Unit 36 - Human Resources - Values and Contributions to Organisational Success

This report analyses the importance of organisational design theory and structure, different approaches and techniques used for maintaining, attracting, developing and rewarding human resources to create skilled and dedicated workforce, and conducting research to support evidence for emerging human resource developments. It includes a case study of Unilever and their contribution towards the value and success of the organisation.

Unit 36 – Human
Resources – Values and
Contributions to
Organisational Success

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
1.Evaluate the importance of Organisational design theory, and Organisational structure: .....3
P2 Analyse different approaches and techniques used for maintaining, attracting, developing
and rewarding human resources to create skilled and dedicated workforce: .............................6
P3 Conducting research to support evidence for emerging human resource developments:......8
P4 Evaluate how organisational design has to respond and adopt to change management and
the relationship that exists between them: ...............................................................................10
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource plays an essential role in organisational success as well as effective and
efficient operations of all process. Without effective human resource team company will not get
well talent for the organisation and without effective employees who are not devoted towards the
organisation, there will be no business. Not only for basic role like setting employees health
benefits, or process o0f payroll Human resource help company in developing plan and strategies
by improving employee's insight throughout the workforce and give efficient-rounded
experience for employees. The main aim of the report is to analyse Human resource role and
their contribution towards the organisation success. Importance of organisational design, along
with this various techniques which motivates the human resource to hire dedicated and skilled
employees, Various HR functions, Lastly report includes types of changes affect organisational
designs, in what manner organisation respond to this changes which positively affect operations
and function of an organisation (Qing, and Jameel, 2020). This report includes analyses of how
Unilever human resource department contributes to the value and success of the organisation.
Unilever is a multinational company which is the largest producer and supplier of product and
services. It headquarter located in London, UK. Unilever deals in different area like food,
personal care products, beauty care products etc.
TASK
1.Evaluate the importance of Organisational design theory, and Organisational structure:
It is an effective framework which highlights how an organisation build itself for for
effective completion of day-to-day operations and activities. The goods and services types
organisation produce or sell in the market in which its operates their all operations and functions
dictate its organisational design theory. Basically it is a way organization structured and maintain
by its members. Organisation design involves defining, designing and restructuring
organisational behaviour. With the help of effective organisational design, company can analyse,
and reduce any type of fraud, negatively deals with customer's, barriers in decision-making.
Organisational design and organisational structure both are interconnected with each other. As
organisational structure refers to an formal framework of activities and task (Mahmood, and Fan,
2018). If Unilever organisation sets effective organisational design for their business they can

analyse how people co-ordinate with their actions and utilize resources to achieve targets and
goals of organisation. It helps Unilever organisation in various ways which are discussed below
Organisation Design:
In an organisation there are different types of organisational design each one with
specific merits and demerits. Depending on organisation, there may be not a discussion to decide
about organisational design theory. Under all this situation organisation basically germinate into
an inefficient and efficient model without any sign of general insight of it activities. Companies
without a particular organisational knowledge and structure of this may hire outside assistance to
fulfil the administration obligation. It basically state that type of goods industry manufactures
and sold in the market, or the sector in which its determines and operates its organisational
design theory. Organisation recreated this on the basis of previous business model success. The
demerit of this theory is that employees who are work in organisation may not effectively suited
for the type of organisational design in the sector. IN this situation organisation and their
employees must change their way or adopt to this specific structure. Their are two types of
organisational designs that is traditional and contemporary (Liebowitz, J., 2019).
 Traditional design: This organisational design involves three structures such as simple,
functional and divisional. In which simple structure state that design with less
departmentalization, broad spans of control, less formalization. This is the most common
way most of the organisation follow. Functional structure is design in the way which
includes similar groups. It is an basically functional technique to departmentalize whole
organisation. Lastly, Divisional structure design in a semi-autonomous or divisions.
Which states that within one organisation there are various divisions and every division
has its own goal for accomplishment.
 Contemporary Design: In this organisational design, the rigid or fixed top-down model
of traditional structure is changed in terms of team that work on specific task together. IN
this design organisation empower and motivate their employees to make decisions and
apply changes without requiring any approval from to-level management. In this type of
structure employees are provided the requirements, goals of major tasks, and must
analyse the most convenient way to fulfil this goals (Ali. and Park 2018). This structure
reduces the vertical design of a traditional company and provide employees
proprietorship of the task they done.

Organisational Structure:
It can be explained as an effective framework which outlines different activities for
achieving business goals in an effective and efficient manner. This activities are related with
roles, and responsibilities such as allocation of task, supervision. IT is an structure that help
organisation to identify the effective way through which information or data move to different
level within an organisation. Unilever organisation conduct their business in international level.
SO, they have adopt contemporary organisational structure as it includes various other structures
because that includes more hierarchy and effective command. IT provides employees less control
which help them to work with open and free mind in an organisation and that also help
organisation to achieve their goals in an effective and efficient manner (Sitzmann, T. and
Weinhardt, 2018).
 Dealing with Contingencies: It refers as an acts, incident which might occur without any
kind of expectation. One main contingency that can highly affect organisation is
changing in environment. Organisational design defines how effectively it control
different factor in its environment. With effective dealing with contingencies or if they
design their organisational structure in such manner so that they can raise control over its
environment Unilever organisation can attract skilled and efficient employees
 Achieve Competitive Advantage: It indicates that each and every business must design
its structure in such a way in which they gain high sustained competitive advantage.
Competition motivates business to establish effective strategies for company to perform
better in whole market. If Unilever HR department develop effective business strategies
they can perform well. As structure and design of organisation is essential determinant in
the execution of strategies for organisation.
 Variety in workforce: It refers to diversity in place, gender of employees that highly
affect organisation effectiveness. IN organisation there are some planning are require in
advance such as changes in characteristics of worker like retirement of current workforce
and immigrant workers requires planning in advance. If Unilever organisation design
their organisation in such manner to utilize talent of variety of workforce belongs to
different cultural background (World Health Organization, 2020).
 Efficiency and innovation: It states that if organisations manufacture product and
services as per the believe of customer's are more successful. If Unilever Organisational

design and utilize more and more efficient organisational structure is essential in
producing effective quality product and services. Organisational design plays important
role in innovation as Innovation are being undertaken to achieve desired efficiency in
manufacturing product and services (Kandampully, Jand Jaakkola, , 2018).
P2 Analyse different approaches and techniques used for maintaining, attracting, developing and
rewarding human resources to create skilled and dedicated workforce:
Companies human resource have to attract, maintain candidates who efficiently wanted to
work for their companies. There are various techniques and approaches which help human
resource to create skilled and dedicated workforce. Skilled and engaged employees can be
defined as individuals who have the necessary skills to fulfil their role within an organization and
who improve their performance. It is one of the essential elements for companies to improve the
customer experience. Having competent and capable employees is essential for an organization.
There are several approaches that Unilever Plc directors must adopt to attract, develop, reward
and retain talented HR professionals within their organisation. Unilever believes that a
company's success depends on the efforts of its employees. It is a large and respected
organization, and increasing turnover in this organization can have a negative impact on the
company's image. To avoid such situations, Unilever employs different types of approaches
within its organization. A description of these approaches to developing, retaining, and
maintaining a skilled and diverse workforce within an organization is provided below.
 Prioritize mentoring and training: Different training and mentoring programs are
essential because employees expects these kinds of initiatives to be done by organisation
in order to succeed and grow in company. There are so many companies provides
supplemental training for the growth and development of employees. There are nearby 10
percent of companies who offer mentoring programs to their employees. Organisation
can develop effective leaders through training and development programs. If Unilever
organisation Human resource manager organise various training programmes for their
employers this will enhance their skills as well as work more hard towards the goals of
organisation ( Berdahl, and Williams, 2018).
 Selective hiring: This process help organisation to select employees who add value in
their organisation. Human resource can not just hire anyone, they should have to hire that
person who fit for that job. Every organisation do their best to select most appropriate one

in an organisation. If they prioritize building an fair and structured selection process. This
will help organisation to hire most appropriate one which help organisation in achieving
goal in an effective and efficient manner (Rosenbaum, D., More, E. and Steane, 2018).
 Establish flat organisation: In an organisation there are some employees who are highly
critical as compared to others in organisation growth and success. But in organisation
each and every employee should be equally valuable and treated in an good way. This
will motivate and inspire employees to work in an organisation that help them in
achieving goals in an effective manner.
 Performance-based compensation: It state that if human resource hire right people then
they have to compensate them above average. Because these employees add value in an
organisation, that'd organisation have to retain them and fairly pat them for their work.
This will also motivate employees because they understand that their work recognise by
the organisation. This also affect organisation as with this type of employees organisation
achieve their goals in timely manner.
 Reward based on merit, not tenure: There are so many companies say they are focus
on more merit then tenure, but after comparing less then half are under performers. It
states that they more focus on maintains internal talent. This is because they may be
passing more certified candidates to reward more than tenured candidates. If Unilever
organisation human resource manager promote or recognise performance and
contribution of their employees, then they feel that employees are likely to remain more
loyal towards their organisation.
 Recognize, Reward and reinforce: This is the most essential and easy way if
organisation want dedicated workforce for their organisation. It is fact that money and
other benefits are also the essential factor to motivate or attract emp0loyeesw, but at the
same time recognition and reward helps to fulfil basic need of human to feel rewarded
and appreciated for what he/she done in an organisation. An effective recognition and
reward program does not includes money (Jones, T.M., Harrisonand F 2018).
 Attract Quality talent: There are various organisation highly effective in hiring
effective talent. If the HR team hire candidates who have well-skilled and knowledgable
then they work for organisation with high potential. If Unilever organisation want to
achieve their goals Human resource team have to attract best talent, HR team must have

devastating narrative for how a applicant can make a real difference and gain various
opportunities in regards of development.
 Establish Positive work environment: This is also an effective approach for workplace
for accountability, This is one approach based on workplace collaboration,
accountability, fairness, support for risk-taking, and more. It is integral to Unilever
business as it ensures collaboration between employees, which is critical in increasing
employee satisfaction. It will connect employees to the organization and keep them in
place (Wilson, and Cunliffe, A2022).
P3 Conducting research to support evidence for emerging human resource developments:
Human resource development is an effective tool that basically considered to improve the
human capital of the organisation by enhancing both the employee and the organisation to fully
and effectively functional. This idea is contemporary which deals with the threats, issues
challenges that might arise within the employees or within the organisation working for it. Talent
development is an effective approach to enhance or motivate employees through effective
training and development. This will help the employees to establish a clear position for
themselves in their growth as well as to achieve goals of an organisation. Now days, there are so
many organisation who follow the trend to enhance and set effective capabilities of employees
and keep the organisation satisfy. In HR technology plays an essential role in this approach. It is
essential to take benefit of various market opportunities as technology make task simple and help
to increase organisation productivity. Unilever organisation incorporate with this new talent
development into an company as it can enhance satisfaction of employee and also provide talent
flexibility. It became essential for organisation to increase their employees engagement which
help organisation to achieve their respected goals in an effective and efficient manner.
 Hybrid Working Model: It refers to one of the most effective HR development model
which companies used to keep thing on track. This approach is one of the most
appropriate approach for different employees and also help organisation to enhance their
productivity. This approach allow employees to work in hybrid mode that is to work from
office or to work from home. This model takes an employees centric approach that gives
flexibility to the employees of an organisation (Cho, and Young, 2019).
 Employees Power skills: This is also an effective approach for an organisation with an
raise need for virtual work environment. Technical skills are highly required in virtual

environment workplace that are also essential for productivity of company. This effective
power skills helps organisation with effective work environment, customer satisfaction,
communication and better performance (Ghobakhloo, 2020).
 Effective employees leads to healthy organisation: If organisation focuses on mental
health and welfare of employees in workplace they can see that they achieve their
organisational goal successfully. Taking care of well-being and mental health is essential
towards the success of business. For that organisation have to focuses on establishing a
health care organisational approach that considered both the physical safety and health of
the company along with this mental health. For this organisation managers gives various
training and development opportunities for their employees growth and development.
 Set a targeted recruitment plan: It refers that organisation have to make strategic
recruitment process for their organisation. Plan must be made by considering both
competitive recruitment atmosphere and business goals. If organisation make a plan to
give regular status updates or news to the applicants as well as give feedback to the
human resource manager. If Unilever organisation Human resource effectively set their
targeted recruitment plan they can hire well talent and most appropriate candidate for
their organisation.
 Synchronize engagement and recruitment: In organisation if human resource manager
develop effective plans to discuss and share information or data between who are hiring
and those who are involve in employees engagement, help them to select best one among
various candidates. If Unilever organisation human resource managers share information
with other hiring team members it helps them to take effective decision about which
candidate suite best for the specific role.
 Change in Human resource competencies: In 2020 human resource has became
complete strategic business partner. Chief human resource officer also involve in
establishing projections for business with understanding long-term goals. Projections
made for human resource that would raise business strategies and planning. This is true
that for most of the international organisation human development considered as essential
factor for future. Along with this strategic planning becomes a core Human resource
competency (Townley, B., 2019).

 Effective technologies: Technology is one of the biggest trend that will redefine the
aspect of future human resource. HR development depends on various factors such as
technology such as AI. Artificial Intelligence is an effective technique which going to
replace humans, Human resource will highly benefit from this technology as this will
help them to develop skills and knowledge. Also HR chatbots are now also becoming a
vital part of the human resource department.
Human resource role change after the pandemic. Changing in trends like work from office and
work from home will requires a remote workforce and digitization. HR plays various functions
in an organisation but now development in Human resource effect their role in an organisation as
well as in future. Human resource is a critical contributor to the whole performance of
organisation. Mainly, HR role guide organisation on effective strategies, 0pportunities and
benefits to improve experience, knowledge and capabilities of employees.
Effective and efficient organisation believes and appreciate their human resource development
importance in an organisation (Mohammadi,and Khosravi, 2018).
P4 Evaluate how organisational design has to respond and adopt to change management and the
relationship that exists between them:
Organisational structure analyse the organisational behaviour and affect the culture of
organisation. Along with this organisation design structure also determines how adoptable and
flexible is is to change. The major relation between the organisational design and adaptation to
change management are indeed board and deep. Change management refers to an systematic
framework which includes different application of tools, resources and knowledge to deal with
the change. Organisational change is pervasive in nature as each organisation make efforts to
adopt or face reduction in environment of both the political and global economic. It refers to
different ways which an organisation alters a major components of its organisation such as
infrastructure, underlying technologies and business culture. Change management is an effective
framework of leveraging change to carry successful resolution. Organisational change
management is also plays an essential role in business growth and success. Change management
leads to effective adoption and utilization of change in an organisation. (Moll and Yigitbasioglu
2019). IT allow employees of organisation to identify, understand, analyse and commit to the
change and efficiency of work. Without change management organisation development can be
costly in regards of both resources and time. They can also result in decreasing in morale and

confidence of employees, basically lack in an effective change management can leads to
organisation fail. Change in organisation significantly impact on whole organisation. It is
important for organisation that before they design change management strategy, it is essential to
primary analyse type of organisational change. This will help the organisation to execute the
right change management plan for effective and efficient outcomes. Considering their
organisational change will help them to select right change management tool for their business
 Structural Change: This change is done by the organisation's to change structure that
may be stem from both the internal and external factors and affect how effectively
organisation is run. Structural change involves major shifting in the management
hierarchy, responsibilities, team management attributed to various departments, chain of
command, process of administrative. Situation which leads to structural change involves
job duplication, changes in market, mergers and acquisitions and policy change.
 Strategic change: Organisation apply effective change in strategies in their company to
achieve objectives in an effective and efficient manner. Organisation change their
strategy to increase competitive advantage in the market. Change in strategies involves
set change to the company structure, policies and process.
 Transformational change: It refers that this change mai9n aim is to target organisational
strategies of company. Companies that are appropriate to stand in rapid change in their
whole market are adoptable, nimble and maintain to change their effective plan when the
require arises. This strategy must responsible for the existing situation and a way in
which organisation plan on taking.
 Personal Change: This change happens when organisation go through with high growth
and development. This type of organisational change can affect a significant change in
retention and engagement of employees. The threat of fear in between the employees,
except that employee moral can be suffer. The organisation must go forward. It be4came
essential to show true motivate and compassion employees to continue to work harder
also in difficult times. If organisation hire employees in mass it is a good sign of growth
and development which make organisation impressible to cultural change. Hiring new
employees refers that giving them training and providing ongoing support.

CONCLUSION
It is concluded from the above report that human resource plays essential role in organisation
success. As it performs various duties in an organisation such as recruitment, screening,
conducting various growth and development programmes. Along with this Human resource team
role are not limited, they also help business in planning and strategies which help business to
achieve their organisational goal in an effective and efficient manner. Report includes
organisational design concept and theory which help organisation to achieve success and growth.
This theory is assist organisation to make strong organisational structure where the duties, roles
and responsibilities of different members are effectively and clearly categories. Along with this
different human resource trends which are taking place in order to control or maintain the
productivity of organisation. For the effective analysis of different factors which can affect
human resources, became important for human resource manger to analyse that and use different
approaches and techniques which help organisation to analyse which factor can improve human
resource. Lastly factors which assists organisation in growth and development of human resource
,and how organisation effectively adopt this changes which help them to achieve goals in an
effective and efficient manner.

REFERENCES
Books and Journals
Qing, M., Asif, M., Hussain, A. and Jameel, A., 2020. Exploring the impact of ethical leadership
on job satisfaction and organizational commitment in public sector organizations: The
mediating role of psychological empowerment. Review of Managerial Science, 14(6),
pp.1405-1432.
Mahmood, M., Uddin, M.A. and Fan, L., 2018. The influence of transformational leadership on
employees’ creative process engagement: A multi-level analysis. Management Decision.
Liebowitz, J., 2019. Building organizational intelligence: A knowledge management primer.
CRC press.
Ali, M., Ali, I., Al-Maimani, K.A. and Park, K., 2018. The effect of organizational structure on
absorptive capacity In single and dual learning modes. Journal of Innovation &
Knowledge, 3(3), pp.108-114.
Sitzmann, T. and Weinhardt, J.M., 2018. Training engagement theory: A multilevel perspective
on the effectiveness of work-related training. Journal of Management, 44(2), pp.732-756.
World Health Organization, 2020. Health policy and system support to optimize community
health worker programmes for HIV, TB and malaria services: an evidence guide.
Kandampully, J., Zhang, T.C. and Jaakkola, E., 2018. Customer experience management in
hospitality: A literature synthesis, new understanding and research agenda. International
Journal of Contemporary Hospitality Management.
Berdahl, and Williams, J.C., 2018. Work as a masculinity contest. Journal of Social
Issues, 74(3), pp.422-448.
Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management:
Forward to the past? An exploratory literature review. Journal of Organizational Change
Management.
Jones, T.M., Harrison, J.S. and Felps, W., 2018. How applying instrumental stakeholder theory
can provide sustainable competitive advantage. Academy of Management Review, 43(3),
pp.371-391.
Wilson, J.A. and Cunliffe, A.L., 2022. The development and disruption of relationships between
leaders and organizational members and the importance of trust. Leadership, 18(3),
pp.359-382.

Cho, S.J., Chung, C.Y. and Young, J., 2019. Study on the Relationship between CSR and
Financial Performance. Sustainability, 11(2), p.343.
Ghobakhloo, M., 2020. Industry 4.0, digitization, and opportunities for sustainability. Journal of
cleaner production, 252, p.119869.
Townley, B., 2019. Foucault, power/knowledge, and its relevance for human resource
management. In Postmodern Management Theory (pp. 215-242). Routledge.
Mohammadi, A., Tavakolan, M. and Khosravi, Y., 2018. Factors influencing safety performance
on construction projects: A review. Safety science, 109, pp.382-397.
Nelson, W.A., Taylor, E. and Walsh, T., 2020. Building an ethical organizational culture. The
health care manager, 39(4), pp.168-174.
Pérez-Peñalv and Montero Fleta, B., 2018. Identification and classification of behavioural
indicators to assess innovation competence. Journal of Industrial Engineering and
Management, 11(1), pp.87-115.
Moll, J. and Yigitbasioglu, O., 2019. The role of internet-related technologies in shaping the
work of accountants: New directions for accounting research. The British Accounting
Review, 51(6), p.100833.