SHRM Course Project Please read the following problem and answer the questions that follow. A gig economy is a free mark

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SHRM Course Project Please read the following problem and answerthe questions that follow. A gig economy is a free market system inwhich temporary positions are common, and organisations hireindependent workers for short-term commitments. On 31 March 2021,Amitabh Kant, the Chief Executive Officer of NITI Ayog, releasedthe report on ‘Unlocking the Potential of the Gig Economy in India’curated by the Boston Consulting Group (BCG). The report statesthat the emerging gig economy has the potential to serve 90 millionjobs across non-farm sectors and add up to 1.25% to India’s GDP.Kant was also quoted as saying, "This is a massive opportunity. Isee the gig-economy as the future of work". This can be furtherelucidated by the fact that over the last decade, the gig economyhas channelised millions of jobs, both globally and within India.According to a PayPal report, one in every four gig workers is anIndian. You can read the full report by BCG here. The Union Budgetof 2021 also lays emphasis on formalising the gig economy in India.The Finance Minister, while presenting the budget, was quoted assaying, "For the first time globally, social security benefits willextend to gig and platform workers. Minimum wages will apply to allcategories of workers, and they will all be covered by theEmployees State Insurance Corporation". In this background,consider the case of Swiggy, India’s largest online food deliveryplatform, which has close to 1.1 lakh gig workers. The proposal offormalising the gig economy is also being considered as anadvantage to attract more women workers. Out of the more than 1lakh gig workers at Swiggy, only about 1000 are women gig workers.Swiggy not only has made its place as a consumer-focused companydelivering convenience to its customers but also has beenappreciated for its human resource management policies. In February2020, Swiggy came up with a childcare benefits and parenthoodpolicy for its non-gig employees with a vision to assist a diverseworkforce. Its gender-neutral childcare and parenthood policyemphasises on supporting the primary caregivers of children,including biological parents, adoptive parents, single parents andparents from the LGBTQ+ groups. Its parenthood policy also includesmiscarriage leaves and leaves for medical termination of pregnancy.The policy also extends to providing support during other aspectsof parenthood such as fertility care and surrogacy. For the gigworkers, Swiggy has introduced the ‘Swiggy Smiles’ program thatcaters to its delivery partners. Under this program, the gigworkers (delivery partners) are provided with benefits, includingaccidental insurance, on-call doctors for workers and theirfamilies, education loans and scholarships, rewards such as giftvouchers for shopping and entertainment, and support forupskilling. These rewards and benefits are offered according todifferent levels of the gig workers. According to a report byBusiness Standard, Swiggy’s delivery partners had claimed up to ₹14crore worth of benefits as of 2019. Swiggy offers more incentivesto the delivery partners who work on the busy days when there isgreater demand. The workers get paid and incentivised according tothe number of hours and effort they put in. Fuelling the gigeconomy means that the nature of jobs itself is undergoing atransformation. This also means that the way in which humanresources in organisations such as Swiggy are managed plays a keyrole in deciding the organisation’s success ratio. Suppose Swiggyis looking to revamp its HR policy to reap maximum benefits out ofthe factors such as the announcement by the Government of India onformalising gig economies, the future of work and the flexibilityenjoyed by workers. Keeping in mind the dynamic background againstwhich this economy is emerging, the executives of the company havefelt that there is still room for improvement in aligning the HRstrategies with its business objectives. They have hired yourcompany to send HR consultants to analyse the gaps and providesolutions. Your firm has chosen you as the principal consultant forthis project. After evaluating its HR strategies and businessobjectives for internal and external challenges faced by HRM, youare expected to submit a detailed report to the board of directorsfor the same. The format of the report has been given in the nextsegment. The questions in the report are given below. 1. Outlinethe link between strategy and human resource management in the caseof Swiggy. Please answer in around 300 words. 2. Identify three HRfunctions from the case study based on the HR functions covered inthis course. Please answer in around 300 words. 3. You are asked todesign and develop an employee engagement strategy that helpsSwiggy gain a competitive advantage in the gig economy model. Whatwould be some important components of such a strategy? Pleaseanswer in around 400 words. 4. You are asked to design and developa learning and development strategy that helps Swiggy gain acompetitive advantage in the gig economy model. What would be someimportant components of such a strategy? Please answer in around400 words]