People are Starbucks’ primary resource, as their mission clearly states: "Our mission: to inspire and nurture the human spirit – one person, one cup, and one neighborhood at a time."Īn important aspect of Starbucks’ human resource planning is its selection process, which uses specific interview techniques to determine if potential employees are ‘on brand’ and evaluate their skill sets. Their human resource planning flows from its organizational strategy and its brand. How do you plan human resources with such a massive growth goal? For Starbucks, their approach remains the same no matter where stores are located. The company projects that it will reach $35 billion in sales by 2021 by opening 12,000 stores over the next five years, the majority of them in China. Starbucks, the world’s largest coffee chain, recorded $21.3 billion in sales for 2016, ranking it at 131 on the 2017 Fortune 500. Starbucks: Serving Up Human Resources Planning Derived from Mission and Strategy Smart companies get the human capital part right by implementing a tactical human resource plan that connects directly to organizational and human resource strategies. You can't deliver business strategy without making sure you have the right human capital you need in the right places for the task at hand.” He says, “Human resource planning and organizational strategy connect at the hip. Report: Empowering Employees to Drive Innovationĭarrin Murriner is the author of Corporate Bravery, a field guide to eliminating fear-based decisions, and the Co-founder of, a technology platform that helps business leaders and managers build thriving teams.Solution Center Move faster with templates, integrations, and more.
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