Human Resource Values and Contributions to Organizational Success

This report discusses the importance of organizational values and human resource contributions to sustainable performance. It analyzes two approaches to maintain, attract, develop, and motivate a workforce, emerging HR developments, and recommendations for effective implementation of changes.

HUMAN RESOURCE-
VALUES AND
CONTRIBUTIONS TO
ORGANIZATIONAL
SUCCESS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Introduction of the company, organizational structure as well as sustainable performance of
the company.................................................................................................................................3
Analysing two approaches to maintain, attract, develop and motivate a workforce...................4
The emerging HR developments with some example, and how company may adapt and flex its
HR practices in fast chaining environment..................................................................................6
Recommendations for the organization to take changes ahead and effectively
implement them.........................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organizational values means the core principle that are generally responsible for the
description of the ethics or principle that a company must abide to (Gibb, and Burns, 2018).
Value means to believe of the individuals those are mainly liable to shape their behaviour within
professional and personal lives. The human resource motivates employees of the company to
perform at highest level that is possible as well as maintain organizational culture of the high
morale amongst the employees. ZARA is a company that deal mainly in clothing as well as they
offer good quality products. The report will brief about the company, their organization
structure as well as evaluate how this is related to sustainable performance of the business. Along
with this the report also critical analysis two different techniques used to maintain, motivate and
attract workforce. Moreover, the report analysis emerging HR developments with some example,
as well as how the business may adapt or flex its HR practices in fast changing internal and
external workplace environment. Furthermore, the report also make recommendations on way to
enhance the delivery of the sustainable performance within the company.
MAIN BODY
Introduction of the company, organizational structure as well as sustainable performance of the
company
Company overview
The ZARA is deal in the retail industry, located in Arteixo Spain. The organization
specialities in the fast fashions as well as their products generally includes shoes, beauty,
perfumes, clothing and accessories etc. The company served worldwide. Zara's stores have
women's, men's clothing and children's clothing as well (Lala, 2018). The Zara home designs are
normally located in the European stores. Their all clothing processed by distribution centre in the
Spain. Even they plan to deliver the products within 48 hours. The Zara products over 452
million items per year. In the year 2021 the Zara launched their first beauty line that is Zara
beauty.
Organization structure

Zara is organized their structure as functional departmentalization. Here departments are
consist of plan manager who generally organized overall manager, the manufacturing manager,
engineering manager, human resource manager, purchasing manager and accounting manager
etc. who coordinates each and every department as well as is accountable to plan manager
(Schulman, 2020). In Zara individual with the related professions, expertise, orientations and
acquaintances have been classified together in one or same department. This make sure the
efficiency in terms of work as it generally allow quality output. There is good coordination
between the customers and the managers. So, this make sure that the customers interests or need
or requirement are meet adequately and appropriately.
The organizational structure generally provide guidance to all employees of the company
by laying out official reporting relationship that normally govern workflow of the business. If
there is well organization structure then the company will perform better and achieve their target
on time and in effective manner. Whereas if the structure is not good then it will give negative
impact o the company performance. Such as, there is low productivity, no incentives provided,
less delegation of the work and centralized decision. The Zara has good organizational structure
which will give many benefits such as it improves the operational efficiency that is because they
provide clarity to their employees al all level of the organization. Generally sustainable
performance of business means ability to meet the expectations and need of the customers as
well as other stakeholders on the long term, that is balanced by effective management
organization by this staff. So the Zara has good structure which will give positive impact on their
performance. So the structure follow by the companies is also give impact on the performance of
the company. Zara has divide their company into various department so the managers is have
expertise so it also helps in performing better as compare to other related company who not
follow this structure in their company.
Analysing two approaches to maintain, attract, develop and motivate a workforce.
For a workplace to have a motivated workforce, is a very important factor as it
contributes the most to the success of the company. The result of an organization whose
workforce is all time dedicated and motivated is always said to be positive and can beat all other
competitions that exist in the market (Herzberg, 1966). So ultimately, the more the workforce is
efficient the more the organization is said to be productive. Here Zara, being the largest retailer
in apparels has a wonderful workforce for itself that is highly dedicated towards the company's

goals and company's success. Zara believes its workforce to be the most valuable asset of the
business and thus pay a lot of time and focus in keeping them happy, motivated, dedicated,
engaged and above all, interested in the work they do. Here are the main approaches that are
used by the company in order to keep their workforce on track and motivated:
RECOGNIZE, FORTIFY AND REWARD
Monetary benefits definitely comes under the factors that provide the employees a sense
of motivation and ultimately enhances the productivity of the company. But rewards and
recognitions are not always supposed to be in terms of money. Simple rewards and appreciations
are also something that keep the workforce engaged, dedicated and motivated towards the work
in an organization (Herzberg, 1986). The very first responsibility of the company should be to
identify the employees that give their best in achieving the company's objectives and then to
fortify them. When the company strengthens the employees' morale, they are most likely to
perform in a much better way than they were doing previously. Support and reward, it the main
thing that ZARA does. The company maintains high employee engagement by supporting its
workforce and rewarding them timely. This keeps the interest of the workforce aligned with the
company's motive. Thus, recognizing the employees, reinforcing them and finally rewarding
them is the most important thing that an organization should adopt doing to fast observe
dedication in the existing workforce.
DEVELOP INDIVIDUALS POTENTIALS
The saturation point in the jobs that people do often tend to arrive very fast and becomes
the main reason behind the lack of individuals willingness to work and thus all these things affect
the productivity of the company. So to ensure the employees engagement and dedication at a
workplace, the organizations should provide training and development programmes for the sake
of building the individuals potential (Herzberg, 1968). With proper knowledge and regular
training programmes, an organization can motivate its workforce. Zara is indulged in doing the
same. The company plans different workshops to help individuals identify their potential and
then also promote them so that can remain motivated in their work.

The emerging HR developments with some example, and how company may adapt and flex its
HR practices in fast chaining environment
Human resources manager in the organization make the policies in which the business
run successfully. In current company world facing many challenges on regular basis (Stone, R.J.,
Cox, and Gavin 2020). So they need to update their principle on daily basis according to the
business philosophy. The number of issue are now face by the HR manages such as
globalization, employee satisfaction as well as retention and many more. The globalization
generally boost the company image. As Zara is established their business in many countries but
now they have to think to cover all market as well. The business can easily use professional
networking, social media platform, lighting speed technologies, and intranet to communicate to
business employees in global market. For example, if the business have good commination
between the managers and employees then there is high chance of getting better result. So, Zara
has effective communication between the managers and employees as well as among employees.
They provide training and also take brainstorming secession in which each and every employee
interest with each other. So this help company to get better result.
Another key emerging HR development is satisfied as well as retaining employees for the
long period. Therefore, the HR managers need to offer extra care to engage employees, make
them more satisfy in their work place and also to motivate them to achieve organizational
objective and goals (Rana, and Sharma 2019). HR developers generally need to create effective
compensation and incentive policies to motivate as well as retain their staffs. Here the leaders
should be friendly as well as use flexible leadership styles to normally influence them to achieve
the organizational objective and goals. For example, if the organization give rewards to their
employees, so they feel motivated towards their work, and they also make their work on time. By
such rewards system employees feel that they are reorganized by their work, so they do their
work in effective and efficient manner. This is also helpful for business to get more productivity,
and also enhance the performance of the organization.
Recommendations for the organization to take changes ahead and effectively
implement them.
To make the changes in an organization for the purpose of betterment is one of the most
important job to do, as the environment of business is always fluctuating and to match that

changes should be adopted in the company's environment (Kaplan and Norton, 2006). Similarly,
ZARA being the most demanded fashion brand, is the largest company that deals in wide range
and as a result has to undergo number of changes in the company. To take the changes forward
in an organization, ZARA should focus on the following steps:
Identifying the changes and then assessing the impact- Without assessing the impact of the
changes, the company can not implement changes as that might lead to some unwanted result in
the company (Munteanu, 2015). So it is very important to first assess the impacts of the changes
and then implement.
Developing plans- After assessing the impacts, the first step is to make plans of how to execute
the changes and bring them into action in the organization.
Passing on the changes to the employees- As the employees plan an important role in the
company, it is important to pass on the changes that are going to take place in the organization in
the near future.
Giving reasons for changes- To give reasons why the changes are taking place is important as it
will tell a lot about how the things are going to improve in the future.
Seeking the feedbacks from employees- Feedbacks of the employees are important because the y
need to be friendly with the changes, and they are the ones who will be living in that changed
environment, so its eventually becomes important to gather feedbacks on what they think.
Launching of the changes- After the above consent and assessment then the changes can be
launched in the organization as it will ensure no problem in the future.
Monitoring the changes- Implementing changes is fine, but to monitor them is the core
responsibility of the company, as it will tell the effectiveness of the strategies and the changes
implemented.
Evaluating the changes- Evaluating the changes comes after monitoring them, it generally
shows the strategies and changes are working in the favour of the organization or not, what are
the changes that can be made in order to make the changes work in favour.

CONCLUSION
Form the above report it has been concluded that an organizations' success is tied up with
its workforce. It becomes very important for the organization to keep its workforce happy and
always interested in their work. The most important role in an organization is played by the HR
managers as they are the people who are solely responsible for right hiring of candidates who can
provide the company with their best of the abilities. They are the ones, who look for the
trainings, development, hiring, firing and every other thing that is related to the employees on the
floor. Zara is the most famous and biggest company of fashion, the company deals in all kinds of
fashion products and is the highly demanded by the youths. This report will emphasize on the
organizational structure of the company, two approaches that can be used in keeping the
workforce engaged, analysis of HR developments and some recommendations for improving
sustainable performance in the organization.

REFERENCES
Books and journals
Gibb, S. and Burns, C., 2018. Organizational values: positive, ambivalent and negative
interrelations in work organizations. Journal of Human Values. 24(2). pp.116-126.
Herzberg, F., 1966. Motivate employees. World. 88.
Herzberg, F., 1968. One more time: How do you motivate employees (Vol. 65). Boston. MA:
Harvard Business Review.
Herzberg, F., 1986. One more time: How do you motivate employees. New York: The Leader
Manager. pp.433-448.
Kaplan, R.S. and Norton, D.P., 2006. How to implement a new strategy without disrupting your
organization. Harvard business review. 84(3). p.100.
Lala, A., 2018. FAST FASHION. BENETTON AND ITS MAIN COMPETITOR INDITEX
(ZARA).
Munteanu, A.I., 2015. Develop and Implement Human Resources Strategies–Important
Activities Within an Organization. Revista tinerilor economişti. (25). pp.15-22.
Rana, G. and Sharma, R., 2019. Emerging human resource management practices in Industry
4.0. Strategic HR Review.
Schulman, P.R., 2020. Organizational structure and safety culture: Conceptual and practical
challenges. Safety science. 126. p.104669.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.