Human Resource Management in Syngenta

The assignment discusses the importance of a flat-line organizational structure, democratic leadership style, and employee involvement in decision-making. It also highlights the significance of training and development programs in enhancing employee knowledge and performance. Furthermore, it emphasizes the role of reward management in motivating employees and improving overall productivity. The analysis provides insights into how Syngenta can implement these practices to achieve success in the market.

Running Head: Human resource management
Human resource management

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Table of Contents
Introduction.................................................................................................................................................1
Answer 1.....................................................................................................................................................2
Answer 2.....................................................................................................................................................2
Answer 3.....................................................................................................................................................3
Answer 4.....................................................................................................................................................3
Reward management...............................................................................................................................3
Training and development.......................................................................................................................4
Conclusion...................................................................................................................................................4
References...................................................................................................................................................5
Introduction
Syngenta is the largest plant science company that focuses on empowering its workers. It
is seen that company has the largest product line in the sector of garden plant, crop protection,
and professional products. Syngenta was founded in 2000 and merger has also taken place of

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Novartis and Zeneca that are agricultural divisions (Yeagera et al., 2015). So, the discussion will
be made on all the activities of the company.
(Source: Wisagri, 2018).
In this paper, the first phase will be related to organizational structure and Charles Handy
model. In the next phase, the leadership styles and functions of human resource management
like training and development and reward management will be discussed.
Answer 1.
It can be analyzed by the case study that the organizational structure of Syngenta is a flat
line. A flat line is a structure in which the operations are controlled and supervised by top
management or managers. It is the responsibility of the managers to supervise the activities.
This structure gives more responsibility to the manager so that the activities can be conducted in
a smooth manner. In Syngenta, the responsibility is taken by the managers and they offer training

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so that employees can give their best towards their task. The flat line structure has enhanced the
motivation level of the employees by analyzing their capability. It is seen that productivity level
has enhanced in the company (Tracey et al., 2015).
Flat line structure also helps to manage the risk and the rewards that are given to the
employees on the basis of their performance. Training helps to attain overall goals and objectives
of the organization. It is seen that if managers give direction to the employees then it will boost
the confidence level and enhance the productivity level. So, the managers should provide proper
training sessions so that motivation level can be enhanced in an effective manner. Reward
management is the best method to enhance motivation level of the employees (Lepper and
Greene, 2015).
Answer 2.
In Charles Handy Model it is seen that corporate cultures of the organization boost the
employee's involvement in the decision-making process. This model takes into consideration
different cultures like task culture, person culture and role culture. Task culture in Syngenta is
considered to generate ideas from the employees so that the activities can be taken into right
direction. So, in Syngenta, the workers are free to share their ideas that assist the company to
collect innovative ideas. Role culture in Syngenta offers innovative and new activities to its
workers so that the overall profitability can be enhanced. Innovative ideas given by the
employees help the organization to enhance their sale in the market.
If proper training is given to the workers then it is seen that confidence level is also
boosted. It is the responsibility of human resource department to offer training to its employees
so that profitability can be achieved by the organization. So, in Syngenta human resource
department train its employees so that the satisfaction level of the customers can be enhanced
and also success can be achieved in the market (Katzenbach and Smith, 2015).
Answer 3.
Syngenta considers democratic leadership style for conducting the routine activities of
the organization in a proper manner. This style is related to the employees of the organization
who take an active part in the process of decision making. Opportunity is given to the employees

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to share their ideas and views so that activities can be conducted smoothly. The employees also
take the responsibility of the day to day to activities that are conducted in the company. In
Syngenta also the workers participate in the process of decision making so that they can give
their feedback and suggestions. This leadership style enhances the involvement and motivation
level of the employees to conduct the activities in an efficient manner (Reeve, 2014).
The commitment level of the workers is also enhanced if this leadership style is
considered properly. It is evaluated that if the organization wants to make changes then
employee's views should be also taken. By this, it will enhance the productivity and profitability
of the company. The workers are influenced to understand the working pattern so that positive
results can be achieved. It also boosts collective efforts to achieve the goals.
Answer 4.
Functions of human resource are:
Reward management
It is one of the important functions of human resource. It is seen that there should be
proper implementation of the strategies so that efficiency of the employees can be enhanced. It
also helps to reward the employees by taking into consideration the values of the company. The
values of the company focus on giving fair wages to the employees so that motivation level can
be maintained. Syngenta analyzes the performance of the employees and gives rewards
accordingly so that the organization can easily motivate the employees to work with dedication
(Perkins et al., 2016).
Training and development
It is an essential part of the human resource as it enhances the knowledge of the
employees. Training is given to the workers who are conducting their activities on a routine basis
so that they can give quality work to the organization. Programs related to training helps the
employees to gain knowledge so that their performance can be improved. The development
focuses on the growth of the workers in future (Ford, 2014). In Syngenta, training should be
provided to the employees so that they can conduct their assigned activities with dedication. The
human resource team emphasizes on the overall development of the employees (Anderson,
2016).

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Conclusion
By analyzing the paper, it is seen that Syngenta should focus on considering the flat line
organizational structure. This structure helps to collect the ideas and views of the employees. It
is important to focus on training and development so that new skills can be achieved properly.
Reward management also increases the motivation level of the workers. In Syngenta, the
workers require motivation so that activities can be conducted smoothly. This can only be done
by giving incentives according to their performance. It will help to achieve a large market share
of the market.

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References
Anderson, D.L., 2016. Organization development: The process of leading organizational
change. Sage Publications.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Lepper, M.R. and Greene, D. eds., 2015. The hidden costs of reward: New perspectives on the
psychology of human motivation. Psychology Press.
Perkins, S.J., White, G. and Jones, S.E., 2016. Reward management: Alternatives, consequences
and contexts. Kogan Page Publishers.
Reeve, J., 2014. Understanding motivation and emotion. John Wiley & Sons.
Tracey, J.B., Hinkin, T.R., Tran, T.L.B., Emigh, T., Kingra, M., Taylor, J. and Thorek, D., 2015.
A field study of new employee training programs: industry practices and strategic
insights. Cornell Hospitality Quarterly, 56(4), pp.345-354.
Yeagera, E.A., Downey, W.S. and Widmar, D.A., 2015. Syngenta: Changing a Global
Company. International Food and Agribusiness Management Review, 18(2), p.173.