Performance Management (paraphrase) Human Resource Management Class - Essay Example

Starbucks is known for its rich coffee and delicious pastries, the aroma of which is enough to tantalize anyone from afar. Starting off from a smallcompany in 1971, it has bloomed into a worldwide sensation satisfying over a million customers each week with “nearly 7000 locations worldwide” (Hammers, 2003). Not only does Starbucks take great pride in its community and loyal customers, it also ensures the highest standards and goals met by adhering to a firm performance management system. This system is achieved through professional training, evaluation and feedback techniques, as well as promoting a community environment within the organization.

Starbucks works hard at providing a great working environment for each and every one of its diverse employees. Along with providing full healthcare benefits for both part and full time employees, the organization thoroughly trains each new staff member through 24-hr in-store training programs for at least 2-4 weeks (Hammers, 2003). This allows them to successfully learn their individual tasks and customer needs while becoming familiar and comfortable with their environment. Starbucks recognizes the fact that every one of its staff is an important “partner” in helping it to stay true to its mission statement: “to establish Starbucks as the premier purveyor of the finest coffee in the world while maintaining our uncompromising principles as we grow” (Austin & Reavis 2004).

All partners, right up to the board of directors, are given a specific performance standard and code of conduct to abide by. This is effectively communicated through regular partner meetings, memos, and training (Hammers, 2003). When evaluating employees, supervisors, and managers the same appraisal techniques are used to ensure fairness to everyone. Also, supervisors and managers are especially trained in administrative standards, employee relations, delegating tasks, setting objectives, evaluating and rewarding performances (Austin & Reavis 2004).

This provides a through feedback system helping them to design detailed training programs targeting specific skills and assessments. In turn, all employees are also continuously encouraged to monitor the management decisions with regular comments, questions, and feedback. These are diligently reviewed and responded to by a two-person team (Hammers, 2003). For example, one such review by an employee resulted in an extension of their military-reserve policy by securing the salary and health care benefits for those called on to serve (Hammers, 2003).

Starbucks also provides all employees an equal opportunity to share in the company’s growth and profits by being able to invest in its stock options. Employees are rewarded for their input by the organization matching their contributions and adding on to it. They are also encouraged to give out to the community and volunteer at charitable organizations. For example, Starbucks donates $10 for each hour volunteered by one of its employees (Hammers, 2003). The organization is also keen to contribute to the international community by selecting few employees every year to travel to coffee producing countries and learning first hand of the related environmental and conservation issues.

With over 70,000 employees in North America and over 7,000 worldwide, Starbucks treats all of them with respect and helps this large and diverse group to feel like a close knit community (Hammers, 2003). With such a unique performance management system in place, it is no wonder that Starbucks ranks among the top with Google on Fortune’s most admired companies and best places to work lists, respectively. Both companies work hard at instilling and promoting a quality of cooperation and respect.

For example, with Starbucks overriding philosophy of “leave no one behind”, it makes sure to give all its employees a sold training and background to enhance their performance quality, making them and their opinions feel valued (Hammers, 2003). Similarly, Google also holds true to its philosophy that “all voices matter and Googlers enjoy a variety of opportunities to share information and voice questions and opinions” (Google, 2011c). Also, by holding regular meetings, employees at Google enjoy receiving updates, sharing in projects, asking questions, and being part of a growing team.

Starbucks also allows its partners to actively be part of its growth and progress through investment opportunities, valued feedback and implemented employee reviews and suggestions. Both organizations take pride in their diversity and work towards making all their employees feel respected. For example, Google takes strict measures to provide their workers with harassment free environments and any issues are immediately reported and investigated (Google, 2009). Starbucks also values its partners and promotes a healthy work environment by being committed to diversity and continuously encouraging them to contribute to the community.

These practices help to maintain the quality of performances and meet the required goals in establishing both organizations as leaders in their respective fields. Appendix Sample Performance Evaluation Name: Dept. Date of Hire: Date of Review Supervisor: Date of Last Review 1. Quality of Employee’s work Comments 2. Exercise of good judgment Comments 3. Attendance Comments 4. Employee involvement/participation in team effort Comments 5. Attention to company policies and procedures Comments 6.

Interpersonal relationships and communication with co-workers Comments 7. Taking initiative to achieve goals and complete assignments Comments 8. Responsiveness to changing work requirements Comments 9. Work ethic s Comments 10. Overall performance rating Comments Areas of Strength: Areas of Improvement: [Optional:] Date of Last Merit Increase: Recommended Merit Increase: Effective Date of Current Merit Increase: Date: Supervisor’s Signature Employee’s Comments: Employee’s Signature References Austin, James E.

, and Cate Reavis. (2004). Starbucks and Conservation International. Harvard Business School. Google. (2009). Code of Conduct. Retrieved from http://investor.google.com/corporate/code-of-conduct.html Google. (2011c). Google Mountain View. Retrieved from http://www.google.com/intl/en/jobs/uslocations/mountain-view/index.html Employee Performance Evaluation Form. (2011). Retrieved from http://www.you-can-learn-basic-employee-rights.com/sample-employee-performance.html Hammers, Maryann. (2003, October).

Starbucks is Pleasing Employees and Pouring Profits. Retrieved from http://www.workforce.com/section/benefits-compensation/feature/starbucks-is-pleasing-employees-pouring-profits/