Starbucks

Referencing Styles : Harvard This assignment is a formal report formulated for the Managing Director analyzing labour market based on current labour market statistics in any (in any?? – why would this be? Your report will focus on the industry relating to the organization) industry and organization. The organization selected for this formal report is Starbucks. The company is a premier coffee brand operated across the world including Australia. The brand has a huge product portfolio and is continuously developing newer products based on customer preferences (Tamara, 2013). The primary aim of the report is to examine various workforce strategies and impress ? not sure this is the best word choice – is the report to impress or rather provide workforce planning research and recommendations? senior management with them. The report also includes the factors affecting supply of labour in coffee industry, factors affecting demand of labour in coffee industry and possible government initiatives affecting both supply & demand of labour in coffee industry. This report also examines the staff diversity in Starbucks and various organizational strategies developed by Starbucks. Towards the end, the report carries out a future analysis of the organizational strategies designed for workforce management and uplifting their performance effectively. The methodology used to gather information for this report is qualitative. Various secondary sources including journals and published articles have been referred. However, this report might face some limitations such as published sources on the web may contain some errors which can reflect in this work. Therefore, credibility, reliability and validity of information must be considered.Develop an implementation plan (at least 2000 words) that addresses internal labour needs in the medium to long term (e.g. for the next year). This will include a succession plan for senior staff, which utilises succession planning principles and incorporates a retention plan. The outcome needs to be that the organisation is appropriately staffed in readiness for a future change in the organisation. This must include considering the diversity needs of the organisation, such as age, gender, ethnicity etc. and planning for adjustment as those needs change. Utilise the same company and the information you provided as in assessment 1 to detail the implementation of the plan. The plan should include the following: 1. A plan for diversity management, recruitment, training, redeployment and redundancy for the next year. Include a timeline. Consider industrial relations issues such as awards, enterprise agreements and Fair Work legislation. Utilise a tool attached to the end of this assessment. 2. Turnover figures in percentage terms in determining future staffing needs. Utilise figures obtained in assessment 1 3. An organisation chart and identify at least three key positions to be used to implement a succession planning system to ensure desirable workers are retained. 4. A succession plan to ensure the organisation becomes an employer of choice. Include how to identify staff for succession and how you would develop them with at least 2 strategies. Part B ± Review of Workforce Plan and Evaluation Assume that the workforce plan from assessment one has been implemented and in place for 12 months and: 1. Review the workforce plan against patterns in exiting employees and other workforce changes. 2. Conduct a climate survey of at least 10 employees and line managers to gauge their satisfaction in the workplace, and present the survey results.2 LA017931(± Assessment(2/(Unit(code(BSBHRM513A,(Edition(number(1 ©(New(South(Wales(Technical(and(Further(Education(Commission,(2014((TAFE(NSW(± WSI),(Archive(version 1, April 2014 3. Based on findings for 1 and 2 above, refine objectives and strategies in response to internal and external changes and evaluate the effectiveness of this change process. 4. Identify global trends and incidents which can influence workforce planning in your organisation. Examples may include GFC, climate change, workforce casualisation, major fire, epidemic, etc.

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