Human Resource Managers are creative in recruiting and retaining the best talent. Human Resource Management is a CRM system that assists in attracting and maintaining their own staff, not customers. It is a comprehensive tool that automates recruitment, selection, attraction, orientation, training and development, and assessment of their work (Curry, 2022). The system also provides the ability to determine compensation, benefits, and incentives, maintain a proper relationship with each team member, and secure work through HR and HR analytics programs.
It is no longer enough to have lists of employees and their salaries and Excel spreadsheets with vacations and sick days. A more sophisticated system is required where it is possible to visualize information on each candidate, employee, department, or division. In addition, to assess engagement, collect employee feedback for satisfaction analysis, and maintain records on working hours, vacations, and sick leave in one system. Modern technology has made a difference in managing routine HR processes by providing user-friendly software for HR managers and Uber staff. The importance of this hiring and management process is that Uber has entered new markets and needs a more significant number of competent permanent employees. Accordingly, such management enables them to support their training and evolution within the company.
The Recruitment Process
At the initial stage of its existence, Uber used traditional recruiting methods to find resumes. However, this approach proved to be not the most effective, and the company should consider the process of decentralization of its personnel policy. It is important to note that with standard practices, Uber will not be capable of hiring people with the necessary combination of skills and willingness to work appropriately because each region has different characteristics (Curry, 2022). When hiring the newest workers, it is essential to consider that teams in different cities need people who know how to handle a variety of information originating from a variety of sources. For example, it is data on drivers’ performance to the service’s coverage of specific areas of the city (Curry, 2022). In order to satisfy the requirements of users of the service, the successful employees of Uber should also meet the high standards of corporate ethics. At the same time, it is imperative to search for individuals who can and are competent to work under pressure and deal with non-standard situations.
To hire workers, it is essential to conduct an interview in order to assess a person’s suitability for a particular position. It is best not to expose candidates to a lengthy and time-consuming process, as it cannot help assess people’s abilities. Moreover, interviews should be organized in a way that assists managers in better understanding the candidate and whether they have the required capabilities for the role or whether they will be able to develop them. Potential drivers should not have multiple interviews but rather a potential test to help identify driving skills and quality of service. Uber may adopt a new strategy for hiring staff; it consists of arranging test rides with a driver and then offering a position based on their rating and level of customer satisfaction (Curry, 2022). In conjunction with selecting workers for a specific region and the needs of service users, these policies will enable the selection of competent and loyal drivers.
Recommendations for Talent Development
It is important to note that if selecting professional and competent workers for hire, it is still imperative to provide them with training. This is an essential step that will enable new workers to adapt to the conditions offered by Uber. First, it is necessary to educate the workers about the working conditions and company policies. It is also vital to provide guidance and advice to the new employees. This will help them adapt to the specifics of the job and use the experience of the employees who have been working for a long time (Pöchhacker & Remael, 2019). In this way, presenting information will allow workers to familiarize themselves with the basic rules of the company and receive valuable advice for their work. In the future, Uber will be performing employees who will work effectively from the first day of work. In order to provide attention to each of the 50 workers, extra time should be allotted to ask questions they are interested in (Martinelli, 2022). Moreover, experienced employees can act as mentors for new recruits to help them adapt to the specifics of working at Uber.
The second critical phase of professional training and new hires is identifying gaps and things they need to enhance. Hiring managers can prepare standard questionnaires for new workers to complete. This will enable them to identify the points in which they need assistance (Martinelli, 2022). This approach will ensure that new hires will immediately appreciate the friendly atmosphere at the company and understand that managers are working hard to provide drivers with a positive experience at Uber. Another benefit of this strategy is that workers and managers will recognize expectations and problem issues that may arise and address them proactively.
In addition to initial training, employees require continual professional development. This is imperative in order to maintain a company’s high rating and customer satisfaction. One way to do this is to exchange experiences between workers. For example, those operating for five years will provide classes to those working for only one year (Hunke, 2021). Managers should provide equipment and facilities that are comfortable and appropriate for training. It is critical that such a process include motivational and interactive factors. For instance, managers should create an atmosphere for learning and sharing experiences (Hunke, 2021). A coffee break will allow new employees to relax and perceive the learning as advice and exchanging ideas. However, the best learners can also be distinguished from the others (Hunke, 2021). An additional financial reward will motivate new employees to learn effectively.
In order for a company to remain a market leader in the transportation services industry, it is essential to manage worker performance. An employee work environment will promote productivity and centralize management. It will permit managers to evaluate employee performance and determine the degree of productivity. It should be noted that drivers constantly interact with customers of various social and economic statuses but must provide each with quality service. In order to achieve this, workers’ goals and desires must align with the objectives and mission of the company. This way, employees will work hard to produce the expected results (Owolabi & Adeosun, 2021). If their views and ideas are under those of the company, then, in addition to personal benefit, it will help ensure Uber’s general output.
It is essential to recognize that using effective management techniques will enhance the profits and rating of the business, which will positively impact the wages of regular workers. In order to coordinate the work of employees, especially new ones, a feedback system needs to be established. In the service industry, this has certain peculiarities; for example, managers can monitor workers’ progress through customer feedback and evaluations. They should then analyze specific problem situations and help drivers solve them. This will prevent future negative reviews and downgrades for the company (Owolabi & Adeosun, 2021). Moreover, new Uber employees especially need feedback from customers and managers. This is because it will enhance the way they construct their professional behavior.
To increase the efficiency of drivers and human resource management, their workloads should be facilitated. It is possible to use Geotab technology to support Uber with additional advanced information on aspects such as software systems, fuel consumption rates, and road conditions (Morales et al., 2021). At the same time, it is essential for drivers to have operative information about traffic on roads and repair works; it will help to prevent conflict situations with clients. The Geotab technology allows monitoring the drivers and providing them with operational data (Morales et al., 2021). It is worth noting that the organization focuses on providing services to customers; that is why it is essential to use social networks to communicate with clients. Managers should spread information about the services and privileges provided by Uber on different platforms. Certainly, discounts and loyalty programs for customers will expand the database of clients and provide all drivers with jobs (Morales et al., 2021). Therefore, for the business to function effectively, it is constantly necessary to support and help drivers, especially those new at work.
Therefore, recruitment to the company should be based on the needs of each region. This will facilitate efficient problem solving and adaptation to the needs of service users. However, during the hiring process, test drives should be arranged to assess the practical abilities of the driver. Training new workers should be based on the gaps in experience or knowledge indicated in the survey. The employees will immediately enhance their weaknesses, which will improve their performance. Communication with customers will enable Uber to respond to conflict situations and enhance the quality of services. Hence, these recommendations will ensure quick adaptation of new workers to the company’s working conditions and increase Uber’s productivity.
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Hunke, J. (2021). How to measure your company’s training effectiveness. SkillBuilding. Personalized. Measurable. Engaging. Web.
Martinelli, K. (2022). What are the consequences of a lack of training? The Hub | High-Speed Training. Web.
Morales, R., Gamboa, J., Nguyen, B., Siddiqui, O., & Bonsall, J. (2021). Accuracy and validation of Geotab GPS fleet tracking devices. SAE Technical Studies, 3(4), 12-33. Web.
Owolabi, T. & Adeosun, O. (2021). Result-based management system: A mediating factor for employees’ performance. British Journal of Management and Marketing Studies, 4(2), 6- 23. Web.
Pöchhacker, F., & Remael, A. (2019). New efforts? A competence-oriented task analysis of interlingual live subtitling. Linguistica Antverpiensia, New Series–Themes in Translation Studies, 18. Web.