Pragya Kaul

Romil Solanki
Sumit Jankar
Akash Ladhe
 INTRODUCTION
 Tool that analyzes firm's organizational design by looking at 7 key internal
elements to identify if they are effectively aligned and allow organization
to achieve its objectives.
 Developed in the early 1980s by Tom Peters and Robert Waterman

 Where 7S model can be used?

 Review the effectiveness
 Determine how to best realign
 Assess the changes
 Design SWOT
 The Seven Elements

 Strategy: the plan devised to maintain

and build competitive advantage over
the competition.

 Structure: the way the organization is

structured and who reports to whom.

 Systems: the daily activities and

procedures that staff members engage in
to get the job done.
 The Seven Elements

 Staff: the employees and their general capabilities.

 Skills: the actual skills and competencies of the employees working for

the company

 Style: the style of leadership adopted.

 Shared Values: these are the core values of the company that are
evidenced in the corporate culture and the general work ethic.
McKinley's 7s framework
for ZOMATO
 STRATEGY
 Mission: To ensure nobody has a bad meal.
 Vision: To be the global platform when someone
is looking for food locally
 Attractive Tagline: “Discover great places to eat
around you”
 Target Audience – Mainly Young population,
Working professionals who want to dine
out(Zomato Gold) and prefer food delivery.
 Focus on technology: Beautifully designed User
friendly interface with google maps;
Data driven,Use of Cloud kitchen
 Focus on Customer feedbacks.
 Food to Entertainment: Zomato’s Zomaland
Festival
 Innovation and
Agility

• Present in 24
countires,10000+ cities.
• Target to grow in 13
new nations outside
India.
STRATEGY
Social Media Marketing and Effective communication- Zomato is active on Instagram,
Facebook and Twitter through various marketing campaigns, Zomato Premier League,
bright red billboards with witty one-liners.
 Marketing Strategy during Covid-19

 Made a real difference during

this crisis.
 From delivering food to
delivering groceries
 For daily wage earners- Feed
the Daily Wager
•  Collected over 28.13 Cr out
of their 50 Cr goal.
• Distribute meal kits to
families which can support up
to 5 people for a week
STRUCTURE
• Defined structured hierarchy
• Restaurant pays Zomato for being featured and user reviews restaurant.
• Ease decision making process while time saving.
 System
 Food Delivery - Zomato’s main operation is food delivery.
Zomato earns through restaurants who pay a commission for each
delivery, which is then split among the delivery partner and the
company
 Restaurant Listings / Advertising- Zomato was just a listing
platform and a restaurant directory. This brings in advertising
revenues from restaurants who joined the platform
 Subscription Programmes- With Zomato Gold for consumers
and users, and subscription solutions for restaurants too.
 Zomato Kitchens- In order to be able to provide kitchen
infrastructure services to select restaurant operators, Zomato
works with entrepreneurs to set up and operate Zomato Kitchens
under different labels.
 Shared Value
 Resilience: Zomato push themselves from the far side to their skills when they
faced with are times.

 Acceptance: don’t take Feedback personally, they break it into positive items and
figure out on each and every element even more effectively.

 Ownership: Folks at Zomato do not work ‘for’ Zomato, they work ‘with’ Zomato

 Humility: It is usually ‘us’ over ‘me’

 Spark: Zomato believe in, stand for and are converter of our culture - both, within
Zomato and Customers.

 Judgement : They always aim to provide costumer satisfaction.

 Skills
 Aggressive training of their executives in soft skills.
 Getting their executives accustomed to technology to deal with
supply side problem and on boarding fleet.
 Using data of costumers to provide fast and good services to the
customer
 Marketing and promoting the brand with latest trends
 training delivery partners on technology, behavioural skills,
personality development, guidelines for safe riding.
 Styles

 Zomato is in strong leadership position with market share of 52%.

  Management is friendly and supportive of work.
Provide Sense of ownership and value their employees.
 Employees are provided with :
Medical Coverage, Food and Snacks, No Probation and Notice Period, In
office Psychiatrist Team
 Staff
 Zomato have more than 5000 employees all over india.
 They have well skilled staff.
 It is using different ways of hiring :
 hiring and skilling agencies
 advertising in local newspapers
 referrals
 Offline hoardings

Hiring procedure : -First CV screening and telephonic interview about

past work ex.
- Second round consist of GD on normal topics
- Third Round of interview is face to face round.
McKinley's 7s framework for reliance
industries
 Strategy
 Leadership position in existing business. (Revenue - US$44.7
billion, Largest retailer in India based on Revenue and
Footprint,
 Global scaling i.e. Partnership with google, facebook,
Microsoft
 Investment in new businesses i.e. Jiomart, Saas player
Newfloats , Asteria Aerospace, Haptik
 Helping startups to grow i.e. GenNext hub
 Believe in transformation e.g. Reliance Jio which significantly
lifting India’s global ranking on mobile broadband
subscription
 Structure
There are 8 non executives and 4 executive directors in board

Committees
 Audit Committee
 Stakeholders’ Relationship Committee
 Corporate Social Responsibility and Governance Committee
 Human Resources, Nomination and Remuneration Committee
 Finance Committee
 Health, Safety and Environment Committee
 Risk Management Committee
 Systems
 Reliance is in multiproduct business like Oil & gas distribution,
Retail of petroleum products, Infrastructure, Textiles, Telecom
 Vertical Integration in businesses due to which operational
efficiency increases and cost decreases.
 Reliance’s business creates value for its shareholders and
employees (provide opportunities to gain leadership
capabilities)
 they follow a well-defined Rewards & Recognitions programme
that periodically identifies exceptional individual and team
achievers among the various business functions and verticals in
the Group.
 Shared Value
 Shareholder Interest: They value the trust of shareholders, and keep their interests
paramount in every business decision they make, every choice they exercise

 People Care: They possess no greater asset than the quality of our human capital and
no greater priority than the retention, growth and well-being of our vast pool of
human talent

 Consumer Focus : They rethink every business process, product and service from the
standpoint of the consumer – so as to exceed expectations at every touch point

 Excellence in Execution: They believe in excellence of execution – in large, complex

projects as much as small everyday tasks. If something is worth doing, it is worth
doing well.

 Team Work : They believe that in this rapidly-changing knowledge economy,

organizations can prosper only by mobilizing diverse competencies, skill sets and
expertise
 Skills
 Committed to excellence in quality.
 Focused on creation and enhancement of stakeholder

value .
 Responsive to evolving business needs and challenges.

 Dedicated to uphold the core values of the Group .

 It is this skill and initiative of our workforce that sets us apart

from our peers in today’s knowledge-driven economy.

 Partnered with coursera, Lynda linkedIN
 Style
 Unbeatable leadership in the Indian consumer space(106th in global
500 list)
 They always put our employees first. Create an environment which
makes challenges fun
 A platform to connect with millions of people.
 Staff
 Reliance have 1,95,618 Direct employment and they have 1.1+
CRORE Man-hours of training imparted
 There is presence of strong teams which consists of people,
they are dynamic, motivated and qualified individuals
 Presence of First-rate management graduates, highly trained
engineers, top-notch financial analysts and sharp accountants
Thank you