One of the most important steps in the process of an organization’s strategic planning is the mission statement. The latter refers to the reason behind the existence of an organization. The mission statement of Starbucks is largely concerned with community involvement and safeguarding the interests of individuals who reside within the locality of the business entity.
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It is vital for Starbucks to persist with the process of implementing the historic mission and vision statements that have been key towards the growth and development of the company since the 1970s. Core competencies are skills and knowledge that are required to successfully integrate various activities within an organization.
Core competences usually attempt to differentiate a company from its competitors especially in terms of delivering value to customers (Bohlander & Snell, 2007). The communication level at Starbucks is a clear indication of how ethics and good business practices can be enhanced within the operations of an organization.
For example, by developing the Core Leadership Competencies, Starbucks Coffee Corporation has put itself in a position whereby it can reach out effectively to both its employees and clients (Mello, 2006). The company has managed to put in place core leadership competencies that take care of workplace diversity.
In terms of the Partner Network Groups, the company has managed to consult with fellow partners so that it can come up with ideas needed in recruiting and retaining diverse partners. The company has realized that the presence of diversity boosts creativity and also leads to the production of improved products and services.
The Supplier Diversity Program that is currently in place is charged with the role of seeking diverse companies that can purchase products. The concept of “lead by example” as described in the core competencies usually entails the stores, neighborhoods, and communities where Starbucks stores call home. As a matter of fact, the company has managed to promote the value of acceptance so that it can serve its stakeholders well.
The Human Resources (HR) department at Starbucks Coffee has put in place various specific ways of evaluating and assessing diversity metrics that the company can employ so as to improve processes and advertise acceptance. This implies that the human resource department will require the cooperation and support of the partners so that the much needed information can be tracked down in the most accurate manner.
The first recommendation that the company can adopt is to assess the performance of the organization through a climate survey. Secondly, the company can use the ethnicity data from the climate surveys in determining the percentage of minorities who work at Starbucks. Thirdly, tracking the number of equal employment opportunity (EEO) complaints filed alongside the basis of the complaints are integral in ensuring that the company performs at its peak even in the presence of competitors.
Furthermore, in-house ecommerce platform, social media engagements, and broadening on the company’s Starbucks card along with loyalty program into a global service can all be used by the organization towards aligning its operations with the set goals (Kanani, 2012).
Bohlander, G. & Scott, S. (2007). Thomson: Managing Human Resources. Web.
Kanani, R. (2012). Forbes Magazine: Chief Digital Officer for Starbucks on Technology, Change and Community. Web.
Mello, J. A. (2006). Strategic human resource management (2nd ed.). Mason, OH: South-Western Cengage Learning.