Strategic HRM Analysis: Deliveroo's International Expansion to Italy

This report examines Deliveroo's strategic Human Resource Management (HRM) practices during its international expansion into Italy. It explores various HRM strategies, including pre-move training, staffing approaches (polycentric, geocentric, regiocentric, and ethnocentric), and compensation strategies, highlighting their importance in managing a global workforce. The report identifies challenges faced by employees working abroad, such as cultural differences, language barriers, loneliness, financial management, and accommodation issues. It further discusses how Deliveroo addresses these challenges through recruitment practices, training programs, and support systems. The conclusion emphasizes the significance of these HRM strategies in ensuring a successful international expansion by providing a framework for managing and developing employees in alignment with the company's long-term goals. Desklib provides similar solved assignments and past papers for students.

STRATEGIC HRM

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................1

INTRODUCTION
Strategics HRM help for providing framework in order tos linking people management
and development of practices for long-term goals of the business. It also helps for informing
about rewarding performance and determine the integrated for overalls business strategy (Boxall,
2018). The report based on Deliveroo that is known for delivery services in UK but now it has
expanded business in Italy in order to enhances the service by providing grocery product delivery
to both consumer and other grocery partners. The presents study discussed strategies and
approaches that are related to newly internalising organisation for preparing train groups to the
overseas location. Also, identifying challenges which are faced by employees while workings in
abroad ands managing HR practices for assisting them.
MAIN BODY
Human resource policy help to ensure about the employees who are ins the organisation
for looking after in order to respect then and provide proper benefit for available work. It also
helps for addressing problem, complaint, grievance of the employees in order to solve their issue.
There are different types of policy used by the company according to their structure and number
of employees (Costa, Soares and de Sousa, 2020). Along with this, policies are providing within
the consistent decision in order to make the equity for how people are treated. Deliveroo is very
focused regarding its policies because working hour are necessary to calculate for the employees
so that it can help tos get stability in the working hours. On the others hand, it is typically to
manage working hour of the employees while there were different kind of work. Leave policy
including the provisions that are according to provide limited leave to the employees but still
employees are not satisfied just because they want special leave for their vacations, provide sick
leave, plaid leave or casuals leaves otherwise when the employees taking without information
leave they suffered from percentage deducted from salary. Also, in the interpersonal policies are
refers to maintains the country code in which firm offer their services also business interaction
between employers and employee are necessary to follow (Foster and Carver, 2018). This is
must defining roles and responsibility of the the employee in supervisor position and it can bes
influence other employee during the office hours.
For internationalising organisation there are different types of strategies used by the
organisation in which there are pre moving training provides to employees in order to managing
the requirement of specific tax. Pre move training is necessary for the HR for managing different

types of issues and the culture of each country is different but at the same time there are some of
the problems which are faced by organisation is related to cultural difference. To provide
training to the employees for locals languages that employees can deal with local customers in
order tos deliver the product. It is not possible that google assistances will work for translations.
Along with this, strategies are related to providing support on ground for finding the
accommodation as well as creating the bank account for managing all the activities it is
necessary to provide proper training (Haque, 2020). The projects alignment are necessary to
discussed with the employees for managing all the taxation with relevant stakeholder. Field
response training are help the employees which are passed by survival training stage. In this
approach employee visit to the neighbourhood place at the accommodations of
internationalisations business. This is depend on the conditions in order to collected the resources
and when the company start the business it will easily arrange all the goods and services which
are necessary for establishing the business.
The approaches are related to polycentric strategy are related to staffing the emphasising
in order to host country for managing the subsidiaries ins own countries. It also helps for allow
MNE to take lower profile ins the sensitive economic and the political situation for avoid
intellectual management problems. In this there are approach for minimising the danger for
cultural myopia. On the other hand, there is disadvantage because there is few opportunities for
gains foreign experience so it can not progress beyond the senior position in the own
subsidiaries. Another approach is related to the key positions that are hosted by the nationals
country only there are most sense for the firms for pursuing an international strategy. It is helps
for believes there is a lack of qualified individual for the host country in order to filling senior
management positions (Jafari-Sadeghi and Del Giudice, 2020). On the other hand, there is
limited advancement for host country that can lead for resentment lower productivity and
increasing the turnover. Regiocentric approach related to operations into the geographic region
which are move staff within particular region.
To train the employees according to the local culture,s art and history in order to
understand the work and there are different structure followed by the company so its is necessary
tos adopt those technology which are helps the company by increasing knowledge in culture.
Some of the countries are standings for the cultural individualism, masculinity and collectivisms
in order to emphasis on group communication rather than individual decisions. Also, the

communication are more important part of the business while start the overseas business.
Deliveroo provide special trainings to the employees for completing the tasks by communicate
the employees to the customers. It also help for understanding the individual decisions of the
person. For the internationalisation business this is necessary to ending favouritism because it
affect the fundamental steps of building good strategy for human resources. Ethnocentric
organisation are putting more pressure on buildings the confidence as well as to the headquarters
country (Metsola, Leppäaho and Plakoyiannaki, 2020).
It is important to increase the global mobility for expansion as well as it is help for
considering carry out people from the market intelligence and transferring the essential
technique for the new operations. To hire local employee are beneficial for the company because
tos delivers product ins the local markets are help to collects all the related informations and start
the works accordingly. It can be developing the opportunity for staff as well as international
assignment. Then another strategy is related to the optimising the employees for compensation
and benefits this strategy only workings well while existing locations employees are able to
shifts tos new place. For Deliveroo it has been recommend that all the approaches are working
well for the company and it can adopt those strategies specially pre move training tos employees
are important to expansions of business to new place.
There are different challenges faced by the employees while working in abroad
such as fitting in that challenges is related to not to leave the places just because of relationship
whether it can be with family or place in this employee are more afraid of choose new places for
transfer because they feel they will not going to manage all the stuff. This situations can bound
the person and it affects on their personality (Ooi and Richardson, 2019). Some of the major
problem faces ins this are not concentrate on work, emotional about feeling etc. To avoid this
problem Deliveroo adopt recruitment and selection practice in order tos choose only those
candidate who can ready to shifts to another places without any problem. Another challenge is
related to the language barrier which is one of the biggest problem that can face by all the
companies because local language of all the countries evens states are different from one
another. So this barrier are affect to not communicate with local people people as well ass it can
be hard tos learn new language at that place. Local people are not easily operate with each other
while they see new business at their place. To avoid this problem it is necessary to speak in their
language so that they can connect easily and facilitating comfort as the local company. To

overcome this challenge Deliveroo Provide training and development sessions to the employees
who are comfortable in foreign language. Also, this process can takes much time tos understands
different languages but it will help for the best results. Those company who provides services are
more focus ons personality of employees ins orders tos communicate wits them easily.
The challenges is related to being lonely are also affect the personality of the individual
because there are some of the individual who are afraid of being alone. That personality affect
people by not concentrating on work or always looks for help from another person. To avoid this
kind of problem it is necessary to hire those who are focuses for the work and able to shifts at
new place (Paauwe and Boon, 2018). The another challenge is related to finance and money
management which are affect the country there is large number of amount required for
expanding the business and it is necessary to use the amount ins right directions. To organising
the finance, moneys and taxes management are important to adopt for those technology. The tax
rates is much higher which affect the expansions of business there are large number of amount
are required for managing the work. Deliveroo impacted bys major issues which are high tax rate
that affects the company by increasings expense. The are some of the strategies which are need
to use by the company regarding increasing the awareness for spending limited amount for the
managing the finance. Deliveroo hire another consultancy team so that it cans helps for
managing the all this kins of work. Also, it helps for creating the spending budget or plan for
solving the issues so that it can prevent for financial problem. There are employees who are
tensed about future finance in order to dampens the mood which are desiring for settling foreign
land. The issues regarding accommodation are also affects the workings style of the company but
it is necessary tos build the personality that can adjust anywhere or anytime (Reade, McKenna
and Oetzel, 2019).
To building the relationship can be difficult for the various reason at new place it can
toughs to communicate with people and understand them for cooperate. To build the positive
relations with the employees are important to manage. Further, adjusting to different culture is
difficult because employees of Italy are work focused so that they can not waste their time in
joking or chilling. But in UK there will be break required for the employees to refresh the mind.
also,s it is human nature for working wits break in order to create the good environments. There
are difference types of people ins country. That is why internalisation can be tough for
employees to be settled.

Safety and healthcare problem are faced due to shifting at new places for business the
employees are expected to getting biggest concern for relocations. To provide proper safety tos
employee HR provide insurances regarding healthcare so they feels safe whiles workings at
another places it helps tos attract more customers by providing them safety (Stokes, P. and
Cronshaw, 2019). There are many employees who are facing the issues related to high demands
salary that can be impacted in such a way company spent much amount for paying the employee.
CONCLUSION
It has been concluded that there are different of human resource strategies are used by the
company for expanding the business. To expand business overseas may affect the current
situations of the organisation but on another hand it helps to increases the products or services
tos the international market. The report discussed approach for internationalism such as staffing,
trainings and development, safety and health, compensations. Further, there is explained
challenges which are faced by Deliveroo while expansion of business in Italy.

REFERENCES
Books and journals
Boxall, P., 2018. The development of strategic HRM: Reflections on a 30-year journey. Labour
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internationalisation of SMEs with digital platforms: A design science research
approach. International Journal of Information Management. 53. p.102070.
Foster, M. and Carver, M., 2018. Explicit and implicit internationalisation: Exploring
perspectives on internationalisation in a business school with a revised
internationalisation of the curriculum toolkit. The International Journal of Management
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Haque, A., 2020. Strategic HRM and organisational performance: does turnover intention
matter?. International Journal of Organizational Analysis.
Jafari-Sadeghi, V. and Del Giudice, M., 2020. Internationalisation business processes in an
under-supported policy contexts: evidence from Italian SMEs. Business Process
Management Journal.
Metsola, J., Leppäaho, T. and Plakoyiannaki, E., 2020. Process in family business
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Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. Human resource management,
pp.49-73.
Reade, C., McKenna, M. and Oetzel, J., 2019. Unmanaged migration and the role of MNEs in
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Stokes, P. and Cronshaw, S., 2019. Resilience and the (micro-) dynamics of organizational
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