The company implements
The company also implements and creates new recruitment strategies so that it can attract and retain the high quality diverse candidates as it also identifies develop and also executes the sourcing options which are most effective and passive. If the starbucks company in any case fails to recruit and staff the company with well qualified and experienced personnel then its overall performance will drastically decline since the output of the employees to the company will be very minimal. (Murkowski, 1998)
The second function of the human resource management is the strategic workforce planning in an organization. This is a process which is used in increasing and controlling the labour costs, the assessment of the talent needs, the making of the informed business decisions and also the assessment of the of the organizations talent market risks in the enterprise at large. This workforce is also aimed at helping organizations have the right kind of people in the right places at the right times and on the right prices in most of the times.
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This process further helps the organisations in identifying, developing and sustaining the workforce skills which are needed in accomplishing the organisations strategic intent while at the same time still balancing the employees career and lifestyle goals. The strategic work force management promotes good knowledge of the employee’s behaviour their needs as well as their performance thus assisting the organisation deal with the different diversity issues such as religious backgrounds, race and also culture.
Various studies have shown that some human resource management practices and functions like the strategic workforce planning have had a positive effect on an organisations performance through the alignment of the workforce. The related outcomes of this includes a cooperation and trust in the organisations management, a very high commitment of the employees to the organisations goals and objectives and also better employee involvement and efforts.
An assessment in the future and the current workforce is very important in an organisation since it ascertains the levels at which an organisation can select, retain or even reduce its present workforce. In a company like starbucks there is a lot of strategic workforce that is done so that to ensure that the company’s performance is in line with the workforce. Failure to which; the company will not be able to determine the certainty of the workforce in meeting the general duties requirements.
Through the strategic workforce Starbucks Company has been able to effectively the levels at which it can retain reduce and even select its workforce. (Murkowski, 1998) The company has also been able to have a general overview of the present workforce details which includes gender, age, and number and also focus on the employees experience and capabilities. Similarly the starbucks company through the human resources strategic planning has a critical analysis and statistics on the human resource needs of the organisation and this has further helped the company streamline its operations for any future actions.
The human resource management therefore assists the starbucks management in foreseeing the future excesses the shortages as well as the employees needs in general terms. Another function of the human resource management is the training of the employees for both the new and the existing ones. By training the organisations employees the human resources ensures that the performance, the skills and the organisations knowledge have been greatly improved. Training of the employees is very important since a well trained and an educated work force plays a very significant role in maintaining an organisations competitive advantage globally.
Training is also seen as a very powerful agent in facilitating the organisations expansion and also in enhancing its profitability. The training projects if they are not initiated in an organisation then the organisations will not be successful since there is a direct link between an improved performance and the trainings which are carried out in organisations. The more the trainings on organisations employees the more the knowledge and the skills conveyed and the vice-versa is also true. (Harwood, 1996)
The training process in an organisation greatly affects its performance in various aspects such as; in the service and the products quality, the work motivation, the knowledge and abilities, the operational safety, profitability, the work efficiency, job satisfaction and also the reduction in the material wastage. In the Starbucks Corporation the company has been putting a lot of emphasis on its employees training so that it can fully achieve a high performance in its organisational structures.