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 Human Resources- Value and
Contribution to Organisational
Success

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Contents
Abstract:...........................................................................................................................................5

Introduction......................................................................................................................................6

P1. Evaluate the importance of organisational design theory in the context of organisational
structure and fulfilling organisational strategy, using specific organisational examples................7

M1. Apply appropriate theories and concepts to critically evaluate the importance of
organisational design, using specific organisational examples.................................................10

D1. Make appropriate recommendations supported by justification based on a synthesis of

knowledge and information to show how to improve the delivery of sustainable
performance...........................................................................................................................12

P2. Analyse the different approaches and techniques used for attracting, maintaining, developing
and rewarding human resources to create a skilled and dedicated workforce...............................13

M2. Use specific examples to critically analyse different approaches and techniques to
motivation, human capital, and knowledge management..........................................................15

P3. Conduct research and use contemporary knowledge to support evidence for emerging HR
developments.................................................................................................................................16

M3. Evaluate how emerging HR developments will affect the role of the HR function in the
future..........................................................................................................................................17

D2. Make valid judgments and conclusions supported by a synthesis of knowledge and
research information..............................................................................................................18

P4. Evaluate how organizational design has to respond and adapt to change management and the
relationship that exists between the two using a specific organizational situation........................19

M4. Evaluate the different types of changes that can affect organizational design, including
transformational and psychological change...............................................................................20

D3. Critically evaluate the complex relationship between organizational design and change
management...........................................................................................................................22

Conclusion:....................................................................................................................................23

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Bibliography..................................................................................................................................24

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Abstract:
In this report, HR management is extensively discussed and shod that hoe much importance it
has in this modern world in all the organizations. This report will allow you to understand how
HR management an organization's future. If an organization undertakes the task of HR activities
then they can enhance the quality of the employees in the organization and they will be
motivated to do more for the organization and customers will get satisfied by the provided
services and the organization will achieve its target goal.

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Introduction
HR management is also called the core of management and organization and it is a process
where it manages the employees of an organization and gives direction to achieve the goal of an
organization. It understands that human forces are valuable assets in the organization and if they
can improve them then they will work to archive the goal of the organization. HR management
emphasizes the human capital, and they want to get the best performance from them by
monitoring and improving and supervising, and they want to make them more efficient. Proper
uses of HR management of a company are explained in this assignment with different types of
theories and examples.

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P1. Evaluate the importance of organizational design theory in the
context of organizational structure and fulfilling organizational
strategy, using specific organizational examples.
Theory of organizational design:

The historical concept and the ground of modern-day are needed to be measured and explained
carefully to develop a good organizational design theory. Best possible strategic solutions need
to be combined in the organization's structure and organizations can achieve their goals easily if
they figure out the appropriate design.

Organizational Design and its historical concept:

This was launched in the early 19th century and from that time a lot of changes occurred. It has
come to this position by improving and improvising its main notions since the industrial
revolution [ CITATION Jon14 \l 1033 ]. Improving the efficiency and productivity of an
organization is its main goal by discussing the ideas and values of the organization and that is
needed to be combined to attain the goal of the organization. For this reason, different types of
models are created through many experiments and changes and then it evolved in today's format.
There are different theories of organizational design and some of them are described below-

Contemporary organizational design:

By discovering an organization pas used strategies and methods contemporary organizational

design is developed. Here the weaknesses and lacking an organization are ruled out and new
ideas and designs are combined with the old one to improve an organization's efficiency and
effectiveness.

Strategies to meet organizational strategy goals:

An organization needs to identify its goals and target customers to be successful in the market.
Customers always try to consume from their favorite company and brand. An organization can
create loyalty in the customers if they maintain standard services and provide enough support to
the customers. In this way, an organization increase its business market and get more potential
customers.

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Impacts of outside business environment on the design of the organization:

There are numerous types of outside factors and these factors can impact the design of an
organization, for example, political condition, legal consequences, change in technology,
competition in the market, etc.

Organizational objectives:

Organizational design objectives are exorcized to attain the goal of an organization by combining
appropriate strategies and maintaining standard performance.

Agile organization:

Which organization adopts the changes instantly and goes forward to beat the competitors is
called an agile organization[ CITATION Paa19 \l 1033 ]. In agility, redesign the structure,
process, and strategy are occurrent in a swift way.

Characteristics: characteristics of an agile organization are-

 Repetition as well as investigation

 Skill as well as expertise
 Tends to learn continuously
 Catch all the opportunities
 Flexibility
 Transparency in all the available information
 Good resource allocation
 Believe in performance
 Open-minded

People: Human resources of an agile organization are followed by some positive ideas. Those
are-

 They believe in giving their best performance.

 They share their leadership.
 Have accountability in their nature.

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Process: People of an agile organization always follow that organization's vision and purpose,
and they are always action-oriented that contain a unified community in the organization.

Culture: In an agile organization, they tend to learn continuously and adapts to the changes
instantly. Sharing different ideas and vision between the peoples of the organization and the
leadership is their culture and that enhance their accountability and give them the incentive to
work for the organization.

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M1. Apply appropriate theories and concepts to critically evaluate the
importance of organizational design, using specific organizational examples.
Organizational design and its models and theories:

In the change of organizational design, there are various types of models. These models help an
organization to take a suitable organizational design. Different organizational theories, for
example, McKinney’s 7s model and change theory and change typologies and transactional
organizational design are explained below-

McKinsey 7S Model:

In 1980, a consultant in the consulting agency named McKinsey, named Tom Peter Robert Water
did announce this theory. This is a revolutionary model and it analyzes an organization's change
to acquire the strategies that are very important and recommended. This model is very suitable
for small companies. In this model, there are seven elements and those are the structure, custom,
shared values, proficiency, staff, strategy, system.

For example, MacDonald is one of the biggest food chains in the world and it operates in small
outlets in different nations. They analyzed their structure and strategies to maintain their food
chain and it supports its staff and style and they respect their shared values and skills which are
mentioned in McKinney’s 7s model.

Change Theory:

Wischnevsky and Damanpour is the inventor of this theory. The main idea of this theory is that if
the organization is in an operational state then changes will exist only[ CITATION Wis08 \l
1033 ]. Is despite having its structure, design, and strategy, almost every organization experience
some changes. The base of this model rotates around the unavoidable changes that a company
experiences.

For example, in a study, it is found that by applying a revolutionary transformation in the

management by introducing new faces and that can or cannot have an impact on the
organization's performance.

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Change typology

While adjusting changes in an organization, a chart is required that will tell about the required
changes and which changes are important to adapt and where. Ramaprasad told that changes of
typologies happen in 3 different stages and changes will happen in shape, structure as well as in a
set of elements.

Transactional Organization:

To identify a suitable leadership method for an organization is the core concept of this theory. In
transactional organizational design, a transaction between the management and employees is
preferred. Moreover, transformational leadership tends to sustain a close relationship between
the employees and the leaders to work together to achieve organizational goals.

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D1. Make appropriate recommendations supported by justification based on a
synthesis of knowledge and information to show how to improve the delivery of
sustainable performance.
Efficiency, liability as well as affectivity of an organization are ensured by the sustainable
performance. To come in that position, an organization need to determine their short-term
objectives as well as objectives for a longer period. Customer's objectives will be satisfied
instantly if an organization works to attain its short-term goals and it will also their
trustworthiness in the customer base. Moreover, in a long time, working with both short term and
long-term goals will create a foundation of the goodwill of the organization among the clients in
the coming years.

If an organization gives importance to its employees than they can improve their sustainable
performance. A company will invest in itself if they invest in the employees. To find out an
employee’s best performance and efficiency in the time of need, it needs to motivate the
employees for this reason often employees are motivated by giving rewards and incentives for
their acknowledge contribution in the organization. An organization can adopt various lucrative
measures like giving more rewards and bonuses and increasing incentives.

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P2. Analyze the different approaches and techniques used for
attracting, maintaining, developing, and rewarding human
resources to create a skilled and dedicated workforce.
Motivation theory:

In 2 ways motivation theory can be characterized. Those are extrinsic motivation and intrinsic
motivation.

Extrinsic motivation:

In this type of motivation, an employee is driven by the various rewards and awards that an
organization gives them for their good performance. This type of lucrative incentive helps an
employee to work more efficiently and be more goal-oriented to participate in attaining the
desired success.

Intrinsic motivation:

Intrinsic motivation is an employee’s internal force that motivates them to work for the success
of the organization and also for himself. They gain satisfaction from this and thus motivates them
to work more to attain their success. If the outcome is good then motivation works and in 2 ways
it works.

Content and process motivational theories:

In the content theory, it uses the different motivating factors which influence and inspire
employees and those factors are a person’s core needs and that drives them to work efficiently.
In process theory, how the employees can be motivated and the ways are considered.

Facts about low-level motivation:

A hardworking staff will work accordingly on an organization's structure to ascent the top of the
company. But staff also can work hard and give their best performance as there may have some
fear in his mind regarding lasing his job. The motive may be anything but an organization needs
the employees to give their best shot and work efficiently.

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Human capital theory:

In 1960, an economist, named Theodor Schultz, devised the term human capital. For an
organization, an employee is a capital. Human capital is measured and defined by the benefit of
an organization achieve for the employees. An employee’s value is measured by his knowledge,
capability, dedication, and experience. Every employee has their own and different skills,
knowledge, experience, gifts, and motivation and human capital theory to discuss this. It makes
an organization to treat all the employees equally as all of them offer something different for the
organization. Investing in an organization’s employees is like investing in the organization
according to this theory. If an organization helps the employees to improve their knowledge then
they will apply that knowledge for the benefit of the organization and in this way a normal
employee is turned into human capital.

Knowledge management:

Employees maintain a responsive relationship among themselves in a good and friendly working
environment and this creates an atmosphere of sharing their knowledge with other employees. To
bring collaboration and team sense, it is a productive way to do so. There are many reasons for
the knowledge management of a company. As knowledge help everyone to achieve success so
everyone thirsts for more information and this enhances a leaning environment and here every
one knows some unique things and prepare to use that information and share it with others. If an
organization value the knowledge then they will always have expertise in every field, and they
will have a spirited human capital.

Identifying job requirements by using job analysis:

This means the evaluation of a job and its liabilities and responsibilities. To figure out what kind
of skills an employee will be needed to perform, a job analysis is the best way. While recruiting
new employees job analysis helps the company a lot by this, they have complete knowledge of
what kind of skillset they are looking in the employees.

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M2. Use specific examples to critically analyze different approaches and
techniques to motivation, human capital, and knowledge management.
human capital management and techniques:

For an organization, human capital is like the brick of a wall. If an organization wants o to
achieve success then it needs to maintain its human workforce appropriately. Different skill set,
dedication, experience, and goal-orientated mindset is the foundation of an employee’s
performance. But the performance is also depending on the organization where he is working. If
an organization is giving a proper and healthy working environment and opportunities for the
employees then it will increase their skills and abilities and they will outperform then their
competitors who do not believe in investing in the human workforce. For this reason, human
capital is considered a valuable asset for a company and this asset will help them to achieve their
success.

Procedures to motivate employees:

There are many procedures to motivate the workforce and influence them to work for the
organization. For example, if an organization gives rewards to share its profit with the
employees, they will feel the importance and will be motivated to work hard for the organization.
Other ways like giving compensation or travel incentives will also work as an incentive and will
motivate them.

Techniques to knowledge management:

If an organization wants to be successful then they need to give importance not only to the top
management but also to the thoughts and visions of its employees. To be secure in the future an
organization needs to engage its employees and take their feedback as an important source of
information. If an organization involves its employees in the decision making than they will get
benefited as in the employees a concern for being more productive and knowledgeable will be
increased. Lastly, if the organization arranges some training and workshops for the employees
then it will help the employees to be more knowledgeable and increase their skills.

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P3. Conduct research and use contemporary knowledge to support
evidence for emerging HR developments.
Human resource practices in a company and required skillset:

Extensive research is necessary to perform by HR to find out the current changes in the
worldwide and developments of emerging and changing in this field to have efficiency and being
able to have change-making factors[ CITATION Vog13 \l 1033 ].

As a function and process, the future of the human resource department:

In past decades, the working environment is vastly changed by the effect of technological
advancement. To cope up with this technological advancement HR needs to be more functional
as required and they need to take different actions.

Increasing demand for better work-life:

People are choosing a better life and opportunities for the advancement of time and technology.
A skilled employee always looks for a good environment for his working and humble working
hours with quality leadership will balance their work life. Customers will get better quality
service if there is a satisfactory environment as it will make the employees satisfied and thus the
organization will; be able to goodwill in the marketplace.

Impact of Cross-cultural engagement:

In almost all the international organizations, globalization has its impact and determining factor.
Employees from different backgrounds and ethnicity by the organizations and this generates a
good atmosphere for the workforce employees to do their task and it will help the workforce to
acclimate with the required changes.

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M3. Evaluate how emerging HR developments will affect the role of the HR
function in the future.
HR sectors are shaping and developing by the continuous changes in the modern world which
are discussed before. For this reason, the role of Hr and their functionality and the working way
is changed a lot[ CITATION Pud14 \l 1033 ]. Today’s modern world HR focus on increasing the
capacity and productivity of employees whereas, in past project designing, process, and
formulating course is the core focus area of human resource development.

Another most important changing factor is technological advancement. In this modern world, on
technology everything is dependent and it is changing rapidly. For this reason, the HR sector also
changing their activities according to the changes in technology.

Nowadays new ideas are more important than the old school ideas and new ideas are appreciated
very much. With the help of personal appraisal, the task is now distributed and evaluated among
the employees and is possible for the competitive market.

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D2. Make valid judgments and conclusions supported by a synthesis of knowledge
and research information.
To find the accurate investment of an organization, the HR department of a company plays a
very important supporting role. As we all know employees are the core factor as they bring
success in the organization and hold that success. To make an organization successful, an
employee plays a great role by measuring their talents, skills, experiences. For this reason,
responsible personnel’s responsibility and duties are very crucial for the organization. Moreover,
an organization needs to consider the frequent changes and try to acclimate to the changes and
bring development in the company and it is vital to make changes in the company to be
successful.

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P4. Evaluate how organizational design has to respond and adapt to
change management and the relationship that exists between the two
using a specific organizational situation.
Like some effecting factors for example politics, economy, technology, and society, change
management has also its impact. Now in an organization, employees are permitted to raise their
voice about some concerns and insights about the changes and to redesign in the organization
[ CITATION Pug09 \l 1033 ]. An employee needs to remodify himself and shape himself
completely to adapt to the new inevitable changes and being comfortable with those changes in
the company or outside the company to blends himself in the new trend. An effective way to
motivate the employees if by rewarding them and giving incentives and motivating them in
vacuous ways and give a personal appraisal.

Barriers to change:

At first, changes do not come easily. Internally or externally, a change needs to undergo many
difficulties and only by overcoming those difficulties, change can successfully take its place. In
the internal barrier, the people inside the company are the core. A change may not be applicable
and acceptable easily and equally as various types of human force work in the company and their
motivation and drives are completely different from each other. a good HR manager considers
these factors and works to deal with this problem. And the external barriers are like competition
and political issues and economic factors and legislative barriers.

Overcoming barriers to change:

A vital skill for management is managing employees to turn their way around in an efficient
way. By using the skilled staff of the organization, the managers must properly direct the
organization and it is possible to overcome all the barriers in the organization including the
internal and external changes.

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M4. Evaluate the different types of changes that can affect organizational
design, including transformational and psychological change.
In the organization's design, certain changes can have its effect. If in new environment wants to
adopt a new situation then it needed some changes. A new change will be needed by employees
to enhance as well as update their contemporary knowledge and experience. Variations in the
behaviors of the employees are also a crucial factor and it has a great impact on the whole
organization. Some new technologies can be introduced in the company to do the work more
efficiently and the employees will be needed to get themselves habituated with those new
technologies. There are many change theories and among them, some are explained below-

Lewin’s change management model:

In this model, the core of this model is to break the whole changing process into 3 separate
categories and analyze those categories [ CITATION Tal19 \l 1033 ]. This strategy helps an
organization to split a big process into smaller ones and understand all of them easily. Those 3
stages are-

 Unfreezing
 Make changes
 Refreezing

In the unfreezing stage, mistakes are acknowledged and prepared themselves to introduce
necessary changes. And then the new changes are arranged and implemented and in the last
stage, refreezing give protection to the changes that applied before and a process to prevent the
old mistakes.

Kotter’s theory:

In this theory, the author gives importance to the people rather than on the change. The main
concept of this theory is to shallow the urgency in the people and attaining an organization's goal
be to maintain that momentum in the people [ CITATION Sep10 \l 1033 ].

Transformational change:

The transformational change occurred when it appears to be a different organization in its

activities than before. If the business idea or policy is changed in an organization then it can
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occur. The change may be anything like they can implement a full automation system and they
can divide their work between the machines and the workforce.

Psychological change:

While changing, an organization needs to consider psychological change and it is very important.
There can be various types of failures while reforming and adopting a new situation by the
employees. All people are not the same for this reason there may be some employees who may
find this tough to get with the new condition and the management need to consider this change.

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D3. Critically evaluate the complex relationship between organizational design and
change management.
For every organization, strategy and structure are very important and it can be beneficial for the
organization and effective for a long time as well as support the organization in the future years.
An organization may face different types of difficulties that can slow their overall progress. To
overcome this situation, an organization needs to rectify and adapt to the changes. To develop
the strategies and plans appropriately, an organization needs to identify its goals and targets first.
It is crucial and necessary to optimize with the current ability with the mechanism of change
management. Both the factors are interdependent and if they want to change in one of them, they
need to consider the potential outcome of affecting the anther one.

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Conclusion:
To attain the goal of an organization, HR management plays a crucial role and it is a process of
managing as well as motivating the workforce of an organization. It is visible that with the
advancement in technology, a good human force of an organization is the most crucial, and
appropriately maintaining, improving as well as using them will allow the organization to thrive
in the competitive market. By implementing effective strategies in the organization structure, it
will be easy to develop and improve and adapt to the market demand and will help them to win
over their market competitors.

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Bibliography
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Paasivaara, M., 2019. Empower Your Agile Organization: Community-Based Decision Making
in Large-Scale Agile Development at Ericsson. IEEE Software, 36(2), pp. 64-69.

Pudelko, M., 2014. Recent developments and emerging challenges in international human
resource management. The International Journal of Human Resource Management, 26(2), pp.
127-135.

Pugh, D. S., 2009. Change management. 1st ed. Los Angeles: Sage.

Sepehri, P., 2010. Implementation of Customer Relationship Management System in Buhler Iran
Using Kotter’s Change Model. SSRN Electronic Journal, 5(13), pp. 56-60.

Tallyfy, 2019. Lewin's Change Management Model - Unfreeze, Change, Refreeze. [Online]
Available at: https://tallyfy.com/lewins-change-management-model/
[Accessed 5 February 2020].

Vogelsang, J., 2013. Handbook for strategic HR. 1st ed. New York: American Management
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Wischnevsky, J. D., 2008. Radical strategic and structural change: occurrence, antecedents, and
consequences. International Journal of Technology Management, 44(2), p. 53.

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