Strategic HRM
Strategic HRM
Strategic HRM
• Probation and mid term review to catch the errors before they
create problem.
• Gender Bender – Women emplowerment
• 1.78:1 – men to women ratio.
• At executive level , 76% are women. Most of
stores have women at leadership roles.
• Employee as owners – Given shares to every
employee who served min one year.
• This commitment to the creation of wealth for
employees makes them feel invested in the
success of the organisation, both literally and
figuratively.
Cultivating an Entrepreneurial Work Culture
Every marketing head is working as
entrepreneur.
HR offers hiring managers to build their own
incentive system.
Existing employees were offered to become a
part of COCs as senior management and
MDs.
Creating drive for Excellence
• Identify 4 Center of execellence to foster
healthy competition.
• Provide them with traing programmes –
technical and behavioural , Knowledge and
recognition
• COEs have become brand ambassdor of the
company
• Demand for training has increased.
• Push factor has become pull factor.
• Internal job posting programmes – provide
growth opportunity to all staffs
• Help employees prepare for the next role
Coffee Shop Case Study
• You are appointed as a HR consultant for
coffee shop . How will you plan your HR
strategy.
• The number of employees needed for
different jobs: Initially, the Coffee Shop need
around 3-4 employees for managerial level
that include store manager, kitchen
supervisor, accountant etc. In addition to this,
the coffee shop also needs 5-6 employees at
lower level that includes attendants’ and
waiters.
• Time when employees will be needed: All
these employees will be needed in next 3-4
months as season starts for travellers coming
to visit city. In next three years, the number of
employees required will double once coffee
chain becomes recognized throughout the
city.
• Succession Planning: employees working at
lower levels like attendants and waiters etc
may leave their jobs within next 6 month with
an aim to join somewhere else with high
salary or join some further learning courses.
Employees working at higher or managerial
level may not leave the coffee shop in next 3-4
years if offered with healthy and adequate
career development opportunities.
• Identifying skills and abilities of current
employees: identify the skills and abilities of
its current employees along with an
evaluation of their education, skills, and
experiences on different types of job with
periodical skill assessment.skills inventory
need to be developed that in turn will help the
coffee shop recruiters to identify the actual
need of staffing in present and the possibility
of promoting current employees on vacant
• Present and Future Supply of Potential
Employees in the labor market: Keep an eye or
get information on the industry growth and
labor market.
Recruitment Strategies
• Identify Internal and external sources
• Define selection process – reviewing
applications and screening through telephonic
interview
• Define Interview structure and format
• Define parameters for selection – confidence,
approach to work, qualification, experience,
behavior
• Assessment methods – Background check and
Psychometric tests.
Starbucks Case Study
HRM SHRM
Recruiting, Take all the responsibilities of HRM and
Hiring, align them with goals of other
Benefits, department and overall organizational
Training and Development goals.
Vision
Mission
Values
Goals
• Starbucks started health benefits to even its
part time associates
• Believes that human capital is key to Starbucks
experience.
• Product expertise
• Excellent customer service
• Treat employee with respect and dignity.
• Employees are called as partners.
• Health , dental, vision, tuition reimbursement,
paid vacations, stock options
places high importance on its partners.
Opportunities Threats