Performance Management in Pepsico

                                   PERFORMANCE AND          COMPENSATION PLANS AT STARBUCKS

Starbucks Corporation is an American coffee company and coffee house chain. Starbucks was founded in Seattle, Washington in 1971. As of early 2019, the company operates over 30,000 locations worldwide. Starbucks has been described as the main representative of "second wave coffee,"  particularly darkly roasted coffee. Starbucks locations serve hot and cold drinks, whole-bean coffee, micro ground instant coffee known as VIA, espresso, caffe latte, full- and loose-leaf teas including Teavana tea products,^[9] Evolution Fresh juices, Frappuccino beverages, La Boulange pastries, and snacks including items such as chips and crackers; some offerings (including their annual fall launch of the Pumpkin Spice Latte) are seasonal or specific to the locality of the store. Many stores sell pre-packaged food items, hot and cold sandwiches, and drinkware including mugs and tumblers; select "Starbucks Evenings" locations offer beer, wine, and appetizers.^[10] Starbucks-brand coffee, ice cream, and bottled cold coffee drinks are also sold at grocery stores.

STARBUCKS PERFORMANCE APPRAISAL-

A performance appraisal is a process of assessing how well employees are doing their jobs. Most employees and managers intensely dislike the performance appraisal process, however it is highly crucial in the workplace. In human resource planning, performance appraisals are used for career planning and for making termination decisions. Companies with poor performance appraisal systems face tremendous problems. Performance appraisals are used as a basis for compensation, promotion and training decisions.

There are two stages to do a performance appraisal. First is to measure the job performance, second is to share the feedback with the employees. Here at Starbucks, they use something called the customer comment card as a way to measure the job performance of their employees. Customer comment card is a survey questions answered by Starbucks customers about their thoughts on both Starbucks employees and services, and the products. This is a good way to measure the employees’ job performance because it is a very objective way. Generally, customers don’t know the employees personally. So, when customers share their thoughts about the employees, who the employee is will not matter to their opinion about the job performance. In many Starbucks in Jakarta, managers usually gives bonuses to employees that have scored great—more than 70 out of 100 in the customer comment card. Managers and retail employees (baristas and cashiers) are also measuring each other’s performances simply by doing an observation of how their workmates are doing at work. After doing so, company must provide a feedback, training as well as a reward to their workers. The feedback given is a 360-degree feedback. It means that both lower level manager (baristas and cashiers) and middle level manager (store manager) give feedbacks to each other. This method doesn’t really work on many companies, because not all people can accept a feedback. Especially if the feedback comes from their subordinates. In conclusion, Starbucks Coffee Company are really good at applying the performance appraisal methods to their human resource management. They have good way to measure the employees performance objectively, which is by having customer comment cards. Starbucks also has a good relationship between workmates so they can easily share feedback to improve each other’s job performance.

SEATTLE – In a letter sent to U.S. employees on Monday, Starbucks Chairman and CEO Howard Schultz discussed new compensation, health care benefits, scheduling commitments and dress code changes. He emphasized the company’s “ongoing commitment to make investments in our partners and share some new developments that reflect that commitment.”Those changes include an increase in the base pay of 5% or more for all employees and store managers at U.S. company-operated locations, effective October 3. When an employee reaches two years of continuous service with Starbucks, the company will double the annual award of Bean Stock, a program that offers stock in the company to employees.

Starbucks is also changing its benefits program and online benefits platform to allow employees to shop, compare and choose health coverage. Starting July 18, interactive tools on the site will let workers personalize their health coverage, select an insurance carrier and choose a coverage level that fits their needs, as well as a competitive price that fits their budget.

Schulz pledged support in helping employees with scheduling enough hours on a consistent basis. “While we have made progress over the years in providing more stability and consistency in scheduling, our field leaders are committed to make every effort to help you meet your specific scheduling needs, especially when it comes to ensuring your benefits eligibility going forward,” he wrote.

Starbucks will also be making changes to the company dress code to allow employees to bring their “whole self” to work, with some speculation that this may be a loosening of the company ban against “bright or unnatural” hair color. More details about the dress code will be released at the Partner Open Forum later this month.