Critical Analysis Of The Current Performance Management Business Essay - Free Essay Example

To perform well in this assignment, you are expected to satisfy the assessment criteria identified in the matrix provided above. You should also research widely using a wide variety of articles relevant to the topic, with a minimum of ten (10) peer-reviewed scholarly journal articles. Wikipedia sources and other www source materials are not recognised as reliable reference sources. (For assistance in accessing such papers, students should access the CQU Librarys website.) Details Read the case study below. Provide an analysis of the case study below. Your paper should provide a critical analysis of the current performance management (PM) practices in the organisation. Your analysis should reflect current thinking and practice in international human resource management (IHRM) and the differentiating factors that warrant analysis in IHRM. It should include comment on the influencing functions such as staffing, training and development, employment relations, organisation and national culture and other relevant issues that may impact on the PM model. Do not answer the guide questions individually, but rather use them as a guide for your analysis, recommendations, if any, and conclusion. Global talent management at Standard Chartered Bank Standard Chartered bank has turned the emerging talent and skills shortage challenge around. Standard Chartered, an international retail and corporate bank with headquarters in London, derives 90 percent of its profits from emerging markets in Asia, Africa and the Middle East. With Standard Chartereds declared goal of measurably increasing leadership capacity by 2011, the bank faces major global HR challenges. An additional challenge is that it must recruit people from countries where there is a limited, often non-existent, pool of banking talent with the requisite skills and experience. Aware of the enormous talent management challenge, HR understands that the bank needs to create its own talent factory and do a number of critical things right. First, it needs the endorsement and emotional commitment of the CEO, regional business teams, and country CEOs. The talent management processes of acquiring, developing, and retaining people must become core strategic objectives of the bank and part of everything that managers do in every market in the world. Second, building a talent pool is a long-haul journey. For Standard Chartered, that translates into simple core processes, minimum standards, and reliable data so that managers can have acceptable country conversations on how to best manage talent in their part of the world. While introducing global standards and tools, managers in the emerging markets are given some latitudes to decide how to implement HR practices around talent. With 9 000 line managers, who tend to be rational and data-based bankers rather than touchy-feely types of people, an HR decision to focus on hard data as the source of action is a good fit. The result is a Human Capacity Scorecard, introduced in 2005. It has now grown to an extensive database that contains detailed work force information regarding the effectiveness of people processes and their impact on business performance for each business unit and country. The data are manage d through a Shared Service Centre in India. Employees are classified into one of four categories, ranging from high-potentials to underperformers. This helps managers better understand what they need to do to support their local talent and plan for the future talent needs of the bank. Third, because of the absence of skilled talent in the emerging markets in which they operate, Standard Chartered made the decision to focus on the strengths of its people (whether potential recruits or employees) rather than on traditional HR competency models. Since people perform best when they play to their strengths, it matches the strengths of its employees with the appropriate competency requirements of the positions to be filled. Finally, Standard Chartered uses a structured interview process to get leaders to play to their best skills, creates profiles to increase self-awareness, and offers coaching and self-help tools for improvement. Because leadership development is imperative for sus tainability, growth and a satisfied work force, they focus on the creation of an internal pipeline of people who can accelerate their personal development and assume leadership roles at a rapid pace. Combining executive commitment, standard processes, a data-driven Human Capital Scorecard, a focus on the strengths of its labour pool and an ongoing development of the leadership pipeline, HR is strategically managing the talent factory essential for the banks future success. Guild Questions 1. How does Standard Chartered Banks leadership development talent factory differ from traditional methods of developing leaders in Multi-National Enterprises (MNEs)? 2. What arguments would you put for or against Standard Chartered Banks process for acquiring, developing, and retaining employees to assume future leadership roles within the bank? 3. While Standard Chartered Bank has introduced global standards and tools, managers in the emerging markets are given some latitudes to decide how to implement HR practices around talent. Which HR practices would you recommend the bank standardise and which would you recommend allowing managers to vary in relation to managing talent in the banks emerging markets? 1.1 Human resources management: An historical perspective In order to find the first root of a working structure, we have to analyze the Middle-Ages. Indeed, Clermont Barnabà © (1981, pp.27-51) highlights the first traces of productivity and the delegation of duties at this time. It is hardly surprising that a certain notion of human resources management might have found. Indeed, we can highlight the first foundation of the working structure that we currently know with both status masters and serfs. However, this relation was not the more desirable for the serfs but it was possible to underline different social classes. Even though the concept of slave that we unfortunately know might seem quiet close of serf, there is a fundamental distinction because the latter enjoyed certain right that enables them to have a more favourable situation than the slaves; they were allowed to go to court, to participate to a contract and so forth (Microsoft Encarta, 2008). Moreover, the owners status depended upon the number of slaves what serfs was not and therefore, it shows us that they were considered more as the current concept of tools, machines, and so forth; included within the capital. At this period, a certain organization could be viewed with the development of guild a medieval association with two distinctions for merchants and craftsmen. (Microsoft Encarta, 2008) The organization inside is strictly hierarchical and controlled where three different classes of workers interacted. The master was at the top of the hierarchy but he was involved in the daily work with journeymen who were able to become a master in the future. Of course, they were at an intermediary level but the apprentice was at the bottom of the scale and occupied the worst position. This latter grade was compulsory. This association marked the real beginning of the human resources management because these three aforementioned classes formed a high close-knit group. Therefore, it was possible to emphasize a certain degree of specialisation in order t o produce and it enables them to interact between holders and workers. Talent management : art or science ? Fang Fang Li and Pierre Devos 16 Nevertheless, this situation evolved with the emergence of numerous events. Indeed, since the beginning of the 18th century, the new invention such as mechanization, the growing concentration within the towns, and the shift about organization for the production appeared. These new influences enable the transition from the domestic system to factory system. Indeed the mechanization does not enable workers to work at home anymore and a fundamental shift took place: the human moved through a defined location. The consequences for the human resources management were deep. Indeed, this period developed an interdependence of each position and duties. For instance, it was necessary to start and to finish the work more or less at the same time and therefore to set rules in order to develop an environment with a gathering of people. The human resourc es management knew during the second half of 20th century and during the first years of the 21st century a quiet growing evolution, highly diversified upon an international dimension and deep about the mentalities and/or relations between work and capital. Indeed the HRM is marked by the link between the respective interests for workers and the capital holders; these interests are rarely spontaneously convergent and sometimes quiet difficult to reconcile. This situation might be a source of tensions and frustration. (Leys, 2005) 1.2 Evolution of the Human resource function The evolution of HR function mainly experienced three stages: the personal department stage, the strategic human resource stage and talent management stage (Bersin, 2006). The graphic quoted from Bersins article named ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¢talent management, what is it? Why now?ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬- can illustrate these three stages quite clear. Talent management : art or science ? Fang Fang Li and Pierre Devos 17 Figure 3: Evolution of the HR Function (Resource from: talent management, what is it? Why now? Bersin, 2006) Stage 1: personal department The ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¢Personnel DepartmentÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬- was existed in organization during the 1970s and 1980s, which the business function was responsible for people. This department acted the role as hiring employees, pay for the salary, and make sure they had the necessary benefits. The systems which grew up to support this function were batch payroll systems. In this role, the personnel department was a well understood business function, the talent management is not involved as well as the human resource management. Stage 2: strategic human resource department During the 1980s and 1990s, the concepts of ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¢Strategic HRÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬- emerged. In this stage, people in the organizations realized the much larger function of HR: job role design, organization design, recruiting and training the best employees, ensuring they are high Talent management : art or science ? Fang Fang Li and Pierre Devos 18 performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Their activities also include carrying out the compensation packages including welfare, insurance, benefits, stock options and bonuses. In this role, the HR department became more than a business function: it is a business partner, reaching out to support lines of business, the emergence of the recruiting, training and performance management has some certain connected with the talent management. Stage 3: talent management We are now in the new stage: Talent Management. While strategic HR continues to be a major function, but more focus on a new set of strategic issues:  · How can we make our recruiting process more efficient and effective?  · How can we indentify the talents ability and potential, make sure they are put in the right position?  · How can we provide a learning organization that develops our talent?  · How can we reinforce our system and company culture to keep this talent? These new challenging issues require new processes and systems. It requires the integration between these processes and companys business strategy. Top leadership and HR involvement are essential, a talent mindset and capabilities must be embedded and sustained throughout the organization, and everyone in the organization should enlist in nurture and breed the talent. Creating and developing the talent through the process in this factory has become collective responsibility . The HR function is integrated with the business strategy in a real-time fashion. 1.3 A globally workforce trend When we come to the twenty-first century, the business environment has been completely ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¢reinventedÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬-. The increasingly sophisticated computers technology is just one of the core shifts in how companies operate and succeed. For most of the company, human resource has become the major source of value. In the knowledge-based economy of twenty-first Talent management : art or science ? Fang Fang Li and Pierre Devos 19 century, human capability determines the winner and loser in todays global markets. Indeed, it is a necessary condition for which companies depends on, compete for and success. For a growing number of companies, competitive advantage lies in the ability to create a profit driven not by cost efficiency but by the ideas and intellectual know-how. The idea, knowledge, and skills from these people give the potential to produce value for company. Even though more and more people and organizations have realized the i mportance of human capital in the company, they dedicated millions of money to build their human resource system and supporting HR management. However, many companies complain that they do not have talented employees in their companies. Indeed, Susan Rider (2008, p19) complains the difficulty to hire talent in her text ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¢a treasure of talentÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬- by saying: ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¢this (talent) has become a problem for managers in many industries, and is exacerbated by employers that donÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€¦Ã‚ ¸t take pains to vet their prospects.ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬- This situation of job-hopping is very common in most of companies or more globally in certain industries. One of the important reasons we think is the lack of attention paid on the shift of labor force market. There are three remarkable changes of the labor force market in a global level during the past decades. The nature of work is shifting The nature of the work shifts from the reliance of manual work towards to knowledge-based work. In other words, the primary value of a company has shifted from tangible to intangible assets. Over the last twenty years, along with the opening of new markets, the economy of the developed world has taken a revolution in the nature of work and where and how value is created. It has propelled fundamental changes in ways of working, the nature of production and value creation. Modern organizations own and employ fewer of the basic inputs of production than they did twenty years ago, and they generally produce a much smaller proportion of their output directly in their own facilities. As Peter Cheese mentioned in his new book ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¢The talent powered organizationÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬-, twenty-five years ago, eighty percent of a typical companys market value was based on its tangible assets, such as machinery and facilities. Only a small part of its value was attributed to intangible assets. Nevertheless, today things had been reversed. On average across all industries, only around twenty to thirty percent of value is attributable to tangible assets (Cheese, Talent management : art or science ? Fang Fang Li and Pierre Devos 20 2007). The greatest part of a typical companys value comes from intangibles, including its unique knowledge, capability, production process, service, logistic, marketing and relationships with clients and suppliers, its brand value and reputation. Almost all of these intangible assets are driven by human talent. That is why General Electric Company make its business slogan as ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¢great people plus great team is moneyÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬-. The CEO of GE company Jeff Immelt mentioned: The initiative we are driving now is organic growth, if that is your initiative, it doesnÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€¦Ã‚ ¸t make sense to be training people exactly the same way you trained the m in past. So we identified about 15 companies that had grown at three times the rate of GDP, and asked them what they had in common, it was five things: external focus, decisiveness, inclusiveness, risk-taking and domain expertise. So we reoriented the way we evaluate and train along those lines. (Colvin, 2006) As he suggested the focus on the competencies that are crucial to the companys future business needs rather than focus on broad area. Skill shortage and aging population In business world, the labor shortage is a highly contentious issue. Many human resource professionals pointed out a sl Adapted from Briscoe DR, Schuler RS, Claus L 2009. International Human Resource

Film Analysis The Curious Case Of Benjamin Button

Brendan Bullock Dr. Terri Hasseler LCS 230-A 20, October 2017 Midterm Examination Films Used in Questions: Question 1: The Curious Case of Benjamin Button Question 2: Frost/Nixon and Bicycle Thieves Question 3: Un Chien Andalou and Letters from Iwo Jima Question 4: Pan’s Labyrinth and Citizen Kane Question 1: In the intersecting film adaptation of The Curious Case of Benjamin Button, by David Fincher, the moral and setting differs from the original version that appears in F. Scott Fitzgerald’s â€Å"Tales of the Jazz Age.† However, both stories share the tale of a man aging backwards and his life until his time expires. Fitzgerald’s illustration of the story was a first person narrative that shows us, with a refreshing twist, that death†¦show more content†¦These two settings allow the third person narrative to take on a completely new aesthetic. Fincher uses a modern day setting in the first narrative shown and used Hurricane Katrina as a symbol for Daisy’s death and that it is rapidly approaching. Ben’s Diary is also symbolic for Daisy’s undying love for Ben. During these opening scenes, even on her deathbed, she wants to hear about his life one more time. Daisy is Benjamin’s love interest in the film and even though she is on he r deathbed, there is this theme throughout that â€Å"love lives on.† This is another adaptation from Fitzgerald’s version of Ben’s relationship with his love interest Hildegarde. Where Ben’s relationship with Hildegarde was existential in Fitzgerald’s depiction of it, Fincher took it a different direction and made Ben’s love with Daisy validate death. Another adaptation from the story is the scene where the car hit Daisy after she had chosen to be a dancer, ending her career but allowing their love story to continue. The next form of narration was a first person narrative. Benjamin narrates the remainder of the story as it comes directly from his diary. The voyage in the film as directed by Fincher leads us on this journey where Benjamin and Daisy’s epic love for each other never diminishes even through the struggle of Ben’s unique situation and death. In conclusion, the film adaptation was an intersecting type of adaptation from the â€Å"TalesShow MoreRelatedFilm Analysis Story vs. Film - Curious Case of Benjamin Button2193 Words   |  9 PagesFilm vs. Short Story Analysis– The Curious Case of Benjamin Button In reviewing the Paramount film adaptation of The Curious of Benjamin Button, directed by David Fincher and screenplay by Eric Roth, with the original story by F. Scott Fitzgerald, one may conclude that there are more differences than there are similarities. The film version does maintain the main premise of the story, in that, it tells the tale of a man born old that grew up to be young, a story on aging. I will attempt to provideRead MoreThe Style Of David Fincher s Se7en1386 Words   |  6 PagesCharacters xii 2.2.5 Background of Motivations and Objectives of Main Characters xiii 2.2.6 Flashbacks and Ending xiii 2.3. Acting, Art Direction and Costumes xiv 2.4. Cinematography xiv 2.5. Sound xv 2.6 Editing xvii 2.7. Style Contribution to the Film xviii 3. Conclusion xix References xxi Style of Se7en by David Fincher 1. Introduction The movie selected for this particular assignment was David Fincher’s Se7en, which is an adaptation of the screenplay written by Andrew Kevin Walker, the movieRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 PagesManaging Change 121 121 147 147 Text 3. Why Organizations Change Text Cohen †¢ Effective Behavior in Organizations, Seventh Edition 14. Initiating Change 174 174 Text iii Cases 221 221 225 The Consolidated Life Case: Caught Between Corporate Cultures Who’s in Charge? (The)(Jim)(Davis)(Case) Morin−Jarrell †¢ Driving Shareholder Value I. Valuation 229 229 253 279 1. The Value−Based Management Framework: An Overview 2. Why Value Value? 4. The Value Manager Harvard BusinessRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pages2000 (the collapse of the Soviet Union, the reunification of Germany, the surge of globalization from the mid-1990s) and afterward (9/11, or the global recession of 2008) when one could quite plausibly argue that a new era had begun. A compelling case can be made for viewing the decades of the global scramble for colonies after 1870 as a predictable culmination of the long nineteenth century, which was ushered in by the industrial and political revolutions of the late 1700s. But at the same timeRead MoreImpact of Science on Society38421 Words   |  154 Pageswhich aired in 1979, attracted one of the largest followings ever for a Public Broadcasting Station documentary series, and the companion book was a bestseller in both the UK and the US. The series, which took a year of research and another year to film at more than 100 locations in 22 countries, surveyed the history of technology and social change by tracing the evolution of eight major modern inventions: The atom bomb, telecommunications, computers, production lines, jet aircraft, plastics, rocketryRead MoreImpact of Science on Society38427 Words   |  154 Pageswhich aired in 1979, attracted one of the largest followings ever for a Public Broadcasting Station documentary series, and the companion book was a bestseller in both the UK and the US. The series, which took a year of research and another year to film at more than 100 locations in 22 countries, surveyed the history of technology and social change by tracing the evolution of eight major modern inventions: The atom bomb, telecommunications, computers, production lines, jet aircraft, plastics, rocketry

Mental Illness And The Black Community - 1194 Words

Conversations regarding mental health can often be a difficult topic to discuss openly. The Huffington Post provided readers with the opportunity to understand mental illness and intersectionality in the article, 4 Black Women Writers Get Honest About Mental Illness and Race. This article provides a different perspective on mental health as it looks at mental illness through the intersectionality of race and gender. In the article, four black women participate in an interview to discuss their experience with depression, bi-polar disorder, and ADHD and how it affects their lives as both black and woman identified beings. Discussions of mental health in the black community are rare as there is a negative view of mental illness. Hearing†¦show more content†¦To manage mental illness, the women all asserted that as writers, writing on different media outlets was their way of managing mental illness in addition to having a positive and supportive community. Zeba Blay claimed that she felt that her â€Å"illness is a burden, and †¦ on some level, isn’t black† (Blay, 2016). Blay feels as if she has to work harder to manage her illness in order to perform â€Å"normally†. For biographical work, which is defined as, â€Å"coming to terms with what the illness entails for identities and future plans, in response to the biographical disruption caused by chronic illness†, the women proclaim their realization of mental illness as something that shapes their identities (Donovan et al, 2012). Although the women understand their illness as a part of who they are, they often struggle to accept their illness and occasionally perceive it as a â€Å"personality flaw† (Blay, 2016). Intersectionality with race and gender is considered in the interview when the women highlight the narrative of the â€Å"strong, independent black woman† and how society expects black women to behave (Blay, 2016). The women feel as if they are not a llowed to feel melancholy or vulnerable and blame themselves for having an illness they cannot control. Depression, bi-polar disorder, and ADHD have impacted the women’s ability to â€Å"function† as they would like and requireShow MoreRelatedMental Illness And The Black Community Essay1180 Words   |  5 Pages Introduction Mental illness is and has always been a serious topic. But it has not always been taken as serious in the black community. From my research, scholars and medical professionals in the field of mental health spoke on the fact that mental illness is a stigma in the black community and the conversation of this is not happening. There are many factors that contributed to this. Factors such as the distrustRead MoreThe Problem Of Mental Illness858 Words   |  4 Pages Forget all the stereotypes of mental illness. It has no face. It has no particular victim. Mental illness can affect an individual from any background and the black community is no exception. African Americans sometimes experience even more severe forms of mental health conditions because of unmet needs and barriers to treatment. According to the Office of Minority Health, African Americans are 20 percent more likely to experience serious mental health problems than the general population. That’sRead MoreMovie Analysis : Buck 942 Words   |  4 Pagesthe debilitating effects mental illness can have on a family. This is evident as the reader witnesses what MK, the protagonist must deal with his mother’s mental instability and the impact her hospitalization has on the family. The novel mirrors the beliefs and attitudes concerning mental illness, forces one to reflect and empathize with the family’s issues. The theme of mental illness in Buck, like real life, exposes the impact of mental illness within the black community and more specifically inRead MoreThe Two Articles I Have Chosen For This Assignment Both1605 Words   |  7 Pageshave chosen for this assignment both focus on the stigma about mental illness in the black community and how to overcome it. The first article I will talk about does not use the rhetorical appeals in an effective way; whereas, article ii use the rhetorical appeals more successfully in order to persuade the audience to support his viewpoint. Article 1 The first article â€Å"The Truth About Overcoming Mental Illness in the Black Community† was written by Tamiya King. I believe the author wrote the articleRead MoreMental Health Crisis in the African American Community Essay1732 Words   |  7 PagesMental illness is an increasing problem in America. Currently about 26.2% of Americans suffer from a mental disorder. A mental illness/disorder is a medical condition that disrupts a person’s thinking, feeling, mood, and ability to relate to others and daily functions. Mental illness can affect humans of any age, race, gender and socioeconomic status. However the care that is needed to effectively cure and help the people affected by the illness is not equal for everyone here in American, especiallyRead MoreWhat Social Justice Issues Are You Most Passionate About And Why?888 Words   |  4 Pagesimmigrant, black woman and a first generation college student, I live the injustice I seek to remedy. Intersectionality is a cor nerstone of inclusive policy, yet there has been a systemic erasure of women of color in feminism throughout history, and systemic silencing of women in racial politics. As a Global Health student, I am passionate about the mental and physical health of women of color. My research argues racial, gendered, and economic oppression can directly cause mental illness, such asRead MoreJail Diversion Programs : Prison Diversion Program1434 Words   |  6 PagesDiversion Programs Aja Ferguson Chaminade University Jail Diversion Programs Introduction Jail diversion is a mental health platform explicitly premeditated to isolate and divert individuals with mental health, substance abuse disorders or both from the criminal justice system into a need-specific treatment in the mental health system. Specifically, the program provides linkages to community-based treatment and support services to assist the individual in reducing deviant behavior. For this reasonRead MoreStereotypes: Black Men are Prono to Violence1705 Words   |  7 PagesPeople from black communities are undoubtedly overrepresented in the forensic mental health system, this anomaly is impacted heavily by the fact that the system seriously disadvantages black people within their remit (Narco, 2007; Department of Health, 2003). African-Caribbean people are more likely to receive coercive forms of care, spend longer in hospital and experience greater rates of transfer to higher security facilities (NIMHE, 2003 cited in Vige, 2005). Figures show that, at each heightenedR ead MoreThe Virginia Department Of Juvenile Justice926 Words   |  4 Pageslocal and state juvenile justice systems dealing with their illness in correctional facilities (National Alliance on Mental Illness (NAMI), 2016; Shufelt Cocozza, 2006)? These are the national numbers. So what about in our own state of Virginia? The Virginia Department of Juvenile Justice (DJJ) conducted a study of juveniles in detention homes in 2002 and that found that more than 40% of males and almost 60% of females needed mental health services. As many as 7% of the males and 15% of theRead MoreAdvocacy for Diverse Clientele Essay1091 Words   |  5 Pages2014). The CAAW is a regional coalition of African American women with a goal of enhancing communities of Color in the Deep South. This organization shares information on the state of the African American community; informs and strategizes on how to access resources to support community development and restoration. They also focus on the empower ment, restoration, and development of black women as civic and community leaders. This organization works to develop the positive aspects of the African American

Starbucks purchasing management Essay Free Sample

Question: Describe about starbucks purchasing management. Answer: Starbucks was founded in the year 1971. So far it has over 23, 000 that operate in 64 countries(Starbucks, 2014). Its corporate headquarters are located in Seattle, Washington in the United States(Hoovers, 2007). These outlets provide food items, coffee drinks, teas, coffee beans and also coffee accessories. The company owns the best coffee brands in Seattle. This paper focusses on the purchasing management of Starbucks including supplier selection and the analysis of purchasing cost. Currently, Starbucks purchases coffee from more than 300,000 growers globally(Leslie Gruley, 2014). There exists an internal program known as C.A.F.E (Coffee and Farmers Equity) that assists in the selection process. It comprises of environmental, economic and social guidelines that offer support to the farmers and buyers ensuring that high quality is maintained, and there are long term business relationships. Failure to meet the minimal requirements set out in the guidelines, the supplier is not selected. Some of the issues that Starbucks is concerned with include full transparency by the suppliers of their ventures, processes, policies and company records. The suppliers should also comply with the local environmental regulations and laws conducting their operations in ways that preserve the natural resources. Seeing that Starbucks has over 50 million customers, and 23, 000 that operate in 64 countries, their costs are bound to be complex(Starbucks, 2014). Due to their rapid worldwide store expansion policy, their costs grew very high, and they had to come up with a strategy to put their costs and supply chain fundamentals in place. It made changes to its operations by reorganizing the organization of their supply chain, reducing costs to be able to serve and better execution and also lay a firm foundation for its future supply chain capability(Allison, 2010). The reorganization assisted Starbucks to make easier the supply chain functions. They were divided into four groups of planning, sourcing, making or delivering. Each of this groups was assigned duties to minimize costs and to improve on efficiencies. The group on sourcing identified the cost drivers, contracts in place with suppliers, prices they were paying for commodities and the logistic cost they were paying. The group on manufac turing rearranged their internal coffee processing plants. Their aim was to manufacture in the area where the product was sold. This would reduce transportation costs. A worldwide map of Starbucks transportation expenditure was built to form a single worldwide logistic system that allowed monitoring of the diverse supply chain. Starbucks continues to purchase coffee from self-reliant coffee growers. They have an aim to support coffee growers in research and development and also to share advancements and improvements in the production of coffee with their suppliers. The precise supplier selection process, the internal program known as C.A.F.E (Coffee and Farmers Equity), makes sure that the entire supply chain follows the environmental, ethical and social goals that Starbucks has established and requires from its suppliers. To attain the greatest cost benefits, Starbucks views the entire supply chain breaking it down into smallest constituents that can be handled efficiently and effectively. References Allison, M. (2010, May 15). Starbucks new growth strategy more revenue lower costs. Retrieved from Seattle Times: https://seattletimes.nwsource.com/html/businesstechnology/2011861321_starbucksstrategy16.html Hoovers. (2007, FEbruary 24). Starbucks. Retrieved from https://www.hoovers.com/starbucks/ID15745/free-cofactsheet.xhtml?cm_ven=Paidcm_cat=GGLcm_pla=MSTcm_ite=starbucks_market Leslie, P., Gruley, B. (2014, February 14). To Stop the Coffee Apocalypse, Starbucks Buys a Farm. Retrieved from Bloomberg: https://www.bloomberg.com/news/articles/2014-02-13/to-stop-the-coffee-apocalypse-starbucks-buys-a-farm Starbucks. (2014). Global Responsibility Report. Retrieved from Seattle: Starbucks: https://globalassets.starbucks.com/assets/ea2441eb7cf647bb8ce8bb40f75e267e.pdf