HR Report: Organizational Design, Retention, and Change Management

This report delves into the intricacies of organizational design, exploring its significance within the context of organizational structure, using Marks and Spencer as a case study. The report examines various approaches to employee retention and motivation, including intrinsic and extrinsic methods, alongside the implementation of reward systems. It then discusses the importance of research in supporting emerging HR developments and analyzes the relationship between organizational design and change management. The report covers different organizational design theories such as scientific approach, system approach, and contingency approach. Furthermore, it examines how organizations like Marks and Spencer can use these approaches to improve employee performance and the company's sustainability. The report highlights the application of Herzberg's two-factor theory in enhancing employee satisfaction and minimizing dissatisfaction, providing a comprehensive overview of HR practices and their impact on organizational success.

Human Resource

Contents
INTRODUCTION.......................................................................................................................................2
Significance of organisational design in context of organisational structure...........................................3
TASK 2.......................................................................................................................................................5
Various approaches for retaining and attiring the employees along with rewards system.......................5
TASK 3.......................................................................................................................................................8
Research conduction in supporting evidence emerging HR developments..............................................8
TASK 4.......................................................................................................................................................8
Analyzing the relationship between organizational design and change management..............................8
CONCLUSION.........................................................................................................................................10
REFERENCES..............................................................................................................................................11

INTRODUCTION
Organisational design refers to the structure and the system which an organization
follows. Every organisation has some or other policies or the system which it stands upon, that
structure design the flow of work, communication and code of conduct for the people working in
an there. It is a process in which the structure is being designed by integrating its objectives with
it. There are various types of theories which an organisation can adopt for setting the
organizational design according to its needs. Setting a good and appropriate organizational
design is very much necessary as they help it in achieving the target, establishing a discipline and
required code of conduct in the working environment. As an example a company has been taken
in this report, Marks and Spencer. The company operates at an international level and engages in
the business of manufacturing of fine quality clothes, products related to home and food
products. Marks and Spencer is a company which serves worldwide. It has total stores at 1416
locations which is considered a huge number.
This report will discuss about the organizational design and theory and its related importance. An
organization uses various approaches and technique so that they keep their employees motivated;
the report includes these approaches and techniques. Apart from this the report also discusses
about human resource development and the ways or approaches or managing change.
Significance of organisational design in context of organisational structure
Organizational design is the process where the organisation designs its structure which
gets integrated with its goals and objectives. Its ultimate objective is to increase the efficacy and
effectiveness of an organisation. It can also be sees as an organisational intervention for
development. Its emphasis at merging the structure, people, culture and objectives of an
organisation. An organisation adopts such design which has the capability to satisfy all these.
Defining a structure in an organisation is very much important as it enables to specify the proper
role and responsibilities within the organisation. Defining the organizational design is very
important for any organisation, like M&S, in the following ways:
Bring effectiveness: Organisational design enables the organisational in getting its productivity
or efficiency increased. When the organisation, like M&S structure, culture and the objectives
are specified and fixed that it enables to bring stability in their work process. This stability
increases the efficacy in the work performed (Amarakoon, Weerawardena and Verreynne, 2018).
As in the case with M&S, its organisational design is already designed in such a way that it suits
its objective, culture and structure. Here the organisation knows how they need to perform their
work and on what basis this helps the organisation in bringing the stability and increases the
effectiveness.
Defined roles and responsibilities: Organisational design helps in organisation, like M&S in
defining its roles and responsibilities clearly. When roles and responsibilities in an organisation

is clear it would help in reducing the confusion and conflicts among the workers as they clearly
know about the work they need to perform and also the person to whom they are accountable to.
Helps in achieving the goals: organisational design helps an organisation in attaining the
objectives which it has set for itself. They set the structure in such a way which integrates their
objectives. As in the case with M&S company, they have designed their structure in such a way
that they can accomplish their goals which have set at the global level. As the company is a
multinational company, it operates its business at the global level therefore it has to set its
organisational design in that way which combines all the operational activities at a single design
or structure (Armstrong, 2016).
There are various organisational design theories which an organisation could opt, some of them
are:
Scientific approach Theory: In this type of theory the organisation adopts some of the scientific
theories into their structure. The concept of scientific theory advices the organisation to plan the
work before it gets executed so that they can bring efficiency in their work by eliminating all the
risks and analysing all the strengths and opportunities with that plan. This theory includes 4
major principles which are:
Science, not rule of thumb: Which states that an organisation should not carry out the hit
and trail method for its operations as this could get very expensive for the organisation itself.
Scientific selection of workers: It states that the organisation should employee the
candidate accordingly so that it can does justice with his skills posses and objective of
organisation.
Management and labour: It states that the objectives of both organisation and labours
should get integrate with each other.
Scientific training: This suggests that the organisation should give proper training and
development programs to its employees.
System Approach: This approach says that an organisation is a system in which all the system is
inter related with each other. For example the production department is related to finance
department, human resources department and visa-a- versa. In this approach the solution to the
problem are stated and will follow to every situation (Boella, 2017). As in the case with M&S
company there are various departments such as marketing department, production department,
finance department, human resource, logistics and so on. All these departments are inter related
to with each and the policies and rules are formed according to the system approach.
Contingency approach: This approach says that there is no perfect or a particular approach
which needs to get adopted in an organisation. Different situations need different approach so to
resolve the matter or problem. This is the best approach which the companies are following now

days. They are solving the problem or issues by reviewing the situation and then decide for the
approach to follow.
As in the case with Marks and Spencer company, they earlier followed up the system
approach of organisational design where they gives the same solution to every problem, but with
the change in business dynamics they have also changed their approach to Contingency approach
as they resolve the problem according to the situation which may arise.
The contingency approach used by the organisation helps it in attaining the sustainability growth
and performance. The contingency approach helps the Marks and Spencer in sustainability
growth in the following ways:
Long run profits: With the adoption of appropriate organisational designs the organisation
would be able to yield a long term profits in the market. The organisational design is something
which cannot be changed very often because it forms the base for any organisation. The
appropriate organisational design matches with the objectives of organisation which enables the
organisation in fulfilling the overall mission set by the organisation.
Sustainability growth: Through the adoption of appropriate organisational design, the marks
and Spencer has got successful in achieving the overall sustainability growth. The sustainability
growth includes the growth of employees, environment in which they are operating,
stakeholders, and the associated parties along with the development of organisation itself.
TASK 2
Various approaches for retaining and attiring the employees along with rewards system
Human or representatives are the most significant resource of an organisation that is
driving administration for playing out their work with right human qualities. Imprints and
Spencer is more engaged for enlisting right and powerful people since it drives organisation for
playing out their work in a compelling way. This likewise characterizes the board additionally
use human resource as a benefit that isn't reproduction by rival organisation. It additionally
thinks about that all assets and materials coordinated by serious business however HR are not
comparable. So a portion of the compelling methods which are embraced by HR branch of M&S
to oversee human asset are specify as follow:
Methods for motivation
•Intrinsic Motivation: The method of characteristic motivation includes performing and finishing
an activity for accomplishing something that gives individual awards to the workforce. In setting
of Marks and Spencer natural motivation is driving top administration workers, Model M&S
inspire its workforce to pick up advancement which uphold inner want of organisation to
produce wanted and proficient workforce. Further, human are most significant resource for
organization which is driving business to finish all work as indicated by wanted objectives

(Bratton and Gold, 2017). So inherent procedures support motivation of workforce to embrace
more aptitude which lift organization productivity and viability. As in the case with Marks and
Spencer the company tries to select those candidates who has the ability to do something with
their lives and has the motive. Also they integrates the objectives of an employee with the
organization objective, this increases the motivational level of the employees.
•Extrinsic Motivation: With the point of view of extraneous motivation it is recognized
organisation draw in people to perform work that drives human or workforce to win more
rewards. As per HR division of Marks and Spencer it is recognized administration is including
outer variables for improving confidence that leads for winning more prize. Model Incentive or
money related viewpoints are a significant device which is driving organisation for improving
motivation of workers. This outcomes organisation embraces better results from representative
endeavors. Besides, the motivation to execute outward motivation is to upgrade devotion for
consummation of their employment function in a composed way for accomplishing right and
compelling outcomes. The M&S uses the reward system for providing the extrinsic motivation.
In that they include the bonus, prize money, appreciation, promotions, increase in status and
much more.
The examinations of motivation approaches show assists with understanding that all worker's are
spurred and it is helpful for overseeing and finishing task with high assurance. This characterizes
the board of M&S creates technique to improve motivation for improving work execution of
organization. Further, the investigations of motivation characterize that persuaded workforce is
more competent to produce positive results from organisation activities (Brewster and et al.,
2016). Model When work compensation are increment by 4% from UK government than the
board moment actualize this standard which assists with expanding motivation of representative's
in a proper way.
Content Theory of motivation
Content hypothesis of motivation plays out a significant part for organisation which is driving
representatives to actualize right practice that prompts produce positive workplace in
organization. Imprints and Spencer actualize Herzberg's two factor hypothesis for improving
ability and capacities of representatives that help to make more progress in organisation (Jones,
Hillier and Comfort, 2014).
Herzberg's two factor hypothesis
As per Herzberg hypothesis it is utilized by the executives for achieve of authoritative objectives
and targets and furthermore after Maslow Theory, all organisation are more pulled in towards
Herzberg's hypothesis for culmination of their work with more proficiency and viability. As
indicated by the Herzberg hypothesis it is distinguished administration focus towards two distinct
variables which make fulfillment and dis-fulfillment among workforce. As in the case with
Marks and Spencer the company they take cares about the factors which can provide the more

satisfaction to the employees like healthy work environment, providing the necessary help from
mentors, hygiene work place and much more. Through this they have noticed that there
motivational level of employee does get increases.
Herzberg related occupation fulfillment
M&S use the accomplishment, acknowledgment, duty, headway and work-itself for boosting
hierarchical development by fulfilling worker's needs and needs in a proper way (Collings, Wood
and Szamosi, 2018). Also, HR office play out a significant part of fulfilling singular need with
assistance of Herzberg hypothesis. This characterizes the executives is working with methods
according to motivation of organisation.
Herzberg related occupation dis-fulfillment
On the opposite side, HR branch of Marks and Spencer is likewise engaged to lessen those
angles which make dis-fulfillment among representatives. Organization strategy and
organization, oversight, pay, relational relationship and working conditions are some inner
components in an organisation which sway on execution of representatives. In this way, to defeat
from dis-fulfillment angle the executives consider that their work is affected because of less
inclusion in organization measure.
Process theory of motivation
The primary function of process hypothesis in the organisation relates with breaking down
various issue that is utilized for tending to the significant issue related with cycle of work. This
likewise characterizes the executives is confronting difficulties that continue itself to work
among right factors. Besides, Marks and Spencer use measure hypothesis of motivation for
producing gifted and committed workforce that help organisation to oversee human asset for
achieving better situation in market.
Equity theory of motivation: In this theory delegate ceaselessly assesses their level of effort
against individual and the prize they get for their effort. If they see there is a basic difference
between their level of effort and their representatives will attempt to accomplish correspondence
of effort for everyone—by adjusting up or down the introduction or by taking measures to
modify the level of organisation expert or authorities. In like way, the overall honor for effort is
similarly checked (Hoon, Hack and Kellermanns, 2019). Besides, organisation actualizes value
hypothesis which is utilized to improve organisation abilities that leads for choice of better
situation in market. The directive for chiefs is that agents ought to be accepted to be remunerated
on a sensible and reasonable reason, and uneven characters promptly adjusted. It additionally
characterizes organization discovers that its procedures are overseen in getting better situation in
market. Consequently, it additionally drives organization to offer prizes which fulfills needs of
people in legitimate way by giving reasonable awards to all people.

As in the case with M&S, the company treats their employees with equality and with mere
fairness. The rewards and recoginsation are performed by reviewing the actual performance level
and input given by the employees. This motivates the employees
TASK 3
Research conduction in supporting evidence emerging HR developments
Globalization: Globalisation refers to the process in which the integration of resources takes
place. As in the case with marks and Spencer company, the organisation is an international
company and operates at a international market and grounds, therefore many exchanges of
resources takes place. With the globalsaition the needs of employees and the organisation both
and evolved and developed. The company M&S looks for the candidates who are competitive
enough to work in this competitive environment. Whereas the employees are looking for the
companies where they can have more exposure of business and its operations which can be attain
by working in multinational companies.
Workforce diversity: This concept is something which is followed by every organisation. As
the M&S company is a multinational company it has become necessary for them to maintain a
level of diversity in its workforce. Also the needs for the type of employees have been changed
by the organisation. They more welcome the people from different cultures and backgrounds to
encourage the concept of workforce diversity in the organisation.
Technology: It is yet another factor which has given the developments in HR. The organizations
like M&S now prefer to choose the candidates who is sophisticated enough for using the advance
technologies. They prefer to hire the candidates who have the knowledge regarding leatest
technologies and its operations.
By the above data it is closed with reception of developing patterns in organisation oversee and
complete their work with more effectiveness. Representatives experience plays out a
fundamental job that is driving organisation for fruition of work with expanding its work based
advantages that help HR system for better objectives in future (Tweedie and et al., 2019).
Additionally, the pattern of technology and globalization has contributed into the development
for the HR’s.
TASK 4
Analyzing the relationship between organizational design and change management
There are different assignment performed by the executives which is driving organisation
for acquiring serious edge in market. In any case, to achieve greater efficiency it is recognized all
enormous organisations, for example, Marks and Spencer create compelling hierarchical plan
that leads for finishing of undertaking in a precise way. As per present economic situations all

organisation and industry is playing out their work as indicated by globalization methods. So
because of the idea of globalization characterizes all market isn't equivalent so it is basic for
business to execute and oversee change the board. In addition, both perspective change the board
and organisation configuration work with intention of culmination of venture with consecutive
advances.
The changing business climate
It is now expressed that the current climate conditions are excessively powerful. Miniature and
full scale climate are two perspectives by which a venture or business is encircled. Organisation
is using various methods, for example, swot, pestle and so on to screen inner and outside climate.
This likewise characterizes there are various procedures is overseen which drives organisation to
lessen some danger part of business climate. It additionally alludes organization need to actualize
investigation which assists with seeing needs of organisation that are connected with inward and
outer climate (Johansen and Sowa, 2019). The primary thought process to comprehend business
climate is to coordinate organisation with change the board all together for achieving better
development related with business.
The Marks and Spencer organistion has planned to make the necessary changes in their
organizational culture and climate. To initiate the same they have taken the help of a change
model, Lewin change management model so that the change can be brought in an effective
manner. The model for bringing the change can be as follows:
Lewin change management model
Situation: The objective of the organisation is to make the necessary changes in their culture
and climate.
Unfreeze: The organisation first unfreezes the activities which they were practicing. In this they
would be stop exercising the policies which would be need to get change. For example the
organisation wants to bring the change in the workforce diversity culture as they have planned to
employee the candidates belongs to different backgrounds so that they can maintain the
workforce diversity in their organisation. For that purpose the organisation needs to have to
make the necessary changes in their present recruitment and selection criteria and policies.
Change; At this step the organisation would be initiating the change. As in the case with Marks
and Spencer they would bring the change by forming the necessary policies and criteria for
which they would be develop the culture and climate of the organisation. And they will try to
eliminate all the risks and barrier associated with it.
Freeze: At this step the policies and rules formed by the organsiation would be freeze till the next
change. Here the organiastion would get used to for practicing these changes and policies. As in
the case with M&S the company would be completed with their all necessary rules and policies

and comes into the habit for following the same. The recruitment and selection team would
develop the practice to follow their new rules and policies and will work accordingly.
Evaluation of change management and organizational design
The oganisations now a day have understood that the change is a continuous process.
Therefore they have tried to build or adopt that organizational design in which the change can be
easily initiated or implemented. The same applies with Marks and Spencer Company, they have
adopted that organizational design or approach, contingency approach, where they can easily
bring up the necessary changes in the organizational operations. The organizational design and
the change management must go hand in hand. They must matches with the objectives of
organisation. Managing the change is very important as it helps the M&S organisation in coping
up with the external and internal environment and also in attaining the competitive environment.
CONCLUSION
With the investigations of all data it is presumed that business is playing out their work
with including right and compelling representatives among organization tasks and capacities.
This likewise characterizes HR division is an essential viewpoint for organisation which is
boosting worker execution with including development the executives methods. So organisation
acquires more achievement in the business. Additionally, there is diverse change the executive’s
model actualized by organisation which is driving business to improve their general exhibition.
In the last, with the methods of motivation, for example, natural and outward it is simple for
organisation to spur all workers to achieve organization objectives with chose steps.