Human Resources: Values and Contributions to Organisational Success

This report covers the importance of organisational design theory, different perspectives and techniques for improving, keeping and appreciating human resources, and emerging trends in HR that will motivate the role of HR function in the future. It also includes examples of how HR can use various techniques and tools to maintain and fascinate talented employees towards their organisation. The report is helpful for people to develop skills to make a contribution to achieving the goals and developing a skilled workforce.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
For critically assessment of different approaches and techniques to human capital use certain
examples.................................................................................................................................1
TASK 3............................................................................................................................................1
Research and utilise modern- day know-how to help proof for the rising HR developments:1
Examine that How emerging, trends and developing in HR will motivate the role of HR
function the future..................................................................................................................2
REFERENCES ...............................................................................................................................4

INTRODUCTION
Human resource management refers to the task of management which is related to the
recruitment, developing skills and motivating workers of the company. All the issue raised
regarding the training, skills development, communication, and any other issue is resolved by
HR. HR makes sure that every single employee is working efficiently with his full potential to
make his contribution for benefit of the organisation. One of the global retain company in British
administration marks spencer is having its headquarter in London. The company was started by
Michael marks and Thomas spencer in 1884. the speciality of this organisation is that it is the
best seller of beauty products, clothing, food products and homemade products. This report will
cover all the facts that help people to develop skills to make contribution to achieve the goals.
This is also helpful for people to develop skilled workforce. Skills development of the employees
makes company achieve their financial goals and have talent retain in companies.
Task 1
Importance of organisation design theory related with organisational structure and pleased
business structure
Organisational design theory refers as the Skelton which function for the company related
with its structure for completing daily activities. The type of product made by the company to
sell out in the market a shape here is not always specific to the company, it generally copies its
company after a previously a success enterprise version. It is the shape of the company to
develop and expand their organisation including all the process with effective communication.
The company entities have capability to run the activities of company in effective manner so the
activities will be also budget friendly. There are number of things which affects the structure of
organisation like population of workers, various types of products, revenue and geographical
unfold. Generally, three types of organisational structures used by all the organisation like
functional and matrix. The objective is to have less hierarchy in the company to run it in an
effective way. The flat shape of the business structure guide workers less and promote worker’s
participation in making judgements. For better understanding taking an example if a business
man wants to expand his business or want some modification in the products they can make
employee engage in decision making process. Employees can also give their opinions how to
make organisation better and how products can be modified (Al-Henzab, Tarhini, and Obeidat,
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2018). This is beneficial for both the betterment of the company and to develop the skills of
employees. There is no requirement of any other supervisor because workers can exchange their
ideas and this will help to improve their communication skills. Without supervisor employees
communicates and so they make their own relationship with others and this is helpful to make a
healthy professional environment.
The significance of flat organisational structure in the business of M&S:
 Communication is transparent and less susceptible to degradation: the information is
to be delivered has to communicate with transparency and much less liable to
degradation. Good communication skills help to make better judgements and beneficial
for achieving goals. No confusion will be there while communicating each other because
it affects the working (Sahibzada and et. al., 2022).
 Judgements can be made immediate and closer to the point of outcome: with the help
of flat organisational structure the judgement can be made at the time of requirement and
outcome is obtained quickly. It helps organisation to improve to take advantages.
Contribution of employees in decision making makes the judgement immediate and
closer to the point and make employees feel they are also an important part of the
organisation.
To evaluate the organisational design theory, apply accurate concepts and theories
The organisational design theory gives a structure to the companies so common activities
are operated and information can be shared. Marks and spencer uses flat organisation theory to
inspire employees and participation in making judgements. It makes employee realise that their
opinion also matters are they are also a small part of the company. Making employees realise that
their opinion matters is helpful for retaining them in company. In this way company can be run
in such way to meet their goals quickly. Achieving goals quickly makes company competitive
and financially strong.
Task 2
Assess different perspective, collaboratively with techniques applied for improving, keeping and
appreciating human resources
Whatever the financial status of company is it is required that organisation improve,
attract, develop their workers to have better outcome (Cheng, and Yi 2018). Smart and skilled
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employees are only hired it should be ensured. To attract and retain workers given approaches
and methods are used:
 Identify, reinforce and reward: financial benefits plays a vital role for retaining talented
and skilled employees in the company. Rewarding employees is also very helpful to
make them feel that they are an important part of the company and their opinion also
matters. Appreciating the hard work of employees motivate them for the further
activities. These things make an employee to retain in organisation with honesty and hard
work. Giving appreciation and small rewards make employees to perform their best in
further activities (Suifan, Abdallah, and Al Janini, 2018).
 Giving education and guide on the path of advancement: rewarding them promote
them from within and this helps workers feel that they are being valued by the company.
Employees education and skills development is also very important to achieve the goals
of the company. M & S leaders can give various types of education and improvement
programs for the workers to improve their skills. The company's goal can be achieved
only if the employees working for the company are skilled and having knowledge. It also
enhances the outcome and efficiency of the company. The soft skills and hard skills of
the employees are also developed to meet with the profession requirements.
 Be on the remote work options: it is necessary for HR to make employee stick to the
company. From the goal of recruitment and retention of the worker the flexibility can be
achieved. Employees good at techniques and having good communication skills can
contribute more to achieve the goals. It is very beneficial to achieve the in a certain time
and judgement made is also not delayed (Kamble, Gunasekaran, and Dhone, 2020). If the
honest and talented employees do not stick to an organisation for long time organisation
would not be able to meet financial goals. Every single employee is responsible to
achieve the goals of the company by performing their best. All needed that employees
should improve their skills and make their contribution to achieve the goals of the
company.
For critically assessment of different approaches and techniques to human capital use certain
examples.
It has been seriously evaluating that HR worker can use various techniques and tools to
maintain and fascinate the talented employee towards their organisation. There are different
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conditions held in the business culture that decrease the employee fascination and enhance their
annual income in the business. As for example in the time of global pandemic, satisfaction level
decrease in the business which increase the income of talent and many more. By the assist of
impactful perspective and approach, HR specialist can maintain their worker, jointly with
achieve attraction for the firm. While worker saw that they gain a good effect in the minds of the
workers. It assists in decreasing the income rate. Moreover, the world pandemic also effects the
workers income rate in the firm but by right interest and pliability can concern in maintaining the
present workers (Diaz‐Carrion, López‐Fernández, and Romero‐Fernandez, 2020).
TASK 3
Research and utilise modern- day know-how to help proof for the rising HR developments:
Emerging tendency or growth for human resource Management: Standard hiring: Hiring the good candidate is most dominant for all sort of business
community and that is the main responsibility of the HR worker. it can be evaluating in
the right way some time, who may be the appropriate and sometime cannot. Future AI
instruments for enlisting contain in the process of hiring, they will serve the choice of
standard resumes. So that the firm will be very wealthy and and trained workers in their
business. Continuous performance management: It has been the application of various authorities
to evaluate the received feedback and comment from different officials to evaluate the
comments and obtain response from different levels of workers. In reality, for attaining
the employee engagement, growing retention and increasing efficiency, a greater
transformation occurred. To inspire workers with the assist of ongoing performance
management and improve business processes, Organisation like M&S, spend in the
technology. Diversity, equity and inclusion to the fore: There is no dominant ethnic or racial group
in the world, this is a developing trend for HR. As the people become diversify there will
more no of women and individual in the organisation, the problem of inclusion, equity
and diversity will be managed in an appropriate manner (Gupta, 2018). Hybrid work model: The firm is improving into a more proper approach for its worker
and their ability as the hybrid work model; with things attaining back on the appropriate
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track. This model favour the worker centred attitude in which there is a mixing of remote
work or in office work. This small work scheme favours in allowing workers to do their
works from the office for 3 days in a week and on the other hand distantly for 2 days.
There is flexibility in evolving development of HR.
 The transition from employee well-being to healthy organisation: This has been seen
that the worker's mental health and wellbeing is becoming the first priority for all of the
HR worker. The try is far off the worker's safety and physical health. Also aims for
giving more chances and flexibility for the development and training. In case of spencer
and marks, the HR trainee of the firm must take in mind their financial fitness, healthy
culture, community service, social health, physical health and many more for their
workers. Therefore, it would be a trend of welcoming to enhancing the high worker job
satisfaction and productivity leading to retention and fascination.
Examine that How emerging, trends and developing in HR will motivate the role of HR function
the future.
This has been importantly evaluated that HRM is developing day by day and more trends
and improvement motivate the firm. HR worker and specialist required to consider the present
and future trends that can impact the way of recruiting, training compensating or selecting their
worker. In the above part, many trends and developments have been talk about that needs to be
discover by the HR worker such as equity, inclusion, diversity, worker's wellbeing, remote
working, and many more. This is vital that workers should be the highest priority of the
employers and worker's wellbeing should not be neglected as it can enhance worker's income
rate and less satisfaction level. So, HR have important role to detect all as like factors in the
business (Raut, and et. al., 2020).
CONCLUSION
By the above discussion it is concluded that the HRM is the best prominent functional
sides in which workers have more interest over their worker. This is the responsibility of the HR
experts to make a firm structure that promote increment on the total basis. Flat firm structure
assist in enhancing worker's job satisfaction as they are the organ of decision making procedure.
More approaches and techniques are used in the assignment in order to fascinate, maintain,
retain, or develop workers in the firm. These all are positive work environment, regular
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increment, remote work selection and so forth. Finally, the evolving HR improvements like as
hybrid work model, wellbeing of workers and much more are the important organ of this
assignment.
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REFERENCES
Books and Journals
Al-Henzab, J., Tarhini, A. and Obeidat, B.Y., 2018. The associations among market orientation,
technology orientation, entrepreneurial orientation and organizational
performance. Benchmarking: An International Journal.
Cheng, J.C. and Yi, O., 2018. Hotel employee job crafting, burnout, and satisfaction: The
moderating role of perceived organizational support. International Journal of Hospitality
Management, 72, pp.78-85.
Diaz‐Carrion, R., López‐Fernández, M. and Romero‐Fernandez, P.M., 2020. Sustainable human
resource management and employee engagement: A holistic assessment
instrument. Corporate Social Responsibility and Environmental Management, 27(4),
pp.1749-1760.
Gupta, H., 2018. Assessing organizations performance on the basis of GHRM practices using
BWM and Fuzzy TOPSIS. Journal of environmental management, 226, pp.201-216.
Kamble, S., Gunasekaran, A. and Dhone, N.C., 2020. Industry 4.0 and lean manufacturing
practices for sustainable organisational performance in Indian manufacturing
companies. International Journal of Production Research, 58(5), pp.1319-1337.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Raut, R.D., and et. al., 2020. Analysing green human resource management indicators of
automotive service sector. International Journal of Manpower.
Sahibzada and et. al., 2022. Interpreting the impact of knowledge management processes on
organizational performance in Chinese higher education: mediating role of knowledge
worker productivity. Studies in Higher Education, 47(4), pp.713-730.
Suifan, T.S., Abdallah, A.B. and Al Janini, M., 2018. The impact of transformational leadership
on employees’ creativity: The mediating role of perceived organizational
support. Management Research Review.
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