The main purpose for carrying out the plan is to help the employees gain better knowledge and perform well in the competitive market. Starbucks has not been performing well and the employees were not being competitive enough to match up with the competitors in the market due to extensive pressure. On the contrary, the external market of Starbucks is full of opportunity. People who are working in the organization are competitive enough to help the organization even during the time of difficulty. They are happy with the work culture of Starbucks. The employees do not want to leave the organization as Starbucks has a strong presence in the market. The brand name gives the employees huge lift in the career. The unavailability of the employees in the market is mainly affecting the organization and hence there is need that the company should look for succession management plan so that they can get more employees who would work for the company. The succession management plan will help the organization to understand the needs of training for them employees and they can plan their recruitment well for the employees.
The succession management plan that have been made for the three positions are as follows:
|
Position |
Training |
Development Activity |
Time Frame |
|
supervise the policies are being followed in the organization |
develop corporate policies |
3 months |
|
|
Sales Executive |
makes the sales forecast |
communicating with customers |
3 months |
|
Human Resource Executive |
culture of the place of relocation |
increase employees engagement |
5 months |
Even though, Starbucks has the capacity to make its presence felt in the competitive market, it is necessary that they should keep up with the competitors. In addition to this, the availability of employees is less. Hence, the training and development activity is needed so that they can prepare themselves for the present but also for the future as well. The training is for preparing the employees for the present state but the development activity is for making the employees learn something that will help them in the end. Starbucks does not look for short-term association and hence the development activity is given importance so that the employees can learn and develop themselves in the organization. The human resource executive will be transferred to an Asian country and hence the training for the human resource executive will be more than the employees in other departments.
For the chief operating officer it is necessary to learn the secret of developing the corporate policy as based on those policies, the organization will work (Slack). Hence, the development activity for the chief operating officer is focused on building the corporate policies. For the time being the person needs to supervise the operations of all the departments and look that the existing policies are being followed or not (Zurich). The sales executive should know the way to communicate with the customers where he or she will go (Lee and Scott).
Hence, the development activity is focused on the communication of the employees. For the time being, the individual needs to focus on making the sales forecast and help the organization in the difficult situation (Arnett and Wittmann). The human resource executive will be transferred to an Asian country and hence, it is important the culture of the place is studied. On long run, the person will be responsible to retention the employees and help ion employee engagement (Brewster, Mayrhofer, and Michael). Hence, the training is directed towards the learning of the culture and the development activities is directed towards training the person the way to help in increasing employee engagement (Sparrow, Brewster, and Chul).
Chief Operating Officer
Once the responsibility of the chief operating officer is to build the corporate policies, hence, the person should have the skills to know the operations of all the departments (Karlsson). The person should be experienced enough so that he or she could keep a check on the operations of the departments. The chief operating officer needs to have proper skills that will help the person to supervise on the daily activities as well as monitor the business activities to understand whether the goals and objectives that have been set by the organization are being followed in the organization (Talk). The person should have the ability to understand the issues and should have the ability to resolve the issues of the organization (Hitt, Carnes and Xu).
A sales executive needs to be an excellent communicator (Johnston and Marshall). The customers will buy the products or try their services based on the things that have been communicated to the customers. If any of the product is being used by the customers, then the sales executive will not face nay difficulty in making the customers buy the products. However, the products is new in the market, then it will be solely on the things that is communicated to the customers (Eisingerich, Auh and Merlo). The person should be able to convince the customers in buying the products. Hence, the power to convince the customers should be high in the person who is working in the position of a sales executive (Rogan).
The competency level of the sales executive is also lie in the fact that they should be able to handle the pressure even in during the time of business problems (Guenzi, Baldauf and Panagopoulos). There will be fluctuations in the business. They need to keep a check on the economic conditions of the country and the competitors who are working in the same sector. During time of problems when the business will be low, the sales executive should keep calm and handle the situation during the pressure (Johnston and Marshall). The sales executive should have the competency to forecast the future of the organization beforehand so that the company will be able to prepare itself for the futureb(Lee and Scott). It is up to the analysis of the sales executive that the company will decide on the future actions (Arnett and Wittmann). Thus, the sales executive should know the market well and should do the calculations properly so that the company does not suffer any loss in the future.
The individual who is working in the post of human resource executive should have the leadership skills so that the person can keep a check on the way the employees are working in the organization (Purce). In addition to this, the person should be capable enough to resolve the issues among the employees if any (Jackson, Schuler, and Jiang). In addition to this, the human resource executive is responsible to see whether the employees are getting proper pay in the office. Hence, they need to keep a check on the latest changes that are happening in the technology that helps the company to calculate the remuneration of the employees (Budhwar and Debrah). The human resource executive should be able to develop the competency to handle any software with precision.
The human resource information system is widely used software that helps the human resource executive to keep a check on the leaves of the employees and the remuneration of the employees (Alfes et al). In addition to developing the competencies for the technology, the person should have the ability to be up to date with any kinds of changes. At times, the employment laws and regulations of a country change as per the government (Brewster, Mayrhofer, and Michael). The human resource executive needs to be up to date with the changes in the law so that the employees are not deprived of any type of rights that are given to the employees of that country (Sparrow, Brewster, and Chul).
Chief Operating Officer
The chief operating officer will be trained so that the person can supervise whether the goals and the policies that have been set by the board of directors are being followed in the organization. The person needs to know the actions that will help the individual to keep a check whether the policies are being followed in the organization. The development activity will be directed towards the development of the corporate policies. The organization will have to enhance the policies on a regular basis. Hence, the person needs to know the functions of the human resource department, sales and finance so that the person can develop the correct policy for the organization.
The sales executive will be taught the way to convince the people. The training for the sales executive will be related to help them understand the sales forecast. The sales executives will be responsible for making the sales forecast for the area where they are working. Hence, they need to know the way they will carry out the market research and make the sales forecast based on that. The employee who will be in the sales field need to build a connection with the customer wherever they go and hence the development activity will be based on the way the sales executives will handle the customers and interact with them.
As the human resource executive will be going to the international location, the person needs to know the way the employees work in the new location. The employees need to know the culture of the place where Starbucks will transfer the employees and the person will be trained for that. The development activity will be based on the way to handle the employee grievances and help in increasing the employee engagement in the organization.
While implementing the success management plan, the human resource executive will be transferred to one of the outlet present in the Asian countries. The human resource executive who will be transferred to Asia is from North American origin and hence, the person should first learn the cultural differences between the two places and then should implement the practice in the organization. The human resource executive is responsible to keep peace among the employees the American speak things directly while the Asian employees believe in saying no softly (Purce). As the employees from North America will also be transferred to Asia, there is a huge chance of cultural indifference. Thus, the human resource executive should first need a training to know the culture that is prevalent in the Asian country.
The human resource executive can then think of a way so that the two cultures could be blended (Jackson, Schuler, and Jiang). Culture is something based on which problems can arise in the organization. There will be issues in the organization as the employees might not be ready to accept the culture of another country. The leadership skills will be tested in such a situation, as the person will be responsible to bring peace among the employees.
The human resource executive should also be trained about the language of the place where the person will be shifted (Budhwar and Debrah). Even though, English will be the common language of communication among the employees, knowing the local language will be advantageous for the human resource executive. The human resource executive will be able to communicate with the employees and the chance of retention will be more for Starbucks. The employees from the Asian countries will be able to connect with the work culture of the organization and they will serve the organization in a better manner.
The human resource executive should then be taught about the Asian employment laws that will be different from the employment laws that are applicable in North America. The person should know the policies and the laws and apply the laws to decide the wage for the employees in the company (Alfes et al). The human resource executive should know the exact calculations of the wages as per the law of the country so that the employees get the exact amount of wage (Brewster, Mayrhofer, and Michael).
Monitoring the plan for chief operating officer
The performance of the chief operating officer will be monitored on a daily as well as weekly basis. To monitor the training the work of the senior employees of all the departments will be supervised as the duty of supervising them has been given to the chief operating officer (Smith, Maull and Irene). Whether the functions if the organization is adhered to the polices will also be examined. The chief operating officer will be given the responsibility to implement policies after one month of the plan (Slack). The policies might not be implemented in the organization but the competency level of the person could be judged by the test (Zurich).
The area that has been assigned to the sales executive will be monitored to see whether the person is able to deliver the work. The feedback of the customers and the amount of sales will throw light on the performance of the sales executive while in training (Johnston and Marshall). Initially the person will be given task to make sales forecast that will be mock to test the abilities. Once the training will be in the advanced stage, the person will be responsible to make actual sales forecast. Monitoring the work of the sales executive will take some time as it will be dependent on the business of the organization (Eisingerich, Auh and Merlo).
Monitoring the performance of the human resource executive will be done in the new locations. In initial one month, the person will be trained in the home country. After that, the individual will be shifted to the new location. The person will be tested on regular basis to see whether the executive has been able to adopt the new culture (Sparrow, Brewster, and Chul). The person will be asked to find out solutions for certain employee issues after the training to get an idea the way the person will b able to handle the issues with the employees (Purce).
References
Alfes, Kerstin, et al. “The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.” The international journal of human resource management 24.2 (2013): 330-351.
Arnett, Dennis B., and C. Michael Wittmann. “Improving marketing success: The role of tacit knowledge exchange between sales and marketing.” Journal of Business Research 67.3 (2014): 324-331.
Brewster, Chris, Wolfgang Mayrhofer, and Michael Morley, eds. New Challenges for European Resource Management. Springer, 2016.
Budhwar, Pawan S., and Yaw A. Debrah, eds. Human resource management in developing countries. Routledge, 2013.
Eisingerich, Andreas B., Seigyoung Auh, and Omar Merlo. “Acta non verba? The role of customer participation and word of mouth in the relationship between service firms’ customer satisfaction and sales performance.” Journal of Service Research 17.1 (2014): 40-53.
Guenzi, Paolo, Artur Baldauf, and Nikolaos G. Panagopoulos. “The influence of formal and informal sales controls on customer-directed selling behaviors and sales unit effectiveness.” Industrial Marketing Management 43.5 (2014): 786-800.
Hitt, Michael A., Christina Matz Carnes, and Kai Xu. “A current view of resource based theory in operations management: A response to Bromiley and Rau.” Journal of Operations Management 41.10 (2016): 7e109.
Jackson, Susan E., Randall S. Schuler, and Kaifeng Jiang. “An aspirational framework for strategic human resource management.” The Academy of Management Annals 8.1 (2014): 1-56.
Johnston, Mark W., and Greg W. Marshall. Sales force management: Leadership, innovation, technology. Routledge, 2016.
Karlsson, Christer, ed. Research Methods for Operations Management. Routledge, 2016.
Lee, Hei-wai, and Crystal J. Scott. “Marketing or sales: the executive decision.” Journal of Business Strategy 36.5 (2015): 43-49.
Purce, John. “The impact of corporate strategy on human resource management.” New Perspectives on Human Resource Management (Routledge Revivals) 67 (2014).
Rogan, Michelle. “Executive departures without client losses: The role of multiplex ties in exchange partner retention.” Academy of Management Journal 57.2 (2014): 563-584.
Slack, Nigel. Operations strategy. John Wiley & Sons, Ltd, 2015.
Smith, Laura, Roger Maull, and Irene CL Ng. “Servitization and operations management: a service dominant-logic approach.” International Journal of Operations & Production Management 34.2 (2014): 242-269.
Sparrow, Paul, Chris Brewster, and Chul Chung. Globalizing human resource management. Routledge, 2016.
Talk, OM Major. “Operations management.” (2016).
Zurich, Lausanne Bern. “Service Operations and Management.” (2017).
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download