Human Resource Values and Contributions to Organisational Success

This report evaluates the importance of organisational design theory and HR strategies in the context of organisational structure and fulfilling organisational strategy. It analyses the different approaches and techniques used by an organisation for attracting, maintaining, developing and rewarding human resources to create a skilled and dedicated workforce. The report also discusses the emerging HR developments such as globalisation, multi-generational diversity and employee retention. It emphasizes the significance of human resource values and contributions to organisational success.

HUMAN
RESOURCE-
VALUES AND
CONTRIBUTION

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1 Evaluate the importance of organizational design theory in the context of
organizational structure and fulfilling organizational strategy, using specific
organizational examples.......................................................................................................3
P2. Analysation of different approaches and techniques used by an organisation for attracting,
maintaining, developing a well as rewarding human resources in order to create a skilled and
dedicated workforce...............................................................................................................5
P3. Conducting research and use of contemporary knowledge to support the emerging HR
developments..........................................................................................................................6
P4. Covered in PPT..............................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The human resource management is a theory which deals with the employees of an
organisation. This concept ensures about the stableness of an employee's and the worker in order
to grow the firm and gain the productiveness. This written report is all about the values and
contribution of the human resources in an organisation. The Debenham company is chosen for
this assignment. The Debenham is a United Kingdom based clothing store. In 1778, this firm
was founded by the William Debenham and it's headquarters is in London, UK. This firms
produces a variety of products which includes the clothings of men's, children's and women's
along with the household items & furniture, cosmetics, flowers, giftware, bicycles, garden
products and luggages. This determines the requirement of an organisational theory in context to
the organisational structure and strategy. Additionally, it also includes the human resource
development(Sposato and Rumens, 2021).
MAIN BODY
P1 Evaluate the importance of organizational design theory in the context of organizational
structure and fulfilling organizational strategy, using specific organizational
examples.
Introduction to organisation: The Debenham is the largest firm which operates at the global
level and produces the finished goods to the consumer in a view to fulfil the requirements of a
customers. This organisation supplies a wide range of products such as clothes, garden flowers,
giftwares, cosmetics and many more. The firm introduced the designers at the Debenhams and
started to launch the franchise and designer clothes. The head quarter of a firm is located in
London, united kingdom. The firm is operated in 178 location around the countries and also
operates the Danish department store chain Magasin du Nord. The brands included by the
Debenham is their own trading name Debenham and other fashion products consider the brand
names such as Faith, Maine, and Manta-ray. It has been observed that at present, approx 120
trademarks includes the brand Debenham across the world. It is one of the best known UK retail
website. This firm adopts the effective strategies of human resource management and also the
policies which aid to attract the skilled, talented and intelligent employees in the organization. In
order to enhance the performance, the company provides the proper training and development to
their employees. The Debenham company is the largest organization which deals with thye

environment as it focuses on the adoption of sustainable practices which helps to fulfill the
corporate social responsibilities(Saeed, Afsar, Hafeez and et. al, 2019).
Organisational design theory:This is a framework which used to design the organisational
structure for performing the various activities. The main emphasis of this framework is to form
the structure of firm in order to carry out the functioning of an organisation. The various kinds of
the firm's designs are already existed in the market and this forms the drawbacks and benefit to
the society or an individuals.
Organisation structure: The structure of an organisation is utilised to depict the systems in
order to carry out the various kinds of activities which is used to accomplish the goals and
objectives. An organisational structure of an activities is linked with the roles, rules and
responsibilities. This assists in finding out the ways in order to spread the information at various
levels of the firms. This structure also helps in finding out the methods which helps to flow the
information in the firm at different stages. The organisational structure considers the various
types such as flat, line, staff and tall organisational structure in an organisation. Debenham is a
public owned company therefore it follows the line and staff organisational structure. The
Debenham company adopts the kind of organisational structures which determines the staff and
line department. The Debenham company considers this organisational structure in order to
motivate the employees and helps in successful decision-making process. The line and staff
department depicts the expertise of the staff department and they helps to provide guidelines and
the suggestion to the line department and they used to make the arrangements. The Debenhams
company determine the various advantages and disadvantages for the management in order to
adopt the organisational structures(Olson, Slater, Hult and et. al, 2018). In context to the
Debenhams company, the advantages and disadvantages are explained below:
Advantages:
 This will help the firm to conduct the proper decision-making process & it also ignore the
factor of confusion among the staff.
 The line and staff organisational structure considers the expertise and technical specialist
in order to produce the quality performance. The staff experts are determined in the chain
of command.
Disadvantage:

 This kind of an organisational structure creates the misunderstanding and conflicts among
the personnel of staff and line department.
This organisational structure helps to motivate the employees. This enables to provide the
suggestion and assistance as there is the direct transfer of authority in a line organisation
with a department of staffs.
P2. Analysation of different approaches and techniques used by an organisation for attracting,
maintaining, developing a well as rewarding human resources in order to create a skilled
and dedicated workforce
This is the important components of the firm as it assist in enhancing the customers experiences.
The qualified, knowledgable ad skilled workforce play an important role in an organisation. The
Debenham company has the various talented and skilled workforce, who have their focus on the
work and not used to engaged in the non productive working. This determines the resolving of
the various difficulties in the firm and it focuses on the rising of profit and growth of the firm.
The workforce is considered to be a skilled,dedicated and talented employees who determine the
required qualification and skills which help to execute the role in an organisation and it also aid
the employees to boost up the performances of an employee's(Lohana, Abidi, Sahoo and et. al,
2022).
The business managers of Debenham firm adopts the various approaches in order to attract,
develop, reward and maintain HR people in the businesses. The Debenham believes on the
success of the businesses, which is based on the effectiveness and efficiency and also the efforts
put by an employees. This is the reputed and big company which has increase in the turnover of
an organisation and it also possess the negative consequences on the company's reputed image.
In a view to decline this kind of circumstances the Debenham firm adopts the assorted ways in
an organisation. This approaches of skilled and diversify workforce has been discussed below in
detail:
Development a positive working environment: This approach is depended on the
accountability, cooperation, risk taking and equity. The developing of a positive working
environment in a Debenham firm is important as this make sure about the cooperation within the
employees in order to promote the employees level of satisfaction. This will also help the firm to
keep the employees connected with the firm so they don't leave the company. This component
helps the Debenham company to hold the employees and also to draw in the attention of new

employees. The main consideration of an employee while joining the firm is salary and the
working environment is the second major consideration.
Recognise, reinforce and reward: It is one of the organisations which is giving rewards and
recognition based on the performance of employees which is important in order to motivate
employees in their organisation. It also promotes equality and diversity in the organisation which
is important in order to increase the trust of employees over organisation. This approach is used
by the organisation in order to retain the existing employees in the firm. The recognition and the
rewards is also used is also used in the firm to satisfy the needs of an individuals along with the
esteem needs. This is an effective approach in the organisation which aid to gain the success in
the competitive market. The Debenham is an organisation which provides the recognition and
rewards to the deserving and hard working employees, who used to work with dedication and
also put efforts to accomplish the goals and objectives(Pham, Thanh, Tučková and et. al, 2020).
Involve and engage: It is also important for businesses in order to retain existing employees and
also to improve their productivity of the business. An organisation adopts this human resource
approach as this is an important part which helps to enhance the satisfaction level of an
employees. This approach determines the rise in interaction and involvement of an employees in
the organisation. This is important to render the signified responsibilities to the employees as a
result to make the employees more responsible in terms of business. The managers of Debenham
company considers the different employees in the process of decision-making which help the
company to generate the new innovative ideas and also to boost the employees satisfaction.
Develop Skills and Potential: This approach is also followed by the Debenham company in
order to attract the new employees and also to hold up the existing employees. The important
part of an organisation is to develop the skills as it will promotes in the enhancing the efficiency
of businesses. This is also essential for the employees to make sure about their development of a
skills for their personal growth and also for the professional development. This enables the
employees to gain the opportunity in the other organisation or in same organisation. This also
supports in motivating the employees to stay in the Debenham company.
P3. Conducting research and use of contemporary knowledge to support the emerging HR
developments
The human resource management is now facing the issues in the international market which they
have never faced before(Gilal, Ashraf, Gilal, and et. al, 2019). The developing of the human

resource management is necessary for the management in order to update and think upon the
principles continuously which will help to fulfil the belief of an organisation. The issues have
formed a challenging part for the human resource department. Those issues are related with the
globalisation, satisfaction of an employees and also other problems which are linked up with the
management's working environment and also the legal compliances. The human resource
department has the approach that provides the clear reason for the growth of employees by
undertaking the training and development process. This helps the employee to develop their
career and also promotes to achieve the goals(Boudlaie, Amoozad Mahdiraji, Shamsi and et. al,
2020).
The previous years rising trends arises in the human resource management in order to aid
the worker for growing the efficiency and also satisfy them from the company. The human
resource development rises, in which the technology is the essential part. The technology and
motivation plays a major role in developing the human resource management. This is because it
provides the benefit to adopt the technology which is presented in the market in order to make
the work more easier and to enhance the organisation's productivity. The debenham company
undertake the approach of developing Human resource management in an organisation which
supports in the increase in satisfaction level of an employees and also allow them to provide the
opportunity of flexibility to the department of human resources. This is necessary for the firms to
enhance the employees dedication towards the businesses. The emerging Human resource
development in reference with the Debenham company is explained below;
Globalisation and the global human resources: The globalisation influenced the pace of
working in an organisation from the last some years. The organisation around the world has
common goal to diversify/ expansion of businesses internationally. Through the upgradation of
technologies, intranet, networking sites and most important social media enable the organisation
to communicate with their employees at various level or regions. The technology like sharing of
an information with the support of audio, online conferencing and video, this technology has
increases the development and training of an employees which is received from the human
resource management in an international market. The globalisation supports the business market
in order to hire the people from various global market and also the organisation has observed that
the lowering down the prices in the firm will help to cut down the cost of human
resources(Fenech, Baguant, and Ivanov, 2019).

Multi-general diversity: The international market faces issues in the dealing with a multi
general differences that is various types of culture which cause the problem towards the factor
which are developed by the human resource management. For example: an individuals
generation prefers the face to face interaction with their managers, and on other hand there is
another type of generation who are more comfortable in the electronic communication. Thus, it
states that there is a situation arises of the confusion which helps to implement the best
management style and leadership style.
Employee Retention : The major issue which has to be faced by the HR department is the
satisfaction of employees and the long term retention. The role of human resource management
is to offer the excess care which is required to make the employees satisfied and also to interact
with the employees in an organisation. The human resource management ensures about making
the staff members motivated in order to attain the objectives and aims of an organisation. There
must be an awareness about the leaders who demonstrate the friendliness and flexibility in their
leadership role which helps to promote the supporters or helping hand to accomplish the goals
and objectives of the firms(Chams and García-Blandón, 2019).
P4. Covered in PPT
CONCLUSION
It is concluded from the report that, the human resources management is plays an important role
in the business to gain the success and to attain the gaols. The theory of organisational design
supports to build a strong organisational structures in which the division of roles and
responsibilities is clearly defined. The various types of human resource trends are also rising to
maintain the productiveness of an organisation.

REFERENCES
Books and journals
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scholarship on paternalistic leadership and gender: the contribution of postcolonial
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Saeed, B.B., Afsar, B., Hafeez, S., Khan, I., Tahir, M. and Afridi, M.A., 2019. Promoting
employee's proenvironmental behavior through green human resource management
practices. Corporate Social Responsibility and Environmental Management, 26(2),
pp.424-438.
Lohana, S., Abidi, N.A., Sahoo, N., Babu, M.S., Pallathadka, H. and Singh, U.S., 2022.
Performance measurement of human resource by design a human resource
scorecard. Materials Today: Proceedings, 51, pp.677-681.
Pham, N.T., Thanh, T.V., Tučková, Z. and Thuy, V.T.N., 2020. The role of green human
resource management in driving hotel’s environmental performance: Interaction and
mediation analysis. International Journal of Hospitality Management, 88, p.102392.
Boudlaie, H., Amoozad Mahdiraji, H., Shamsi, S., Jafari Sadeghi, V. and Garcia-Pereze, A.,
2020. Designing a human resource scorecard: An empirical stakeholder-based study with
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Innovation, 16(4), pp.113-147.

Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources, Conservation
and Recycling, 141, pp.109-122.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production Management.
Bilan, Y., Mishchuk, H., Roshchyk, I. and Joshi, O., 2020. Hiring and retaining skilled
employees in SMEs: problems in human resource practices and links with organizational
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Olson, E.M., Slater, S.F., Hult, G.T.M. and Olson, K.M., 2018. The application of human
resource management policies within the marketing organization: The impact on business
and marketing strategy implementation. Industrial Marketing Management, 69, pp.62-73.
Gilal, F.G., Ashraf, Z., Gilal, N.G., Gilal, R.G. and Channa, N.A., 2019. Promoting
environmental performance through green human resource management practices in
higher education institutions: A moderated mediation model. Corporate Social
Responsibility and Environmental Management, 26(6), pp.1579-1590.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource management
in an era of digital transformation. Journal of Management Information & Decision
Sciences, 22(2).