Professional Documents
Culture Documents
and skills. Rewarding employee contributions and the results achieved. Promoting continued employee acquisition and upgrading of knowledge and skills. Supporting team and work unit cooperative efforts Designing compensation plans that successfully compete within established labor markets Aligning compensation of all the employees with the objectives and goals of the organization. Providing a compensation package that enhances current lifestyles and provides long term protection for employees and their dependents.
TRANSACTIONAL
Low
Low
High
RELATIONAL
Business Response
Product Leader
Shift to Mass
HR Program Alignment
Committed to Agile, Risk Taking, Innovative People
Compensation System
Reward Innovation in Products and Processes
Market-Based Pay Flexible Generic
Job Descriptions Do More With Less Focus on Labor Costs Increase incentives Productivity focus System focus on control and work specifications Customer Satisfaction Incentives
Value of Job and
Operational Excellence
Pursue Cost-
effective Solutions
Customer Intimacy
Deliver Solutions to
complex formula that linked performance appraisal scores to salary increases measured in tenths of a percent. The new system gives managers a budget and some coaching to differentiate between their stars and acceptable performers and provide pay differences
Incentivize Employees
The old policy used to give incentives to only Sales
employees, but the new policy makes a part of the salary as incentives irrespective of the type of the job of the employees.
business strategy and be adaptive to the cultural and regulatory environment? Starbucks Objectives
Grow by making employees feel valued.
employees hands. Use pay, benefits, and opportunities for personal development to help gain employee loyalty and become difficult to imitate.
be positioned against our competitors? What forms of compensation should we use? Starbucks Approach
Pay just slightly above other fast-food employers.
employees (including part-timers). Give everyone a free pound of coffee every week.
individual and/or team performance, on experience and/or continuous learning, on improved skills, on changes in cost of living, on personal needs, and/or on each business units performance?
Starbucks Approach Emphasize team performance and shareholder returns. For new managers in Beijing and Prague, provide training opportunities in the U.S.
pay decisions be to all employees? Who should be involved in designing and managing the system?
Starbucks Approach
As members of the Starbucks family, our
3. Implement Strategy
Design System to Translate Strategy into Action Choose Techniques to Fit Strategy
2 Approaches Contrasted
Best fit
Do what works in a specific situation
Best practice
Do what works best in other places
Reflects companys
Assumes a set of
employees needs