Value and Contribution to Organisational Success

This document discusses the value and contribution of organisational design theory in relation to structure and fulfilling strategy. It also explores approaches for attracting, maintaining, developing, and rewarding HR, as well as emerging HR developments. Additionally, it examines how organisational design responds and adapts to change management. The case study focuses on ARM Holdings, a renowned software designing and semiconductor organisation.

Value and Contribution to
Organisational Success

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Importance of organisational design theory in relation to structure and fulfilling strategy...1
P2 Approaches for attracting, maintaining, developing and rewarding HR................................2
P3 Emerging HR developments...................................................................................................3
P4: Organisation design respond and adapt to change management...........................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Values are the beliefs and ideologies held by the organisation as a whole. An organisation
derives success in market place when its values, organisational design, structure and strategy are
all aligned with each other (Winchenbach, Hanna and Miller, 2019). The present project is based
upon ARM Holdings which is a renowned software designing and semi conductor organisation
whose owner is SoftBank Group and Vision Fund.
P1 Importance of organisational design theory in relation to structure and fulfilling strategy
Organisational design can be referred to as the manner in which an entity is structured as
well as operated through its representatives. This works both as a plan as well as a procedure. In
this regard, there is no one perfect theory of organisational theory. The application of a theory in
context of organisational design depends upon the structure as well as objectives of the company.
ARM Holdings PLC deals in technological industry for developing software and thus maintains
an extensive base of employees equalling to 6250. For facilitating innovation within the confines
of organisation, it is important that the firms designs the organisational structure in such a
manner that it enables interlink between structure, innovation and organisational objectives.
However, prior to the application of organisational design theory, it is important for a
corporation to take into account certain factors through which the design of entity can be
systematically designed and developed. In this regard, the most crucial factor that needs to be
taken into account by ARM Holdings PLC is business strategy which is a composition of the
competitive moves and tactics applied by an enterprise to gain an edge in market place. Yet
another factor is the quantum of employees. In this regard, it is analysed that a formal structure is
required for a larger workforce to make things happen in a systematic manner. This would even
decrease the occurrence of conflicts within the workforce. Other crucial factors that need to be
taken into account by ARM Holdings PLC are identified to be incentives, operational controls,
corporate culture and so on. An organisational design provides assistance in tackling the
contingencies in an effective manner, dealing with workplace diversity, fostering innovation and
creativity within the premises, enhancement of business efficiencies, attainment of edge by
increasing output delivered by employees.
It is identified that ARM Holdings PLC applies Contemporary Design Theory for
development of organisational design and integrating innovation with the same.
1

Contemporary design theory: This theory provides assistance to the organisation in
development of team based, project, matrix and boundary less structure with the motive of
ensuring achievement of organisational goal as well as objectives (Rybnicek and Königsgruber,
2019). Through this theory, ARM Holdings PLC is able to develop a project based organisational
structure whereby the employees constantly give their contribution towards accomplishment of
predefined corporate goal. Hereby, every employee possesses a certain set of skills and
competencies that provide assistance to them in working in an individual and collaborative
manner.
This organisational design theory aids ARM Holdings PLC to develop project based
organisational structure which is aligned with the objective of the company, that is, to
incorporate innovation at the heart of company.
P2 Approaches for attracting, maintaining, developing and rewarding HR
It is important for an organisation to take into account the welfare and development of human
resources as they constitute the most important asset of an organisation. For the purpose of
attracting, maintaining, developing and rewarding HR, a number of approaches are put to use by
a company. Looking upon this, the management of ARM Holdings PLC also applies certain
approaches for development of skilled and talented workforce and retaining them for a long
period of time. These approaches and techniques are discussed in a brief manner in the light of
ARM Holdings PLC as follows:-
Employment process: This is considered as one of the most crucial approaches for
attracting skilled candidates. This is a legally formalised system which is applied by ARM
Holdings PLC to gain the attention of large number of prospective candidates. This facilitates the
introduction of new ideas and beliefs within the confines of firm which is considered essential
for an IT company (Petch, 2019). Hereby, the employer within ARM Holdings PLC ensures the
compliance of all legislation laid down within Equality Act 2010. This helps in creating a culture
whereby equality is promoted to boost the morale of employees and retain them for a long period
of time in future context.
Workforce planning and development: This is yet another effective approach which is
applied by ARM Holdings PLC with a view to identify the needs of workers. Post the
determination of workforce needs, training sessions are conducted to enrich them with required
skills and knowledge (Haffar and et. al., 2019). They are provided roles and duties as per their
2

interests and professional and academic background. This provides assistance to ARM Holdings
PLC in developing, maintaining and retaining employees in the long run.
Reward and compensation: This is another crucial approach to welfare and
development of HR. It provides assistance to ARM Holdings PLC in instilling a sense of
motivation within the workforce and encouraging them to inflate their overall productivity
levels. Through this, a sense of job satisfaction emerges within employees, influencing them to
put their best foot forward for the achievement of organisational goals as well as objectives in
due course of time. With this, ARM Holdings PLC retains staff for long period of time.
P3 Emerging HR developments
The rapid progressions taking place within the domain of HR encourages companies across the
globe to implement the technologies within the organisation and derive positive results out of the
same (Lee, 2019). In this relation, some of the emergent HR developments that are taken into
consideration by ARM Holdings PLC are briefly explained as follows:-
 Real Time Data: Workplace safety can be effectively enhanced with the help of high
speed communication. Employees who need to operate and function in remote areas
undergo the probability of encountering a number of risks. In this relation, the use of
certain tools of communication as well as mobile apps allows the employer to gather real
time insight into the safety as well as security of workforce. It is through the use of
communication technologies that ARM Holdings PLC is able to make sure that
individuals receive information regarding healthy and safety tips and guidelines.
 3D Technology: Software provides assistance to personnel belonging to an organisation
to gain awareness of the workplace and the associated risks that can take place within its
confines. This software generates lifelike images by recording it using two angles. This
holds a number of benefits for training sessions of workers within any workplace setting.
The respective software of ARM Holdings PLC has the capability of recreating
workplace settings so as to acquaint the workers of the probable hazards and risks at
work. This equips them with preliminary knowledge regarding such risks so that
accidents can be avoided while operating in the premises.
P4: Organisation design respond and adapt to change management
Operating in a complex and dynamic environment, every organization witnesses a number
of changes that place impact over their functioning in the long run. In this regard, ARM Holdings
3

PLC also introduces a number of changes from time to time which should be taken into account
by the organizational design to avoid any kind of adversities. Below mentioned are some
situations which account as changes within the confines of ARM Holdings PLC:-
Change of psychology: Whereby any change take place within business in terms of technology,
operational procedures, working systems etc., it accounts for change in psychology. Not every
employee accepts the change positively and some are even acknowledged to be strongly resisting
the same (McCormick and Donohue, 2019). In such case, communication of vision associated
with the change is essential for ARM Holdings Plc so as to make sure that the employees support
the cause. Further, training is provided to them in such instances to make them compatible with
the new working procedures.
Alteration of corporate culture: This is yet another change that takes place within
organizations to adapt to the changing market place circumstances. ARM Holdings Plc currently
follows task culture but in accordance with the business environment, it sometimes applies role
culture. This tends to create negativity within the workforce. This needs to be dealt with in an
effective manner by the company by incorporating innovation and creativity at the heart of the
organization.
CONCLUSION
It is determined that organizational design theory should be selected in accordance with the
structure and strategy of the company. Further, reward & compensation, Employment process
and Workforce planning & development are the techniques and approaches to develop and retain
workforce for a long period of time in future context.
4

REFERENCES
Books & Journals
Butschan, J., Heidenreich, S., Weber, B. and Kraemer, T., 2019. Tackling hurdles to digital
transformation—The role of competencies for successful industrial internet of things
(IIoT) implementation. International Journal of Innovation Management. 23(04).
p.1950036.
Haffar, M. and et. al., 2019. The influence of individual readiness for change dimensions on
quality management implementation in Algerian manufacturing
organisations. International Journal of Production Economics. 207. pp.247-260.
Khan, Z. and et. al., 2019. The role of HR practices in developing employee resilience: A case
study from the Pakistani telecommunications sector. The international journal of human
resource management, 30(8), pp.1342-1369.
Lee, A., 2019. Successful research supervision: Advising students doing research. Routledge.
McCormick, L. and Donohue, R., 2019. Antecedents of affective and normative commitment of
organisational volunteers. The International Journal of Human Resource
Management, 30(18), pp.2581-2604.
Paillé, P. and Meija-Morelos, J.H., 2019. Organisational support is not always enough to
encourage employee environmental performance. The moderating role of exchange
ideology. Journal of Cleaner Production, 220, pp.1061-1070.
Petch, J., 2019. GIS, organisations and people: A socio-technical approach. CRC Press.
Rybnicek, R. and Königsgruber, R., 2019. What makes industry–university collaboration
succeed? A systematic review of the literature. Journal of Business Economics, 89(2),
pp.221-250.
Winchenbach, A., Hanna, P. and Miller, G., 2019. Rethinking decent work: the value of dignity
in tourism employment. Journal of Sustainable Tourism, 27(7), pp.1026-1043.
5