Starbucks' Human Resource Management Policies and the Growth Cha

Starbucks' Human Resource Management Policies and the Growth Challenge

Introduction: In January 2005, when Starbucks Coffee Company (Starbucks) was placed second among large companies in the Fortune "Best Companies to Work For" survey, it was no surprise to those familiar with the company's human resources management policies and work culture.

In general, the retail industry is notorious for its indifferent attitude towards employees. Despite the fact that employees, especially those on the frontline, are critical to the success of retail businesses, most companies do not have a strong relationship with their employees, and consequently suffer from a high rate of employee turnover (In the early 2000s, employee turnover in the retail industry was around 200 percent).

During the 1990s, the company extended its brand in a variety of ways through strategic alliances. It entered into an agreement with United Airlines to serve Starbucks coffee on flights, started selling brands of tea through its Tazo Tea Company subsidiary, introduced coffee-flavored ice creams with Dreyers, and a coffee-flavored cola drink with PepsiCo, and distributed its whole bean coffees through Kraft Stores. Starbucks Stores also continued to expand rapidly. The strategy adopted by Starbucks was to blanket a region with its new stores. By doing so it could reduce the rush of customers to one store and also increase its revenues through new stores. This helped the company to reduce its distribution costs and the waiting period for customers in its stores, thereby increasing the number of customers.

Number of pages : 24

case details fully solved :  The Case Studies in the form of Review & Analysis (plus points and minus points), with your suggestions iSWOT analysis of Case Study.  

Case contains :

 S:  Strength
 
 W:  Weakness
 
 O:  Opportunities
 
 T:  Threats

TOTAL PAGES 25