Performance Appraisal and Starbucks Essay Example For Students

Performance Appraisal and Starbucks Essay Introduction: I am going to discuss what kind of performance appraisal strategies Starbucks uses, and if they seem to be effective or ineffective, and why. Then I will discuss what other performance appraisal methods are being used by Starbucks today and if they are effective. Finally I will tell you what kind of advice I would offer to Starbucks. First I will discuss what kind of performance appraisals Starbucks uses and if there effective. Starbucks Appraisals: Starbucks starts off their employees with training. A process for identifying, evaluating and developing the job performance of staff so that organizational goals and objectives are more effectively achieved while simultaneously benefiting staff through recognition, the giving of feedback and catering for work and career needs (2). This is very effective because the employees know exactly what is expected of them form the very beginning. However, Starbucks must be sensitive to the performance appraisal, and compensation techniques that best fit the country in which they are operating. Supervisors and employees fear the performance appraisal because even a good rating can come across as mediocre to employees, especially with terms like meets expectations, satisfactory performance or average (1). At YMCA the leaders increased the coaching their managers on performance reviews and on how to give consistent feedback throughout the year (1). No matter what your job is consistent feedback will let employees know how they are performing and let them know the areas they need to improve in. Now I will discuss what other performance appraisal methods are being used by Starbucks today and if they are effective. Starbucks Other Performance Appraisals: Starbuck also uses their Mission Statement as a form of Performance Appraisal Overall, the aim of becoming a worldwide global brand. ‘’To inspire and nurture the human spirit-one person, or and one neighborhood at a time (2). † Starbuck also uses Key Results Are (KRA) to guide their employees. All partners at Starbucks are given the performance standards, code of conduct, ethic standards, key result area, laws, rules and regulations (2). This process is communicated and a copy is given at the introduction of the employment and updated through partners meetings or memos. Partners are also encouraged to check notice boards and Starbucks website for any information they want. Every partner employed at Starbucks including the board of directors live under same code and contains the specific corporate policies adopted by? the board of directors that relate to the legal and ethical standards of contact of directors, partners and franchises of the company (2). The code can be changed in order to help the partners who out depend on the country they are employed in and what the countries laws, roles, culture backgrounds and current states of the country (2). This KRA, code of conduct, and performance appraisals are vital in ensuring Starbucks employees stay on track and focused on the Mission Statement. Now, that I have discussed what other methods are being used by Starbucks today, I will discuss what advice I would give them. Advice: The advice I would give Starbuck is keep on doing what you are doing. Stay focused on your customer and employees. Starbucks has an excellent HRM policy in place and they have the one of the lowest turn over rates among other stores. Conclusion: I discussed what kind of performance appraisal strategies Starbucks uses, and told you they seem to be effective. Then I discussed what other performance appraisal methods are being used by Starbucks today and if they are effective. Finally I told you what kind of advice I would offer to Starbucks.  ¬Ã‚ ¬ References: (1). Fox, A.. (2009, January). Curing What Ails Performance Reviews. HRMagazine, 54(1), 52-56. Retrieved August 14, 2010, from ABI/INFORM Global. (Document ID: 1635328121). (2) Manage People Performance Task 1 (4)5 (Re-submitted Edition) (2009) Retrieved on 14 August from http://www. scribd. com/doc/20882933/Manage-People-Performance-Task-1-4-5-Re-submittied-Edition-1