Human Resources Management-Starbucks Human Resource Practices Order Description Starbucks Human Resource Practices Supporting Differentiation or Prospector Strategy [All the items in this section must link back to one of the three factors that makes Starbucks high performing, i.e. Health, Growth, Leadership] Focus on Quality and TBD Strong capability in R&D & engineering Reputation for quality or technological leadership Strong marketing abilities Need to attract highly skilled labor, scientists or creative people HRM Practices Linked to the Prospector Strategy Workflows (HR Planning) Job classes, work planning Examples (1-2) Staffing Recruitment, selection decisions, hiring and socialization of employees, applicant fit with organizational culture Examples (1-2) Training External training, Broad skills, Cross-functional training Examples (1-2) (Questions that professor provided in tonights class) Based on the companys business strategy and objectives, what are the core KSAs that the company values and what training programs provide employers with these KSAs? How is the company keeping employees KSAs current or relevant for the future How does the company evaluate that they have spent their training dollars well? What kinds of career development opportunities are there in the form? Performance Management Appraisals, Evaluations, Developmental Tools Examples (1-2) Compensation Pay decisions, base pay Examples (1-2) Legal Issues (Employee Relations)