Human Resource Management Assessment 2

This report outlines appropriate HR strategies for Deliveroo, including change management, leadership development, and staffing. It also discusses principles, models, and theories of HRM and IHRM.

Human Resource
Management Assessment 2

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explaining HR strategies to be developed..................................................................................3
Strategies chosen will make the team members valued, appreciated and develop a sense of
belongingness in the organization...............................................................................................5
Principles, model and models of HRM and IHRM theories\......................................................7
Recommendations.......................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management refers to the process of recruiting, hiring and selecting the
efficient staff in the organization. It manages the employees and assets of the company which
makes the company to do smooth work. Deliveroo company is an online food delivery company
which delivers the food to their customers. This company was founded Will Shu and Greg
Orlowski in year 2013 in London. This report will outline the appropriate Human resource
strategies which helps in the development of the areas like staffing, change in management etc.
Further it will outline the chosen strategies which makes the team members valued, appreciated
and develop a sense of belongingness in the company. At last this report will outline the critical
appreciation of the principles, models and concept of current HRM and IHRM theories.
MAIN BODY
Explaining HR strategies to be developed
Change management
Change management is systematic procedure through transformations re dealt with in
company's goals and processes. To have effective change management so that all employees
accept change whole-heartedly, Deliveroo has adopted the model of Kotter’s Theory of Change
Management. This model has eight steps through which change can be implemented in company
(Galli, 2018). Initially, an urgency plan is developed by Deliveroo in which potential threats are
identified which arise in the future, then examining opportunities by bringing in change and
making discussions with employees about prevalent issues. Second step involves examining key
leaders that can be committed to bring change and forming strong coalition for working. Further,
core values and strategies are developed to realize the change. Such vision and strategies are then
communicated and al issues and concerns of employees are handled. Next, it can be made sure
that all processes and structure are in place and obstacles are removed by checking barriers who
resist change. Furthermore, short-term win targets can be set up in order to give a feeling of
victory and finally discussing success stories to have more opportunities and ensuring complete
support from company leaders.
Kotter's model is very efficient in bringing in change in Deliveroo because it is very
simple model with clear steps and descriptions (Jayatilleke and Lai, 2018). The focus of this

model is on involving and accepting all employees in the success of change, further, it helps in
preparing acceptability for change instead of actual change process. However, this process is
little time-consuming and discourages participation. Change can also bring frustration and
dissatisfaction among employees.
Leadership Development
A leadership strategy of Collaborative leadership is adopted by Deliveroo in order to
enhance performance of employees & making them feel engaged and connected through
collaborative work (Stosich, 2020). This strategy is developed so that all employees work
together in cohesive manner in a team to make decisions which will help in keeping company
thriving. Such strategy will aid company to replace old method of top-down leadership where top
management used to make decisions and implement them on lower level management and
executives. Further, each individual has a set of skills, talents and expertise through which they
can take certain decisions which will be beneficial for Deliveroo.
Top leaders of each department can collaboratively take decisions after having proper
consultation with each individual. Such discussion enhances interpersonal relationship among
employees. Staff members feel motivated which promotes shared responsibility and
accountability in company. By implementing collaborative leadership, top leaders can clarify
common purpose and keeping communication lines open by appreciating view points and
opinions of each individual. A manager should keep his ego and attitude at side and carefully
listen to ideas and opinions of employees and try to incorporate them in management. Such
strategy is acceptable by employees as well because it is less directive, inspire people to engage
in different ways and interact with all individuals (Hsieh and Liou, 2018). Now-a-days,
employees are talented and innovative to provide excellent ideas which can feasible and
profitable for company.
Staffing: Recruitment and availability of the skilled local labour
Human Resource strategies can be deployed and developed by this area that is staffing
the skilled labour in the organization. The strategy used to develop the skilled staffing is Social
media Recruitment (Hu and et.al., 2018). This strategy is can be used by the Deliveroo company
to recruit the best and skilled labour. As social media recruiting has a great rise and people also
search the jobs online. If the organization has to appoint and recruit the best employees they can
advertise the vacancy on the social media. Social media has earned the great popularity among

the people in the society. It creates the lots of opportunities and awareness for the organization to
recruit and hire the best talent. The organization can also assign the best HR team to search the
top talented persons and make them encouraged to join their organization. The company can post
various pictures on the internet which makes the people attracted and know about that company
and its progress. The cited company has to create a good reputation and connection on the sites
of social media and advertise the company as much as required. There are some sites on social
media which shows the vacancies for the job like LinkedIn, Nokari.com etc. which makes the
person aware about the jobs vacant. People on these sites upload their resume which makes
easier for Human resource management to find the best candidates having great skills. By this
they can select the person and recruit them in their organization.
Strategies chosen will make the team members valued, appreciated and develop a sense of
belongingness in the organization
Kotter's model strategy: As this model has eight steps by which changes can be adopted
by the management. In this model company can identify the opportunities and threats and bring
changes in the management of the company. The team members of the Deliveroo will be
appreciated by taking changes in the company. For making the changes in the organization the
team members can participate in the decision-making of the company which makes them feel
value in the organization. By reducing the barriers and obstacles from the work of the employees
it makes them feel appreciated and relaxed towards their work. As this model decide the targets
for their staff, the organization should give rewards it they are achieving the targets of the
company by the changes in the system of the management which makes them appreciated and
creates the sense of belongingness in the organization. The positive appreciation makes the
employees to do better work in the company. By appreciating and valued by the organization it
makes the employees to adopt the changes in the management. If the employees are not valued
and appreciated they will react negatively towards the changes done by the management and they
will feel like that the organization is taking use of their skills only without appreciating their
skills. So, the cited organization must develop a sense of belongingness in the organization
which makes their employees feel valued and appreciated.
Collaborative Leadership Strategy: Leadership area has adopted the collaborative
strategy to make their team members valued, appreciated and develop a sense of belongingness
in the organization (Zhang and et.al., 2020). This strategy will help the team members to make a

decision regarding any project or task on which the company is working. By removing the old
method of top-down leadership and adopting collaborative Leadership it makes the members of
the company being valued and appreciated (Labour Force Skills and Human Resource
Management: A Local Economy Perspective, 2021). This strategy creates the interpersonal skills
among the team members of the Deliveroo. By taking part with the top leaders while making the
decision-making the employees feel valued in the organization. Sometimes the decisions can be
made by the team members and company takes their decision than the top leaders can appreciate
their employees for making the best decision for their company. The managers of the company
must listen to the new ideas from their team members or employees which makes them feel
valued in the entity. Manager of the company should not ignore the ideas and decisions of the
employees because it makes them devalued in the organization. The organization can give their
team workers training by which they can give better decisions to the entity. By taking the
talented employees or by providing training makes the employees being appreciated, valued and
develops a sense of belongingness in the Deliveroo and company can increase its profitability by
having better decision for doing work.
Social media recruitment strategy: In this strategy the employees are recruited by the
Human Resource team through social media. The new employees recruited by the HR
management must be trained by them in the organization. The managers can make them feel
comfort and relaxed in the organization as they are the new team members. They must encourage
the efforts of their new employees in the business organization. By encouraging the efforts of the
team members it makes them feel valued and appreciated in their work. It facilitates the growth
and creates the opportunity by showing gratitude towards the work of the teams members. If the
employees are not valued in the organization this makes them feel discourage to do work in the
organization. The new employees recruited by the HR team must connect with the objectives of
the Deliveroo and must focus on the work what company actually want from them. The
organization must give the rewards or appreciation to their team members which develops the
sense of belongingness in the business organization. There must be clear communication
between the managers and team members which makes them feel comfort in their new job. Any
problems faced by the employees should be solved by the company's manager which makes them
feel valued in the organization. By making the part of the conversation for nay decision it makes

the new employees or team members feel appreciated and it develops the sense of belongingness
in the entity.
Principles, model and models of HRM and IHRM theories\
Principles of Human Resource Management: The human resource management has
various principles like principle of scientific selection, principle of effective communication,
principles of maximum individual development, principle of team spirit, principle of high morale
etc. which helps human resource management to work effectively and efficiently business
organization. Deliveroo can use these principles for the better management of work which
increases the profitability of the company.
Models and concepts of the current HRM: The models and concept of the human
resource management as these models provides the framework to the management which are as
follows:
1. The Fomburn model: According to Guest (2017) in this model of human
resource management it focuses on the four management functions and do the
selection of the employees, appraise the members, develop the employees and
give them reward for achieving the objective of the organization. This model is
somehow incomplete as shows and focuses on only the four functions of the
management and ignore the other functions and factors related to the
management. Organization having different and variety of products can manage
their work according to that. Deliveroo can use this model of human resource
management which helps them in proper selection, appraisal, development and
providing rewards to their employees. As this model is based on the strategic
control and system for the management of the people which manages the work in
the business organization.
2. The Guest Model: According to Tiwari, Srivastava and Kumar (2019) this model
was developed by David Guest in the year 1997 and it is considered as the best
and superior models from the other models of the human resource management.
This model focus on the specific strategies to start the work in the organization.
The practices performed will result in the outcomes which includes the
behavioural, performance, and outcomes related to the finance. This model
includes the six factors that is Human Resource Strategy, Human Resource

outcomes, Behavioural outcomes, performance outcomes and outcomes related to
the finance the cited organization can use this model as this model is superior
model and gives the six types of outcomes which helps the company have the
proper management.
Theories of International Human Resource Management:
International human resource management is the system used by the company which
helps them to manage the activities related to human resources at an international level. This
helps the organization to bring global employees to work with the company. There are three
theories of the International Human Resource management which are strategic theory,
descriptive theory and normative theory.
Strategic Theory: According to Cooke and et.al., (2019) In this theory of the
international human resource there is the checking and study of the correlations between the
means and the ends. This theory includes the threat of using of the force for achieving the
objectives of the company and to increase the profits of the company. Deliveroo must use this
theory of International Human resource management which helps the organization to achieve its
targets. It has various objectives for the company like to create or renew the advantage to
increase the value in the system of business.
Descriptive Theory: According to Fan and et.al., (2021) This theory includes the set of
facts that are used to describe about the management of the human resources at international
level. Its objective is to describe a specific study on the activities of the human resource
management. This theory helps the management in functioning and describing the types of
peoples or employees should be taken by the organization. The cited organization use this theory
as it helps the organization to do proper characterizing and functioning of the employees which
makes them to do production faster. It makes the organization to know about their employees
working globally.
Normative Theory: According to Kornau, Frerichs and Sieben (2020), this theory is
based on the hypotheses that what is correct and what is incorrect for the organization in the
aspect of the human resources and their activities at the international level. This theory is based
on the four problems as every organization faces these problems which are authority centred,
autocracy, ask middle level about their ideas and opinions and participative management which
helps in making the decision. Deliveroo can use the participative management which helps the

organization to make their employees participate in decision-making. This also helps the human
resource management to take the feedback from their employees.
Recommendations
The organization can have the good HR strategies and theories by considering the
following recommendations:
1. There must be good, improved dan effective organizational communication done
in order to improve human resource strategy.
2. It is recommended to the company that they must provide an effective training
programme to their new employees in the company by researching in the market.
3. In order to have good and skilled staff in the organization it is recommended that
the company must have good culture in their company.
4. It is advisable to the company that they must use new and innovative technology
in the organization in order to produce more.
CONCLUSION
From the above study it has evaluated the three areas which helps to develop and deploy
the human resources strategies. The strategies are change in the management which helps the
human resource management to bring some changes in the activities of the organization,
leadership which adopted the collaborative strategy to help in decision-making of the employees
and staffing and recruiting the employees by the social media recruitment strategy. Further this
report describes the strategies that makes the team members valued, appreciated and develop
sense of belongingness in the organization. These strategies help the employees and team
members to take part in the change management and take part in making the decision regarding
any topic which makes them feel valued and appreciated. At last this report describes the
different principles and concepts of HRM and theories of International Human Resource
Management which are strategic theory, descriptive theory and normative theory.

REFERENCES
Books and journal
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Jayatilleke, S. and Lai, R., 2018. A systematic review of requirements change
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Stosich, E. L., 2020. Central office leadership for instructional improvement: Developing
collaborative leadership among principals and instructional leadership team
members. Teachers College Record. 122(9). pp.1-42.
Hsieh, J. Y. and Liou, K. T., 2018. Collaborative leadership and organizational performance:
Assessing the structural relation in a public service agency. Review of Public Personnel
Administration. 38(1). pp.83-109.
Zhang, L. and et.al., 2020. What’s on job seekers’ social media sites? A content analysis and
effects of structure on recruiter judgments and predictive validity. Journal of Applied
Psychology, 105(12), p.1530.
Hu, J. and et.al., 2018. Leader humility and team creativity: the role of team information sharing,
psychological safety, and power distance. Journal of Applied Psychology. 103(3). p.313.
Tiwari, V., Srivastava, S. and Kumar, D., 2019. Adoption of HRM practices: A practical model-
case study of a hotel. IOSR Journal of Business and Management (IOSR-JBM). 21(4).
pp.59-63.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal. 27(1). pp.22-38.
Cooke, F. L. and et.al., 2019. How far has international HRM travelled? A systematic review of
literature on multinational corporations (2000–2014). Human Resource Management
Review. 29(1). pp.59-75.
Fan, D. and et.al., 2021. Mapping the terrain of international human resource management
research over the past fifty years: A bibliographic analysis. Journal of World
Business. 56(2). p.101185.
Kornau, A., Frerichs, I. M. and Sieben, B., 2020. An empirical analysis of research paradigms
within international human resource management: The need for more diversity. German
Journal of Human Resource Management. 34(2). pp.148-177.
Online
Labour Force Skills and Human Resource Management: A Local Economy Perspective. 2021.
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