Emphasis: Knowing the business and exercising influence problem solving, designing effective systems to ensure needed competencies Strategic Partner: Contributing to business strategy based on considerations of human capital, business capabilities, readiness, and developing HR practices as strategic differentiators Emphasis: Knowledge of HR and of the business, competition, the market, and business strategies

What Competencies Do HR Professionals Need?

Six Competencies for the HR Profession
Credible Activist Cultural Steward Talent Manager/ Organizational Designer Develop talent Design reward systems Shape the organization

Deliver results with integrity Share information Build trusting relationships Influencing others, providing candid observation, taking appropriate risks

Facilitates change Developing and valuing the culture Helping employees navigate the culture (find meaning in their work, manage work/life balance, encourage innovation

Strategic Architect Recognize business trends and their impact on the business Evidence-based HR Develop people strategies that contribute to the business strategy

Business Ally Understanding how the business makes money Understand language of business

Operational Executor Implementing workplace policies Advancing HR technology Administer day-to-day work of managing people

How Is the HRM Function Changing?

Self-Service: Giving employees online access to HR information. Outsourcing: The practice of having another company provide services. Evidence-Based HR: Demonstrating that human resource practices have a positive influence on the company s bottom line or key stakeholders (employees, customers, community, shareholders).

Competitive Challenges Influencing Human Resource Management

Competing through Sustainability Competing through Globalization Competing through Technology Change employees and managers work roles Create high performance work systems through integrating technology and social systems Development of e-commerce and e-HRM Provide a return to Expand into shareholders foreign markets Provide high-quality products, Prepare employees services, and work experience to work in foreign for locations employees Increased value placed on intangible assets and human capital Social and environmental responsibility Adapt to changing characteristics and expectations of the labor force Legal and ethical issues Effectively use new work arrangements

Meeting Competitive Challenges through HRM Practices

Dimensions of HRM Practices
Managing the human resource environment Acquiring and preparing human resources Assessment and development of human resources Compensating human resources

Competitiveness