Starbucks Alignment Goals Strategic Goals -Myassognmenthelp.Com

Question: Discuss About The Starbucks Alignment Goals Strategic Goals? Answer: Introduction In measuring the alignment of Starbucks Human Resource goals, with organization strategy, it is important to examine the companys HR goals in order to ascertain the extent to which they cover the scope of the companys strategic goals, vision and mission. With its multinational presence, Starbucks HR function involves recruitment and selection, safety and health of the workers, training and development, as well as labor relationships (Jack J. Phillips, 2016). Additionally, Starbucks is focused on outsourcing of its functions in overseas in line with the companys strategic expansion plan. The Human resource department has been very effective in aligning the HR goals with organizational strategy as reflected on the recently reported companys lowest turnover rate. The companys HR strategy of retaining employees has placed the HR department on a high pedestal in terms of decision making as reflected on the high quality performance of the company. Starbucks values the HR department because according to its owner Howard Schultz, the human resource department is the most important asset of the organization (Director, Cascio, Boudreau, 2013). In that regard, the human resource department has over time been managed in a manner that reflects the organizational goals in order to have a competitive advantage over its competitors. To enhance a positive outcome, the company has put emphasis of recruitment in order to generate a pool of qualified, ethical and persons with integrity in delivering the services to the lovers of coffee and other beverages that Starbucks provides on retail. For instance, Starbucks has set up a certain criteria of selection such that the persons selected as employees must fit the legal requirements and management goals. Moreover, it is a requirement that the selected individuals must be successful on their job in order to drive the companys shared objectives and goals to the next level (Niven Lamorte, 2016) . Such people must be committed to delivery of excellent t services and those who pay attention to fine details and customers needs. HR management in any organization is valued as a partner to driving the organizational strategy in delivering strategic changes. For instance, Starbucks has a very low retention rate of employees because they offer training opportunities for employee development. Once employees are trained, the companys retention rate decreases as they can work across other network of franchises. The fact that Starbucks employees are employable across the range of franchises raises the companys reputation and its value changes. The aspect of delivering the best service in terms of quality coffee cup as well as the ability to interact with customers is one of the major HR achievements in driving change which is highly consistent and aligned to the companys goal of being providing the best service and demystifying the beverage service. The use of systems perspective in aligning HR goals and organizational strategy is very essential because it helps in figuring out how to change the system in order to improve the alignment. A lot of interrelationships are created within the HR system and between the firms strategy and HR system (Becker, Huselid, Ulrich, 2001). Use of systems view in aligning HR goals and firms strategy is better done through development of System Alignment Map which has the following benefits It helps in visualizing the alignment to see exactly where changes are needed and necessary It incorporates perspectives from the whole organization by assigning assignments to specific employee groups It is based on the best scientific principles of measurement and is easy to administer. References Becker, B. E., Huselid, M. A., Ulrich, D. (2001). The HR Scorecard: Linking People, Strategy, and Performance. Brighton, Boston: Harvard Business Press. Director, S., Cascio, W., Boudreau, J. (2013). Key Tools for Human Resource Management (Collection). Upper Saddle River, New Jersey: FT Press. Jack J. Phillips, P. P. (2016). Accountability in Human Resource Management: Connecting HR to Business Results. London: Routledge. Niven, P. R., Lamorte, B. (2016). Objectives and Key Results: Driving Focus, Alignment, and Engagement with OKRs. Hobboken, NJ: John Wiley Sons,.