Human Resources: Values and Contributions to Organisational Success

HR and contribution to
organizational success

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Value of organisational design theory in regard with organisational structure................3
M1. Application of relevant theories and concepts to critically examine the value of
organisational design..............................................................................................................4
TASK 2............................................................................................................................................5
P2. Techniques and approaches to retain, attract, develop and reward employees................5
M2. Certain examples to critically review different techniques and approaches...................6
D1. Recommendations supported by justification based on a synthesis of information and
knowledge...............................................................................................................................6
TASK 3............................................................................................................................................6
P3. Emerging HR developments............................................................................................6
M3. Examine how emerging developments of HR will affect the HR role in the future.......7
D2. Judgments and conclusions supported by a synthesis of research and information........7
TASK 4............................................................................................................................................8
Covered in PPT.......................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
Books and Journals:................................................................................................................9

INTRODUCTION
Human resource management possesses a very prominent role in the development and
growth of organisation. The organisational success is significantly determined by the role of HR
as they involved in the process of hiring, selecting, training and development, compensating,
motivating, rewarding, monitoring and much more (Ahmad and et.al., 2021). HR are the ones
who directly makes a contact with the employees and workforce and place them into the roles
that fits their capabilities and skills. Aldi is taken into consideration in order complete this
project. It is one of the common brands in retailing industry which is exploited by many
consumers in UK. In 1962, the company is introduced by Karl and Theo Albrecht. It is
headquartered in Atherstone, England. The organisation is known to provide the quality and
value to its customers. It will analyse the value of organisation design theory in the regard of
organisational structure and attaining the business strategy. The project will also comprise with
different techniques and approaches to retain, attract, develop and reward employees in the
company. HR developments will also be outlined as a part of this report.
TASK 1
P1. Value of organisational design theory in regard with organisational structure.
Organisational design relates with the implementation of structure and the style of
management of an organisation. It is the way a company is to be operated and structured by its
employees. In addition to Aldi, it is found that flat organisational structure is being used by the
organisation in which most levels of middle management are abstracted in order to give more
emphasis on the staff level employees (Al-Romeedy, 2019). This is also known as horizontal
organisational structure. Through this structure, more authorities and power, together with
obligations have been granted to staff level employees. Most of the decisions taken by staff level
employees so that they work without supervision and hierarchical pressures and can often be
more efficient in a way. This structure is followed by the organisation in order to develop
relationships between upper level management and staff level management. Also, it helps in