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HR Strategies of Zomato: Analysis and Strategic Plan
This project report analyzes the Human Resources (HR) strategies of Zomato, a leading
Indian food delivery company, and compares them with its competitors Swiggy and Uber
Eats. Through this comparison, Zomato's strengths and weaknesses in its HR approach are
evaluated, focusing on recruitment, employee engagement, training, and organizational
culture. Furthermore, HR metrics are used to assess the effectiveness of these strategies,
followed by a strategic HR plan that aims to enhance Zomato’s competitive advantage.
1. Task 1: Analyze and Compare HR Strategies
1.1 Zomato’s HR Strategies

Zomato has established itself as a progressive company, known for its forward-thinking HR
strategies and focus on both employee and customer satisfaction. Zomato's primary HR
strategies include the following:
Recruitment and Talent Acquisition: Zomato places a high priority on attracting skilled
professionals from top-tier universities and using social media platforms like LinkedIn for
effective employer branding. They focus on sourcing candidates with a strong alignment to
the company’s values, ensuring cultural fit.
Training and Development: The company offers continuous training programs focusing
on leadership and technical skills to ensure employees are equipped to handle Zomato's
dynamic work environment. Programs include leadership workshops, online courses, and
seminars aimed at encouraging innovation and enhancing problem-solving capabilities.
Employee Engagement: Initiatives like Zomato 365 (a comprehensive employee benefits

program covering health, wellness, and financial benefits) and flexible work hours aim to
improve work-life balance and foster a positive work culture. These measures create an
environment where employees feel motivated and valued.
Organizational Culture: Zomato promotes a high-performance culture emphasizing

ownership and accountability. The organization encourages employees to take initiative,
fosters teamwork, and recognizes contributions, which strengthens the employee’s
connection to the company’s mission.
1.2 Swiggy’s HR Strategies
Swiggy, another major player in the food delivery industry, also emphasizes comprehensive
HR strategies:
Recruitment and Talent Acquisition: Swiggy uses multi-channel recruitment, which

includes campus hiring and job portals, to attract diverse talent. Additionally, Swiggy has
developed partnerships with educational institutions to create a steady talent pipeline.
Training and Development: Swiggy offers a range of training programs for its workforce,
especially for delivery personnel, focusing on customer service, safety, and technical skills.
They also have programs for managerial staff to develop leadership and strategic thinking
abilities.
Employee Engagement: The company places a strong emphasis on employee wellness,

offering health benefits, wellness programs, and frequent recognition initiatives. Swiggy has
developed a feedback-rich environment that allows employees to voice opinions and
suggestions, which helps in enhancing job satisfaction.
Organizational Culture: Swiggy’s organizational culture promotes inclusivity,

collaboration, and customer-centricity. They encourage open communication across all
levels of the company, which fosters a sense of belonging and teamwork.
1.3 Uber Eats’ HR Strategies
Uber Eats, a globally recognized brand, has its own distinctive HR strategies influenced by
its parent company's international reach and operations:
Recruitment and Talent Acquisition: Uber Eats uses a global talent pool to source
employees, which allows them to recruit individuals with diverse backgrounds and
expertise. The platform also provides flexibility in work roles, particularly for delivery staff.
Training and Development: They focus on skill-based training with an emphasis on
customer service, efficiency, and operational skills. This training is essential to maintain
Uber Eats' high standards and ensure consistent service across regions.
Employee Engagement: Uber Eats emphasizes benefits for its delivery drivers, including
flexible working hours, performance-based incentives, and recognition programs. However,
the company faces challenges in maintaining long-term engagement, especially among
delivery staff.
Organizational Culture: The company has cultivated a competitive culture that values
adaptability, efficiency, and performance. This environment fosters a high-energy
workplace that drives employees to meet and exceed targets.
1.4 Comparative Analysis
The following table provides a comparative analysis of the HR strategies employed by

Zomato, Swiggy, and Uber Eats:
HR Strategies Comparison Table
HR Strategy Zomato Swiggy Uber Eats
Recruitment Top-tier talent, Multi-channel Global talent pool, flexible

campus recruitment roles
recruitment
Training Leadership and Skill development for Customer service and

technical skill focus delivery personnel operational training
Employee Flexible work Wellness programs and Flexible hours, driver

Engagement hours, Zomato 365 recognition incentives
Organizational High-performance, Inclusive, customer- Performance and adaptability

Culture ownership-driven centric focused
This comparison reveals that Zomato excels in creating a high-performance culture but
could improve on engagement strategies for its delivery workforce, where Uber Eats and
Swiggy have implemented more flexible arrangements.
2. Task 2: Use HR Metrics to Evaluate Effectiveness
To assess the effectiveness of Zomato’s HR strategies, the following HR metrics have been
identified:
Employee Turnover Rate: Zomato's corporate turnover rate remains relatively low due to
its strong engagement programs; however, there is a high turnover rate among delivery
staff due to factors like job stress and limited benefits.
Training Effectiveness: Zomato has received positive feedback from employees on its
leadership and technical training programs, indicating that these efforts are successful in
enhancing skillsets. A metric commonly used to measure training effectiveness is the post-
training performance improvement rate, which, for Zomato, has shown steady
improvement over the past year.
Employee Satisfaction: Satisfaction levels among Zomato’s corporate employees are high,
while the delivery personnel have reported lower satisfaction due to the challenging nature
of their roles. The Net Promoter Score (NPS) for corporate employees is high, suggesting
strong loyalty, whereas the delivery segment scores lower.
Retention Rate: Zomato has achieved a strong corporate retention rate, driven by career
growth opportunities and a supportive work culture. This metric indicates that Zomato’s
strategies are effective for its permanent workforce but require enhancement for
temporary and gig workers.
3. Task 3: Strategic HR Plan for Zomato
To address the challenges identified and strengthen Zomato’s HR framework, the following
strategic HR plan is proposed:
Improve Work-Life Balance for Delivery Staff: Zomato can reduce burnout among
delivery personnel by introducing flexible scheduling and shift management tools.
Additionally, offering incentives such as paid time off for gig workers could increase
satisfaction and reduce turnover.
Strengthen Leadership Development: Zomato should focus on mentorship programs and

develop leadership tracks for mid-level employees. This will not only provide career growth
opportunities but also build a strong internal leadership pipeline.
Enhance Recognition Programs: Expanding recognition initiatives to include both

monetary and non-monetary rewards could enhance motivation among delivery staff.
Implementing a peer recognition program could also help foster a positive work culture.
Foster Innovation and Collaboration: Zomato can establish innovation labs where cross-
functional teams can collaborate on new product ideas. This approach will not only
encourage creativity but also promote teamwork and shared ownership of projects.
Develop a Gig Worker Engagement Strategy: Since a significant part of Zomato’s

workforce includes gig workers, it is crucial to create engagement strategies tailored to
their unique needs. Offering competitive pay, performance incentives, and creating forums
for feedback can improve loyalty among gig workers.
4. Conclusion
Zomato’s HR strategies are largely effective in areas like recruitment, training, and
corporate employee engagement, though some challenges remain, particularly with regard
to delivery personnel engagement and retention. The proposed strategic HR plan addresses
these issues by focusing on flexibility, leadership development, recognition, innovation, and
gig worker engagement. Implementing these changes will allow Zomato to better retain
talent, improve employee satisfaction, and sustain a competitive edge in the dynamic food
delivery market.

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HR Strategies of Zomato: Analysis and Strategic Plan

1. Task 1: Analyze and Compare HR Strategies

1.1 Zomato’s HR Strategies

Employee Engagement: Initiatives like Zomato 365 (a comprehensive employee benefits

Organizational Culture: Zomato promotes a high-performance culture emphasizing

Recruitment and Talent Acquisition: Swiggy uses multi-channel recruitment, which

Employee Engagement: The company places a strong emphasis on employee wellness,

Organizational Culture: Swiggy’s organizational culture promotes inclusivity,

1.3 Uber Eats’ HR Strategies

The following table provides a comparative analysis of the HR strategies employed by

HR Strategies Comparison Table

HR Strategy Zomato Swiggy Uber Eats

Recruitment Top-tier talent, Multi-channel Global talent pool, flexible

Training Leadership and Skill development for Customer service and

Employee Flexible work Wellness programs and Flexible hours, driver

Organizational High-performance, Inclusive, customer- Performance and adaptability

3. Task 3: Strategic HR Plan for Zomato

Strengthen Leadership Development: Zomato should focus on mentorship programs and

Enhance Recognition Programs: Expanding recognition initiatives to include both

Develop a Gig Worker Engagement Strategy: Since a significant part of Zomato’s

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