Hr Value and Contribution to Organisational Succes

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HR Value And Contribution To
Organisational Success

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Evaluate the importance of organisational design theory in context of organisational
structure and fulfilling organisational strategy, using specific organisational examples.......3
M1 Appropriate theories for organisational structure............................................................4
TASK 2............................................................................................................................................5
P2 Analyse the different approaches and techniques used for motivation, human capital and
knowledge management for attracting, maintaining, developing and rewarding human
resources to create skilled and dedicated workforce..............................................................5
M2 Approaches for human capital and knowledge management..........................................6
TASK 3............................................................................................................................................7
P3 Evaluate that how emerging HR affect the role of HR function in future and provide valid
judgement...............................................................................................................................7
M3 Evaluate how emerging HR developments and approaches would adopt HR practices that
were responsive to the changing external and internal environment of workplace...............8
TASK 4............................................................................................................................................9
P4 Evaluate how organisational design has to respond and adapt to change management.. .9
M4 Evaluate that how organizational design respond and follow change management which
impact business design and complex relationship..................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource plays an important role in a business to add up more value and bestow in
the success of the organisation (Aklamanu, Degbey and Tarba, 2016). Employees are an asset of
the company who helps the company to execute all functional and operational activities and to
achieve highest level of efficiency. HR helps in encouraging individuals and develop and keep
working culture so that productiveness can be enhanced and task can be performed in a
considerable manner. HR manager of ARM holding PLC requested to present a report which
covers numerous concepts such as importance of organisational design theory, various
approaches to motivating human resource and critical evaluation of organisational change and
their impact in the business.
TASK 1
P1 Evaluate the importance of organisational design theory in context of organisational structure
and fulfilling organisational strategy, using specific organisational examples
Organisational design theory is a systematic process which aids in recognising that
functions which were not able to fit within current business goals and objectives. For this
management makes policies to enhance and implement any changes. Management pot their focus
on technical aspect of the organisation so that problems can be identified quickly and resolves at
earliest. In the context of ARM Holding PLC, management is using these theories to recognise
impaired aspects which are very essential and vital. Importance of this theory can be
comprehended in following points:
 Organisational design theory deliver excellent services to the customers.
 It reduces cost of operations so leads to greater productiveness and profits.
 It improvises process time and overall efficiency.
 It helps in making understandable strategy so that to get long term growth.
Above comprehend importances is helpful in improving overall efficiency and
effectualness so that to put positive effect on strategies and structure of organisation (Baumann
and Harvey, 2018). Managers of ARM holding can use this to improvise work efficiency of
individual and to develop strategies so that helps in future growth.

M1 Appropriate theories for organisational structure
Businesses are capable to formulate plans of action with the help of organisational structure
theories. This will affect the management in allotment of proper resources and communication
with environment (Boon and et. al., 2018). Numerous theories are used by ARM Holdings in
formulation of strategy for business, which are explained below:
Contingency theory: This theory is used to manage conflict in the organisation within
people working there. Conflict are unavoidable in the workplace so management is required to
take preventive measures and corrective actions to solve them. Management formulate their own
strategy as per the requirement and accept changes which are essential for success of the
organisation. It helps the managers of ARM holding Plc in making efficient decision so that to
attain business goals and objectives. For example: managers of Tesco uses contingency theory to
decrease conflicts among workforce and this affects the profit margins and performance in
positive manner as well.
Systems theory: This theory is based on interrelationships between various functions in
the organisation. It measures the effect in different part of business by single change each and
every minute change will lead to big modifications in business units. Managers of ARM Holding
Plc is required to evaluate affects of the changes before adopting and implementing them, and
after evolution the most appropriate change is adopted by managers. ARM Holding Plc follows
system theory to execute strategies made for the organisation. For example: Ford wanted to
supply standardised products to their customers so that to reach their expectation level. So
management focused on the operation and technological needs so that to fulfil organisational
strategy.
From the above discussion it can be deduced that by the use of organisational design
approach and organisation structure approach, overall performance can be maintained so that it
will help in getting growth and success (Doppelt, 2017) . This aids in improvising efficiency of
customer services and functional efficiency so that decided goals and objectives can be attained.
After evaluation the structure of organisation, decisions are to be taken so that overall
performance and efficiency can be improvised.

TASK 2
P2 Analyse the different approaches and techniques used for motivation, human capital and
knowledge management for attracting, maintaining, developing and rewarding human
resources to create skilled and dedicated workforce.
In order to increase performance and productiveness of individual and to perform in a
good manner in business , the managers adopts different theories which are helpful in attracting,
developing or providing rewards to the employees as according to their performance (Hislop,
Bosua and Helms, 2018). ARM Holding Plc is using various approaches to make their
employees dedicated and skilled. Which are as under:
Approaches for motivation:
There are three approaches of motivating workforce and making them productive and
dedicated. Which are as under:
Stick approach: This is the most classic approach which aims at improving performance
by giving penalties to employees if they get fail in some work. The managers are very rigid and
strict under this approach and make their workforce more productive by keeping whole control
with themselves. This leads to generation of negative attitude in superiors as they subdue
feelings of employees.
Carrot approach: Under this approach, managers of the organisation consider their
employees as most valuable asset and provide additional rewards and benefits to them which do
not work as a catalyst in motivating them. As employees do not sense any feeling of respect and
honour in the organisation. Managers of ARM Holding Plc is required to provide reward to their
employees on the basis of their performance, this will enhance the spirit of loyalty and
gratefulness. By giving fair rewards to the employees they will stay motivated.
Combined approach: This approach recommands that, managers can have stick in one
hand and carrot in the other hand. As by providing fair rewards they will perform better to get
rewards and by fear of penalties they will stay dedicated top their work. If employees are
performing over average performance then rewards will be given and if not they will be
penalised (Hopkins and Markham, 2018). This is the most productive and fruitful approach
which helps ARM Holding Plc to maximise productiveness and motivate their employees.

With the focus of making workforce dedicated, skilled and productive managers of ARM
Holdings Plc uses combined approach as it is most effective and suitable to attain organisational
goals and productiveness.
M2 Approaches for human capital and knowledge management
Approaches for human capital
With the view to enhance overall performance, businesses are required to concentrate on
human capital and take advantage talent so that human resource become capable to give high
performance to the organisation (Horst and Järventie-Thesleff, 2016). The numerous approaches
are explained below:
Training and mentoring: To enhance productiveness of the employees, high rated
business entities provide training programs. So ARM Holding Plc is required to render some
mentoring and training programs for employees so that they acquire new talents and by this new
leaders will be introduced. So that to improve individual performance and making workers
skilled trainings are essential to be provided.
Attract quality talent: This is noticed that top grade talent are found in that organisation
which are performing best in their business. They are required to hire individuals which posses
capabilities to execute task and attain desired targets. The managers of ARM Holding Plc are
required to acquire talented persons according to pertinent skills and work dedication.
Aforementioned approaches are practised by manager of ARM Holding Plc as they aids
in making the workforce dedicated and skilled as according to the requirements.
Approaches for knowledge management
Knowledge management is an organised approach which can be utilised to exchange the
impact on corporate culture and business objectives in the workplace. It is helpful for the
businesses so that to make them attain their goals and the knowledge which is possessed by
them.
Tactics knowledge management: This helps ARM Holding Plc to convey the expertise
and intelligence hold by an individual and they exchange information with the help of people in
the organisation (Kavanagh and Johnson, 2017). This is very easy to employ but consequently it
magnifies the habituation upon an individuals. Talent and knowledge will be removed if the
person depart out of company and by sharing and exchanging knowledge they build other people
skilled and dedicated towards work.

Explicit knowledge management: Under this approach, in the numerous format
knowledge of an individual get restructured such as documents, reports, guide book etc. By the
help of this ARM Holding Plc enhance their knowledge and skills or exchange, communicate the
message and content with so many people at once.
With the help of aforesaid discussion, it has been examined that explicit knowledge
management is an appropriate technique to exchange or retain knowledge in ARM Holding Plc
so that it provides help in making personnel skilled and dedicated.
Recommendation
As for ARM Holding Plc the management is following explicit management approach
but it is advised them to follow Tactic knowledge management approach parallelly. With the
view to keep their workforce dedicated and skilled. Moreover for motivation they may go for
Maslow need theory.
TASK 3
P3 Evaluate that how emerging HR affect the role of HR function in future and provide valid
judgement
Numerous emerging HR factors existed which may affect role of HR functions in future.
Manager of ARM Holding Plc is required to examine these trends to development of HR
(Liebowitz and Frank, 2016) . some of them are taken below:
 Use of artificial intelligence in recruitment: So many industries like banking,
marketing, finance etc. uses AI as it is an emerging concept. By AI in recruitment, ARM
Holding Plc proceed in online process of recruitment. In near future this will enhance the
utility of HR functions so that to save their time and overall time of recruitment do that
will attract talent.
 Data analytics transforming HR: HR functions rapidly accept the data analytics skills
just because it is helpful in taking data related decisions so that top talent can be acquired
and as well as maintained. Usage of data analytics will be increasing in future so that it
will be easier to recognise the scheme of employee absenteeism. This will help manager
of ARM Holding Plc in the way to achieve success and attain organisation goals. This
have numerous advantages like reduction in workforce turnover, increasing employees
satisfaction and productiveness.

 Continuous performance management: This approach is used once in a year for taking
feedback and review of the performances. In order to enhance performance of individual
and overall business ARM Holding Plc under go with numerous modifications in the
operational processes (Marler and Boudreau, , 2017). With the help of concentrating on
employee engagement and retention of talent the overall performance continue to be
improvised.
Aforementioned emerging HR trends is advantageous for the HR functions in future. This
help ARM Holding Plc to pull talented people so that to take effective decision to improvise
overall performance (McAdam, Miller and McSorley, 2019). Further it helps the business to
enhance productiveness and profit margins.
From the aforementioned discussion it is to be suggested to ARM Holding Plc that they
should employ emerging trends of HR functions so that it will help the manager in enhancing
productiveness and performance.
M3 Evaluate how emerging HR developments and approaches would adopt HR practices that
were responsive to the changing external and internal environment of workplace.
New developments in the department of human resource is associated with those
guidelines that are adopted by an organisation so that to advancement of their personal staff's
abilities and capabilities and knowledge as well. Thus for workforce of ARM holdings. HR
manager is required to initiate some training and development practices so as to introduce
enhancement in their knowledge and skills as well, which help them in achieving organisational
objectives in a considerable manner. Employees of ARM holding will adapt the changes in
technological advancement in a positive manner when the trainings are provided in an
appropriate manner which help them in enhancing process of mutual communication. Similarly,
adaptation of HRM practices will help the manager of ARM holding in creating path in order to
attain overall and individual goals of the business.
ARM holding is planning to implement situational approach in order to have effective
planning so by the help of planning the digital advancement introduced by the company will be
able to accepted by everyone in the organisation in a considerable manner. Further both the
methods of recruitment are to be exercised by the companions in order to communicate in a
efficient way. The changes in extrinsic and intrinsic environment of the business is driven by the
approaches of the company. As HR manager of ARM holding is supposed to implement new

strategy when any change is introduced in internal or external environment with this HR
department is supposed to recruit some new personnel so that the working of the business remain
to be effective and efficient.
TASK 4
P4 Evaluate how organisational design has to respond and adapt to change management.
Organisational design is associated to the procedures that are related to the structure of an
organisation in order to achieve organisational goals as well as aims in a considerable manner.
There are numerous elements in the design of organisation such as command chain, work
efficiency etc. In the context of ARM holdings the plan is mentioned as follows which represents
the organisational design.
Hiring of expertise staff: As according to the implemented strategy of ARM holdings
the employer is required to recruit some more expertise people so that to give assistance to the
stakeholder about usage of digital technology. This will help them in order to achieve business
goals in a shorter period of span.
Providing training and development: For ARM holdings it is required to provide
training and development programs so that employees do not feel any problem in working with
emerging digital technology. This help the business so that to communicate with employees so
that all the queries can be sorted timely. Further this help the company in building relations with
the stakeholder as well as customer so that to build strong relationships.
M4 Evaluate that how organizational design respond and follow change management which
impact business design and complex relationship
Each organisation plan designing of their structure and keep command over the
environment of business. Numerous types of structures are employed to react to the market,
government or consumers. All the business entities plan the structure of their organisation on the
basis of goals and targets. Managers of ARM Holding Plc examines the business design and
introduce numerous change as per needs. Some example of change:
Transformational change: Under this method a business entity change their design,
structure, culture and model. An organisation can face transformational changes as in revert of
contingencies or to enhance market conditions as such changes are outcome of change in
technologies. ARM Holding Plc grab opportunity via introducing alterations in operations. For

example: Nokia is one of the leading cellular phone company as they concentrates on new
engineering and technology and implementing changes.
 Psychological change: This is a principle of change management that is put to use for
improving perception of employees. Every business is required to put attention on
perception of people and work for societal issues which lead to confront personal life of
an individual (Naznin and Hussain, 2016) . Every individual is having certain needs,
which are required to b met by the company. Managers of ARM Holding Plc
acknowledge psychological changes so that to react on organisational design.
Just for an example workforce of ARM Holding Plc introduces innovative software but
with the view to employ this they are required to alter organisational design. Management team
of the company modify their model of business or strategies appropriately and also give training
to its workforce so that they will be able to perform their assigned jobs and duties in a
considerable manner without any anxiety of getting replaced with another employee or get
retrenched (Op de Beeck, Wynen and Hondeghem, 2016).
CONCLUSION
With the help of above detailed report it can be deduced that HR functions are helpful in
success of business as it provide contribution in numerous prospects. Organisational design is
helpful as businesses will able to increase their productivity to the maximum level and enhance
performance of individual. Further it is essential for the managers to establish strategies and
implementing them in a considerable manner. In addition to enhance skills and dedication ion
employees they are required to follow different approaches of motivation, knowledge
management and human capital. As along with this numerous emerging trends in HR are helpful
in proper functioning or HR role so that to enhance future total organisational performance in
considerable manner.

REFERENCES
Books and Journals
Aklamanu, A., Degbey, W.Y. and Tarba, S.Y., 2016. The role of HRM and social capital
configuration for knowledge sharing in post-M&A integration: a framework for future
empirical investigation. The International Journal of Human Resource Management.
27(22). pp.2790-2822.
Baumann, C. and Harvey, M., 2018. Competitiveness vis-à-vis motivation and personality as
drivers of academic performance. International Journal of Educational Management.
Boon and et. al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1).
pp.34-67.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical
introduction. Oxford University Press.
Hopkins, B. and Markham, J., 2018. E-HR: using intranets to improve the effectiveness of your
people. Routledge.
Horst, S.O. and Järventie-Thesleff, R., 2016. Finding an emergent way through transformational
change: A narrative approach to strategy. Journal of Media Business Studies. 13(1).
pp.3-21.
Kavanagh, M.J. and Johnson, R.D. Eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Liebowitz, J. and Frank, M. eds., 2016. Knowledge management and e-learning. CRC press.
Marler, J.H. and Boudreau, J.W., 2017. An evidence-based review of HR Analytics. The
International Journal of Human Resource Management. 28(1). pp.3-26.

McAdam, R., Miller, K. and McSorley, C., 2019. Towards a contingency theory perspective of
quality management in enabling strategic alignment. International Journal of
Production Economics, 207, pp.195-209.
Naznin, H. and Hussain, M.A., 2016. Strategic value contribution role of HR. Vision. 20(2).
pp.135-138.
Op de Beeck, S., Wynen, J. and Hondeghem, A., 2016. HRM implementation by line managers:
Explaining the discrepancy in HR-line perceptions of HR devolution.The International
Journal of Human Resource Management.27(17). pp.1901-1919.
Sheehan and et. al., 2016. The impact of HR political skill in the HRM and organisational
performance relationship. Australian Journal of Management.41(1). pp.161-181.
Waddell and et. al., 2019. Organisational change: Development and transformation. Cengage
AU.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online:
Approach human capital management,2019 [Online]. Available through:
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capital-management/>