Emerging HR Trends and Organisational Design

This assignment delves into various methods for attracting, retaining, and developing employees in an organisation. It highlights the significance of HR practices and their impact on organisational functions. Additionally, it explores organisational design's role in responding to changes within a company. The document references several books, journals, and online sources related to human resource management and organisational development.

Human Resources : Value
and Contribution to
Organisational Success

TABLE OF CONTENTS
INTRODUCTION..........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Importance of organisational design theory in context of organisational structure...............3
LO 2.................................................................................................................................................5
P2 Different approaches techniques used for maintaining, attracting, rewarding HR to create
skills and dedicated workforce....................................................................................................5
LO 3.................................................................................................................................................7
P3 Emerging HR Developments ................................................................................................7
LO 4.................................................................................................................................................8
P4 How organisational design has to respond to change management of the organisation and
the relationship between the two.................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource is the important part of any organisation as it cannot function without
same. HR is the organisational functional that deals with the people in the enterprise and issues
related to them. It is used to describe people and the department which is responsible for
managing resources which are related to employees of a firm. Human resource play an important
role in value and contribution to the success of an organisation. In this report Tarmac is taken as
an organisation, which is a British building material company which has its headquarters at
Solihull England. Present report discusses about the importance of OD and how does it help in
delivering suitable performance in an organisation. Report also includes why it is important to
develop motivated, experienced and knowledgeable employees and teams. This report also
includes applying contemporary knowledge and research in order to support emerging HR
developments also it includes relationship between organisational design and change
management in an organisation.
LO 1
P1 Importance of organisational design theory in context of organisational structure
According to Mayo, (2016) Organisational design may be defined as step by step
methodology which helps in identifying dysfunctional aspects of systems, structures, workflow,
aligning them to fit to business of Tarmac and then develops a plan to implement new changes in
an organisation. Organisational design theory determines how well an organisation can respond
to different factors in its environment how to make effective use of resources in the organisation.
It influences leadership structure of the organisation, setting relationships and determining lines
of authority which helps an organisation to reach from executive level to front line. Good
organisation design in Tarmac can improve the communication process and can improve
productivity level of employees, and can motivate and inspire innovations in the organisation.
As per the views of Marchington, (2015) Organisation design theory may be defined as
the process through which leaders and managers selects and manages elements of structure of an
organisation so that activities in the organisation are controlled to achieve organisational goals
and objectives. It is a system of tasks and relationships in an organisation in order to be clear
how people can coordinate their actions and make effective use of resources to achieve
organisational goals.

Illustration 1: Organisational Design
(Source: Organisational Design, 2018)
§§
As illustrated by Marchington and et.al., (2016) the best organisational theory which can
be applied in an organisation should be Matrix organisation design because it is a design in
which reporting relationships can be set by using a matrix instead of using traditional hierarchy.
Matrix design will help in retaining Tarmac's functional structure as it will allow in creation of
hand-lining of large scale projects for the organisation easily. If Tarmac is handling large scale
projects, matrix organisational design will help in providing solutions to the complex problems.
If Tarmac is assigned with new project, matrix design can help in completing new project and
can help in fulfilling the strategy, for example while handling a large project, if any problem
arises team can be assembled from different departments in the functional structure and can be
given directions and team members have to report to the functional managers if any issue arises
in the organisation.
According to Collings, Wood and Szamosi, (2018) organisational design theory which
can be applied would be projected organisational design. As Tarmac deals in constructions
business so suitable in which the project manager has got full authority to assign different
priorities, use of resources and also assign the work for the individuals in a project. For example
Tarmac has taken up a new project, a project manager will be assigned who will be given a full

authority over framing the strategy, assigning of personnel’s, utilization of resources for a
project, he will be responsible for controlling budget and selection of a team which will help in
fulfilling the objective of Tarmac. Projectized organisational design will help Tarmac in reducing
conflicts and can make decisions much faster and flexible.
As per the views of Omotayo, (2015) a functional organisational design can also be
applied in an organisation. Tarmac is very large and diverse company, various functions are to be
performed in day today lives, so it important for heads of every functional department to
understand their roles and responsibilities in a firm. So functional design is well suited for the
organisation, for example functional departments like Human Resource can help in fulfilling the
strategies of human resources like recruitment, selection, management, policies etc. Finance
department will help in managing cash flows across the business of Tarmac and help in
managing funds across different projects. Also other functional areas like marketing department
help in framing the strategies in meeting customers’ needs and technical team helps in providing
innovative solution to make Tarmac most competitive and efficient organisation. Tarmac has
adopted matrix structure within the organisation.
LO 2
P2 Different approaches techniques used for maintaining, attracting, rewarding HR to create
skills and dedicated workforce
There are various approaches and techniques which can be used to motivate human
resource by attracting, developing, rewarding and retaining people to create dedicated and skilled
workforce in Tarmac are as follows:
According to Boerand et.al., (2017) there are various methods of attracting employees for
an organisation which a Tarmac can use, it is important for the organisation to attract right
employees which can prove productive for the organisation. Tarmac should define what kind of
organisation is it and what kind of employees are needed for the organisation and need to
communicate the message clearly. Human resource manager should know what kind of
employees will fill the vacant position and should be clear with job titles and job descriptions in
order to attract employees for organisation. Tarmac should also look for a recruitment process
which will be best for the organisation in attracting people towards organisation. Tarmac can
attract candidates by using advertisements like using traditional methods like newspaper other
print media and modern methods of advertisements like using internet and social media.

As per the views of Trullen and et.al., (2016) a best method or technique which can be
used in maintaining and retaining employees in an organisation are assigning responsibilities to
employees by putting trust in them and giving them opportunities to grow in an organisation,
giving respect is another way for retaining employees it will also motivate employees in an
organisation. A proper reward system like Performance Appraisals in an organisation can also
keep employees motivated and retained in an organisation. Employees in an organisation should
be given value and should not be treated as a machine, employees should be given relaxation
time and flexible working hours which help in motivating employee and will keep them retained
in an organisation. Employees should also be provided with opportunities to grow and should be
given regular feedbacks for their performances in the organisation. This will also improve their
skills and knowledge related tasks and will become dedicated to their work.
As illustrated by Chumg and et.al., (2015) Tarmac can develop their employees in order
to create skilled and dedicated work force in an organisation. Tarmac can use different methods
of developing an employee in the organisation such as providing an effective training to
employees related to the jobs which will provide them knowledge and can gain skills for
performing tasks in an organisation it will also motivate them to improve their performance in an
organisation. Tarmac can use different methods of training and development like on the job
training, off the job training, job rotation etc. which will help in development of the employees
and will improve their skills in an organisation. Leaders or supervisors should coach the
employees which will help in clearing performance issues and negative issues during tasks.
Through coaching employee performance will be improve which will increase their knowledge
and skills and will also prove a technique of motivation.
As per the views of Wellin, (2016) best method to keep employee motivated and
dedicated to the work is a technique of rewarding them. Tarmac reward system should be such
that it should be able to motivate and retain employees in an organisation. Tarmac can rewards
their employees through compensation, benefits, appreciations and recognitions. Rewarding a
specific behaviour of the employees will make the organisation productive. An organisation can
introduce a winning system in the organisation based upon the performance and behaviour of the
employees. Tarmac should put compensation at the top of the list while rewarding the
employees. Its strategy should include incentives, bonuses, etc. which should be directly linked

to organisational goals. It will make the employees dedicated to work and will improve their
performance in an organisation.
LO 3
P3 Emerging HR Developments
Human resource have to perform major functions in Tarmac which can result in growth
and development of an organisation. Following are the major emerging HR developments which
can effect HR functions in future are:
1. Reviewing organisational culture and continuous feedback: It is the most emerging
trend in HR in which culture of the organisation is reviewed, every organisation has
different culture which have an influence on the performance of the organisation
(Eisenberg, 2017). By reviewing organisational culture HR can understand what kind of
culture exists within an organisation whether it is clan, adhocracy, market or hierarchical
HR can effect the role of HR functions (Delery and Roumpi, 2017). Based upon
organisational culture HR can manage their functions whether to take risks, make
innovations, is result oriented, maintains stability, efficiency etc. Methods of providing
feedback has also changed over the years, HR manager of Tarmac has to focus on
improving the performance of the employees in an organisation by providing continuous
feedback. A reason behind this is that this practice helps in knowing what is wrong and
can offer employees a chance to correct themselves and employees don't have to wait to
learn where they went wrong during a job. Providing continuous feedback can also
prevent an organisation from significant loses.
2. Digital rewards and recognition: It is the best motivator for the employees is to receive
rewards and recognitions from the organisation. In order to make employees more
productive digital recognitions will play an important role. Digital recognitions are user
friendly and can be easily accessed by all the employees of an organisation (Grobelna
and Marciszewska, 2016). So this has an effect on role of HR functions, HR manager of
Tarmac has to develop a digital reward and recognition it will be the best motivator for
the employees in future. Rewards and recognitions will be produced digitally based upon
the employee performance.
3. Artificial intelligence driven HR: Another emerging trend for HR development is
Artificial Intelligence driven HR, it will transform human resources functions and help to

analyse data it will also assist in repetitive HR tasks. It can perform various HR functions
like effective recruitment of work force and will eliminate bias and favouritism in an
organisation.
4. Performance management: HR manager of Tarmac have to speed up their performance
management systems in an organisation. It will have an effect on HR functions, managers
have to develop a such system by HR will be able to measure and also manage the
performance of the employees in an organisation and has to speed up the growth of the
employees and any transformations in an organisation (Nieves and Quintana, 2018). Most
of the organisations apply this knowledge to grow their employees and increase the
productivity level in the organisation.
5. Online skill assessments: Use of online skill assessment is becoming popular and is
proving an effective tool for talent management in an organisation. Employee assessment
has become an integral part of management strategy in present competitive world. With
the help of online skill assessment HR can make surveys, tests, quizzes, exams etc. It will
minimize the risks of relying on self-assessment. It will make the organisation more
competitive and will increase the performance of overall organisation. It will help in
judging the candidate if he is skilled enough to perform a job or responsibilities by using
online pre-employment skill assessment.
Recommendation:
 Tarmac should in introduce different approaches such Strategic HRM within an
organisation in order improve HR functions in an organisation.
 Tarmac should make changes in an organisation in order to adopt these emerging
developments of HR.
 Tarmac should upgrade their technologies which will help in delivering HR functions
easily.
LO 4
P4 How organisational design has to respond to change management of the organisation and the
relationship between the two
Covered in PPT.

CONCLUSION
It is concluded from the report that human resource of an organisation plays an important
role in a company and organisational design have an effect on a performance and behaviour of
the employees in a firm. This report also concludes that in order to motivate employees, HR
department has to use different methods and techniques in an organisation. Companies can use
various methods for attracting, retaining and developing employees in an organisation. It can
also be concluded that HR practices are emerging and trending which have an effect on the
functions of HR. It is also concluded that organisational design plays an important role in
adopting and responding to various changes in a company.

REFERENCES
Book and Journals
Boella, M., 2017. Human resource management in the hotel and catering industry. Routledge.
Boer, H and et.al., 2017. CI Changes from Suggestion Box to Organisational Learning:
Continuous Improvement in Europe and Australia: Continuous Improvement in Europe
and Australia. Routledge.
Chumg, H. F and et.al., 2015. Factors affecting knowledge sharing in the virtual organisation:
Employees’ sense of well-being as a mediating effect. Computers in Human Behavior.
44. pp.70-80.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management. (pp. 1-23). Routledge.
Delery, J. E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Grobelna, A. and Marciszewska, B., 2016. April. Work motivation of tourism and hospitality
students: implications for human resource management. In Proceedings of the 8th
European Conference on Intellectual Capital, ECIC. (pp. 95-103).
Lovelock, C. and Patterson, P., 2015. Services marketing. Pearson Australia.
Marchington, M and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Marchington, M., 2015. Human resource management (HRM): Too busy looking up to see
where it is going longer term?. Human Resource Management Review. 25(2). pp. 176-
187.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Omotayo, F. O., 2015. Knowledge Management as an important tool in Organisational
Management: A Review of Literature.
Trullen, J and et.al., 2016. The HR department's contribution to line managers' effective
implementation of HR practices. Human Resource Management Journal. 26(4). pp.
449-470.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
Wrench, J., 2016. Diversity management and discrimination: Immigrants and ethnic minorities
in the EU. Routledge.
Online
Eisenberg, A. 2017. 10 emerging HR trends. [Online]. Available Through:
<https://www.benefitnews.com/slideshow/10-emerging-hr-trends>.
Organisational Design. 2018. [Online]. Available Through: <https://on-the-mark.com/solutions-
set-organization-design/>.