Introduction

Human resources management is an essential aspect of today’s world of business. No single enterprises can survive without putting into context what is required to streamline operations for the human resources department. Due to the complex nature of managing human capital, it is always vital for organizations to develop the most viable approaches and ways that can work for the organization. Innovating and iterating the solutions ensures balance and at the same time enable the company to make decisions on who to retain, train, hire and add to the overall team. Strategically managing the issues of human resources by adopting the best practices and benchmarking is relevant in helping strike a balance between what can be done and what needs to be improved (Glowik, 2017). The overall gain is to the HR professionals who can use these insights for their advantage and improving the standing of the human resources department in the organization. Best practices are believed to be the best processes and actions that are used in managing people. In HR management two approaches are used. The first one is the best fit, and the other is best practices. The best-fit methods ensure that the human resources policy are aligned with the business strategy while the best practice aims to set a universal approach to human resources management.

Human Resources Management Best Practices

There are several HRM best practices with each one aiming to improve the conditions in a different way. In the case of companies, it is important for companies to adopt practices like employment security, contingent compensation, and selective hiring. Development of self-managed and effective teams that focus on productivity is also a best practice (Buller & McEvoy, 2016). Ensuring extensive training and the reduction of status differences is also an important focus for human resources practitioners. To be able to coordinate among the different departments, organizations also seek to encourage information sharing((Devia, et al., 2018).  The practices not only improve the image of the organizations to the outsiders but also help in achieving the organizational goals. Strategic goals are easy to manage when such methods are outspoken to the teams. The reasons for selecting the practices is because they are the most important in shaping the direction of an organization in matters of human resources management (Devia et al., 2018).

New Practices and Strategic Goals

The new practices would work well with the current strategic goals. First ensuring the employees have and enjoy employment security is essential as it gives them the courage to share their ideas with the organization and become productive. In the case of the organization, it is important to have the employees secure, and this will in a great way to boost productivity (Buller & McEvoy, 2016).  Selective hiring will also be a significant boost in the strategic goals of the organization as it is critical only to bring employees who add value to the organization. The strategic goals of the organization to be a market leader mean that caution and extra care must be taken in the hiring process. In selective hiring, it is also essential for organizations to check on the ability of the employees and how easy they can be trained (Glowik, 2017). The commitment of the employes is also a thing to consider at this stage. Self-management and efficiency are very important for businesses. In the making of strategic decisions, it is of the essence to find employees that can manage themselves without being pushed around by the senior management (Buller & McEvoy, 2016).

Hiring the best in the industry means that they are rewarded and compensated in the right way. The benefits of compensation are that it gives the employees a reason to deliver and perform. The organizational goals of the company, in this case, must push them to hire the best, and therefore this is an important practice to consider. Extensive training for employees tasked with the productive activities of Star Bucks will be an essential investment to the company. In most cases failing to train adequately has repercussions on innovation, productivity, and awareness. Star Bucks can only stay at the top of their game by ensuring that they remain innovative, grow fast and sustain a competitive advantage over the rest of the competitors(Buller & McEvoy, 2016). Star Bucks organizational strategy is interested in empowering all the employees. The best way to do this is to ensure that differences amongst the employees are reduced and that they all feel treated equally with no one being discriminated. Promoting such a culture for Star Bucks will prove important especially in the sharing of ideas and co-working. The broadened organizational structure requires the sharing of vital information. Star Bucks being a large company could benefit if they adopt an information-sharing model that can be replicated across all the divisions(Glowik, 2017). Sharing of ideas in the organization will be significantly enhanced if all employees are aware of what is happening. Sealing the gaps in the strategic goals of the organization will require a dedicated approach that adopts all the best practices without leaving any method behind(Garavan et al., 2016).

Organizations with Similar Practices

Competitors have star bucks have adopted the best practices in human resources management. The main aim of adopting the practices is to create an entirely competitive environment and ensure that they dominate the market (Garavan et al., 2016). Organizations that have adopted the practices include Costa Coffee. The expansion of Costa Coffee over the last seven years can be attributed to big strategic goals. The improvement of the company’s productivity has been as a result of the strategy. Companies like McDonalds Café, Dunkin Donuts and Café Coffee Day have all thrived as a result of an elaborate human resources management practice. In recent years, the battle to dominate the industry has seen companies going out of their way to create dynamic human resources management frameworks(Buller & McEvoy, 2016).

Expected Outcomes on Practices Adoption

Adopting human resources management best practices will significantly boost the productivity of the different teams. Motivating the employees will come a long way in minimizing laxity at workplaces and finally steering the company to high heights. Human resources practices influence the processes of the business both directly and indirectly. In one way financial outcomes especially the net margin are affected while the organizational results that are measured by client satisfaction are also improved. The last improvement is seen and felt in human resources outcomes (Garavan et al., 2016).

Theories and Recommendations

Human resources theories are mostly divided into theories of performance which aim at achieving outcomes on efficiency and effectiveness as well as worker motivation and commitment. The second theory is on motivation. The motivational theories are entrenched on motivating individuals and ensuring that they are in the best position to perform. Combining the two approaches is expected to give positive results to Star Bucks. Building a robust organization will require the best practices to be adopted in stages to reduce “shock” and transition challenges (Garavan et al., 2016).

Conclusion

The adoption of human resources management best practices for Star Bucks will be an important milestone in their corporate journey. Through the HRM framework, the company can devise the best way to take charge and control of the market by fully utilizing the human capital they have. Improving the capacity of its team will also come in handy in shaping the direction of the company in the next years. The management of the company should however not only think of the practices but also design a dependable and robust checking system that can be used to check their progress and be improved on.

HRM Outline

Thesis Statement: The best-fit practices ensure that the human resources policy are aligned with the business strategy while the best practice aims to set a universal approach to human resources management.

1. Introduction.
2. Human Resources Management Best Practices.

• New Practices and Strategic Goals.

1. Organizations with Similar Practices.
2. Expected Outcomes on Practices Adoption
3. Theories and Recommendations

• Conclusion

References

Buller, P. F., & McEvoy, G. M. (2016). A model for implementing a sustainability strategy through HRM practices. Business and Society Review, 121(4), 465-495.

Garavan, T., Watson, S., Carbery, R., & O’Brien, F. (2016). The antecedents of leadership development practices in SMEs: The influence of HRM strategy and training. International Small Business Journal, 34(6), 870-890.

Devia, A. N., Aisjah, S., & Puspaningrum, A. (2018). The influence of brand experience and service quality to customer loyalty mediated by customer satisfaction in Starbucks coffee Malang. Management and Economics Journal (MEC-J), (1), 161-170.

Glowik, M. (2017). 4.7 Case study: Starbucks. Global Strategy in the Service Industries: Dynamics, Analysis, Growth, 156.

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