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Summary of Starbucks’ Management Support center offers a variety of classes ranging from basic computer skills to conflict resolution to management training. Starbucks’ partners aren’t “stuck” in their jobs. The company’s rapid growth creates tremendous opportunities for promotion and advancement for all store partners. If they desire, they can utilize career counseling, executive coaching, job rotation, mentoring, and leadership development to help them create a career path that meets their needs. In 2006, Starbucks was named one of Training magazine’s Top 100. One example of the company’s training efforts : when oxygen levels in coffee bags were too high in one of the company’s roasting plants (which affected product freshness), partners were retained o procedures and given additional coaching. After the training, the number of bags of coffee placed on “quality hold” declined by 99 percent. One human resource issue that has haunted Starbucks is it position on labor unions. The company states on its website “We firmly believe that the direct employment relationship which we currently have with our partners is the best way to help ensure a great work environment. We believe we do not need a third party to act on behalf of our partners. We prefer to deal directly with them in a fair and respectful manner, just as we have throughout our history. “Starbucks prides itself on how it treats its employees. However, the company “settled a complaint issued by the National Labor Relations Board that contained more than two dozen unfair labor practice allegations brought against the company by the union, Industrial Workers of the World. The settlement stemmed from disputes at three stores in New

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Page 1: Starbucks Manajemen

Summary of Starbucks’ Management

Support center offers a variety of classes ranging from basic computer skills to conflict resolution

to management training. Starbucks’ partners aren’t “stuck” in their jobs. The company’s rapid growth

creates tremendous opportunities for promotion and advancement for all store partners. If they desire,

they can utilize career counseling, executive coaching, job rotation, mentoring, and leadership

development to help them create a career path that meets their needs. In 2006, Starbucks was named

one of Training magazine’s Top 100. One example of the company’s training efforts : when oxygen levels

in coffee bags were too high in one of the company’s roasting plants (which affected product freshness),

partners were retained o procedures and given additional coaching. After the training, the number of

bags of coffee placed on “quality hold” declined by 99 percent.

One human resource issue that has haunted Starbucks is it position on labor unions. The

company states on its website “We firmly believe that the direct employment relationship which we

currently have with our partners is the best way to help ensure a great work environment. We believe

we do not need a third party to act on behalf of our partners. We prefer to deal directly with them in a

fair and respectful manner, just as we have throughout our history. “Starbucks prides itself on how it

treats its employees. However, the company “settled a complaint issued by the National Labor Relations

Board that contained more than two dozen unfair labor practice allegations brought against the

company by the union, Industrial Workers of the World. The settlement stemmed from disputes at three

stores in New York City and will likely have little impact on the vast majority of Starbucks workers.”

Change and Innovation at Starbucks

Starbucks has always thought “outside the box”. It took the concept of the corner coffee shop

and totally revamped the coffee experience. The company has always had the ability to roll out new

products relatively quickly. If a new product seems like it would appeal to consumers – the popular

pumpkin spice latte is one example – they often skip product testing and don’t use focus groups to

assess the product. Innovation is so important, in fact, that the category management group is

responsible for changing the items on the shelves every six weeks. And Starbucks relies heavily on its

partners to be driving force behind innovations. As we said earlier, Starbucks is firmly committed to its

belief that “ We recognize that the right people, offering their ideas and expertise, will enable us to

continue our success.”

Page 2: Starbucks Manajemen

Pusat Dukungan menawarkan berbagai kelas mulai dari keterampilan komputer dasar untuk

resolusi konflik untuk pelatihan manajemen. Mitra Starbucks tidak "terjebak" dalam pekerjaan mereka.

Pertumbuhan pesat perusahaan menciptakan peluang luar biasa untuk promosi dan kemajuan untuk

semua mitra toko. Jika mereka menginginkan, mereka dapat memanfaatkan konseling karir, pembinaan

eksekutif, rotasi pekerjaan, mentoring, dan pengembangan kepemimpinan untuk membantu mereka

membuat jalur karier yang memenuhi kebutuhan mereka. Pada tahun 2006, Starbucks sebagai salah

satu dari majalah Pelatihan ini Top 100. Salah satu contoh upaya pelatihan perusahaan: ketika tingkat

oksigen dalam kantong kopi yang terlalu tinggi di salah satu tanaman memanggang perusahaan (yang

mempengaruhi kesegaran produk), mitra ditahan pada prosedur dan diberikan pelatihan tambahan.

Setelah pelatihan, jumlah kantong kopi ditempatkan pada "kualitas terus" mengalami penurunan

sebesar 99 persen.

Salah satu sumber masalah manusia yang telah menghantui Starbucks itu posisi di serikat buruh.

Menyatakan perusahaan pada situsnya "Kami sangat percaya bahwa hubungan kerja langsung yang saat

ini kami miliki dengan mitra kami adalah cara terbaik untuk membantu memastikan lingkungan kerja

yang besar. Kami percaya kita tidak perlu pihak ketiga untuk bertindak atas nama mitra kami. Kami lebih

memilih untuk berhubungan langsung dengan mereka dengan cara yang adil dan hormat, seperti yang

kita miliki sepanjang sejarah kami. "Starbucks membanggakan diri pada bagaimana memperlakukan

karyawannya. Namun, perusahaan "menetap keluhan yang dikeluarkan oleh Dewan Hubungan Tenaga

Kerja Nasional yang berisi lebih dari dua lusin tuduhan praktek perburuhan yang tidak adil diajukan

terhadap perusahaan dengan serikat, Pekerja Industri Dunia. Penyelesaian berasal dari sengketa di tiga

toko di New York City dan kemungkinan akan memiliki dampak kecil pada sebagian besar pekerja

Starbucks. "

Perubahan dan Inovasi di Starbucks

Starbucks selalu berpikir "di luar kotak". Butuh konsep kedai kopi sudut dan benar-benar

dirubah pengalaman kopi. Perusahaan selalu memiliki kemampuan untuk menggelar produk baru yang

relatif cepat. Jika produk baru tampaknya seperti itu akan menarik bagi konsumen - rempah-rempah

labu populer latte adalah salah satu contoh - mereka sering melewatkan pengujian produk dan tidak

menggunakan kelompok fokus untuk menilai produk. Inovasi sangat penting, pada kenyataannya, bahwa

kelompok manajemen kategori bertanggung jawab untuk mengubah item pada rak-rak setiap enam

Page 3: Starbucks Manajemen

minggu. Dan Starbucks sangat bergantung pada mitra-mitranya untuk kekuatan pendorong di belakang

inovasi. Seperti yang kita katakan sebelumnya, Starbucks secara tegas berkomitmen untuk keyakinannya

bahwa "Kami menyadari bahwa orang yang tepat, yang menawarkan ide-ide mereka dan keahlian, akan

memungkinkan kita untuk melanjutkan kesuksesan kami."

Discussion Questions:

1. Evaluate Starbucks’ training efforts. What types of training are available?

2. Pretend that you’re a local Starbucks’s store manager. You have three new hourly partners

(baristas) joining your team. Describe the orientation you would provide these new hires?