HR Consultant Proposal: Two-Part Assignment consisting of both PowerPoint and Essay Summary Report

Full Performance Strategy Analysis

Andrea Markiewicz

HRM/531

July 10, 2017

Patrick Stapleton

Full Performance Strategy Analysis

Companies implementing a comprehensive performance strategy analysis allows an organization to develop and evaluate a strategy to correct or improve upon weak performances amongst employees. A plan can be created to help a business grow and thrive while also allowing the employees to be successful within their respected job fields. When a company can align both, you get a performance management process. This practice is a crucial role for success in any organization. Established implementation is essential to the growth (Almohtaseb, Almahameed, Tobeery & et.al., 2017).

Overview of Performance Management Process Performance management is the process in which organization leaders and the workforce get to share the key expectations, goals, and objectives of the organization, exchange feedback on what has gotten achieved, identification of learning and development opportunities and the general evaluation of performance results. This activity enables an enterprise to maintain a positive workplace environment which values consistent development of employees enabling a company to adapt well to market changes by encouraging employee creativity which in turn compels the company to strive at achieving more ambitious goals (Kohlbacher & Gruenwald, 2011). Performance management creates an environment that promotes learning and professional development which allows employees to engage with organizational leaders while rewarding efforts of the workforce.

Starbuck’s Flowchart of the Performance Management Process

Set Defined Goals and Standards for Workers

Communicate Expectations

Supervisor Assessments (Employee Appraisal)

Employee Meet Expectations

Evaluation by HR Ranking of Workers Based on Division Output

Yes

Approve Monetary Rewards and Funds for Other Benefits (Such as Retirement Plans)

Allocate Proper Rewards

Feedback to Employees

Problem Not Corrected

Training and Development Action

Follow-up Evaluation

Problem Corrected

Sanction Funds for Workshops

Job Analysis In analyzing jobs at Starbucks, the company had a defined job evaluation structure in which every employee should get subjected to before getting absorbed into the organization. This structure involves employment aspects relating to the title of the employee in the company and the relative supervisor as the oversight of a particular worker. The time worked by a team member is usually taken into consideration to determine how the employee can be remunerated or rewarded based on their performance within a given duration of time (“Working at Starbucks,” 2017). Before hiring employees at Starbucks, the human resource team needs to ascertain the actual position of a new employee by questioning the exact job description of the worker and how they would contribute towards achieving the defined goals of the organization. Human resource management should ensure that the expectations of the job have gotten well communicated to the employee. In performing the tasks allocated to them, they can delegate and share ideas with the new partner to ensure that the Starbucks experience is sustained to customers regardless of the region or work schedule of any given worker (Delery, 1993). Skills Gap Analysis and Performance Evaluation A skills gap analysis entails the process of identifying the skill level and knowledge of the employee needs and then relating these skills to their current level or position offered by the system. Therefore, Starbucks utilizes a skills analysis to meet the objectives of the organization. This area, in turn, provides a proper mechanism of which the company may use in conducting subsequent employee performance evaluations and hiring of new employees (Freifeld, 2013).

For instance, the company needs to identify skills for communication, abilities, and strategies for solving customer problems would be fundamental when hiring new employees to take on sales associate tasks. Such skills are necessary for an efficient sales associate, plus guarantee customer satisfaction. In conducting the skill gap analysis at Starbucks, the human resource division needs to plan to either carry out an employee or company analysis. The next step would be to identify various skills in the company and compare them with the current skills of these employees and create a comprehensive comparison (Davis, Mira & Stuart, 2002). After that, take action on the acquired information where the company can opt to train for the skill gaps, hire, restructure the process of acquiring new talents, or source for passive candidates available in the market. Ways to Measure Employee Performance The measure of employee performance at Starbucks gets conducted in two stages. The first being the measure of job performance followed by the sharing of feedback to the employees of the company. The company has over time utilized the customer comment card to ascertain if all staff is performing to the required standards (Moore, 2006). Another technique is to carry out a comparison of how fellow baristas and cashiers are performing at the workplace. Thereafter, the company shares the feedback to the company and training is initiated immediately to improve poor performers on the job.

Counseling for Performance That Needs Improvement The most fundamental aspect of getting an employee to perform in any given position is to invest more efforts in providing more objective training by ensuring the trainee workforce is informed and well equipped to undertake any given task allocated to them when the real job description is defined. Therefore, relative to the counseling for performance that needs improvement, the recommendation would be that Starbucks should intensify training of all its trainees to ensure all of them learn the skills and attain sufficient knowledge that would be needed to perform tasks satisfactorily. The training aspect of Starbucks should entail a set of proper goals and standards, measuring performance along with a distinct set that can facilitate corrective action (Roy, 2017). This area of Starbucks should not get overlooked since the business is customer sensitive and any employee in interaction with clients should be able to exhibit sufficient knowledge and skills in performing a given task at any given store all the time to uphold the culture of the organization.

Conclusion

Any individual who has worked for an organization has come across some performance appraisal. There are unique techniques that organizations or administrators utilize to gauge how a worker is getting along in their allocated tasks and what aspects of such tasks they need to enhance. All performance appraisals are to guarantee that each worker is contributing somehow to the overall achievement of an organization's objectives. There are a few criteria to help decide the viability of a performance management framework. A performance appraisal system can

achieve its objective where it enables managers to understand the worker's abilities, weaknesses, and attitudes which are essential aspects of an effective performance management process (Dessler, 2017).

References

Almohtaseb, A. A., Almahameed, M. A., Tobeery, D. S., & Shaheen, H. K. (2017). The Impact of Performance Management System on Employee Performance: The Moderating Role of Balance Scorecard Usage. International Review of Management and Business Research, 6(2), 681-691. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/1912934554/1D037AE3252F4935PQ/2?accountid=35812

Davis, R., Misra, S., & Stuart, V. A. (2002). A Gap Analysis Approach to Marketing Curriculum Assessment: A Study of Skills and Knowledge. Journal of Marketing Education, 24(3), 218-224. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/204433890/84B722F9DC5540DFPQ/20?accountid=35812

Delery, J. E. (1993). An Interorganizational Investigation of Human Resource Management Practices: The Relationship Between Business Strategy, Job and Task Characteristics, and Human Resource Management Practices (Order No. 9403479). Available from ProQuest Dissertations & Theses Global. (304075572). Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/304075572/64B3EB2FC64D4FC9PQ/13?accountid=35812

Dessler, G. (2017). Human Resource Management. (15th Ed.). Upper Saddle, NJ. Pearson

Education.

Freifeld, L. (2013). Bridging the Skills Gap. Training, 50(2), 16-21. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/1357565658/8F2FB40BE1704285PQ/20?accountid=35812

Kohlbacher, M., & Gruenwald, S. (2011). Process Ownership, Process Performance Measurement and Firm Performance. International Journal of Productivity and Performance Management, 60(7), 709-720. Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/900916564/A2146682D08440C0PQ/5?accountid=35812

Moore, J. (2006). Tribal Knowledge. Business Wisdom Brewed from The Grounds of Starbucks Corporate Culture. PP. 1-266. Retrieved from http://ebookcentral.proquest.com.contentproxy.phoenix.edu/lib/apollolib/reader.action?docID=3016175

Roy, R. (2017). Underperformance of the Field of Performance Improvement (Order No. 10254777). Available from ProQuest Dissertations & Theses Global. (1873017452). Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/1873017452/1A65383B5F794287PQ/18?accountid=35812

Working at Starbucks. (2017). Starbucks Corporation. Retrieved from https://www.starbucks.com/careers/working-at-starbucks

Appendix

Resources Needed for Starbucks Comprehensive Performance Analysis

Step 1: Develop an Evaluation Form

Focus on essential job performance subjects
Have a range of descriptors
Have separate forms for different departments

Step 2: Identify Performance Measures

Review the job description
Gather qualitative measurements

Step 3: Set Guidelines for Feedback

Grant fair and unbiased employee feedback
Format improvement expectation(s) needed
Stimulate employee suggestions

Step 4: Develop Procedures for Disciplinary and Termination Acts

Verbal warning
Written warning
Termination

Step 5: Set an Evaluation Schedule

Group or Individual

Monthly or Quarterly

Step 6: Rewarding

Levels of compensation
Gift cards
Verbal praise