Sheraz Rafique

L1: KNOW HOW HUMAN RESOURCES ARE MANAGED Task 1: Recruitment Documentation Used In Starbucks RECRUITMENT AND HIRING: The term “Recruitment” means hiring and induction of people for the smooth and effective working of the organization in a going-concern manner during the long-term. Recruitment process involves a lot of legal and documented framework which is mandatory for the selection on merit. The qualified and experienced people can be found only if the selection is done on merit then right people at the right time with the right knowledge about the job and at the right place is ensured which is the most difficult task in hiring of employees. Hiring is not the piece of cake as it involved a lot of precautions and legal matters but if the matter of hiring in public sector is involved then all the legal framework can be bypassed and few steps may be followed which are necessary to avoid any kind of delay in induction. The recruitment documentation which shows the number of personal characteristics and skills which will enable them to carry out their role. The roles which are mandatory for the performance comprises of friendliness, attention to detail, a commitment to providing customer service and an ability to work in a fast-paced environment so that the customer dealing should be carried out more effectively and timely. The first stage of recruitment should be a decision regarding a role or person specifications in order to establish the skills and attributes necessary for the role. Successful recruitment, selection and retention must be aligned in order to achieve the strategic objectives set by the firm. Precarious measure must be taken to establish the care and consideration to the most suitable recruitment and selection methods in order to ensure that they should attract the best potential candidates and organizational loyalty will retain them. RECRUITMENT REQUIREMENTS: The requirements which are mentioned as the documents which are mandatory in the recruitment process includes; a. QUALIFICATIONS / EDUCATION / TRAINING: Recruitment documents which are prerequisite for the application approval for the relevant post with the relevant qualification, education and training. This is the most important phase of the recruitment process because these documents enable the organization to select the most appropriate contestant for the post and then short-listing of candidates is successfully done. b. EXPERIENCE: Experience certificates show the years of experience and field of specialization in which the list of successful candidates who qualify in accordance with the relevant number of years in experience as well as the area of specialization in which the perfect candidates list is capable of doing work with excellence and without the prior need of training and development. This helps the organization to reduce the cost which will be involved in the training and development of the organization. c. KNOWLEDGE: Knowledge also matters a lot in the recruitment process. Knowledge is something what cannot be snatched, theft and taken by coercion or without your prior permission. Knowledge is the only thing that makes you diversify and it makes you different than other if the comparison is done for any work which is supposed to be done with perfection then knowledge and professional experience prior to that work is always preferred. d. SKILLS AND COMPETENCIES Skills is another benchmark which is judged and marked for the performance of specific or normal job. Skill makes the perfect candidate more appropriate to perform the task. When any task which is specially required on the basis of certain skill, then the person who has that relevant skill is always preferred. For example, if the company requires to perform the task of conversion of data collected in response of some research then the person who knows and have skill of transforming the collected data into the meaningful way in order to make it useful for decision making process. Competency means the perfection in the work which is assigned. Noone can achieve competency without concentration and determination. So, whenever organization make a decision regarding the hiring of person, competencies are also the core concentration in the profile of the potential employee. So, short-listing process also carry this search while comparing different profiles in the hiring process which makes the hiring process more lengthy and best in approach. e PERSONAL ATTRIBUTES Another core requirement of the recruitment may be the personal attributes like strong personal relations, height, hobbies, fitness, sports, etc. Personal attributes are mostly judged in the interview process but are evaluated sometimes at the start of recruitment process through filing of form for the job application. Task 2: IMPORTANCE OF EMPLOYABILITY , AND PERSONAL SKILLS IN RETENTION AND RECRUITMENT EMPLOYABILITY Employability is the personality trait of a person which enables him or her to hire a person or to take a desired work from a person without making him annoyed and with minimum employment of resources and in minimum possible time (it can be very less than the expected time i.e. 2 year syllabus should be finished in 1 month or 15 days or in 3 hours.). This is the special quality of the person who is in a position to recruit the person on permanent basis or hire a person on daily wages or temporary basis. Employability also comprises of understanding of psychological patterns and behaviors of the people because the most unpredictable in the entire nature is human being. Human being has a free will and he or she does whatever the moods are. So, if we are being judgmental about the person and that person is totally opposite in real life which is his personality and our judgement was totally wrong then wrong decisions or perceptions along with the negative behavior towards that person becomes natural and documented thing. On the basis of that perception, wrong Annual Confidential Report (ACR) is written which makes the future of a very bright person in actual very bad or sometimes stuck the most talented and bright person of the organization. So, Actual capital of the organization is the Human Capital. Human capital means the most talented, trained and skilled person of the organization whose intellect is extraordinary and that person can resolve almost every issue of his field as well as other fields in the office environment with minimum use of internal resources and maximum use of external resources. PERSONAL SKILLS Personal skills are the most important personality trait of the potential employee or even the existing employee. A human being can develop any personality skill with the help of guidance in the right direction, with the right method and technique, by the right person at the right time and place. So, whatever personality skill needs to develop needs hard work and dedication towards the goal set for achievement. One must be so determined to achieve the desired goal that he or her should not think on any other source or any other work or any other occasion. Luck does not mean to be dead sure but luck can be changed by God with the help of donation and praising the God with the praising of his creature at any cost. Well that is the spiritual benefit and a complete code and system. While pursuing for the professional career in an organization, It is very important to have personal skills set which is prerequisite for the success in one job. If that skill set is gone missing and you have only one person whom you know him or her, then that person will be selected for sure. Every job is advertised with the requirement of specific or general personal skill set and that skill set is determined exactly in accordance to the type of work which will be performed in that job. Then this makes it easy to determine whether which personal skills will be required for which position and which personal skill is required to which post. So, no job advertisement or recruitment process can be fulfilled in any way pass. L2: PURPOSE OF MANAGING PHYSICAL & TECHNOLOGICAL RESOURCES Task 3: Main Physical & Technical Resources PHYSICAL RESOURCES OF STARBUCKS: a BUILDING & FACILITIES Starbucks has 28,218 stores in accordance with the data of 2018. Starbucks stores are located in all the major cities of the developed countries at least. In a single major city like new york, London, Paris, Sydney etc., at least 220 stores are located to cover at least total population of the city in such a way that the nearest location can be visited for getting the Coffee from Starbucks and people feel it as a status conscious and claim it as status quo. Its stores are spread all over the world especially in United States. The detailed table is as follows C o u n tr y N um ber of o u tle ts C o u n tr y U n it e d S t a t e s C h in a Canada Japan S ou t h K or e a U n it e d K in g d o m M e x ic o T urkey T a iw a n I n d o n e s ia P h ilip p in e s T h a ila n d M a la y s ia H ong K ong / M a ca u U A E – Dubai S a u d i A r a b ia F r ance G erm any K u w a it S p a in A r g e n t in a S in g a p o r e I n d ia R u s s ia C h ile B r a z il Peru N e t h e r la n d s I r e la n d P o la n d S w it z e r la n d V ie t n a m R o m a n ia A u s t r a lia C z e c h R e p u b lic L e b a non Egy pt Q atar C o lo m b ia B a h r a in G r e e ce 1 4 ,7 5 8 3 ,6 8 4 1 ,5 4 2 1 ,4 1 5 1 ,- N um ber o f o u tle ts P u e r t o R ic o 26 B e lg iu m 26 Hungary 26 Jor d a n 23 N or w a y 23 N e w Z e a la n d 22 P or t u g a l 20 Denm ark 19 A u s t r ia 19 K azak hstan 18 C a m b o d ia 15 C o s t a R ic a 14 O m an 14 Sw eden 14 B u lg a r ia 13 Cy prus 13 Baham as 12 E l S a lv a d o r 12 S o u t h A fr ic a 12 M or occo 11 O ther 11 G u a t e m a la 9 P anam a 9 F in la n d 8 T r in id a d a n d T o b a g o 7 S w it z e r la n d 7 J a m a ic a 6 U ruguay 5 S lo v a k ia 5 A ruba 4 B o liv ia 4 Brunei 4 A z e r b a ija n 4 C u r acao 3 I t a ly 3 L u x e m b ou r g 3 M ona co 2 A nd or r a 1