BM632 Managing & Developing Innovation: Uber Employee Turnover Report

This report examines the high employee turnover issue faced by Uber Technologies Inc. and proposes solutions through the lens of innovation and creativity. The report begins with a firm overview, problem identification, and a review of relevant data, models, and theoretical concepts related to employee turnover. It then delves into research methodologies, suggesting the use of an innovation matrix to direct innovation efforts. The proposed solutions include changing the organizational culture, enhancing employee satisfaction through incentive policies and addressing employee needs. The report concludes by emphasizing the importance of monetary resources, employee support, and understanding employee expectations to overcome the turnover issue. The document provides insights into how Uber can leverage innovation to improve its HRM practices and retain employees effectively.

MANAGING & DEVELOPING
INNOVATION & CREATIVITY
ASSIGNMENT

Table of content
 INTRODUCTION
 Firm overview
 Problem identification
 Resource of data, models and theoretical concept
 Research Methodologies
 Solution
 Innovation audit methodology
 CONCLUSION
 REFERENCES

INTRODUCTION
 Innovation is defined as delivering the existing practices of company in modified manner or to
employ the brand-new practices related to operation and functions of company.
 This report is based on the case study of Uber Company in context to addressing its issues of
HRM. The organisation was established in the year 2009 by the founders Garrett Camp and
Travis Kalanick.
 Company is currently associated with the transportation and mobility service sector. Headquarter
of company is located in California, United States.
 Company is currently serving its practices at approximately 69 countries containing 900
metropolitan areas.

Firm overview
 Uber technologies Incorporated is commonly knows as Uber.
 It is an American MAAS(Mobility-As-A-Service) provider headquartered in California, USA.
The company was founded in 2009 by Garrett Camp.
 It becomes very popular because of the ease to book a cab on a one button push on mobile.
 The company has ongoing operation in more than 900 metropolitan cities globally.
 Uber provide various services apart from ride shares such as food delivery service under the
banner of Uber-eats, Uber rentals which provide rental cars for self driving.
 The company shares 28% or market in food delivery and more than 65% market share in ride-
sharing.
 Uber grew at such height that it become the highest valued start-up in the world. It is the world
largest ride-sharing company.

Problem identification
 Uber Company is facing an issue related to the high employee turnover.
 This issue demonstrate the fact that the business venture is suffering from the issue where
it is not being able to sustain its workforce.
 This issue is major in respect to the Uber Company as it is not empowering the business
venture to initiate the growth at different pace.
 Human resource management is among the core functional area associated with business
venture (Loo and Lee, 2017).
 High employee turnover became a major issue as this further influence the growth of the
company along with affecting the quality of services of the business venture.
 High employee turnover do not allow the employees to sustain in the job that could
significantly affect the quality of services deliver by organisation.

Resources of data, models and theoretical
concept
 As per the views given by Han and et.al. (2020), high employee turnover is a result of low employee satisfaction and the human
resource leaving the job or premises.
 The meaning of the high employee turnover is such that the majority of the employees appointed at various designated position
role in company are quitting the job.
 This is a huge that business houses face when they are not being able to satisfy the need of the human resources at the
organisation.
 Employee demonstrate about the fact that how long the employee sustain on the job role or the organisation.
 All such companies are considering the high level of employee turnover is facing an issue where employees are leaving the job
position too quickly or many times majority of employee quit at a one single time.
 This is a very sick situation in respect to the business organisation as the result of this is very drastic in respect to the
organisation.

Research Methodologies
 The Uber Company can give emphasis over utilising the innovation matrix.
 This would allow the business venture to direct the innovation in order to control the employee turnover of company.
 This innovation matrix include breakthrough innovation, sustaining innovation, basic research and disruptive
innovation as a part of innovation matrix.
 All these are the different elements that included in process to innovate the services of the business venture.
 High employee turnover issue can be resolved with the is use of this break through innovation practice.
 Uber Company should focus over changing the culture of the organisation.
 This involves constructing the premises in more innovative way to process the business operations in more friendly
manner (Sender, Rutishauser and Staffelbach, 2018).

Solution
5W2H Solution
What
The issue is related to high employee turnover at the
organisation.
Company should identify the rate at which the turnover is addressing by the
business venture. This involves formulation of a team to assess the whole
situation.
Why
The problem has occurred due to the low employee
satisfaction from job role at company.
This can be addressed with the proper use of techniques and using incentive
policy to overcome the issue of employee satisfaction (Wynen and et.al., 2019).
Further the culture of the Uber Company can improved to change the situation.
Where
The problem is currently associated with the
transportation sector and also the mobility service
sector.
The possible solution can be the research about the need of employee in sector to
overcome this issue. The Uber Company is big name still the issue is there which
clearly indicate that the company is not being able to understand the need of
human resource associated with the sector.

Innovation audit methodology
Prospective problem solution Resources required
High employee turnover Meet various employee needs. This is important that the company
should take a look at all the different expectations of the employee
work in organisation. Understanding the need of employee is
essential to identify the possible solution of the issue (Yunmeng and
Chengyi, 2019). Also assess the expectation of the human resources
appointed different designated position role in company.
Resources like feedback of employees, financial resources, collaborative
practices between employee and management and such like of resources are
needed to overcome the issue.
Low job satisfaction The positive steps can be taken in respect to increase the salary
structure of employees. Also the Uber Company can introduce the
incentive policy to change the whole situation. The low employee
satisfaction can overcome with support of proper monetary
advantages to the employees.
Financial recourse and human resources for making or formulating plans.
Inefficient organisation culture Company can introduce certain changes such as gaming zone, zym
and such like of changes in the organisation structure.
Financial resources and human resource will be required to address the
respective issue.

CONCLUSION
 The high employee turnover issue can be dealt with the use of proper monetary resources of the
organisation.
 Company can allocate the monetary advantage like increasing salary of the employee along with
formulation of the proper incentive policy of the company.
 This would allow the business venture to address the respective issue.
 The support of employee is also necessary for the Uber Company to overcome the respective issue that
the business venture is facing.
 This involves taking the collaborative practice at workplace to overcome the respective issue.
 Understanding the needs and expectation of employee is also important to change the whole situation.

REFERENCES
 A. J. P., Loo, J. T. K. and Lee, P. H., 2017. The impact of leadership on turnover intention: The mediating role of organizational commitment and job
satisfaction. Journal of Applied Structural Equation Modeling. 1(1). pp.27-41.
 Al-khrabsheh, A. A., Abo-Murad, M. and Bourini, I., 2018. Effect of organisational factors on employee turnover intention: An empirical study of
academic professionals at Jordanian government universities. International Journal of Human Resource Studies. 8(2). pp.164-177.
 Bamfo, B. A., Dogbe, C. S. K. and Mingle, H., 2018. Abusive customer behaviour and frontline employee turnover intentions in the banking
industry: The mediating role of employee satisfaction. Cogent Business & Management. 5(1). p.1522753.
 DiPietro, R. and Bufquin, D., 2018. Effects of work status congruence and perceived management concern for employees on turnover intentions in a
fast casual restaurant chain. Journal of Human Resources in Hospitality & Tourism. 17(1). pp.38-59.
 Han, H. and et.al., 2020. A theoretical framework development for hotel employee turnover: Linking trust in supports, emotional exhaustion,
depersonalization, and reduced personal accomplishment at workplace. Sustainability. 12(19). p.8065.
 Jang, J. and Kandampully, J., 2018. Reducing employee turnover intention through servant leadership in the restaurant context: A mediation study of
affective organizational commitment. International Journal of Hospitality & Tourism Administration. 19(2). pp.125-141.