SBUX today kicked off its 23rd Annual Meeting of Shareholders, with more than 2, partners, shareholders, invited guests and board members in attendance. And to continually ask ourselves what it takes to build a great enduring company. Even as our share price hits new all-time highs, we have never lost sight of this vision, and our goal of bringing our people along with us on the journey and sharing our success. This expansion will also lay the groundwork for Starbucks to begin testing various food and beverage delivery options in the coming year.
One of the ways of knowing that is to do a performance appraisal. A performance appraisal is a process of assessing how well employees are doing their jobs.
Most employees and managers intensely dislike the performance appraisal process, however it is highly crucial in the workplace. In human resource planning, performance appraisals are used for career planning and for making termination decisions. Companies with poor performance appraisal systems face tremendous problems.
Performance appraisals are used as a basis for compensation, promotion and training decisions. There are two stages to do a performance appraisal. First is to measure the job performance, second is to share the feedback with the employees.
Here at Starbucks, they use something called the customer comment card as a way to measure the job performance of their employees.
Customer comment card is a survey questions answered by Starbucks customers about their thoughts on both Starbucks employees and services, and the products. So, when customers share their thoughts about the employees, who the employee is will not matter to their opinion about the job performance.
In many Starbucks in Jakarta, managers usually gives bonuses to employees that have scored great—more than 70 out of in the customer comment card.
After doing so, company must provide a feedback, training as well as a reward to their workers. The feedback given is a degree feedback.
It means that both lower level manager baristas and cashiers and middle level manager store manager give feedbacks to each other. Especially if the feedback comes from their subordinates. On the contrary, here at Starbucks the degree feedback has influenced the effectiveness of giving feedbacks to employees.
Because in one Starbucks booth, there are only nine people working. The reward given is called a compensation, if there is money involved. Here at Starbucks, employees are given something called budget each month.
A budget is a target of how much money they make in their work shift. If they made enough sales to reach their target, there will be no money cut from their salaries. However, if their sales is higher than the target, the difference between the amount of their sales and the target will be their bonus—which they term incentive.
In conclusion, Starbucks Coffee Company are really good at applying the performance appraisal methods to their human resource management.
They have good way to measure the employees performance objectively, which is by having customer comment cards.Collectively, a synthesis of related literatures indicates that a minimum of three underlying dimensions – inclusivity, scope and disclosure – collectively characterize a system or set of interdependent and sequential processes that evaluate and verify the environmental and social performance .
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