Human Resources - Value and contribution to Organisational Success

This report discusses the importance of organisational design theory, analysis of different approaches and techniques used for attracting, maintaining, developing and rewarding human resources, and the impact of emerging HR developments on organisational success. It focuses on ARM Holdings Plc and covers topics such as organisational structure, recruitment, workforce planning, performance appraisal, and the use of technology in HR.

Human Resources -Value
and contribution to
Organisational Success

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Evaluation of importance of organisational design theory in context of organisational
structure and fulfilling organisational strategy............................................................................1
TASK 2............................................................................................................................................3
P2 Analysis of different approaches and techniques used for attracting, maintaining,
developing and rewarding human resources to create skilled and dedicated workforce.............3
TASK 3............................................................................................................................................4
P3: Conduct research and use contemporary knowledge to support evidence for emerging HR
developments...............................................................................................................................4
TASK 4............................................................................................................................................6
P4: Evaluate how organisation design has to respond and adapt to change management and the
relationship that exists between the two using specific organisational situation ........................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource is considered as the most valuable asset of an organisation which is
required to be focused for attaining organisational success. Leaders and managers in all the
companies should make sure that they value staff members as they are required for reaching long
term business goals (Amankwah-Amoah, 2016). Present report is based upon ARM Holdings Plc
having diverse workforce. It is operating business in almost 15 countries. This assignment covers
various topics such as evaluation of importance of organisational design, analysis of recruitment
to develop motivated, knowledgeable and experiences individuals and teams. Additionally,
contemporary knowledge and research to support emerging HR developments along with
Evaluation of relationship between organisational design and change management are also
discussed in this report.
TASK 1
P1 Evaluation of importance of organisational design theory in context of organisational
structure and fulfilling organisational strategy
Junior manager of ARM holdings Plc is being asked to demonstrate ability to review the
contribution of a HR function to the value and success of an organisation. For this purpose, a
report is required to be generated for the Director of Human Resources. It will cover various
topics which are as follows:
Organisational design theory: It can be defined as the framework which is used by most
of the organisations for the purpose of structuring the hierarchy of management at workplace.
Main purpose of it is to make sure that formal rules and procedures should be followed by all the
staff members working within a company (Amankwah-Amoah, Ifere and Nyuur, 2016). It is
used by junior manager of ARM holdings for the purpose of establishing proper hierarchy or
chain of command which can help to execute operations properly. It guides HR of the enterprise
to identify dysfunctional aspects of different structures, procedures and systems of workflow.
Inappropriate implementation of it may result in lack of engagement of staff members.
Importance of organisational design theory: For other companies just like ARM
holdings organisational design theory is very important as it can help to meet long term business
goals. Its importance could be analysed with the help of following points:
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 By implementing it management can improve the communication between managers and
staff members.
 It results in higher productivity because a proper organisational design can help to
increase work quality of staff.
There are various types of organisational theories which are required to be analysed by
organisations to make sure that they are using appropriate structures at work place. All of them
are also analysed by HR of ARM. Description of all of them in context of structure and strategy
is as follows:
Traditional organisational theory: This theory is related to bureaucratic style structure
in which leaders give direction to the subordinates and all of them have to work according to it.
The companies which are following this theory use top down structure within the organisation in
which lower and middle level staff members are required to work according to upper
management (Bradford, Guzmán and Trujillo, 2017). In most of the companies such as Aston
Martin, Jaguar etc. this structure is followed in department of motor vehicle because only one
person is responsible to take all the decisions in those divisions. In order to fulfil the strategy of
organisation such as meeting deadline provided by customers this structure is followed. It helps
to meet the predetermined objectives so that growth could be acquired.
Open system theory: This theory is mainly based upon human factors in which
managers follow democratic leadership style so that they can motivate staff members to work
productively. The organisational structure which is followed in such businesses is matrix in
which all the staff members will be required to report to multiple managers. It helps to enhance
organisational performance productivity of staff as their work will be analysed multiple
superiors. For example, companies such as Starbucks are using matrix organisation which helps
the staff members to perform all their tasks properly and meet the expectations of superiors. It
also helps to meet organisational strategies such proper execution of employees, highly engaged
staff etc. as it helps to motivate them to work productively.
Both the above described theories could be used by companies for the purpose of
analysing their structures and strategies. With the help of them, management will be able to
assess that long term business goals will be achieved or not with higher engagement level of staff
or not.
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TASK 2
P2 Analysis of different approaches and techniques used for attracting, maintaining, developing
and rewarding human resources to create skilled and dedicated workforce
Most of the companies have a goal of carrying out operations properly with the help of
higher level of employee engagement. In order to execute operational activities in systematic
manner it is vital for the managers to make sure that they are using effective approaches or
techniques to attract, maintain, develop and reward human resources to create skilled and
dedicated workforce (Cavanagh and et.al., 2017). Description of all of them which are used by
ARM holdings for these processes are as follows:
Recruiting and attracting talent: It is one of the main approach which is used by most
of the companies for the purpose of attracting large number of skilled individuals. With the help
of it, knowledgeable and experienced staff could be hired by ARM Holding Plc because it guides
HR to establish a proper recruitment plan. With the help of it skilled and dedicated workforce
could be created because it helps company to attract such persons who are looking for job and
willing to work for such organisation.
Workforce planning: It is another approach which is utilised by companies for the
purpose of maintaining human resource. With the help of it managers in ARM holding Plc
analyse current workforce and determine their future need. It facilitate them to find the best
suitable way which can help them to create talented teams to accomplish critical tasks
successfully. It is also very important for the accomplishment of strategic plans, goals and
mission. It is beneficial for organisation to achieve its goals such as higher profits because it
results in properly maintained staff.
Workforce development: It is essential for all the companies to make sure that they are
providing development opportunities to the staff members as it helps to increase their
engagement level (Chiappetta Jabbour, Mauricio and Jabbour, 2017). Workforce development
approach is used in ARM holding Plc by managers for the purpose of bringing changes in
organisational culture, attitude etc. according to behaviour of staff. It is used by HR to make sure
that all the employees working within the organisation get developed so that skilled and
dedicated workforce could be created.
Performance appraisal: It is last approach which is used in most of the companies for
the purpose of rewarding staff members so that skilled and dedicated workforce could be created.
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It facilitate to enhance motivation level of employees as they get appropriate rewards for their
performance. In ARM holding Plc it is focused by managers as it guides them to appraise staff
on the basis of their efforts that are made by them to meet desired goals. It is one of the most
effective approach which is used in ARM holdings as it results in formulation of dedicated
teams. It very beneficial for the organisation because it enhances motivation level of staff
members.
There are various recommendations which are made to the company for the purpose of
creating dedicated and skilled staff. All of them are as follows along with justification:
 Human resource directors of arm holding plc should make sure that they are using
effective approaches such as recruiting and attracting talent, workforce planning,
workforce development, performance appraisal etc. This suggestion is provided to the
company because it can help the management to maintain, recruit, attract, develop and
reward the existing and new staff members (Mabasa and Ngirande, 2015). It will be
beneficial to reach long term goals such as highly engaged employees.
 The management of the organisation should provide monetary as well we non monetary
benefits to the staff as it can help to motivate them to work productively (Chinyamurindi,
2016).
TASK 3
P3: Conduct research and use contemporary knowledge to support evidence for emerging HR
developments
The successful organisation focuses to enrich the technology of human resources in order
to strengthen the capabilities of workforce and secure the internal data of an organisation. As the
role of HR is to directly coordinate with personnel and can access their personal data. So the use
of merging technology eradicate the changes of privacy breach and carry out quick
communication. This process enhances the experience of employee as their information remain
confidential and their queries get resolved within specific duration (Herbel, Rocchigiani and
Ferrier, 2015). Explanation of certain trends that can be examined by the managers of ARM
Holding Plc are determined below:
Adoption of artificial intelligence in recruitment process: Artificial Intelligence is the
driving factor which act as a solution and leads to innovation in different sectors. Generally the
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whole recruitment and selection cycle consumes huge amount of time, cost as well as energy.
On the basis of emerging use of Artificial intelligence the company can incorporate the use of
online platform in order to effective recruit the candidate for vacant post. Investment on such
innovative extensively help ARM holding company to conduct faster screening of candidate that
automatically filters the resume of candidate. Here amongst high volume selection of candidate
is technically made on the basis of the criteria of vacant profile and required qualification of
candidate (Top 6 HR Trends in 2020, 2019). Therefore, it finally attract as well as conduct
quality hiring which leads to productive result.
Extensive use of data analytics: Nowadays data analytics is widely used by company in
order to determine the behaviour of customer and understand changing market trends of an
organisation. Within the highly competitive environment it is vital for company to rapidly
analyse the data and bring revolution in terms to carry out the business (Ihuah, 2014). Herein,
ARM company is highly makes data driven decision to shape the internal operations and
function for long term growth as well as development. Application of such system by HR can
assist ARM holding company to implement significant recruitment practices and enhances
overall productivity by reducing the chances of high turnover or absenteeism rate. Thus, it near
future this tool acts as a useful technique in terms to gain success and attain long term
sustainable performance.
Adequate use of feedback tool to continuously improve the performance:
Organisation needs to encourage the employment engagement by investing in HR innovation
which leads to better engagement of workforces. For this the HR manager need to conduct the
survey and try to capture constructive feedback of the employees. For better application with the
help the human resource department can use employees portals and ask them to post their
redresses. This help them to understand the situation and get time to resolve each and every one's
query within stipulated duration (Purcell, 2014). In relation to the ARM holding company
immensely uses such tool to collect the review and retain workforce by brining significant
changes. Therefore, such mechanism leads to the long term employee engagement which finally
maximization the overall profitably and productivity.
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TASK 4
P4: Evaluate how organisation design has to respond and adapt to change management and the
relationship that exists between the two using specific organisational situation
In business era, changes are important for all organisation that are used to attracts
customers and improving organisational performance. All companies design their own structure
and functions in order to make sure that all activities are running effectively. Changes are
accepted by organisation to maintain the good relations between corporation and customers that
helps to increase sale (Rane, Sunnapwar and Rane, 2016). Moreover, it responds towards
competition, pressure and government policies that helps company to take competitive
advantages. For instance, the management of ARM holding company that is software developer
company, evaluate designs of software and business by implementing transformational changes
and other changes in order to meet with customer's requirements. There are some situations
which arises in ARM Holding where transformational changes helps to respond quickly:
Transformational change: This means ARM Holding organisation accept the
transformational changes in bring new technology in order to prepare innovative software
according to customer demand. With the help of transformational changes, company enable to
shift business culture and activities of ARM holding that helps to attain the business goals in
certain period of time. Moreover it improve the market position in business environment. The
another example is Nokia that is leading company in cellular phones market using new
technology to introduce new phone and services in market. This helps to take competitive
advantages in business world.
Psychological change: This is other situation which is require in organisation as some
time employees do not accept the changes easily because of habitual of traditional method. This
is important for organisation to bring changes and should be implement by employees that can
help to increase the organisational effectiveness. The management of ARM Holding company
bring new technology which is unacceptable for employees due to psychology that may reduce
profitability. In this, management make efforts to change the mind set of employees and provide
them training that helps to accept the changes easily (Wang, Cooke and Huang, 2014).
Therefore, these are some of the changes that help to bring transition in the working
pattern of an organisation and addresses particular situation like technology advancement or
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change in working pattern effectively. The managers of ARM holding company needs to invest
on transformational and physiological changes in order to enhance the overall operations.
CONCLUSION
From the above project report it has been concluded that human resources are the staff
members who are working within an organisation to contribute in the execution of all the
operations properly. For all the business entities it is very important to make sure that effective
organisational design theory is used by them to execute operations properly. There are various
theories which could be implemented by enterprises to analyse organisational structure and
strategies. These are traditional organisation, open system etc. Various approaches such as
workforce planning, performance appraisal etc. could be used by enterprises for the purpose of
attracting, maintaining, developing and rewarding human resource to create skilled and dedicated
workforce. Emerging HR developments should be focused by all the companies as it can help to
meet long term business goals. It is also essential for the HR managers to make sure that they
evaluate the way in which organisational design has to respond to change management. It will
help to assess that company is able to achieve its targets or not.
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REFERENCES
Books and journals
Amankwah-Amoah, J., 2016. An integrative process model of organisational failure. Journal of
Business Research. 69(9). pp.3388-3397.
Amankwah-Amoah, J., Ifere, S. E. and Nyuur, R. B., 2016. Human capital and strategic
persistence: An examination of underperforming workers in two emerging economies.
Journal of Business Research. 69(10). pp.4348-4357.
Bradford, H., Guzmán, A. and Trujillo, M. A., 2017. Determinants of successful
internationalisation processes in business schools. Journal of Higher Education Policy
and Management. 39(4). pp.435-452.
Cavanagh, J., and et.al., 2017. Supporting workers with disabilities: a scoping review of the role
of human resource management in contemporary organisations. Asia Pacific Journal of
Human Resources. 55(1). pp.6-43.
Chiappetta Jabbour, C. J., Mauricio, A. L. and Jabbour, A. B. L. D. S., 2017. Critical success
factors and green supply chain management proactivity: shedding light on the human
aspects of this relationship based on cases from the Brazilian industry. Production
Planning & Control. 28(6-8). pp.671-683.
Chinyamurindi, W. T., 2016. A narrative investigation into the meaning and experience of career
success: Perspectives from women participants. SA Journal of Human Resource
Management. 1(14). pp.1-11.
Herbel, D., Rocchigiani, M. and Ferrier, C., 2015. The role of the social and organisational
capital in agricultural co-operatives’ development Practical lessons from the CUMA
movement. Journal of Co-operative Organization and Management. 3(1). pp.24-31.
Ihuah, P. W., 2014. A review of soft and hard approaches of human resource management and
the success of real estate development in Nigeria. Journal of Business Management and
Economic Development (JBMED). 1(1). pp.16-23.
Mabasa, F. D. and Ngirande, H., 2015. Perceived organisational support influences on job
satisfaction and organisational commitment among junior academic staff members.
Journal of Psychology in Africa. 25(4). pp.364-366.
Pimentel, L. and Major, M., 2016. Key success factors for quality management implementation:
evidence from the public sector. Total Quality Management & Business Excellence.
27(9-10). pp.997-1012.
Purcell, J., 2014. Disengaging from engagement. Human Resource Management Journal. 24(3).
pp.241-254.
Rane, A. B., Sunnapwar, V. K. and Rane, S., 2016. Strategies to overcome the HR barriers in
successful lean implementation. International Journal of Procurement Management.
9(2). pp.223-247.
Wang, J., Cooke, F. L. and Huang, W., 2014. How resilient is the (future) workforce in C hina?
A study of the banking sector and implications for human resource development.Asia
Pacific Journal of Human Resources. 52(2). pp.132-154.
Online
Top 6 HR Trends in 2020. 2019. [Online]. Available through:<https://empxtrack.com/blog/hr-
trends-2020/>
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