2. ABOUT THE COMPANY
Started by Sriharsha Majety, Nandan Reddy, Rahul Jaimini.
Harsha and Nandan decided to make life easier by changing
the way India eats. All they needed was the technology to
support their vision. Rahul brought the vision to life by
launching a website in 2014.
Started its operations in Koramangala, Bengaluru in August
2014.
Launched the app in May of 2015.
4. BUSINESS MODEL
• Partnership
with eateries
• Hiring
delivery
providers.
• Managing
delivery and
payment
process.
• Efficient
online
payment
system
• No minimum
order
requirement
• Restaurants
and shops
• Delivery
providers
• Local
restaurants
and shops
• Technology
• Mobile app
• Websites
• Digital
marketing
• 247 active
customer
support and
Chabot
• Social media
pages
• People who
do not wish
to go out to
eat.
• People who
want to
order food
online
• Payroll expenses for its employees and
delivery partners
• Cost of application and website
development
• Administrative, advertising and marketing
costs
• Delivery charges
• Commissions
• Advertising
• Affiliate income, Swiggy Access/ Super
5. RECRUITMENT AND SELECTION
PROCESS
Vacancy Identification & Job Posting on Career Page
Candidates Apply for Jobs from Career Page of Swiggy
Screening & Shortlisting of CVs
Written Round followed by technical round and HR interview round
Background verification
Selection Decision
6. BENEFITS AND PERKS
PROVIDED
Group personal accident insurance and medical insurance
Paternity and adoption leave policy
Flexible benefit component policy
Flexible Schedule
Game room
Nap room
Approachable leadership
Free assistance on tax and investment planning
7. ROLE OF HR BP
Human resource policy and procedure throughout the organization fit the
needs, goals and aims of the organization and its top leadership.
Determining objectives of human resource department and mainly work in
developing strategy.
HR BP works as a consultant to top management and provide resources in
various departments throughout the organization.
Analyze the data and metrics and build strategies as per that.
Provide input on workforce and succession planning as well as plans business unit
restructuring.
Conduct weekly meetings to check in with each business unit
8. STRATEGIES TO RETAIN
EMPLOYEES
• Challenges
• Discourage hierarchies
• Empower people
• Promote open door policies
• Stay true to organizational values
