Basic Concepts of Performance Management of Starbucks

Need for continuous learning and professional development to drive sustainable business performance

Continuous professional development simply means to pursuing and documenting of talent and experience which helps the professional to enhance their creativity. This is the reflection of individual's learning, experience then execute (McKenzie, van Winkelen and Grewal, 2011). Management of Whirlpool is required to have consistent learning in order to have the best life demands. Continuous learning at workplace covers over-viewing of re-assessing theories, tools, practices, values and individual's experience. Management is required to improve its workplace by inserting new standards. For executing this, there is a need to implement continuous learning system along with professional development approach. Hereunder, there are some of the CPD procedures mentioned:

Make Employees for Unexpected: This kind of learning style helps workers of Whirlpool for executing unbelievable changes. Via continuous learning, firm could smoothly run operations and also grab opportunities from the market.

Improve brand reputation: At constant learning, management of the cited company could enhance and emerge their operations and started to get recommendation gathered from the market. It also enables to get opportunities for learning new skills.

This enables opportunities to prosper and learn new knowledge and skills accordingly.

Competence direct to confidence: There is diverse learning which provides an effective viability that would enhance workers confidence. Moreover, management of the cited company face challenges which would enable to explore new creativity for competing its competence.

Sustain in market: CPD assist the cited company for sustaining their reputation in the competitive market and stick under the appliance industry (DuFour and DuFour, 2013). For operating effectively, company needs to cooperate the market ad pace up with the trend and technology. Whirlpool is required to learn approaches in order sustain in the market.

Henceforth, it is useful for the firm to implement CPD learning process in the workplace for meeting competitive outcome and learning advance competences.

Understanding of how HPW contributes to employee engagement and competitive advantage

The concept of high performance working assists the workers to keep motivated and committed toward work. This is an approach to manage company that focus on inspiring more effective employee involvement and commitment in order to attain higher performance working level. This is designed to enhance worker discretionary action put into their performance to entirely optimise skills that an organisation possesses (Duffield and Whitty, 2015). Generally, this method is about improving a culture which has open lines, more transparency and open interaction among workers. It is all about dissolving traditional hierarchal framework which numerous organisation still opt and beside this, develop a flat framework where employee are more engaged, committed and share common vision and commitment of Starbucks. There are mentioned some of high performance outcome which lead to worker engagement and create competitive edge:

• Better employee behaviour: Employee become responsible for improving the products, services and procedure of Starbucks in their high performance working environment (Hu and Liden, 2011). The culture promotes the vision which is beneficial for organisation as well as their workers. Thus, it emphasise over innovative practices and creative ideas along with worker opinions which overall enhance the outcome productivity and engagement of worker in Starbucks's practices.
• Effective Cooperation: Employee of Starbucks under HPW coordinates with their members of team, internal and extrinsic individuals of organisation including supplier, consumer and colleagues (Esposito, Berlin and Lal, 2012). It opens creative activities in Starbucks and develop effective value chain which can assist in efficient operation functioning and increase their competitive edge. Entire practices are operated in context of their worker to develop their engagement in workplace activities which lead to value added services delivery and competitive advantage to organisation.
• Effective financial results: Achieving high performance culture lead to enhancement in financial outcomes through delivering the best services and gaining consumer as well as employee loyalty toward the brand (Ruch, 2011). Hence, Starbucks can meet optimum results through performing effective operations and attain the competitive edge relatively.

Hence, it can see that high performing culture and workplace of Starbucks promote not only organisation in meeting their standard outcome but also aid organisation in earning employee loyalty and enhancing employee engagement in the workplace activities that lead to better outcomes. This is the cause why Starbucks in one of the popular Coffee chain worldwide.

Different approaches to performance management (e.g. collaborative working)

Performance management is refer to the procedure optimised for developing entire worker performance concerning to definite target of organisation. An effective and efficient performance administration play significant role in enterprise like Starbucks and managing their employee (7 Reasons Why Continuous Learning is Important, 2017). More interaction is the core impact of this approach along with power forces, team and relations among members that work to accomplish the task outcome. Key purpose of this is to develop the performance, productivity, gain worker loyalty, retention, create clear accountability and cost benefits within Starbucks as this is essential to meeting standard benchmark to achieve success (Ford, 2014) (Hsu and et. al., 2012).

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Need of Performance Management

It is one of the essential management approaches which is required for efficient time and energy investment of organization. One of the most essential cause of opting this method in Starbucks is that this help in attaining better return on investment of company. There are numerous benefits of using performance management approach as this is an effective tool to monitor he issues which are incurring emerging in organization. It also help in carry out focused appraisal, effective goal setting and create transparent workplace within organization..

Types of Performance Management

• Collaborative Working: As per this technique, the workforce performs at its best ad deliver more efficient outcome out of their performed practices (Mosadeghrad, 2015). In this, members of team perform their work in collaborative way for attaining their targeted outcome (Flint, Zisook and Fisher, 2011). To meet the shared commitment, goals and vision and establish more transparent communication, this approach is more suitable for organization like Starbucks. The approach also promotes innovative and productive work as well as worker engagement in decision making procedure.
• Behavioral approaches: Under this, administration framework lies on the concept that a company can get accurate staff working level grounds on advisable behavior verification. Worker at Starbucks receive direct appreciation or clarification of their expected attribute. Various certain procedure are followed in this report for e.g. such worker can be expected to meet the designed flow charts, routines that aims to improve Starbucks‘s worker decision making.
• Attribute approaches: This approach aims on the particular business scope which consist of numerous attributes and behavior believed which are suggestible for achieving success Attribute approach can be refer to determination of many knowledge, skills and qualities i.e. assessed to pursue accomplishment in Starbucks. This focus on measurements goals and outcome of objectives performed in workplace by teams.
• Comparative approaches: This method consists of ranking an employee's performance in context of their other worker (Holden and et. al., 2012). Few techniques of this approach are forced distribution method, graphic rating measurement, paired comparison etc. The technique is outlined in incurrence of Starbucks within a certain staff group associated with specific work profile.

After studying entire mentioned approach, this can state that Starbucks, in order to support employee engagement should focus on collaborative performance management approaches as this offers motivation of employee, emphasize on better efficiency, environment, quality of work and assist in sharing same vision to meet the set outcome.

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CONCLUSION

This can propound from the above mentioned report that it is requisite for an organisation to improve their individual, team and company itself in order to sustain in market and achieve competitive edge. An HR is one of the crucial players of an organisation who is liable for handling and managing enterprise's personnel and related practices. Hence, there are certain skills, behaviour and knowledge which are essential within the individual to perform the respected functions and roles of company. In order to identify weaknesses and strengths, an individual can use personal skill audit method. To improve indentified drawbacks, personal development plan is effective process which can help one in improving the weaker areas within determined period of time. Also, through creating high performance working environment and culture, a firm can maximise their potential outcome and can get optimum utilisation of resources. Using an effective performance management, enterprise can assess their current skills and enlarge their outcome by reaching to the standard outcome.