Explain the likely benefits to Starbucks of its induction (orientation) training programme
One benefit to Starbucks of its induction training programme is that all of their employees have all of the skills and knowledge they need. By sharing with their employees why they have such a strong passion for coffee their employees gain a passion for coffee which then helps them gain much more passion for their job. When customers come in to a Starbucks and they can see the passion that their staff have for coffee it makes them feel more comfortable in that environment and because they have had such a positive customer experience it makes them want to come back and also recommend Starbucks to their friends and family increasing the number of potential new and repeat customers. Another benefit to Starbucks of its induction training programme is that its employees feel like they are part of the team and not at a great disadvantage with their lack of experience. This benefits Starbucks as their employees settle into their roles extremely quickly and come out of their shells much faster than what they may do otherwise allowing them to get the most out of their employees from very early on as all employees who feel like they are part of the team and accepted by everyone in the team settle in to their new role in their new job much faster than employees who don’t feel like they are part of the team and that not many people in the team like them.

Discuss the differences between the types of training that would be most appropriate for developing the effectiveness of a barista and a new store manager at Starbucks
One difference between the types of training that would be most appropriate for developing the effectiveness of a barista and a new store manager at Starbucks is that baristas need more interpersonal skills and a greater knowledge of coffee and passion for coffee whereas store managers need more problem solving and leadership skills. It would be inappropriate, ineffective and pointless for baristas and store managers to receive the same training as the knowledge and skills they need in order to be able to do their jobs to the best of their abilities and to Starbucks standards and expectations are noticeably different. They need different knowledge about the business and also need different training to use very different equipment. Another key difference between the types of training that would be most appropriate for developing the effectiveness of a barista and a new store manager at Starbucks is that the equipment which a barista uses daily is very different from the equipment which a store manager uses on a daily basis. It would be inappropriate for a barista to be trained how to use the equipment that the store manager to be trained how to use the equipment that the store manager will be using and for a store manager to be trained how to use the equipment that a barista will be using. The most appropriate training for developing the effectiveness of a barista would be training that focuses purely on the passion which Starbucks has for coffee so that they can gain the same passion for coffee as well as a core understanding of their main product. The baristas training must also focus on developing their leadership skills as well as the equipment which they will be using on a daily basis. The most appropriate training for developing the effectiveness of a store manager would be training that focuses on Starbucks passion and understanding of coffee so that they also gain a passion for coffee and a full understanding of it. A store managers training must also focus very much on business and communication skills including computer skills, resolving conflicts skills and also management training as these skills are key for a store manager being able to manage their store effectively and smoothly as possible.