Starbucks Job Analysis

7/24/2019 Starbucks Job Analysis

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Starbucks Barista

By: Breeze Fromm-Sarto, Brandon Morales,Oliver, David Savage, Angelina Ketcheva,

Warjas.



A. Job Description● Baristas personally connect with, laugh with and uplift th

our customers – even if just for a few moments. Their work go

handcrafting a perfectly made beverage; it’s about creating a

connection with every customer

Tasks:

●

Receive and process customer transactions● Prepare and serve beverages and food items

● Clean and sanitize work area, utensils and equipment

● Describe menu items to customers and suggest appealing produc

https://wfa.kronostm.com/index.jsp?locale=en_US&applicationName=StarbucksNonReqExt&SEQ=positionDetails&POSTING_ID=667441924

https://wfa.kronostm.com/index.jsp?locale=en_US&applicationName=StarbucksNonReqExt&SEQ=positionDetails&POSTING_ID=667441924



B. mission statement“To inspire and nurture the human spirit – one person, one cup an

neighborhood at a time”

With our partners, our coffee and our customers at our core, we l

values:

● Creating a culture of warmth and belonging, where everyone is

● Acting with courage, challenging the status quo and finding n

grow our company and each other.

● Being present, connecting with transparency, dignity and resp

● Delivering our very best in all we do, holding ourselves acco

results.

“We are performance driven, through the lens of humanity”



C. Connecting job description to the mission sta● First point of contact between business and cus

○ It is critical the first impression between barista and

upholds high standards of customer service

● Service to the customer○ Be prepared, act quickly, and understand the customer wa

● Environment

○ Work with a sense of purpose○ Enjoy interacting with customers and co-workers, as a pl

workplace reflects upon store



D. where does the job fit within the organizational ● This job is the foundation of the company in order to mai

and profit● Baristas are the first people to communicate with custome

strong positive relationships

Which organization structure is appropriate given your perspe

organization’s strategic direction?

Decentralized structure makes it easy for baristas to com

collaborate with shift supervisors and store managers



E. Job MPS and ScoresMPS: 129.76

Skill Variety: 3.33

Task Identity: 3.67

Task Significance: 3.33

Autonomy: 4

Feedback: 4

Understanding the different areas of a MPS can be u

see what is missing in a job. According to the scor

to increase would be task identity, skill variety,

feedback



F. BIG FIVE PERSONALITY TRAITS1. Openness

2. Conscientiousness

3. Extraversion

4. Agreeableness

5. Neuroticism

The incumbent was high on openness and conscientioulow on neuroticism and extraversion. This helped us

able to see that Starbucks wants to attract candida

are willing to learn, but also will be professional



G. problems with job description1. “No experience necessary”

2. “Contributes to positive team environment by re

alarms or changes in partner morale and perform

communicating them to the store manager”

3. “Comply with a dress code that prohibits displa

tattoos, piercings in excess of two per ear, anunnatural hair colors, such as blue or pink”

4. “Make handcrafted quality beverages”



H. solutions with job description1. Having a customer service background (i.e retai

food/beverage) experience would benefit the emp

2. Manager on duty should be surveying staff for p

employee morale and performance

3. Deters employees from self-expression

4. Training is insufficient for the quantity of be

offered



I. Job Description Adjustments1. 1 year of customer service experience is prefer

interacting with customers is a primary skill

2. Awareness of teams

3. No tattoos or piercings that display profane ma

deemed inappropriate by hiring manager

4. Be prepared to handle diverse beverage menu



J. KSAO’s● Ideal KSAOs for the candidate would include:

Communication skills, ability to work in a team

multitask, customer service skills, previous ba

experience

● These KSAOs are fundamental to do well on the j

should be used as a reference when assessing an

candidate's skills in the hiring process



● Reliability and Validity○ Reference Checks

● Legal Standards○ Emphasize the importance of diversity

○ Emphasize their dedication equality

● Info Gathering○ Background Checks

○ Drug Tests

● Employment Tests○ Personality tests

● Interviews

○ Using Structured Interview, Situational Interviews, and

Description Interview

J. KSAO’s continued



k. how to validate your selection testing methodthe interview process● Compare the candidate's’ job performance with t

employees who used different selection tests an

been hired

● Test new candidates after the training process

determine if their job performance is optimal, menu tests

● After the first two weeks, have a progress eval

with the new hire to see if they are meeting th

standards and what area(s) they need developmen



L. Example Interview Questions1) During a rush period you have customers waiting

and receiving drinks at the same time, how woulhandle the two stations?

2) What would you do if you had a conflict with a

worker?

3) If a customer has a complaint what are the step

would take to rectify the situation?4) Give me an example of a time you went above and

help a co-worker.

5) What do you think is the most important skill f

Starbucks barista to have?



M. How would you use the job description and job analysis conductthe multiple hurdle model, the compensatory model?

● Based on our job analysis conducted, Starbucks

do not complete assessment tests that are neede

properly evaluate their skill set

● Just based on scores applicants can be deemed u

the barista position



N.How would you use these tools to assist in communicatdecision?● If candidates did not fit into the big five tra

necessary for the job, explain to them where th

fit

● Let incumbents know if they didn’t meet certain

requirements based on tests scores from the ass

and interview questions and answers



How can you better use job analysis and job descriptions in stmanagement of your human resources as well as your own ca

● A good job analysis and job description can hel

identify what a specific job requires. Meaning

good job description hopefully employers will a

well-matched applicants and hopefully candidate

able to realistically see if their skills will

a good fit.

● Analyzing a job allows employers to be able to

they can improve the job in order to have satis

employees.



questions? comments? concerns?

Documents

Starbucks Job Analysis