Human Resources - Values and Contribution to Organisational Success

This report discusses the values and contribution of human resources to organisational success. It covers the approaches and techniques used to attract, maintain, motivate and develop a dedicated workforce. It also explores emerging HR developments and practices in a fast-changing environment. Additionally, it provides insights into organisational design and change management related to theories and models. The report uses Marks & Spencer as a case study to illustrate these concepts.

HUMAN RESOURCES
– VALUES AND
CONTRIBUTION TO
ORGANISATIONAL
SOURCES

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART 1 ...........................................................................................................................................3
Introduction to the organisation, organisational structure and an evaluation of how this relates
to the sustainable performance of the organisation.....................................................................3
A critical analysis of two different approaches/techniques used to attract, maintain, motivate
and develop a dedicated workforce.............................................................................................4
Analysis of emerging HR developments and its practices in an fast changing environment . . .6
Conclusion and Recommendation to improve the delivery of sustainable performance. -.......9
PART 2 .........................................................................................................................................10
Evaluation of organizational design and change management related to theories and models
...................................................................................................................................................10
Role of HR in management of change and organizational design ...........................................11
Evaluation of different types of changes ..................................................................................12
Relationship among the organisational design and change management.................................12
Recommendations to take changes and implement them in the organisation ..........................13
CONCLUSION..............................................................................................................................14
REFERENCES...............................................................................................................................15

INTRODUCTION
Human resources is the group of people who makes up an organisation. The workforce
includes employees, industry, business sector , or economy. Human resource is a specific field.
It is a department in an organisation that is responsible for recruiting, selecting, hiring , paying
and firing the employees. It is an essential element in the organisation which helps in making an
healthy workspace environment. Marks & Spencer is a British retail company . Marks & Spencer
is founded in 1884 by Michael Marks ,Thomas Spencer . Its headquartered is situated in
Paddington, London , England. Marks &Spencer is listed on London Stock Exchange . In this
report , the organisational structure has been discussed in context of Marks & Spencer with the
help of organisational strategies to bring sustainable performance in the organization. Company
also uses different approaches, techniques to create an motivated and heathy workspace
environment(Ansari, and et, al., 2021). And it has been also discussed about the impact of
change in management and the relationship between organisational design and change
management .
MAIN BODY
PART 1
Introduction to the organisation, organisational structure and an evaluation of how this relates to
the sustainable performance of the organisation.
Marks & Spencer is the retail company which serves clothes, food , beauty products and
home products in all over the world . It operates through the United Kingdom. Marks & Spencer
is one of the leading department stores (Edwards and et, al., 2018). Organisation is a set of
people who works together, like a corporation. It is a group of organised people with a specific
purpose such as institution , government , company, firm. Organisation structure describes the
methods in which it operates and performs. Basically is determines that how all the employees of
an organisation comes together to achieve the organisational goals according to their individual
functions to manage the assigned tasks . Marks and spencer follows flat organisational structure.

This structure includes minimum level of management between administrative and front line
employees. Marks & Spencer organisational structure helps in motivating the employees. They
follows a formal style to work in the organisation. It helps in completing the task in an efficient
way. Organisation structure helps organisation in decision making process. Marks & Spencer
follows an consultative leadership style , this states that the leader discuss with their members
before making any important decision. This organisational structure has both responsibility and
accountability for the employees . Marks & Spencer has a standard centralised organisational
structure.
A critical analysis of two different approaches/techniques used to attract, maintain, motivate and
develop a dedicated workforce
To achieve the determined organisational goals it is necessary to motivate the enterprise
employees by creating an workplace that attracts , retain and engage the workplace(Shah, 2019).
To bring out the actual skill and talent of an employee. Motivated workplace or healthy
environment always bring out the best in an organisation. Marks & Spencer motivates their
employees by using motivation techniques that are discussed below -
Maslow's hierarchical Needs - This theory is developed by Abraham Maslow. This is one of
the popular theories. Maslow theory is basically based on the five elements that satisfied the
needs of an individual(Cooper and et, al., 2019). Marks & Spencer uses this theory to satisfy the
needs of their employee.
 Physiological Needs - This is an necessary need of an individual. This needs includes
basic requirements which helps in satisfying them. Marks & Spencer provides
appropriate salaries to fulfil their basic needs like food , shelter, cloth etc..
 Safety Needs - This need refers to the safety of an individual . It includes physical ,
environmental and emotional safety. Marks & Spencer provides an job security , safe
and hygiene workplace and retirement benefits to their employees to retain them .

 Social Needs - This needs include , affection , care , belongingness. Basically this is a
need of love , friendship. To build good and strong relations in the organisation Marks &
Spencer encourages teamwork and also they organize social events so the employees can
interact with each other.
 Esteem Needs - This is the fourth level need in this theory which include achievements,
self respect , confidence , recognition , power and status. Marks & Spencer appreciate
and reward their employees on completing their target and also by providing promotion
and appraisal.
 Self – Actualization Needs - This need never get satisfied. It involves the need for
growth and self confidence. Marks & Spencer give challenging jobs to the employees in
which their skills and talent are fully utilized and also they provide opportunities for their
growth so that they can reach the peak.
Herzberg Theory - Herzberg theory is propounded by Frederick Herzberg in 1959. This
theory is based on two factors that is motivating factors and hygiene factors .
 Hygiene factors - This factor is also known as dis satisfiers or maintenance factors. This
include interpersonal relations, status, job security, company policies , pay & benefits .
 Motivating Factors - This factor is also known as satisfiers. This factor include
recognition, salary , responsibility , growth opportunities , achievement , promotion .
Marks & Spencer pays attention towards the hygiene factors to avoid employee
dissatisfaction. They emphasize on motivating factor so that the employees can give their best
and can be motivated to perform or to accomplish the task (Fenech, Baguant and Ivanov, 2019).
Marks & Spencer focus on the job enrichment to motivate the employees . They focus on the
motivating factor to enhance the quality of work . They always ensure to give rewards and
recognition to motivate the employees.

Techniques
 Job Security - Job Security is an important factor of motivation that plays an crucial
role. This provide a sense of security to the employees and this result in better
performance of the employees. Job security also creates loyalty towards organisation.
This helps in motivating the employees which increase their productivity. This helps in
increasing their job satisfaction .
 Delegation of Authority - This motivates employees in a certain way. By distributing
powers and authority to the employees they get the feeling of importance and also they
get motivated to perform the work . Basically this a key of self confidence by delegating
job responsibilities. This helps in being more productive.
 Management by objectives - In this technique the higher authority and subordinates
work together to achieve the organisational goals(Stahl and et, al., 2020). Managers and
subordinates agree on the particular performance goals and then make a plan to perform
the task. It is planning and self controlling technique .
Analysis of emerging HR developments and its practices in an fast changing environment
Organisational structure helps in enhancing the employee performance . It helps in
communicating effectively with the employees(Ashton, 2018). Human resource development
helps employees in developing their skills , knowledge , abilities which increase an effectiveness
of organisation. By training programs and career development helps organisation in developing
their workforce. Marks & Spencer use the HR development for enhancing the productivity of
their employees . With the help of HR development company can do proper management. HR
development helps in both internal and external environment. Company uses emerging trends for
the development of their employees. Emerging HR trends are discussed below -
 Hybrid Work Culture - It reflects that the company is providing an flexibility to adopt
the hybrid work model. It permits employees to divide the time according to their
preference between working from home and working in the office. Marks & Spencer

follows this culture . Hybrid work culture helps in attracting, retaining the employees .
Covid – 19 has changed the scenario now almost every company is following this culture.
This culture helps in performing the task in an easy way like according to the suitability
of employee. To attract more talent it is very important to have a good and hybrid
culture.
 Global Human Resource and Globalisation - Globalisation has major impact on the
human resource development and management(Jung and Takeuchi, 2018). Globalisation
support and help businesses to hire the employees globally . But its a bit scary for
companies to hire employees and connect with them globally but with the help of audio,
video conferencing, zoom meeting , lighting speed technologies , intranet and social
media companies can communicate with their staffs in global market and can train them.
 Employee Experience - Employee Experience is the whole journey of the employees in
the organisation. Employees is the most valuable asset of the company . To increase or
improve the experience of an employee Marks & Spencer offer them opportunities ,
they provide them various resources to enhance or to expand their career. By providing
training and development programs to the employees company help them in enhancing
their career or to choose the right career path. Employee experience include every
interaction, workspace etc.. There are many such companies with big name and with
good revenues but companies are not able to retain them because of their policies.
Experience of the employees can be negative as well as positive. HR need to develop an
integrated employee experience(Wilton, 2022).
 Use of technology in recruitment – Human resource development helps in recruiting
the new and efficient employees according to the requirement. To recruit the
employees company need an effective way. Marks & Spencer takes use of human
resource development and then plan the process of recruitment. Marks & Spencer can
take use of e – recruitment method and can also recruit the employees through websites,
social media, advertising. Companies also uses job portals to recruit the employees

according to the position available. They appoint an employees by looking to their CV's
to match the specification for the job.
 Expanding HR capabilities - Human resource capabilities plays an important role in
achieving the organisational goals . Recruiting , managing and selecting the employees
are the responsibilities of the HR. For better enhancement of the company HR need to
improve their capabilities (Suifan and et, al., 2018). Expanding the capabilities of the HR
will get to know the behaviour and efficiency of the employees in an most efficient way.
Emerging trends of the organisation can be identified easily by enhancing the capabilities
of the HR. This will help Marks & Spencer to identify the emerging trends of the
company in an easy way.
HR Practices - HR practices helps in getting the greatest result. Organisation gets the higher
result by adapting and flexing the HR practices in the internal and external environment. Here
are the some important HR practices -
 Recruitment and selection process - Companies are seeking for good and energetic
performers with innovative ideas. For that company uses various platforms to hire the
employees with needed skills. Marks & Spencer uses different platforms like pre
employment platform for the selection process this helps in examine the resume. And the
other one is HUNDRED5, this is a software which helps in recognises the top candidates
and identify their skills through their resume. Expert rating is also an another tool ehivh
helps in hiring the employees. There are many platforms from which the company can
hire the employees according to their requirement .
 Working condition - Working condition helps employees to complete their task. The
working atmosphere of the organisation helped in satisfying the needs of employees and
it also encourage them to work will full productivity. Providing essential things to the
employees time to time can increase the productivity of organisation. For satisfying the
employees, Marks & Spencer provide these three essential things that is comfortable and

pleasant working environment, proper time for activities like for playing games, and the
last but not the least is proper short breaks.
 Compensation and Benefits – Compensation and benefits are the important part of the
HR practices. Before selecting or hiring the employees the manager of the company has
to fix the appropriate amount for the salary according to the position. Then the employee
has to be informed about the salary for the probation and after the probation period.
Probation is required for the employees to develop their required skills and qualities
according to the need of their profession. After ending the probation period an
employees can get a higher salary.
Conclusion and Recommendation to improve the delivery of sustainable performance. -
Sustainable performance refers to the ability to meet the expectations and needs of the
customers and other stakeholders also. It helps in maximizing the performance of the
employees. Marks & Spencer is a big retail company with good sustainability(Agarwal, 2021).
From the analysis of above report , company follow specific techniques and approaches to bring
sustainability in the company. Marks & Spencer follows flat organisational structure that helps
organisation in completing the objectives of organisation . To keep motivated their employees
Marks & Spencer provide reward , achievement and recognition to get the best outcomes in
return . Human resource development help organisation in many ways that can lead to various
opportunities for the growth of the company. Human resource development helps in recruiting
the employees according to their efficiency and according to the post . For the sustainability of
the organisation HR follows certain techniques and practices. Company follows hybrid work
culture which helps in increasing the sustainable performance of the organisation and the
company uses different methods for the recruitment of the employees . Employee experience
create an major impact on the organisation it can be good as well as bad. These are the role of
HR. This helps company to bring sustainability in the company.

PART 2
Evaluation of organizational design and change management related to theories and models
Organisational design is the basic process of change in the system of management in
organisation to achieve the goals(De Stefano and et, al., 2018). The main criteria for change
management is to implement the organisational strategies and to motivate the employees to
adapt the change. This is both internal and external process to implement change. Change should
be done with proper planning and strategies so that it can be easy for everyone to adapt the
change in the organisation. But sometimes change in the management system can create
consequences for the organisation . Here are the some models and theories which help
organisation to execute the changes -
Change management theory and models
It is a theory that helps in driving the organisational change. Basically it is the approach of the
technique to transitioning people, processes and resources to get the better result. Change
management helps organisation to focus on the upcoming future of the organisation and take the
correct decision in favour of the organisation to reach the vision. Here now going to discuss
about the Lewin's change management model which is very easy and simple to understand.
Lewin's change management - This model is developed by Kurt Lewin. This model
recognises for its simplicity. There are three stages in this model which are discussed below -
 Unfreezing - This is the foremost important stage in this model which is very difficult
stage in the whole process of change management. This stage helps in developing
awareness about the necessary change in the environment and encourage them to adapt
the change for better result . Marks & Spencer needs to use this strategy to recognise
the opportunities to get the best outcome.
 Change – This stage is also recommended as the stage of implementation of change. In
this particular stage the actual change get executed in the organization . Marks &

Spencer just use this stage to implement the change and let everyone know about the
opportunities that the change will bring in the organization.
 Freeze – This is the stage where company celebrate the success that the change is
bringing in the organization. In this stage employees started feeling comfortable with the
change , this helps them in bringing sustainability in the organization.
Role of HR in management of change and organizational design
Human resource plays an crucial role in the success of organization(Järlström, Saru and
Vanhala, 2018) . To manage change in the company HR plays an various roles. HR do both
facilitation of change and execution of change for internal stakeholders. The most important role
of HR in the organization is to ensure that the changes are to be done in an most correct and
efficient way. HR maintain the organization design in an proper way . Here are the important
roles -
 Understanding – It is very important for the HR to understand and analyze the current
market situation to understand the possible changes in the organization so that they can
achieve the desired outcomes. .
 Planning – This stage comes after completing the first stage that is understanding. After
getting understanding the change , to implement the change in the organization the HR
need to plan accordingly so that this will be useful for them to achieve the desired target.
 Implementing - This is one of the most important role played by the HR that is to
execute the change according to the plan developed .
 Communication - Communication helps HR in several ways . It helps HR to
communicate with their employees about the change in the organization and helps them
in providing the proper information related to the change that how it will affect the
companies performance .

Evaluation of different types of changes
 Organizational Wide Change – Company uses this change to restructure the process of
organization. Marks & Spencer use this change to restructure the process at a very large
scale of organization.
 Transformational Change - This change targets the companies organizational strategies
. This type of change is used to handle the factors.
 Personnel Change - This change include both hiring as well as firing of the employees.
Human resource development helps in implementing this change otherwise it would be
difficult.
 Unplanned Change – This type of change is sudden and unplanned.
 Remedial Change - This change comes into force when the problem occurs and the
solution need to be implemented.
Relationship among the organisational design and change management
Organisation design and change management shares an very strong relationship with each
other. Organisational design describes the flexibility of change in the organisation. Marks &
Spencer needs strategies to execute any kind of change in the organization. Before executing any
change in the organization company have to do proper planning(Nieves and Quintana, 2018).
Change management is the process of managing the employees conditions in the organization
when the changes are made in the organization and organisational design focuses on the
development of the organisation to fix the ineffective workspace environment.

Recommendations to take changes and implement them in the organisation
 It is recommended to the managers of the Marks & Spencer that the communication
within an organisation should be done properly and effectively for the growth of the
business. Communication between employees plays an vital role to implement the change
in the organisation. Communication will help them to understand about the need of the
change and the opportunities that the change is bringing to the organisation.
 This is also recommended to the company that they should discuss with HR before
implementing any change in the organisation . HR recruit new employees for the
organisation according to the post available this will help them in recruiting the new
employees according to the situation and new policies of the company. Human resource
development creates an impact on the management system of the organisation.

CONCLUSION
This can be concluded from the above report that the organisational structure helps in
building sustainable environment in the organization. To bring out the best result, company
motivate their employees by various techniques and approaches which help them in retaining the
employees and creating an healthy workspace environment. Human resource development help
organisation in recruiting the employees by various methods according to their efficiency and
talent. To enhance the performance of the business company uses effective and emerging HR
development programs. Marks & Spencer follows flat organizational structure that helps
company in implementing the change in the organization. HR plays very important role in
different sections of the organization . This report is all about the organisational structure and
design and the change in the management system and last the recommendation with the help of
power point presentation.

REFERENCES
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