星巴克构建非凡周全的企业培训薪酬计划及人力资本系统（国外英文资料）.docVIP

星巴克构建特别全面的企业培训薪酬计划及人力资源体系（国外英文资料） Since starbucks is not a typical company, this is not a typical case study. This case is not focused on a single package or even whole package, but the investigation of the companys total compensation and human resource system is linked with business objectives, and how to strengthen the companys culture and values. The culture of the company. Values and the development of human resources system support business, ultimately helps to create a successful business stories, to treat employees no longer dependent on traditional concept. As we all know today, the starbucks coffee company was founded in 1987. The current chairman and chief executive is Howard? Schulz, who worked with the companys original founders from 1982 to 1985, bought the company. In 1987, starbucks had ten stores. The initial business plan was to promise to reach 125 stores within five years. Between 1982 and 1992, the company was a private enterprise, but it grew by an astonishing 80 per cent a year to 150 stores. In June 1992, the company went public and became the first successful company to list in the year. Today, starbucks is the owner of top-notch coffee makers, roasters and top-tier brands in North America. In North America. The UK and the Pacific rim has 1800 stores, and brill company (production of coffee ice cream) and Pepsi (called a rich pull pucci production of bottled coffee drinks) reached a strategic partnership. The fiscal year in 1997 was $967 million, up nearly 39% from the previous year. The company employs more than 25, 000 partners (the companys name for employees). The company aims to have more than 2,000 stores in North America by 2000. The companys mission is to make itself the worlds leading supplier of the best coffee in the world, and to maintain business principles in the course of development. The companys culture and values: human resources and compensation system of the driving factors Starbacks is a value driven company, a set of wi