A Proposal to Enhance Talent Management at Uber for High Performance

This report focuses on enhancing talent management processes to achieve sustained high performance at Uber. It begins by defining talent management and its importance in human resource management, emphasizing its role in hiring, developing, and retaining employees. The report provides an overview of Uber's operations in the UK and India, highlighting key services and business strategies. It then discusses critical issues related to talent management within Uber, such as leadership gaps and compensation demands, and proposes solutions like smart hiring, effective leadership, and advanced technology integration. The report explores HR levers and outlines priorities for talent management, including right person in the right job, retaining top talent, better recruiting, understanding employees, and professional development. The conclusion emphasizes the significance of a strong talent management culture for Uber's success and market leadership.

Running head: HUMAN RESOURCE MANAGEMENT
A proposal to enhance talent management processes for sustained high performance in Uber

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Executive summary
The main aim of this report is to enhance talent management processes for sustained high
performance in Uber. It is found that talent management is an integral factor in human resource
management. It is illustrated that talent management is advantageous for sustainable high
performance in Uber Company. It is illustrated that talent management could be entailed by
hiring the right candidates in the right job, retaining the top talent, an understanding employee’s
better and significant professional development decision. It is also found that Uber offers several
services to consumers in the UK. Lack of leadership, the demand for higher compensation is
issues of talent management. It is addressed that smart hiring strategies, effective leadership, and
advanced technology are key strategies to overcome talent management issues.

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Table of Contents
Executive summary.....................................................................................................................................2
Introduction to talent management and sustainable high performance in organizations..............................4
Introduction to Uber with a focus on the UK and one other country...........................................................7
Uber in the UK........................................................................................................................................7
Uber in India............................................................................................................................................9
Discussion of issues related to talent management and HR levers in Uber and potential solutions...........10
Issues related to talent management......................................................................................................10
HR levers in Uber..................................................................................................................................11
Potential solution...................................................................................................................................13
Conclusion, listing main priorities for talent management in Uber............................................................15
References.................................................................................................................................................16

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Introduction to talent management and sustainable high performance in organizations
Talent is defined as the skills, aptitude, and competency for performing a specific job. It is
evaluated that talent is identification, utilization, inculcation, as well as retention of combination
of abilities as well as competencies of workforces with respect to Uber Company. Talent
management is an essential component with respect to human resource management (Cappelli,
and Keller, 2017).
It is illustrated as the deliberate strategy executed in recruiting and hiring, as well as developing
and retaining the workforces with the essential aptitude or skills in order to meet the present and
potential goals as well as needs of Uber Company. It is the maintenance and creation of helpful
as well as pro-people company culture. It is the commitment of Uber for recruiting, developing,
and retaining the highly talented as well as qualitative workforces available in the job
environment. This helps to obtain sustainable high performance (Noe, et. al., 2017).
But, influencing the best talent from the job market cannot be an easy task. There is a need for
high competency, experience, expertise on the part of the company in terms of recruiting the best
in Uber. The larger part of the human resource department is committed towards talent
management and that is highly dedicated with the intention of sourcing, recognizing, as well as
stealing the best talent.
Talent management within companies is not limited for influencing best individual in industry.
However, it is constant procedure, which entails hiring, developing, acquiring, promoting, as
well as retaining the employees in terms of accomplishing the requirement of an organization
(Cappelli, and Keller, 2017).
For example, when Uber wants the best talent for its competitors to perform with it, then it is
required for attracting that person as well as offers them desired things to come as well as join

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the company. Moreover, it is assessed that only hiring an individual cannot solve intention but
acquiring outcome from them is a key task for Uber. Hence, it is evaluated that talent
management is an essential procedure that cannot be controlled to entry of workforces but also,
controls their exit (Deery, and Jago, 2015).
People are the key element that takes the organization to the next level. In order to attain
business success, the foremost things are to address the talent that can go with Uber in attaining
the goals. Moreover, it is identified that company should attract the employees to work for an
organization as well as strategically fitting them at the right place in the company is the next
phase (Deery, and Jago, 2015). It is remembered that placing an applicant at the wrong place can
create the issues for HR manager of Uberregardless of skills, abilities, qualifications, as well as
the competency of that individual. Although, employees are brilliant but, hiring them at
inappropriate place may defeat the individual purpose. Furthermore, procedure related to talent
management can be shortened when the HR manager is not capable to fit best talent related to
industry at the place in which they can be (Sparrow and Makram, 2015).
The given factor of talent management should be considered by Uber in sustainable high
performance:
Right Person in the right Job:
By using the adequate ascertainment of individual skills as well as strength, an individual
decision can increase the strategic program. In addition, competency mapping permitting Uber to
get stock related to competency inventories lying with an organization. It could be significant
with the perspective related to both employees and an organization because right individual can
be positioned in the right position as well as employee productivity can be gained. There is a

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better relationship between the interest of an individual and job profile as it may directly impact
on job satisfaction (Davis, et. al., 2016).
Retaining the top talent:
Despite transformation in the global economy, attrition is a key issue for Uber. Retaining the top
talent is significant for leadership as well as growth within an organization. It is assessed that an
organization that is failed to keep their top talent are at the hazard for losing out to rivalry
(Davis, et. al., 2016). The key emphasize is now related to charting the retention program for
employees and strategies for developing, retaining, recruiting and engaging the qualified
individual. Moreover, employee growth in a career should be focused by organization whereas
succession planning is being acted those who are on radar requirements. They should have the
awareness that their performance can be rewarded (Cascio, and Boudreau, 2016).
Better Recruiting
The quality related to Uber relies on quality of employees it possesses. An effective technique to
acquire talent at the peak is having talent from base. Since, talent management initiatives, as well
as training and hiring evaluation are becoming an integral concept of HR processes in modern
times (Thunnissen, 2016).
Understanding Employees Better:
Workforce evaluation provides depth knowledge to management regarding their workforces.
Their career aspiration, development needs, career aspiration, competencies, and likes and
dislikes. It is easier for Uber to assess the way of motivating the employees and significant in the
process of job enrichment (Krishnan, and Scullion, 2017).
Better professional development decisions:

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Uber should understand the high potential as it would become easier for investing in professional
development. It should make an investment decision in different areas like training and
development of a person either for succession planning, growth, as well as performance
management. Thus, talent management is beneficial for sustainable high performance.
It is also evaluated that strong talent management culture assesses how an organization rates their
company as working place (Gallardo-Gallardo, et. al., 2015). Moreover, when workforces are
favorable regarding the talent management practices of Uber then they should be more confident
in future towards an organization. Consequently, a workforce would be more engaged and
committed to outperforming their rivalry and makes sure the leadership position in the market for
an organization (Taylor, 2018).
Introduction to Uber with a focus on the UK and one other country
Uber in the UK
Surge pricing
A ride home, wherever, whenever
Uber always focus on providing the safe journey in minutes, even though it is actually busy
along with, everyone else desires this. In such a case, the customer gets dynamic pricing named
‘surge’. This feature methodologically uses while demands for rides are higher than drivers in a
particular field. An increase in charge motivates drivers at peak in busy location. It shows that a
customer can depend on Uber in order to obtain a ride (Tafti, et. al., 2017).
Driver support
Elasticity and safety for all drivers
The company is always seeking ways to do driving with the Uber in an effective manner. For
instance, Uber is joined with AXA in order to access the exclusive package related to

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advantageous as well as protection in the context of self-employed drivers. The AXA
partnership, as well as other programs that Uber is investing, is to provide the security whereas
keeping the flexibility for becoming the partner with Uber (Gallardo-Gallardo, and Thunnissen,
2016).
Specialized driver licensing
Fully licensed with background checked and insured
Each Uber partner drivers who use their App in UK is going through a licensing procedure
fromthe local authority. It involves assessment of essential background for fully insured driving.
Business techniques for drivers
Supporting drivers to earn more
Drivers that used to Uber for driving purpose in UK is focused on when as well as, where they
perform as well as, how they handle their expenses. In order to make sure drivers will be
available every time, Uber offers guidance as well as supports on rates, requirements, and fees.
From exclusive partnerships and personalized earnings advice program in order to regular
updates regarding rider events as well as, patterns in the UK, Uber is there to aid drivers when
they are on and off the road (Khilji, et. al., 2015).
Get a ride
On one touch of a button
Whenever a customer is heading, Uber would support to get safely and reliably. The customer
cannot worry regarding getting from A point to B again. It has covered the larger area where a
customer needs the ride. It should tap the app as well as, the licensed driver will be with the
customer in minutes (Beamond, et. al., 2016).
Tipping system made easier

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Easier processes to tip driver
Uber partner drivers depart on their route in order to provide effective services. It has provided
in-app tipping option as well as compliments features. Along with this, compliments permits
customer for sharing exactly what a customer is enjoyed regarding the ride with the driver. It
also provides the facilities to give tip to the driver with respect to saving the time by providing
the alternative to choose £1, £5, £3, and own amount (Latukha, 2015).
Drive with Uber
On touch of button
While a customer drives with the Uber app, then they are liberated to select if, where as well as
when it can job. There are no minimum hours or no shits. Customers are in complete control as
well as they drive with Uber while it suits.
Uber for everybody
Accessible cities for everyone
Uber offers affordable, safe as well as, convenient transportation for each person. With Uber
access as well as, Uber assist, wheelchair available along with, additional supports product is for
those who require extra support for obtaining in around their city (Collings, et. al., 2017).
Ride or drive with us
While Uber drives with app of Uber, a customer will be totally free to select when as well as,
where they perform. There is no reallocation as well as minimum hours. Along with this,
customers are in complete control.
Uber in India
User India technology private limited offers the smartphone application that relates the drivers
with individuals who need a ride. It is earlier alias resource expert India Pvt Ltd. Consequently,

HUMAN RESOURCE MANAGEMENT 10
of its achievement through Uber technologies has transformed its goodwill. Uber was developed
in the year 2012 as well as, is relied on New Delhi, India. According to announced business deal
on January 24, 2015, Uber India technology private will make limited deals as a auxiliary of
Uber technologies Inc (Benitez-Amado, et. al., 2015).
Offerings
Rides and beyond
Uber in India helps the customer to get from destination A to B. It is working to bring the
potential closer with the self-driving technology as well as air transport in urban areas,
supporting an individual to order the good promptly along with affordable. It can remove the
barriers of healthcare, generating new freight-booking solution as well as supporting the
corporation to offer the seamless workforces travel experience (Morley, et. al., 2015).
Safe rides, safer cities
Whether a customer is on the back seat or behind the wheel, safety is required. Uber is
committed to performing the part and technology is at the heart of approach. It has a partnership
with safety advocates and creates new technologies as well as a system for supporting and
creating the world where it is safe as well as easy for each individual to get around (Vaiman, et.
al., 2015).
Discussion of issues related to talent management and HR levers in Uber and potential
solutions
Issues related to talent management
Higher demands of total compensation
Workforces continuously feel anxiety to offer effective for themselves as well as, for their
dependents in Uber. While they recognize their reward is not reasonable, they will not hesitate to

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raise their voice regarding circumstance. In current survey, workforces illustrated that pay can be
significant contributing factor for offering a higher extent of job satisfaction in Uber. It generates
complex circumstances for human resource manager, whose job involves keeping workforces
satisfied whereas maintaining low costs in Uber. In order to retain the employee, it is depend on
HR for deciding who is valuable and who is not for Uber (Glaister, et. al., 2018).
Increased employee turnover
HR manager can be constantly fighting in against the ratio of high employee turnover. Uber
would compensate about one-fifth of workforce salary on recruitment expenses to address the
appropriate alternate. This amount can be higher for performing tasks and there is need of higher
extent related to education and proficient training. It indicates that employee retention can be
incredibly significant to get success in corporation. High employee turnover can promptly
influence the otherwise healthy outcome (Björkman, et. al., 2017).
Lack of leadership
Higher authority position can be experiencing highest level for turnover in Uber. It generates a
unique issue in context of HR such as lack of leadership at the workplace. In order to battle this
issue, HR manager can discuss with the existing leaders to create a plan for offering the training
to new managers as old ones can be replaced. It is a complex task for the undertaking; however,
the future of corporation can very well rely on these proactive measures (McCracken, et. al.,
2016).
HR levers in Uber

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(Sources:Vaiman, et. al., 2015).
Personnel Quantity
In order to address the first lever i.e. personnel quantity, HR manager of Uber should make sure
that company has the right amount of workforces in right roles as well as under the right
employment circumstances like full-time, flex-time and part-time. It is not a constant
circumstance in Uber. The best-in-class, HR department of Uber should project forward as well
as evaluates how the business strategy of an organization will transform to particular
requirements of employees in Uber (Morley, et. al., 2015). These HR function helps to
comprehend the external factor that may shape the supply of talent like demographic shifts,
changes in the education landscape as well as other trends. Moreover, leading HR function is
planning procedure for evaluating the potential imbalances among demand and supply such as
addressing the right balance among developing internal talent as well as recruiting through
external sources (Latukha, 2015).
Personnel Costs

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The lever involves the personnel cost and financial implication for an organization. The top-
performing HR function is competent to provide a highly comprehensive accounting related to
existing employment expenses of Uber such as both wages as well as total compensation. They
can evaluate the implication of several situations and map those situations to budget the target as
well as accurately forecast the future personnel expenses regardless of marketing alteration. The
cost lever requires the compensation strategy in Uber such as how benefits fit into overall value
to offer the potential workforces. It helps to comprehend the existing market for labor and
management and the degree to which a company can practice compensation for recruiting and
retaining the talent (Beamond, et. al., 2016).
Personnel Quality
HR should evaluate and create the skills of employees and capabilities in Uber. The third level
involves the describing the task as well as required certification for all existing job categories,
evaluating the ways for attaining the goals of workforces in Uber, and evaluating how
workforces will need to create over time for attaining the future business objectives of Uber
(Taylor, 2018).
Top performing function of HR has strong training and development program and talent
management initiatives with priorities for how to distribute the resources as well as create the
largest payoffs with respect to new capabilities, certifications, and skills. They also comprehend
how diversity and recruiting programs fit into larger HR approaches of Uber (Tafti, et. al., 2017).
Potential solution
Smart hiring strategies
Uber should find the best applicant for customers. It can afford to spend high time on sourcing
applicants who can add to companies. It can also take the burden related to screening candidates

HUMAN RESOURCE MANAGEMENT 14
of HR. Uber should also use the best hiring practices that mean devoting more time to influence
the talent and convince them to work for the client (Cascio, and Boudreau, 2016).
Experience with technology
The high amount of recruiters practices the recruiting and applicant tracking software. When
Uber uses technology in recruiting procedure then it can speed up the procedure. Rather than
wasting the time of resume screening, Uber should typing out an individual for email to the bulk
of individual as well as organizing applicants. It can also automate these procedures with
software as well as speed up the recruiting procedure (Sparrow, and Makram, 2015).
Work with effective leadership
Though, Uber cannot enhance the existing leadership in the company, it can find talented
managers for hiring. Uber has a good leader hence; it should work with the manager in order to
address what type of workforces can be good fit for corporation. A manager will support to
create a good image regarding the required qualities they can demonstrate in their section (Deery
and Jago, 2015).
Lower employee turnover
Workforce turnover initiates with whether new recruitee is a good fit within an organization or
not. Hence, Uber should train to source in order to the best applicant for an organization. By the
screening, Uber can discover who will mesh with the culture of an organization.
Declining employee turnover initiates with putting more efforts and time into recruiting
procedure (Cappelli, and Keller, 2017). As a recruiter, a company can work to ensure the
customers are satisfied. By spending maximum time on asking questions regarding such
customer’s goals such as where they see themselves in five years as well as qualification. It can
avoid employee turnover (Noe, et. al., 2017).

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Conclusion, listing main priorities for talent management in Uber
From the above interpretation, it can be concluded that talent management is beneficial for
obtaining sustainable high performance in Uber. Talent management can be considered by hiring
right person in right job, retaining top talent, better recruiting, comprehending employees better,
and effective professional development decision.
It can be also summarised that Uber provides different services to the customer in the UK. These
are a ride home, wherever and whenever, Driver support,Professional driver licensing,Helping
drivers earn more,At the touch of a button,Easier ways to tip the driver,Accessible cities for all,
and Ride or drive with us. In India, Uber offers several services rides and beyond, and Safe rides,
safer cities.
There are different issues associated with talent management such as higher total compensation
demands, increased employee turnover, and lack of leadership. There are different HR lavers in
Uber such as personnel quantity, personnel costs, and personal quality. There are different
strategies for overcoming the issues of talent management such as smart hiring strategies, work
with effective leadership, experience with technology, and lower employee turnover.It can be
summarized that Uber should address the best applicant for customers. It can afford to spend
high time on sourcing applicants who can add to companies.

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