Human Resources-Values and contributions to organisational success

This report evaluates the importance of organisational design theory in the context of organisational structure and fulfilling organisational strategy. It also analyses various approaches and techniques for the enhancement of the workforce by the human resources in the organisation. The report includes research conducted on emerging HR developments to support evidence by use of contemporary knowledge.

Human Resources-Values and
contributions to
organisational success

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Evaluate the importance of organisational design theory in the context of organisational
structure and fulfilling organisational strategy, using specific organisational examples............1
M1 Critical evaluation of the theories and concepts of the organisational design and its
importance in context to the organisation....................................................................................3
P2 Analysing various approaches and techniques for the enhancement of the workforce by the
human resources in the organisation............................................................................................4
M2 A critical evaluation of different approaches and techniques to motivate human capital and
knowledge management..............................................................................................................6
P3 Research conducted on emerging HR developments to support evidence by use of
contemporary knowledge.............................................................................................................6
M3 Critical evaluation how the emerging HR developments can affect the HR functions in the
future............................................................................................................................................8
P4 Evaluating using a specific organisation situation that how an organisation design responds
and adapt to the change management as well as the relationship existing between the two.......9
M4 Critical evaluation of types of changes that can affect organisation design, transformation
and psychological changes..........................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation design is an execution of firm’s structure, process and roles that helps in
achieving the objective. An appropriate design can impact on the employees and in the capacity
of the firm in implementing the objectives (Beynon-Davies, 2021). This design is also affected
by the government code of conduct that is adopted by the company. An organisation design helps
in choosing the best methods in the visions and missions of the firm. Sainsbury, a supermarket,
second largest chain in UK that holds more than 14% share in its sector. It was founded by John
James Sainsbury and wife Mary Ann in 1869, Dury Lanein in Covent Garden, London. It was
started as a grocery store of fresh foods in addition to tea and sugar. The headquarter is situated
in London, United Kingdom. It also owns subsidiaries like Sainsbury’s bank, supermarkets and
locals. The net income is £280 million. The outline of the report involves with the importance of
the organisational design and strategy in context of the organisation. Analysing different
approaches and techniques used for attracting, maintaining, developing and rewarding human
resources. The research is conducted for the emerging HR developments and how the
organisational design responds to the change in the management in an organisational situation.
TASK 1
P1 Evaluate the importance of organisational design theory in the context of organisational
structure and fulfilling organisational strategy, using specific organisational examples.
An organisation design is a method which the firm uses to shape its structure and
strategies that can help in implementing the core objective of the firm. The organisation design is
effective in both structure and strategy of the organisation (Dicle and Okan, 2021). The design
helps in the formation of team, decision making, communicating channels, making patterns in
shifts and many more. This method in context to Sainsbury helps in achieving the objective
targeted in the large scale firms with more precise shifts in the structure. There are frequent
chances of redesign according to the business needs during the growth. There are following
things that affects the organisation structure and strategy such as increase in efficiency, effective
decisions, better quality of products, more economic, better relations with the customers, healthy
environment, motivated workforce, well planned for the future challenges. On the other hand, if
the organisation design is ineffective then it can also have a bad impact on the structure
and the strategy of the firm such as lack of problem solving skills, consumption of time,
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inconsistency in workforce, lack of motivation in the employees that leads to the
employee turnover and the poor performance. So it is significant for Sainsbury to make
the organisation design appropriate and make changes according to the needs.
Organisation design is classified into two parts:
1. Hierarchical
I. Functional structures
II. Divisional structures
2. Organic
I. Flat structure
II. Matrix structure
III. Network structure
Hierarchical structures: These structures are high in functions, different divisions and
departments Fletcher, (Ganatra, 2019). The authoritative control and responsibility are accurate
and highly transparent that helps the firm in the smooth running. This structure has low
participation of the employees in the decision making as the major decisions are made by the
superiors. The communication in the firm are performed from the top level to the bottom level
employees.
 Functional structure: Each functions has a senior executive that manages the accounting,
marketing and so on that reports to the head of the company. This is also efficient as the
management is done through the experts that can lead to the goal in a systematic way.
But it also lacks the effective communications and less chance of team work.
 Divisional structure: There are different divisions in each department having respective
managers that pass on to the CEO. In this individual divisions are able to focus on the
work and performance by building strong connections and communications which are
effective for team. But it also lacks knowledge in different sectors and fields.
Organic Structures: It is low in separation of differentiation functions that does not have many
divisions and departments. It has no hierarchy and responsibilities are not highly distributed
(George, 2019). There is high participation of lower level employees in the decision making of
the firm. The information is passed through both the sides that is from top to bottom and bottom
to top as well. The company Sainsbury follows the organic structure as the employees can
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directly communicate with the top level authorities and express their concerns. The employees in
the company has the right to make decisions or express their views on a situation.
 Flat structure: This structure is often performed in the small firms. It has less than five
levels of management working together in a large team and reporting to a single person in
charge. This way there are less chaos in work and responsibilities as it is flexible in
nature. Sainsbury can adopt this method in the organisation as there will be systematic
way in processing things as there is a presence of combine effort with both managers and
the employees in a team.
 Matrix structure: This structure in the organisation indicates working in combine for both
functional and divisional responsibility. The divisional structure is more focused and
there are experts with generic skills and resources. For instance, Sainsbury if follows this
structure, can end up being in a complex situation as collision of two responsibilities can
compete which can result in a conflict at times.
 Network structure: An organisation following this structure performs key functions that
wields a better business strategy. This makes the firm flexible and dynamic in adapting
new challenges in the market and by outsourcing the non key functions. But due to this
the firm dependence in the third parties and also the problems related to the outsourcing
teams results in the heavy loss of control.
M1 Critical evaluation of the theories and concepts of the organisational design and its
importance in context to the organisation.
In the context of Sainsbury, the organisational design must be created in such a way that
have a positive impact on the overall performance of the firm in achieving the objective. A good
design can help the employees get used to the environment with support of the top levels and the
team itself (Harrington, 2018). According to the theories of design, the company should follow
the organic structure as the employees can work in a free mind and can express their opinions
towards a business situation that can lead to an effective performance of the firm. The
responsibilities are flexible and distributed among the team in which it is not burdened on one
employee and since it is managed by single person there are less opinions or commands from the
top level and also with a good communication and experts support in the entire team.
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P2 Analysing various approaches and techniques for the enhancement of the workforce by the
human resources in the organisation.
There are following approaches and techniques are heeded by the human resource
management to attract and maintain a skilled and dedicated force given down below:
 Security to the employees: In this unpredictable world, especially during the pandemic many
employees lost their job (Holbeche, 2018). So it is very important factor in the firm to
provide security in the employment. The firm should provide financial benefits, insurances,
pensions and more. It is as simple as that if an employer enables the employee to go home
after the work to spend time for themselves, the employee will be willing to work or else they
will be most likely to leave. This also helps the firm in hiring more employees as this is also
one of the major practice of human resources management.
 Hiring precise individual: Being a human resource manager selecting the right candidate is a
major task as it directly impacts on the performance of the firm’s objective. The hiring must
be performed based on the skills of the individual and are fit for the task. There also needs to
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be a fair selection during the process which fulfils the requirements legally, socially,
internally that can be an advantage to a better understanding of the consumer and their needs.
The selections must be in consideration to the ability, commitment and dedication towards
the job. There are following methods in the process of the selection such as, interviews, peer
review and assessments on personality and more.
 Teams with productive skills: In the organisation the main element for achieving the goal are
the teams working effectively (Macke and Genari, 2019). Teams are the one who thinks and
provides ideas in achieving an objective. In reference to Sainsbury, they work for a common
goal and have different views and perspectives that is analysed together and implemented the
best in use. The HR holds the prime responsibility to lead the team in a productive way by
using some tools like Belbin’s team theory that helps in the overall development and
effectiveness of the team. Following methods are also considered such as project
management, software related to communication and more. These methods facilitate the
overall performance of the team that can enhance the productivity of the firm.
 Rewards based on the performance: Being an HR, selecting the right individual for the job
can also cost as to retain the employee, the employee needs to be paid fairly according to
their performances. It is same from the employee point of view, the employee is also willing
to work if they are paid in a fair way and are rewarded as per their good efforts. If the
company is timely appreciating the workers, then they are also encouraged to increase the
outcome and the productivity. By putting the employees in a priority can give a positive
effect to the company as well so it is significant to encourage and motivate the workforce to
accomplish the targeted goal.
 Training: The foremost responsibility of the HR is to train the employees as the individuals
get an idea about the task that is provided. There are changes in the business trends according
to which the firm needs to change their working strategies and to implement in a productive
way. For this, the employees need to be trained in different tasks. In the fast moving
technology, the methods, strategies, people tastes and preferences, trends of the markets
change accordingly. So in context to Sainsbury, to keep up with the pace, the working style
in the business too change and are put into use by the workforce. It is only possible if they
are properly trained for the task that can lead to the smooth working towards the goal.
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 Egalitarian Culture: Every firm must follow a culture that leads to a healthy environment and
the company’s HR is liable to maintain in the firm. In the sense of egalitarian culture, the
employees must be treated equally, which means the work appreciation, rewards must not
affect the ones who is not good. In that way it can create a discouragement in the other
workers that can lead to employees’ turnover. In the company like Sainsbury, every
employee is an asset to the company and the facilities must also be provided equally such as
dress code, wages, leave per year, insurances for health, food and giving the freedom to
express their views and ideas.
 Accessible Information: Sharing the information in the firm is common thing but also
significant. The HR of the company should take steps to increase the communication among
the individuals of the organisation. Through communication different ideas can be emerged
that can be useful to the goal. It also creates a positive vibe among the employees and they
feel trusted and internally involved in the business environment. In the large firms like
Sainsbury, there are individuals from various backgrounds, culture, languages, an effective
communication can let them feel connected to the firm and easily adjusted in the atmosphere.
By this every individual has an idea of what is going in the company and work accordingly.
M2 A critical evaluation of different approaches and techniques to motivate human capital and
knowledge management.
In reference to Sainsbury, these above techniques and approaches are implemented to
motivate the human capital and the knowledge of the employees. Human capital denotes the
skills, experience, training, health, education and more. Knowledge management change the
working style and the old views and methods (Malik et. al., 2022). The employees in the
company should be encouraged by the HR of the company by giving security to their job,
training, increasing the communication skills, by giving performance rewards. These can
influence on the strategies and methods used in the firm and also impact in the overall
management of the firm in achieving the goal.
P3 Research conducted on emerging HR developments to support evidence by use of
contemporary knowledge.
In the recent years, the human resource management of Sainsbury have shaped the
business in a new way that also gave employees an enthusiasm to work in an organisation. HR
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introduced an integrated approach for the well-being of the employees. Some of the
developments are in details below:
 Recruitments in AI: In the current years, the AI is taking over not only the business nut
also in the day to day life of an individual (Mohanty and Mohanty, 2018). This actually
makes the work easier and accurate as compared to the manual work. The recruitments in
the Sainsbury can be performed with the help of AI as it is easy to deal with various
number of individuals applying for the job. It helps in different sectors of the firm such as
finance, management, healthcare and more. Today the dependence of AI in the business
is in such a way that the old methods are no longer effective for attaining the goal.
 Screening of the applicant: The major issues of the recruitment managers are that the
screening of the recruiters is time consuming. This can also slow down the process of
hiring. It takes a lot of efforts of an HR as it is performed manually and might take up to
23 hours for each candidate. In the company like Sainsbury, by adopting AI, it can ease
the workload far better as everything is performed automatically with 100% accuracy.
Instead of entering the data, it can scan the documents like resumes, candidate’s
qualifications, descriptions about the job and more. Through this, there are lot of time
saved in this process and can handle a large number of candidates in one go.
 Hiring in merit: It is understood that employees are the vital source of the business. But
to have an effective employee, the HR should choose the right candidate during the hiring
process (Rana and Sharma, 2019). The hiring must be based on the capacity, strengths,
commitment, skills and knowledge. By keeping in view, selecting the best a company can
have a successful and productive worker. In Sainsbury, this is also performed through the
new AI technology, this will help to make out the best resumes among many that will
also help to find the most skilled candidates. In the emerging HR developments, this is
also considered significantly in the achievement of the business motive.
 HR transformation through data analytics: In the current years, the HR data analytics are
moulding to give a new shape to talents, management decisions of every small and big
organisation. It is beneficial for the firm as it is easier to analyse and to record the data
that helps in targeting and gain more customers and more importantly, it is cost effective.
It can also provide a good understanding about the functions of firms and make effective
plans.
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 Wider experience platforms for employees: The employees all over the world today are
owing for a fair pay and a better working condition. The employees also analyse the
business that increases their own growth, with better salary, employment opportunities to
improve their performance and experience on various recruitment platforms online.
Today due to the new emerging technologies, there are less manual force so it turns out
challenging for the employees and are needed to prove themselves valuable in the
business firms.
 Training as on the job: While on the job training is required, so they are done in different
methods like on the job and of the job training (RECTOR, 2021). This on the job training
are a significant need in a company Sainsbury as it provides a personal attention to the
newbies and regular guidance can help to improve and analyse the skills of the
individuals performing the task.
 Continuous management performance: This relates to an ongoing process of performance
in the management. Throughout this, the managers and the employees develop and create
a healthy relation that includes trust and cooperation. This can increase the performance
of the firm working together with combine efforts that leads to an increased productivity
towards the goal the business value. The continuous performance in the management can
provide the individuals the freedom to work open minded and encourages a good
communication in the firm.
M3 Critical evaluation how the emerging HR developments can affect the HR functions in the
future.
In context to Sainsbury, the use of new AI technology is going to be the most preferred
thing in coming future. It has started to implement currently in a slow pace but in the future,
almost all the manual work will be replaced by the technology as it is helpful for the business to
accomplish the goal and gain profits faster as compared to the old techniques (Strohmeier, 2020).
As it can manage remote employees as they can work from anywhere and are able to improve the
experience. In the future the HR can have minimal roles and would need to analyse new and
diverse culture.
TASK 2
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P4 Evaluating using a specific organisation situation that how an organisation design responds
and adapt to the change management as well as the relationship existing between the two.
The change management refers to which a firm prepares itself with knowledge, resources
to meet the changes (Rossi, 2021). It includes adopting new strategies, procedures and
technology to meet the needs of business environment both externally and internally. In
reference to Sainsbury It also affects the organisational design by bringing changes in the
structures such as different shifts in the hierarchical in which changes in the command line,
distributing responsibilities in the different structures. As per the change in the new technologies
by installing software that eases the process. By also taking relevant actions for unexpected
situations and identifying a problem and solving it. It also leads to restructuring the strategies and
appointing new employees as per the need. The effect of the change management in the design
can let the employees commit to their work effectively and efficiently. If there is any fall in the
management then it can cost heavily in both time and resources of the organisation (Shinde et.
Al., 2022). For the success of the change management in the organisation, the firm must create
trust in the management and an environment that have good communication and a healthy
relation among the employees. Through this the employees in the firm can build self-confidence
and willingly give efforts in the task. The changes in the company Sainsbury can mainly affect
the employees, leadership, pressures from the top level to the lower level workers. By
implementing the new ideas in the business can take time for the employee to cope up. It will be
time consuming due the training sessions and use of more resources. The risk can also occur as
per the new modifications. It is understood that every organisation is connected and works
according to the government norms, so the changes made must be adhere to the government code
of conduct. As usual, the business outcome is always prioritised, to which the culture, different
behavioural patterns in context to workers in the firm, there can be a sudden change in the
business such as lack of social equality, conflict among the employees and dominance towards
the lower level employees and more needs to be taken remedial actions towards these problems.
M4 Critical evaluation of types of changes that can affect organisation design, transformation
and psychological changes.
As per Sainsbury, there are different types of changes that can affect the organisational
design which includes transformational change and psychological change which means the
changes in the firm can affect psychologically to the employees related to the task like denial,
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negotiating, depression due to the work pressure and may occur difficulty in focusing on one task
or responsibilities (Stone et. Al., 2020).
CONCLUSION
The human resource management are the vital source of the firm which manages the
entire functioning of the employees. The HR managers recruit new candidates based on skills
and required knowledge to accomplish the company goals. In the company Sainsbury, HR shape
the organisation using appropriate strategies, procedures and structure like organic where every
employee in a team can express their ideas and by creating a healthy relation between the
employer and the employees. The change management is also a part of the organisation where
the firm prepares to deal with the sudden change in trends or in the business environment.
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