Value and Contribution to Organisational Success

This document discusses the value and contribution of HR managers in enhancing employee efforts for organizational success. It explores the importance of organizational design theory, different approaches for attracting and maintaining human resources, emerging HR developments, and the relationship between organizational design and change management. The case study focuses on ARM Holding Plc, a software design company operating in 15 countries.

Value and Contribution
to Organisational
Success

EXECUTIVE SUMMARY
HR manager significantly contribute to enhance the efforts of employees through training
and developing programme which help to deliver the values for organisational success. Based on
this report it has been executed that organisational design plays an essential role to improve the
operations of an enterprises in order to gain success. Along with that critical attention needs to be
given in the technique of motivate, knowledge as well as human capital management which
helps to firmly respond towards the changes and gain better position within an enterprises.
Similarly, focuses needs to be given to enrich the HR strategy and it helps in build the foundation
with customer as well as employees. Thus, adoption of proper change management technique
brings transition in business and leads to attain the sustainable position.

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
1. Evaluate the importance of organizational design theory in the context of organizational
structure and fulfilling organizational strategy, using specific organizational examples............4
2. Analyse the different approaches and techniques used for attracting, maintaining,
developing and rewarding human resources to create a skilled and dedicated workforce..........6
3. Conduct research and use contemporary knowledge to support evidence for emerging HR
developments...............................................................................................................................7
4. 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................9
RECOMMENDATION.................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is responsible to motivate the manpower in terms to
perform at highest level which maintain the culture of an organisation. The internal drivers of
business as well as contribution of HR manager develops impressive strategy for the long term
success of an organisation (Akhavan and Mahdi Hosseini, 2016). To better define the topic ARM
Holding Plc company has been selected which design software and has diversifies its services in
15 countries. As business is intensively based on the innovation due to which it focuses to
constantly develop the skill of people for better talent management. This report cover topics like
importance of organisation design to deliver sustainable performance. The requirement to
develop as well as motivate experienced individual as well as team. Conduct research and apply
contemporary knowledge to support emerging HR developments. Further, evaluate desirable
relationship between the organisation design as well as change management are covered in
report.
MAIN BODY
1. Evaluate the importance of organizational design theory in the context of organizational
structure and fulfilling organizational strategy, using specific organizational examples.
Organization design theory is an ongoing process which helps the organization to modify
the internal structure, working procedure as well as system to systematically implement the
changes for sustainable performance. The theory mainly focuses to improve technical aspect in
order to bring favorable changes and improve final result to effectively encourage the internal
processes. Application of this theory can assist ARM Holding Plc to bring innovation and engage
employees by offering them desirable growth as well as development opportunity. Along with
that it offer excellent customer services that motivate business entity to improve the efficiency
for better productivity (Anitha, 2016).
Importance of organization theory
 This is the comprehensive approach that help to maintain the trust and loyalty of
customers due to the supreme quality of product and services. It systematically leads to
the growth of ARM Holding company by using advance technology and adopting latest
innovation which help in delivering advance software services.

 Application of organization design theory can critically help the manpower to acquire
new skill as well as knowledge. Although it is not simple for ARM Holding Plc company
to bring transition in their staff's performance because some of them may resist changes.
But with the help of reward system they motivate employees to participate for personal as
well as organizational objective.
 Strengthen internal culture by improving the efficiency and mitigate operational cost by
integration of people in terms of using advance technology, system as well as processes.
Application of theory in context to organizational structure
The manager of an organization usually group the people together in order to establish
the strong network and effectively perform the task to attain collective target (Beneke and et. al.,
2016). Adoption of desirable structure assist ARM company to better delegate the authorities as
well as working procedure for adequate deliver of services in national and international market.
Explanation of some structure in context to company are determined below:
Divisional structure: As ARM Holding company has diversified its business in various
territories and involve diverse workforce so it is not that easy to track the record of different
activities. Generally large companies prefer to follow Divisional structure because it is used in
better administration of an organization design. Here the departments are classified in different
categories like customer service, marketing and production (Five Approaches to Organizational
Design, 2016). Each unit has its own manager that is responsible to overview the activities and
plan out strategy for successful accomplishment of target. Like, due to the changing trend ARM
company needs to acquire unique technology in order to overpower competitive pressure. Thus,
this process encourages flexibility and help to bring out responsive to change.
Team structure: Based on this structure the organization attain confined purpose by
dividing the function into different groups. These teams are formulated on the basis of individual
capability or knowledge and cross function with one other to effectively solve the problem and
explore opportunity effectively. For instance, while bringing out innovation ARM Holding
company can face various hurdles and leads to performance gap due to lack of knowledge about
advance technique. So this structure helps in better carrying organizational design theory by
generating desirable relationship among people which can help to effective solve the ongoing
problem (Brewster, 2017). Therefore, this structure motivate both employer and employee to
make effective decision within stipulated time period.

Therefore, based on above discussion it has been analyzed that organizational design
theory helps to bring out the innovation which encourages sustainable performance. Along with
that managers need to adopt the desirable structure for better flow of the internal activities
(Delery and Roumpi, 2017). For instance, adoption of divisional structure within ARM limited
helps to bring specialization by effective allocating the responsibilities as well as resources for
different functional unit. Thus, it is an effective process in terms to articulate desirable strategy
to carry out systematic performance in order to gain long term profitability as well as
productivity.
2. Analyze the different approaches and techniques used for attracting, maintaining, developing
and rewarding human resources to create a skilled and dedicated workforce.
Motivation plays desirable role within an organization in terms to encourage the
personnel for developing their knowledge as well as skill. The role of extrinsic motivation is to
expand the potential of staff in order to acquire the desirable changes and explicitly perform to
attain the target. HR and other managers plays an essential role in terms to bring transition in the
day to day performance of staff by systematic talent as well as reward management.
Approaches and technique used for motivation
Collaborative approach: As per this approach employees or staff are considered as the
desirable part of an organization due to which they are treated as an asset of company. Generally
the employer encourages the response of employees by allocating them the rewards either in
monetary or non monetary term. Promotion, salary hike, recognition, incentives as well as
performance appraisal are the source of positive reinforcement that encourages the staff of ARM
limited to acquire the innovative and put forward their constructive suggestion. Such creation of
valuable idea supports the success of an organization in terms to enrich individual and team
efforts (Higgs and Dulewicz, 2016).
Authoritarian approach: This approach compel the individual to improve their
performance through authoritarian approach or negative reinforcement technique which include
the fear of punishment. Instead of abiding by the the rules of supervisor the staff does not have
any other choice. So either willingly or unwillingly they acquire new working pattern to avoid
the chances of punishment which can be in form to termination, demotion or transfer.
Approaches and technique used for human capital

Training and mentoring: It is an effective technique for the human capital that enrich the
existing abilities of the employees. As the HR manager of ARM limited regularly run the
training seminar and conferences for their staff on the regular basis which leads to the
preparation of competitive team that acknowledge changes and fulfil upcoming needs. This is
therefore an effective method of human capital which monitor the performance of employees and
raise the morale of personnel.
Attract potential talent: To better manage the workforce successful organisation remains
capable enough in order to attract the fresh talent that gives shape to the talent of human capital
(Jabbour and et. al., 2019). Herein, ARM company gives opportunity to the employees which
can bring flexibility in terms to perform desirable task and accordingly attain the predetermined
objective. Thus, it offer the desirable skill in terms to define the work and perform the task
effectively.
Approaches and technique used for knowledge management
Tactic knowledge management: To better manage the knowledge it is essential for
internal manager to understand knowledge of an individual who work within an organization.
Accordingly, they can help to transfer the knowledge of people and managing their career within
an organization. The representatives of ARM company inculcate significant knowledge in order
to improve the existing knowledge of an enterprises.
Explicit knowledge management: It comprises the use of document, operating procedure
as well as drawing in order to inculcate the desirable knowledge among workforce (Kannan,
2018). This disseminated knowledge can help the overall employees of ARM holding company
to update their information by gaining desirable learning.
Blended knowledge management: Respected knowledge management involve building
up the open communities that facilitate desirable communication in terms to carry out discussion
on the particular idea, post news as well as share links. The main significance derived out from
the blended knowledge is that it widen up the learning opportunity for an enterprises.
3. Conduct research and use contemporary knowledge to support evidence for emerging HR
developments.
HR development is the crucial process that involve training programme for both new as
well as existing employees in terms to acquire new skills. It is the beneficial process that assist
employees to extend their capabilities in terms to gain success and retain the interest of

manpower. As absence of inadequate design in the training programme affect both personal as
well as professional skill that can leads to stagnant growth of employees. Therefore, to adopt the
innovation it is essential for companies like ARM holding to integrate the training program in
terms to develop the efforts of individual and group member.
Emerging HR development can affect the role of HR function in the future
Embrace the use of advance technology: The emerging use HR development will be
more inclined towards technology based on which the role of HR is to access the strategy for
better employee retention programme. Like, the use of job portals and chatbots can help staff to
directly communicate with employer or HR manager in terms to address their queries. Such
personalised communication mitigate the chances of delay in terms to address individual as well
as group member's performance (Leal-Millán and et. al., 2016).
Apply artificial intelligence to perform recruitment cycle: High dependency on the
digital media has simplify the use of HR development in terms to carry out operation in more
desirable manner. This can in future bring revolution in the role of HR like based on Artificial
technology the company can carry out recruitment process via online media. This is more
effective and efficient process in terms to enhance the quality and carry out whole process within
stipulated time period.
Use of Analytical tool for continuous performance management: Embracing the use of
analytical tool can assist the HR manger to focus on the areas by which they can manage firm's
profitability. Based on the use of analytical tool the manager overview the experience of existing
as well as potential candidate. Like, based on this tool if the company examine that it experiences
high absenteeism rate then it can be addressed by offering flexible working hours or setting
target. So the role of manager based on advance HR technique is to determine the performance
and bring transformation to enhance the overall operations of ARM holding company. Hence, it
helps to manage the talent and engage the employees to gain desirable target (Rani and Samuel,
2016).
Conclusion: Based on the research it has been analysed that the use of technology offers
better experience to the employees in terms to systematically manage their experience. This
process changes the role of HR manager because rather than carry out physical interaction in
involves the use of online options. Also it helps to systemically store the data which leads to

design the better analytical programme that enrich the potential of an individual to process the
functioning in an adequate manner.
4. 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.
Change management is the desirable part of an enterprises that help to bring out the
innovation by systematically managing the tool as well as technique of internal structure, process
as well as system of an organisation. As organisation design emphasize more on the innovation
as well as creatively due to which it completely depend upon the change management policy.
Based on this technique ARM limited company can effective compete against its rivalry in order
to manage the competitive pressure because their internal affair function as per organisation
design. This strengthen the network of company with both internal and external stakeholder
because employees gets the environment to develop and put forward their constructive idea.
Similarly, customers gets the offering which significantly cater their existing as well as
upcoming requirement (Shou and et. al., 2017). Thus, adoption of changes which is continuous
improvement technique can help the manger to effectively shape the internal operations and
requirement of company. Explanation of different change technique which affect the
organisation design in terms to address the specific situation are determined below:
Transformational change: As per transformational changes the company on the regular
basis update their plans, working pattern of the employee and acquire latest technology to
participate in the dynamic environment and effectively accommodate the need of people. It helps
to address the adverse situation of business entity like switching of customer to other brand due
to dependency on advance technique. To cope up with the situation of decline in the interest of
customer ARM holding company needs to rapidly bring revolution by using desirable resources
as well as efforts of competitive team. Therefore, this helps to attain the opportunity due to
systemic growth and development program.
Psychological changes: It involve bringing critical changes in the learning processes,
thinking as well as development of an employees. The manager of ARM holding company
needs to understand the perspective of an individual and bring the transition in their performance
by progressively helping them to enhance their role. For instance, in terms of the software design
operations of company is based on the latest innovation because in there exist huge competition
in software based company. So to deal with such situation the HR manager design

communication programme where they deliver the essence to adopt the changes in terms of facts
and figure (Singaraju and et. al., 2016). Thus, purpose of this exercise is to generate awareness
amongst the employee sin terms to acquaint desirable organisational design.
RECOMMENDATION
 To gain sustainable performance the manager of an organisation should adopt desirable
organisational design which encourages ARM holding company to acquire latest
innovation. This maximizes the growth of company by enhancing the organisation
structure as well as strategy in order to adopt the global changes effectively.
 The HR manager should frequently contact with the employees by using job portals and
chatbots which promote personalised conversation. This is the desirable technique to
motivate and retain the interest of existing personnel. Along with that performance
appraisal and reward technique is the desirable way to retain the talent of an enterprises.
CONCLUSION
From the above report it has been determined that effective contribution of the HR
encourage smooth business practices which acts as a valuable tool that ensure long term success.
Organisation design theory is associated with innovation that helps in drafting creative strategy
to give desirable direction to internal business structure. There are different approaches of
motivation, human capital as well as knowledge management such as collaborative approach
which encourages the participation of workforce to develop skilled workforce. The emerging HR
development can support the performance of enterprises by using advance technology and
embrace the advantage of long term sustainable performance. Therefore, adoption of change
management technique helps to bring out the affirmative impact in order to proceed the internal
functioning systematically.

REFERENCES
Books and Journals
Akhavan, P. and Mahdi Hosseini, S., 2016. Social capital, knowledge sharing, and innovation
capability: an empirical study of R&D teams in Iran. Technology Analysis & Strategic
Management. 28(1). pp.96-113.
Anitha, J., 2016. Role of Organisational Culture and Employee Commitment in Employee
Retention. ASBM Journal of Management. 9(1).
Beneke, J. and et. al., 2016. The impact of market orientation and learning orientation on
organisational performance. Journal of Research in Marketing and Entrepreneurship.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management. (pp. 22-35). Routledge.
Delery, J. E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Higgs, M. and Dulewicz, V., 2016. Developments in leadership thinking. In Leading with
emotional intelligence. (pp. 75-103). Palgrave Macmillan, Cham.
Jabbour, C. J. C. and et.al., 2019. Unlocking the circular economy through new business models
based on large-scale data: an integrative framework and research agenda. Technological
Forecasting and Social Change. 144. pp.546-552.
Kannan, D., 2018. Role of multiple stakeholders and the critical success factor theory for the
sustainable supplier selection process. International Journal of Production Economics.
195. pp.391-418.
Leal-Millán, A. and et.al., 2016. IT and relationship learning in networks as drivers of green
innovation and customer capital: Evidence from the automobile sector. Journal of
Knowledge Management.
Rani, N. and Samuel, A., 2016. A study on generational differences in work values and person-
organization fit and its effect on turnover intention of Generation Y in India.
Management Research Review.
Shou, W. and et. al., 2017. A cross-sector review on the use of value stream mapping.
International Journal of Production Research. 55(13). pp.3906-3928.
Singaraju, S. P. and et. al., 2016. Social media and value co-creation in multi-stakeholder
systems: A resource integration approach. Industrial Marketing Management. 54. pp.44-
55.
Online
Five Approaches to Organizational Design. 2016. [Online]. Available through:
<https://www.cliffsnotes.com/study-guides/principles-of-management/organizational-
design-and-structure/five-approaches-to-organizational-design>