星巴克构建非凡周全的薪酬计划及人力资本系统(国外英语资料).doc

星巴克构建特别全面的薪酬计划及人力资源体系(国外英语资料) Since Starbucks (related topics: Starbucks joined) is not a typical enterprise, so this is not a typical case study. This case is not focused on a single package or even the whole salary system, but on all the companys salary system and human resources and how business goals together, and how to strengthen the companys culture and values. The companys culture. Values and human resource systems support each others business and ultimately help create a successful corporate story that no longer relies on the traditional idea of dealing with employees. The company background, as we all know today, was founded in 1987 by Starbucks Coffee Co. The current chairman and chief executive officer is Howard Schultz, the founder? He was initially in 1982 to 1985 years with the company together, and later bought the company. In 1987, there were eleven stores in the Starbuck Corp. The initial business plan was to promise investors to reach 125 stores within five years. Between 1982 and 1992, the company remained privately owned, but grew at an astounding annual rate of 80% to 150 stores. In June 1992, the company went public and became the most successful company on its debut for the first time. Today, Starbuck Corp is a leading retailer of fine coffee in North America, a maker of baking and first class brands. In North america. Britain and the Pacific rim with 1800 stores, and the Brill company (the production of coffee ice cream) and Pepsi Co (a production called Fraser Rapp Hino bottled coffee drinks) reached a strategic partnership. Revenue in fiscal year 1997 was $967 million, an increase of almost 39% over the previous year. The company employs more than 25000 partners (the companys employee name). The company aims to have more than 2000 stores in North America by 2000. The companys mission is to become the worlds best supplier of the best coffee and to maintain business principles in the course of its development. The Starbuck Corps culture and