Performance Strategy Analysis for Starbucks

Performance Strategy Analysis for Starbucks
Student’s Name
Institutional Affiliation
Performance Strategy Analysis for Starbucks
Overview of Performance Management Process
The process of performance management for Starbucks involves the creation of a work
environment, which empowers the personnel to work in their abilities. In spite of the
differences, the performance management process is useful in promoting goal setting, evaluation,
and proper rewards. Coaching is critical in the performance management process. The first step
of performance management process is planning. The planning step is focusing on setting target
goals for the employees as well as deciding the expected level of performance in the organization
(Wilden, Gudergan, Nielsen, & Lings, 2013). At the planning stage, the management and
employees should achieve proper performance levels and goals. The second step in the
performance management system is assessment level.
Assessment is usually a yearly evaluation of the performance of the employees.
Assessment comprises of the review of the past years’ assessment and the assessment of the
skills. Understanding assessment is critical to measure the performance of the company, review,
the feedback and, the rate the performance of the organization. After the assessment, the
recognition stage is critical in enhancing the success of the performance management process
(Brannon, & Wiklund, 2016). The process is keen on recognizing the accomplishments of the
employees and focusing on specific aspects that need to be improved. Another aspect of the
process is career development stage. Career development is keen on promoting and encouraging
development and improvement of the employees. The stage is useful in meeting demands of the
organization promoting the strengths of employees and working to eliminate weaknesses in the
Fig. 1:
Flowchart of the Performance Management Process
Job Analysis
At Starbucks Inc, job analysis is defined as the approach of identifying and determining
the specific job details and requirements and their significance on the performance of the specific
jobs. The job analysis is a critical element that allows for the making of proper judgments about
information and data collected about the job positions. The role of job analysis is to create and
record the job-related factors of employment processes and procedures including, selection,
compensation as well as performance evaluation and management. One of the critical aspects of
job analysis is to determine the training requirements. The need assessment is important in the
identification and development of training content, work environment, responsibilities, and the
appropriate level of education, assessment tests and equipment for presenting the training, and
the approaches to training. 
Selection procedures are also critical in the job analysis. The selection procedures help to
determine the job duties, the salary level, interview questions, selection tests and the orientation
tools among others. Performance review assists in the conduction of the job analysis.
Performance review is keen on developing proper goals, performance standards, evaluation
criteria, and the duties to be evaluated. The approaches of job analysis used by Starbucks include
the supervisor interviews, checklists, expert panels, and observation among others.
Skills Gap Analysis and Performance Evaluation
The HR team of Starbucks has been focused on conduct proper skills gap analysis. Skill
gap analysis usually defines the skills and knowledge needed to complete jobs and comparing the
current level capability to the requirement. After getting the gap between the tasks and the
current level of performance, training experts usually works with the employees to develop a
plan which remedies difficult situations (Yunis, Jung, & Chen, 2013). Common causes of skill
gaps include the lack of proper training and education as well as the changing job requirements
and needs. Obtaining the required skills focuses on determining the job duties and
responsibilities when corporations introduce new processes and technologies.
The first critical step in conducting skill gap analysis at Starbucks is the identification of
the business objectives and goals. The company needs to retain the highly skilled employees to
remain successful and competitive. The evaluation of the critical skills is critical in getting the
right skills that improve the optimal performance of the businesses. The determination of the
proper procedures is also critical in carrying out company roles and functions.
The second step of the analysis is the collection of data and information. It usually
focuses on the creation of skills inventory to identify the knowledge and skills to improve the
performance of the company. The interpretation of data and information as well as making
recommendations is critical in promoting communication, teamwork, and leadership (Brannon,
& Wiklund, 2016). The final step implemented in the skills gap analysis is the preparation of
training plans to determine the key skills gaps in the inherent climate. Training professionals are
involved in the creating of curricula using labor resources.
The performance evaluation of Starbucks defines the performance appraisals used by the
company to determine the performance of the employees. Starbucks was determined to use 360-
degree feedback approach in promoting the performance of the employees. The performance
evaluation approach depends on the various sources of data and information including the
customers, employees, peers, and supervisors among others. The benefits of the feedback method
are to improve training and developmental programs to promote the performance of the
employees in the long run. However, the disadvantage of the approach does not demand efforts
and time conduct a proper evaluation of the employee performance. 
Ways of Measuring Employee Performance
Starbucks's ways of measuring employee performance are through conducting of
performance appraisal. The company conducts performance appraisal in two phases, firstly,
evaluating the job performance and the sharing of feedback with the company’s employees. For
example, Starbucks uses customer comment card to measure the performance of the employees
in the job positions. Customer comment card comprises of customer survey questions responded
by the customers on their views on the employees' performance and the products. The approach
is usually a good strategy for measuring the performance of the employees (Wilden, et a., 2013).
The product defect is a critical way of measuring the level of employees’ good performance. It
examines the level of production quality. Defects of the products show low quality work for the
employees. Evaluating the quality of the products is critical in ensuring that the employees are
focused on the production of quality products.
In addition, Starbucks also gives out performance bonuses of the employees based on
their scores in the customer comment cards. The managers are useful in measuring the proper
performances through conducting observations of the employees in conducting their work.
Starbucks also uses the 3600-degree feedback approach to measure the company’s performance.
The feedback method is critical in influencing the level of effectiveness of providing feedbacks
to the employees. It is clear that the Starbucks Company relies on the performance appraisals
approaches to determine the performance level of the employees.
Counseling to Improve Performance
Counseling is critical in dealing with poor performance and analyzing the potential
solutions to problems facing the company. An effective counseling program would be able to
improve the performance of the employees. The managers of the company must be active in
encouraging good performance and being role models for addressing problems in the company.
At Starbucks, counseling process should occur when the company is experiencing poor
performance levels due to poor judgment, errors or accidents among others. Employees and
supervisors should attend the counseling program, which is critical in promoting performance
and productivity levels at the company (Brannon, & Wiklund, 2016). Some of the counseling
programs include the recommendation of corrective actions, giving reassurance to the
employees, comprehensive training, and focusing on the employees’ behavior among others.
Brannon, D. L., & Wiklund, J. (2016). An analysis of business models: Firm characteristics,
innovation and performance. Academy of Entrepreneurship Journal, 22(1), 1.
Wilden, R., Gudergan, S. P., Nielsen, B. B., & Lings, I. (2013). Dynamic capabilities and
performance: strategy, structure and environment. Long Range Planning, 46(1), 72-96.
Yunis, M., Jung, J., & Chen, S. (2013). TQM, strategy, and performance: a firm-level
analysis. International Journal of Quality & Reliability Management, 30(6), 690-714.
Appendix 1: Resources for Performance Analysis
The resources needed includes
Financial resources. The resources would help in purchasing computer software and
advanced equipment.
Time resources.
Human resources. Hiring qualified experts.
Equipment. Force platforms and stop watches among others.
Facilities. Computer laboratories
Qualified support

Place new order. It's free, fast and safe

550 words

Our customers say

Customer Avatar
Jeff Curtis
USA, Student

"I'm fully satisfied with the essay I've just received. When I read it, I felt like it was exactly what I wanted to say, but couldn’t find the necessary words. Thank you!"

Customer Avatar
Ian McGregor
UK, Student

"I don’t know what I would do without your assistance! With your help, I met my deadline just in time and the work was very professional. I will be back in several days with another assignment!"

Customer Avatar
Shannon Williams
Canada, Student

"It was the perfect experience! I enjoyed working with my writer, he delivered my work on time and followed all the guidelines about the referencing and contents."

  • 5-paragraph Essay
  • Admission Essay
  • Annotated Bibliography
  • Argumentative Essay
  • Article Review
  • Assignment
  • Biography
  • Book/Movie Review
  • Business Plan
  • Case Study
  • Cause and Effect Essay
  • Classification Essay
  • Comparison Essay
  • Coursework
  • Creative Writing
  • Critical Thinking/Review
  • Deductive Essay
  • Definition Essay
  • Essay (Any Type)
  • Exploratory Essay
  • Expository Essay
  • Informal Essay
  • Literature Essay
  • Multiple Choice Question
  • Narrative Essay
  • Personal Essay
  • Persuasive Essay
  • Powerpoint Presentation
  • Reflective Writing
  • Research Essay
  • Response Essay
  • Scholarship Essay
  • Term Paper
We use cookies to provide you with the best possible experience. By using this website you are accepting the use of cookies mentioned in our Privacy Policy.