Recommendation for Uber HRM

The report examines the role of human resource management in maintaining a positive image of Uber, promoting diversity, and ensuring effective communication. It identifies gaps in the current HRM strategy, including a lack of diversity and inadequate communication channels. The report recommends appointing a female HR manager to address these issues and improve employee satisfaction.

Running Head: RECOMMENDATION FOR UBER HRM
RECOMMENDATION FOR UBER HRM
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1RECOMMENDATION FOR UBER HRM
Recommendation
Beyond transactional activities
It is true that the role of a human resource manager is to bridge a relation between the
organisation and the employees and other cognate organs of the company. In response to this,
human resource manager plays a very dynamic and significant role in order to maintain the good
image of the company (Kemayou 2016). The HR management in UBER has a great value in the
organisation. As UBER is belonged to the transport and service industry, it is imperative for the
HR management to keep a good relation with the customers. Besides maintaining a good relation
with the customer it is also necessary for the HR to follow a great deal of better communication
with the employees. Like UBER no organisation will tolerate such kind of violation of sexual
harassment. Therefore, the UBER Company has to set a number of value list which are more
practical and relevant for the present scenario otherwise it will go against the business orientation
of UBER.
Diversity in UBER HRM
Sexual violence or bad behaviour inside the company is not an appreciable approach for
any company. In order to combat this kind of inhospitable workforce environment diversity can
be played a pivotal role. Diversity in terms of gender and ethnicity creates a positive impact on
the workplace environment which in return yields more effective and efficient production and
services for the business organisation (Adriaenssen, Sætersdal and Johannessen 2016). In the
context of UBER, the mission and vision of the company symbolizes the practice of diversity in
workplace. However, in reality there is no prevalence of HRM diversity in UBER. Therefore,

2RECOMMENDATION FOR UBER HRM
while recruiting employees in Human Resource Management inclusion of diversity can develop
a better culture where issues like sexual harassment can be reduced.
HR recruitment policy
An effective HR recruiting policy is highly necessary for a company to be incorporated in
its management. Actually, HR is the sole person who is supposed to get connected with every
levels of the company effectively. In fact, serving the purpose of the employees is considered to
be one of the most important tasks for a Human Resource Manager. In order to maintain a good
relationship, it is imperative to have a clear idea about the goals and targets of the company and
draw a clear strategic plan (Bucker et al. 2016). During the recruitment process of HR, these key
points should be kept in mind of the UBER Company. The recruitment plan has to be aligned
with analysing the perception of the appointee about the company management and practice.
Furthermore, to resolve the current problem UBER can appoint a female HR manager which can
be effective for the company.
Effective Communication Strategy
In making the HRM of UBER effective and professional in performance, the Human
Resource Management should keep focus on the assertive style of communication. In the
assertive communication strategy rights and respects exist parallel where both the employees and
the HRM will follow a sense of respect for each other and the HR management will concern
about problems of the employees. (Garavan et al. 2016).

3RECOMMENDATION FOR UBER HRM
Reference
Adriaenssen, D.J.J., Sætersdal, H.A. and Johannessen, J.-A., 2016. How can we improve the
effectiveness of HRM strategy? A model for future research. Problems and Perspectives in
Management, 14(2), p.175.
Bucker, J.J.L.E., van der Heijden, B.I.J.M., Benschop, Y.W.M., Peters, P., Schouteten, R.L.J.
and Poutsma, F., 2016. Sustainable organizations and the role of HR: HR related interventions
towards sustainable change processes.
Garavan, T., Watson, S., Carbery, R. and O’Brien, F., 2016. The antecedents of leadership
development practices in SMEs: The influence of HRM strategy and practice. International
Small Business Journal, 34(6), pp.870-890.
Kemayou, Y., 2016. More Class in Management Research The Relationship between
Socioeconomic Background and Managerial Attitudes 1st ed. 2016..,