Objective 1: To Enhance the employer brand

HR Functions: 1) HR Plaining /( Recruitment? ) 2) Training and Development

***Miss reminder: 少心不要盲目俾$

Objective 3: To improve employee morale & talent retention

HR Functions: 1) Reward Management 2) Employee Relations & Wellness

The current situation and challenges of Starbucks Hong Hong
Starbucks has a lot of problems that we found, and we have collected a lot of
employees who work for Starbucks from the Internet who are dissatisfied with the
company. And the issues we found were all thought to be related to those two
objectives, so we will address the issues in 4 main sections

We found that Starbucks has lots of problem due to the interviews and
questionnaires. Those issues that we found are all related to enhance the
employer brand and to improve employee morale & talent retention thus we will
address the issues in 5 main sections. (4? 5?)

1. HR Planning (Labour shortage)

 Starbucks to be unable to retain existing employees

 Long-term shortage and lack of manpower
 Company needs to save expenses or reduce resources during COVID-19
 Increases the workload & work overtime

According to the interviews of employees they mentioned starbucks has high staff
turnover rate, they are unable to retain existing employees. Due to the COVID-19
people is not willing to go out and the government lock down thus all industries need to
cutting cost and reduce manpower. those cause the increasement of the workload and
lack of manpower.

2. Reward Management (referring to the Table1,salary and benefits)

 Salaries and annual leave are the minimum requirements in the market
 Full-time’s daily salary (HK$62.74) is lower than the hourly salary of part-
time -daily salary (HK$62.74) vs part-time salary(HK$80)
 Unfair of distribution bonuses

-Supervisor grade or above are granted performance bonuses and annual

bonuses

- Full-time partners are granted performance bonuses only

3. Recruitment (failure to promote employer brand) (revised)

 Same job requirements but difference in salary and annual leave

-Shift Supervisor vs Store Manager

 Same work experience to be a manager or Shift Supervisor(in job

specification)
 -for Manager, 3 years or above working experience in retail or restaurant,
less experience can apply for the position of Shift Supervisor

-for Shift Supervisor, 3 years or above work experience in retail or

restaurant

 Unfair for internal staff (Shift Supervisor vs Store Manager)

- internal staff tend to leave and rejoin the company in order to get
promotion a to a higher position

4. Employee Relations & Wellness (referring to table 1, Benefits )

 A few of employee benefits (medical insurance, staff discounts, free

drinks)
 6 rest days per month, excluding public holidays
 Necessary to work overtime every day
 Work life balance issue
 Invisible pressure of different promotional offers (new products promotion
or seasonal products promotion)

5. Training & Development

 Various competitions (MKRMA, Hong Kong Latte Art and Coffee Sharing
Competition…)
 Behind every competition

-no reasons to attract employees

-less employees who participate in the competition

-extra time for training and practice

- Involuntarily and nominated by the District Manager

Table 1.Requirements and information for each position in Starbucks store
Recommendations with concrete HR Solutions

HR Planning

-to make improvement plans to reduce the high turnover rate

-to improve the situations and also retain existing employees.

 Should analyze the data on the high turnover rate of employees

 Conduct exit interviews(resigned employees)
 Anonymously collect resignation form
 Accurately predicted of labour supply
 Ensure that the company will not experience a serious shortage of
manpower and increase the work pressure of employees

Reward Management (Compensation & Benefits)

-Rewards employees are a must

-Increase various bonuses

 New entry bonus$3,000 after probation

 Attendance bonus ($1,500 ) for overtime for 30 hours per month
 Participation award
 Pay attention to the problem of manpower shortage in branches so that it
can increase profits to the company

Employee Relations

- Provide more benefits to employee

 Birthday leave
 Increase the annual reimbursement quota
 Work life balance
 Happy employee and happy company
>Recruitment (promote employer brand)

*截取了 reward management 其中一段, 因覺得似 recruitment><

(job advertisement, current employees, internal recruiting (hiring from within)

 Adjustment for the scope and requirements of salary ($18,000-30,000)and

annual leave(10-18 days) (job advertisements)
 Identify supervisor and manager requirement(job advertisements)

-Supervisor, must have 2 years experiences in retail or restaurant

-Manager, 3 years or above experiences in retail or restaurant

 Hiring from within (internal Recruiting)

-better staff morale & retention

-the process motivates for good performance

 Recommendation of Internal staff (current employees)

- friends /schoolmates /relatives

Training & Development *不知道怎樣做 conclude ,所以老作了幾點…請見諒.

 Develop potential employee (promotion to high position)

 Leadership training
 Team effectiveness training
 Soft skill training (mindset)

-催眠治療 hypnotherapy , release workload stress

Starbucks have to develop potential employee for example offers them an

opportunity for advancement.

How to measure if your suggested HR solutions are effective in achieving the

chosen objectives? (如何調查成效)

● Conduct anonymous pay surveys on a regular basis, such as once a year?

● Employee satisfaction survey(Happy sheet?) after 1 year
● Speed up recruitment for frontline staff included Full/Part time (line-manager)
3mths