Job analysis
The reason as to why Starbucks has a good recruitment process is because their workers are important to the company’s success. The employees can build or break the company, thus if a customer has a good connection with the worker, the customer will come back for the service. If the connection between them is negative, the customer will probably go for good. That is the main reason as to why Starbucks recruit and hire the right people, train them well, encourage them to do their best and motivate them to stay in the company (DeCenzo, David, Stephen, Robbins &Verhulst, 37).
Attracting talented employees includes recruiting qualified individuals and the selection of those who can fit the firm’s needs. Development of the company needs both the employee point of reference and the training and advancing the knowledge of the current workers. For making a human resource management plan, the organization’s managers are very aware of the jobs that the organization needs to be done. They plan the information about any job by having a job analysis to recognize jobs, accountabilities and the skills that it have. When done with analyzing these jobs in the organization, the Human resource managers must prospect the future needs of the hiring process (DeCenzo, David, Stephen, Robbins &Verhulst, 37).
The hiring process in Starbucks was well done as there are three reasons as to why the organization needs the prospect of the hiring process. The HR managers first identify the resources that are currently available in the firm, they them prospect the needs of the human resources that can be made to accomplish the firm’s organization and the mission. For instance, Starbucks might realize that they need many new employees to work in their stores. After analyzing the dissimilarity sandwiched between deliver and the expectations require, the HR directors must make up tactics for balancing the needs of the organization. Based on the information given on the recruitment of original workers and the types of positions to be crammed, the HR executive then makes up a plan for hiring likely workers. Employing or hiring is the course of identifying potential individuals and motivating them to be relevant for aperture in the association. The first tread in the recruitment is to identify the capable applicants (Schuler &Randall, 280).
The candidate must be intelligent to carry out specific tasks in the occupation analysis and must have ability, familiarity of the duties that are described in the job specification. The Starbucks Company wants to recruit a person who possesses a certain image, the person who has qualities such as a good attitude, a go-getter and a team player. For the company to have people who satisfies certain principles, the organization looks into the inside and outside of the organization. Hiring inside have a positive sign to the workers that they can move up in the company and this creates a huge motivation device and a compensation for instance in Starbucks. As the interior candidate is well known in the company, thus the managers can as well predict their performance (Schuler &Randall, 281).
Hiring outside the company will also give the company a chance to create fresh ideas and the aptitudes into the Starbucks Company. Thus the Entry- Level jobs have to be filled from outside the organization. Before having any notifications of a Starbucks hiring process, the candidates must first give their personal information, work history and their references. After the HR mangers review that information, the candidates are notified for the interviews. The questions that are asked to the candidates during the hiring, is about the knowledge of the company about the past experience in the coffee shop industry (Schuler &Randall, 286).
Work cited
DeCenzo, David A, Stephen P. Robbins, and Susan L. Verhulst. Fundamentals of Human Resource Management. , 2015. Print.
Schuler, Randall S. Managing Human Resources. Cincinnati, Ohio: South-Western College Pub, 1998. Print.
