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Question: Discuss About The Globalize Human Resource Management Rutledge? Answer: Introduction Human resource management is the key player which affects the growth of the company in the global market. It is also responsible for keeping a positive image of the company in front of visitors. It is the duty of the HR manager to maximize the performance of employees and keep them interested in the activities of the business. Without adequate human resource measure, an organization cannot successfully carry on their business transaction, ultimately due to which they will face dissatisfaction among employees in the management (Armstrong, Taylor, 2014). Talking about the company Uber, it is an identified innovative company present in the global market. Uber calls it customer Uber partners which initiates the job seekers join the company due to fancy titles. Nut it is the inefficiency of the human resource department that they are unable to stand up to the expectations of the employees of the company. Further, the business report discusses are about the new article about Uber employee issues and human resource theories which the company shall adopt in order to understand the case. Further, it also includes recommendations to the company with the aid of which they can again attain the former position in the target. Further details of the task are discussed below. Discussion about the news story The news story discusses the case in which Uber is settling unfair dismissal cases. The core of the news article is that the company is breaching the rights of the employees (drivers) of the company by regarding them as only drivers, not the actual employees of the further. Further to elaborate the case it shall be said that the AFR reported that the company is not accepting that the drivers who are working for them are the employees of the company (Thijssens, Bollen, Hassink, 2015). It further states that the Rideshare Drivers Association of Australia filed a claim against the company that Uber is practicing unethical activities which are harnessing the interest of the drivers who are associated with the activities of the company. The case was submitted to the fair work commission for the avoidance of contractor relationship with the company. In this case, it shall be noticed that the company smartly played a trick by calling their divers partners not the employee of the company (C ollings, 2014). With this effect, they secured themselves from the liability of calling drivers employees, and they initiated a contractual relationship with the drivers of the company. This will assist the company to deactivate the contracts with the drivers if any unlikable case is faced by the company. Due to this method job security risk is always maintained with the drivers associated with the company (Stone, Deadrick, 2015). In relation to the HR policies, the company is working unethically with the drivers. It is the corporate social responsibility of every organization to safeguard the interest of the stakeholders of the company and not defraud them. Considering the above-mentioned case, Uber is keeping its stakeholder at risk by not providing them approval that they are employees of the company. It is known that drivers are employees of the company and they have right to know the amendments in the activities of the company. But with the effect of contractual relationship with the driver, the company can anytime deactivate the term period of the employees without giving prior notice. This act of Uber is financial. Following to the CSR policy, another theory which relates to the issue is that employee engagement policy refers to the relationship of the employees with the organization (Cook, 2016). An engaged employee is the person who is fully absorbed by the company and has faith in the activities of t he company. Further, this relationship states that the employees of the company shall always be satisfied with the working environment of the company (Sparrow, Brewster, Chung, 2016). The theory also states that this relationship results in the positive growth of the company positive attitude of employee will lead to increase in their efficiency leading them to work more. Talking about the Uber case, the company disrespected the policy as they did not perform functions according to it. Uber denied calling the drivers' employees of the company. The process of employee engagement requires the attention of the human resource manager of the company, to which the Uber HR manager was unable to perform (Bardoel, et. al., 2014). It is the duty of the HR manager to safeguard the interest of its employees and look for their issue and solve them, but the Uber manager acted opposite to the situation as they ignore the voice of the employees of the company and safeguard the interest of the company Uber. The theory also states that a commitment shall be made by the part of the management to the human resource of the company which shall contribute to organizational objective alo ng personal objective (Armstrong, Taylor, 2014). So, according to the theory of employee engagement, the HR manager did not fulfill their obligation which in return affected the growth of the company and also this event negatively affected the image of the company Uber in the global market (Yoo, 2017). Human Resource issues in Uber In context to the news article on the issues faced by the Uber company, the fact that shall be taken into account is that the acts which company performed in their management were wrong due to which the company had to face the following issues in their business process. Further, the problems of Uber Company are discussed below: The initial and foremost important HR issue faced by the company is the inefficiency of HR manager to keep the interest of drivers aligned with the core activity of the business. Irrespective of the share of the drivers in deciding business rules, the company initiated contractor relationship with them. This act of the company disregarded the right of drivers (Hoque, 2013). Another human resource issues faced by the company is that there is a low degree of employee retention in the company. The employees keep on switching their jobs from the company Uber. The working environment and the culture of Uber are not fit for the people to stay for a longer period of time as the company is unable to motivate their employees to stay for a longer period of time (Stone, 2013). Even the company focused on new recruitments and forgets the interest of people already hired. The company lacks the employee engagement process due to which they are facing such issues in their management (Sderberg, Krishna, Bjrn, 2013). The company Uber does not call their drivers as a part of the company, which means they initiate a relationship with the employees on the basis of the contract and do not treat them as employees of the company. Due to this process, the drivers are unable to hold their rights in the working of the company. Implementation of such activity in the business process is the corporate social responsibility of the company. In order to attain a sustainable growth, most importantly the manager needs to keep the assets (employees) of the company intact then only they can earn competitive advantage in the global market (Breevaart, et., 2014). Lastly, the company does not pay to employees adequately due to which dissatisfaction occurs in their attitude. According to Herzbergs theory of motivation, in order to attain safety, the employees need job security along with optimum pay to keep them motivated towards the target (Stone, n.d.). Conclusion Thus, in the limelight of above mentioned events, the act that shall be stated is that the company Uber has several issues in its human resource management system, apart from which the company is acting ethical wrong with the drivers of the organization. Thus, the report provides issue and recommendation to the company regarding the managerial issues. Recommendations for the company The following are the few recommendation with the use of which the company can initiate adequate human resource management techniques in their management system. The HR manager shall personally look after the case, and analyze the defaulter, even if the company is at fault, they shall amend the measure to safeguard the interest of drivers of the company (Alfes, et. al., 2013). The contractor relationship shall be put to an end so that no rights of the drivers are breached. Apart from that, the drivers shall also be called as the employee of the company as they serve to the core activity of the business. The top management of the company shall circulate their response to the public in favor of the interest of the employees so that their image is maintained. Keeping in mind the employee engagement theory the management shall activities which adequately maintain a good employer-employee relationship in the internal process of the company (Saks, Gruman, 2014). The company shall create laws fulfill their corporate social responsibility against the society. Also keeping in mind the stakeholder theory, the company shall work to provide maximum benefits to the stakeholder so the company, not only personal goals shall be satisfied but all stakeholders shall gain benefit with the growth of the company. Incentive scheme shall be initiated in the management of the company for efficient employees (Cho, et. al., 2015). References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), 330-351. Armstrong, M., Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers. Armstrong, M., Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bardoel, E. A., Pettit, T. M., De Cieri, H., McMillan, L. (2014). Employee resilience: an emerging challenge for HRM. Asia Pacific Journal of Human Resources, 52(3), 279-297. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement. Journal of occupational and organizational psychology, 87(1), 138-157. Cho, C. H., Michelon, G., Patten, D. M., Roberts, R. W. (2015). CSR disclosure: the more things change?. Accounting, Auditing Accountability Journal, 28(1), 14-35. Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business, 49(2), 253-261 Cook, M. (2016). Personnel Selection: Adding Value Through People-a Changing Picture. John Wiley Sons. Hoque, K. (2013). Human resource management in the hotel industry: Strategy, innovation and performance. Routledge. Saks, A. M., Gruman, J. A. (2014). What do we really know about employee engagement?. Human Resource Development Quarterly, 25(2), 155-182. Sderberg, A. M., Krishna, S., Bjrn, P. (2013). Global software development: commitment, trust and cultural sensitivity in strategic partnerships. Journal of International Management, 19(4), 347-361. Sparrow, P., Brewster, C., Chung, C. (2016). Globalizing human resource management. Routledge. Stone, D. L., Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145 Stone, R. J., (2013). Managing Human Resources. 4th Edition. Wiley Publication. Thijssens, T., Bollen, L., Hassink, H. (2015). Secondary stakeholder influence on CSR disclosure: An application of stakeholder salience theory. Journal of Business Ethics, 132(4), 873-891. Yoo, T., (2017). Uber Australia is settling unfair dismissal cases, despite insisting drivers are not employees. Viewed on 27 September, 2017 from https://www.businessinsider.com.au/uber-australia-is-settling-unfair-dismissal-cases-despite-insisting-drivers-are-not-employees-2017-6#jPewXpUjXzD5yDG3.9