INTRODUCTION

1971: Founded by Bowker ,Baldwin and Siegl.

1982: Adapted Italian principles to resemble strong bar Culture

1987: Taken over by Schultz for $3.7 million.

Grew from 55 stores in -------------------------------------------------------to over 14000 stores today

Products sold include:- Beverages

- whole coffee beans - coffee-related retail items

FIRST IMPRESSIONS: 24 hours of training

having a standardized curriculum

AIM

Indoctrinate employees in company’s philosophy

Train employees in service principles.

TRAINING

STAR SKILLS

Maintain & enhance self esteem.

Listen & acknowledge.

Ask for help.

“Treat people like family & they will be loyal”

INTERPERSONAL RELATIONSHIPS MANAGEMENT

Highest wages in the industry.

Comprehensive Health Benefits Offered.

Bean Stock Plan.

Employee Ownership Program.

On site fitness program: provided child care & elder

care assistance to employees.

Other perks: 30% discount on Starbucks branded

merchandise.

BENEFITS PROGRAM

Flexible work schedules.

Compensation based on individual needs &

preferences.

Tailor made pay package: “Your Special blend”

FLEXIBILITY

Clear cut values embedded in employees.

Treated on basis of equality & dignity

(non-capitalized job titles).

Feedback taken seriously.

Employee innovation encouraged (Frappuccino).

WORKING CULTURE & ENVIRONMENT

Partner connection program: to link partners

sharing similar interests.

Formed several informal groups.

Small company atmosphere.

SOCIALISATION

Company recognition: Second among large companies

in fortune "best companies to work for”.

Partner recognition: Awards like warm regards, the

MUG Award, BRAVO & Spirit Of Star Bucks Award.

RECOGNITION

.Exemplary customer service

Motivated & committed human resource: key to success

in retail business.

Regulars returned to the outlets 18 times a month.

STARBUCKS EXPERIENCE

Would the company be able to support its staff

with the same level of benefits in the future.

Would the company be able to retain employees

if HR cost is lowered.

Would company be able to maintain its small

company culture; an essential element in the

company’s growth.

CHALLENGES

Continuation & refinement of benefits & perks.

More dynamic culture & work environment.

People need to feel that they are a part of something big

Grievance handling cell

WHAT morE Can BE DonE….