Case Study: Uber Technologies Inc.
The Company Details
Uber Technologies Inc., also better known as Uber, is the transportation mobile application company founded back in 2009 (Lashinsky, 2015) that specializes in transportation through their mobile platform which operate 24-hour-per-day and connect passengers and drivers (Pullen, 2014). It has since then grown into a well-known, successful, billion-dollar company worth over $50 billion net worth with 58 countries involve (Kim, 2015). The company revenues through hire service and presents something new which incorporates technology with an unusual structure organizational structure that deviates from the norms in the vehicle-for-hire-service industry. This can be seen from their rapid growth and success (Henry Blodget, 2014). …show more content…
The organization aimed in managing organizational human resources at International level to achieve International organizational objectives and achieve various competitive advantage across direct competitors at International level (Eileen Crawley, 2013).
These are the crucial models to show the internal functions of HRM in an organisation;
- The Harvard Model (See; Appendices 1), The model shows that the relationship regrets of all management decision and actions involves between the organization and the employees. Line managers require more responsibility for ensuring the alignment of the HR policy and the competitive strategies which require the HR to be mutually reinforcing (Armstrong, 2016).
- The Contextual Model (see; Appendices 1), The model shows the importance of environmental factors which include variables the influence of social, institutional and political forces that have not been shown in other models. This model support integrating human resource management system in the environment in which it is developed (Armstrong, …show more content…
The main distinctive this model and the rest is it has no trade unions, no legal framework and the organizational objective (Armstrong, 2016).
The differences between domestic HRM and International HRM (IHRM) are the domestic HRM is done at a local standard which the IHRM is done at international standard which manages Peoples from different institutional, legal and culture background differences (Harzing & Pinnington, 2015).
Domestic HRM is concerned with managing employees belonging to the local country or as host country for the expatriate. IHRM is concerned with managing employees belonging to many other countries which belong to either the same Organization or Same entity (Harzing & Pinnington, 2015).
For example, a performance appraisal system used by the Americans which are also used in certain Europe countries is based on the openness between the managers and the subordinates, as they find no difficulties in openly expressing their feelings and giving feedbacks, be it positive or negative ones, to one another. Asian countries, on the other hand, may find this system unacceptable because of the hierarchical ranking existence and assumptions that it would be too humiliating or disrespectful. This example shows that no one similar concept can be replicated in all countries globally due to
Uber Technologies Inc., also better known as Uber, is the transportation mobile application company founded back in 2009 (Lashinsky, 2015) that specializes in transportation through their mobile platform which operate 24-hour-per-day and connect passengers and drivers (Pullen, 2014). It has since then grown into a well-known, successful, billion-dollar company worth over $50 billion net worth with 58 countries involve (Kim, 2015). The company revenues through hire service and presents something new which incorporates technology with an unusual structure organizational structure that deviates from the norms in the vehicle-for-hire-service industry. This can be seen from their rapid growth and success (Henry Blodget, 2014). …show more content…
The organization aimed in managing organizational human resources at International level to achieve International organizational objectives and achieve various competitive advantage across direct competitors at International level (Eileen Crawley, 2013).
These are the crucial models to show the internal functions of HRM in an organisation;
- The Harvard Model (See; Appendices 1), The model shows that the relationship regrets of all management decision and actions involves between the organization and the employees. Line managers require more responsibility for ensuring the alignment of the HR policy and the competitive strategies which require the HR to be mutually reinforcing (Armstrong, 2016).
- The Contextual Model (see; Appendices 1), The model shows the importance of environmental factors which include variables the influence of social, institutional and political forces that have not been shown in other models. This model support integrating human resource management system in the environment in which it is developed (Armstrong, …show more content…
The main distinctive this model and the rest is it has no trade unions, no legal framework and the organizational objective (Armstrong, 2016).
The differences between domestic HRM and International HRM (IHRM) are the domestic HRM is done at a local standard which the IHRM is done at international standard which manages Peoples from different institutional, legal and culture background differences (Harzing & Pinnington, 2015).
Domestic HRM is concerned with managing employees belonging to the local country or as host country for the expatriate. IHRM is concerned with managing employees belonging to many other countries which belong to either the same Organization or Same entity (Harzing & Pinnington, 2015).
For example, a performance appraisal system used by the Americans which are also used in certain Europe countries is based on the openness between the managers and the subordinates, as they find no difficulties in openly expressing their feelings and giving feedbacks, be it positive or negative ones, to one another. Asian countries, on the other hand, may find this system unacceptable because of the hierarchical ranking existence and assumptions that it would be too humiliating or disrespectful. This example shows that no one similar concept can be replicated in all countries globally due to