Human Resource Value and Contribution to Organisational Success

This report discusses the importance of organisational design theory and different techniques used for maintaining and developing human resources. It also covers the impact of emerging HR developments on the role of HR function in the future and the response of organisational design in adapting to change management. The report is based on RHP, a non-profit housing association company operating in London.

Human Resource value
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Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Evaluation of importance of organisational design theory in context of organisational structure
.....................................................................................................................................................3
Critically evaluate the importance of organisational design.......................................................4
PART 2............................................................................................................................................4
Analyse the different techniques used for maintaining and developing human resources.........4
Critically analyze different approaches and techniques to motivation, human capital and
knowledge management..............................................................................................................5
TASK 3............................................................................................................................................6
Conduct research to support evidence for emerging HR developments.....................................6
Emerging HR developments will affect the role of HR function in the future...........................6
TASK 4............................................................................................................................................7
Response of organisational design in adapting to change management.....................................7
Different types of changes that can affect different type of organizational design.....................8
CONCLUSION................................................................................................................................8
REFERENCES...............................................................................................................................10
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INTRODUCTION
Organizational design refers to the process of aligning operations and structure of the
organisation along with the objectives. The ultimate aim of organisational design is to enhance
effectiveness and efficiency (Mansfield, 2018). The business process involves workflows,
responsibilities and roles, volume of work and other analysis of activities. Human resource
management refers to the department that is in charge of screening, recruiting and training and
further managing the human resources that are available in the organisation. In this report, RHP
is considered which is a housing association company operating in the west part of London. This
is a non for profit organisation which helps in driving strong social purpose of providing homes
to the people who are unable to afford living in a local area of city. This report covers the
importance of organisational design theory which are considered in the context of organisation
structure of the respective organisation. Further the different types of approaches are analysed
which will be helpful in maintaining, attracting, developing and rewarding human resources of
the organisation. Further some evidence of emerging HR developments is discussed in context of
the respected organisation.
PART 1
Evaluation of importance of organisational design theory in context of organisational structure
Organizational design is the process that is used by the company in their business model in
order to make structure and align the functional strategies. It is a way in which the structure of
the organisation is shaped (Kayaga, Kingdomand Jalakam, 2018). This involves several aspects
such as formation of team, different shift patterns, communication channels and decision making
process. This process is highly helpful for the company as it leads them to the achievement of set
objectives and goals. Implementing organisational theory is essential as it is helpful in analysing
the different prospects at which the functionality works. Further the importance of organizational
design in RHP is discussed along with the context of organisational design and strategies: Dealing with Contingencies- Contingency refers to the event that may occur without any
kind of expectations. In order to deal with such uncertain and unexpected events, it is
essential for RHP to properly plan the events. The volatile and changing business
environment is one of the major example of contingency. Design of the organisation
plays a major role in terms of effectively and efficiently controlling various set of factors
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that exist in the environment. The respective organisation must be able to attract skilled
employees, government contract and permanent customers in its environment. The
structure that is the organisation design must be made in manner so that they can increase
their control over the different parts of business environment.
 Competitive advantage- Organisation design plays a major role in the deriving
competitive advantage in the business (de Beeck, Daniëls and Hondeghem, 2021).
Restructuring design helps in terms of dealing with new set of challenges that are
generally faced by company while dealing in the business environment. Restructuring the
organisational design according to the competitive factor will help the firm in terms of
gaining good market.
Critically evaluate the importance of organisational design
Organisational design plays an important role in deriving business objective, the
company should implement set an organisational structure or design so that it will further help in
terms of increasing the productivity. The classical theory views the organisations as a machine
and the human beings as part of the machine which helps in terms of increasing affectivity and
efficiency. The organisation must come up with techniques that will help in terms of improving
organisational techniques of the business.
PART 2
Analyse the different techniques used for maintaining and developing human resources
Human resource planning refers to the technique that is used by the organisation in order
to come up with elements that will help in maintaining and developing human resources of the
business. RHP must come up with different forecasting techniques that can be used in the human
resource planning structure. Few of such techniques are discussed below: Analyse the work operations- This is the foremost technique which is used by the
organisation in order to well manage the operations in the business context. This will help
in delivering the best course of work which will derive productivity and profitability in
the business. Conduct a detailed job analysis- Conducting job analysis is helpful as it will be used in
terms of maintaining and managing the work (Gardner,and Paulin, 2018). The
requirements of jobs must be anlayzed as they are directly linked with development in the
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course of work that is being delivered by the employees in Overall, this work requires
major modifications (redo). Notheir business structure. Providing training and assistance to the users- Conducting training sessions in the
business is highly helpful as it helps in terms of providing quality assurance of the work
that is being provided by the employees. Training employees in the business increases
range of affectivity and efficiency It can only be derived once the company conduct
different training sessions across the workforce (Veldsman and Aarde, 2021). The
workforce must conduct training sessions on a regular basis so that the employees
working in the company can build a range of new skills and techniques which will be
helpful in terms of delivering best technique in the business model. Giving clarity of work- Providing clarity of work to the employees is essential as it helps
in terms of bringing clarity to the work that is being delivered by the employees of the
organisation. The work that is being established in the organisation should be sorted so
that every employee will know the tasks that they need to deliver in the organisation. The
work should be clear to every employee so that there is no confusion regarding
responsibility and accountability of work.
 Creating groups and teams-guidelines The organisation should make different set of
groups and teams so that the overall work in the group can be divided in a form where
maximum amount of productivity and efficiency can be derived. Creating new groups
and teams will bring more proficiency in the work as every individual working in the
company will bring their own set of expertise. The expertise can only be derived in the
business structure if there are different set of groups who deliver the best quality of work
in their specialised field.
Critically analyze different approaches and techniques to motivation, human capital and
knowledge management
There are different approaches of motivation such as behavioral, cognitive, horticultural,
humanistic and attribution. Using different motivational techniques on the human capital will
help in terms of attaining the set goals and objectives. The organization should come up with
different form of techniques through which they can influence people. The monetary and non
monetary techniques are common form of techniques that helps in terms of projecting good
result in the organization. Human resource of RHP should conduct different training sessions in
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the business model so that maximum people can increase their productivity and efficiency.
Motivation and training plays a huge role in increasing the efficiency of people who are currently
working in the organization.
TASK 3
Conduct research to support evidence for emerging HR developments
To bring an effective change making factor in the organization, it is essential for the
human resource manager to figure out the changes that can be made while operating in a global
environment. The HR activities are developing at a rapid rate which extensively helps in terms of
bringing maximum contribution from the employee's side (Khorommbi, 2019). Advancement in
the technological department plays a major role in terms of improving the accuracy and
efficiency of the employees and process in which they get indulge. Improvement in the
technological part that directly contribute in the process of development in HR: Improvement in training programs- Technology plays a major role in terms of helping
individuals in terms of increasing the learning power. The HR manager should implement
new set of learning in the online training sessions using the improved set of techniques
that will directly contribute to the process of development. Enhanced usage of new set of techniques- The organization cam implement new set of
advanced technique which will help in driving business objectives within the given time
frame of dedicated time. Using new techniques that are technologically advanced will
help in terms of bringing more and more productivity in the current business model.
 Development in the hiring and selection process- The HR process is highly focused on
the process of hiring and selection in which the main focus is to bring candidates that are
eligible for the job. This is selected on the basis of skills that the individual possess as
they are the main essence of the company. The hiring and selection process is somehow
semi automated which helps in increasing the accuracy and efficiency of work.
Improvement in technology has impacted the process of hiring and selection to an
extreme level such that the process became easier and more efficient.
Emerging HR developments will affect the role of HR function in the future
Human resource development is framework in which the work of the human resource
manager is to enhance the human capital in which the company is looking to improve
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functionality of the business model. This idea is majorly focused on dealing with the difficulties,
challenges and issues that are generally faced in the human resource function. The current
scenario of the company is that the business must come up with development in the human
resource activities in order to smoothly run the functions of the business.
TASK 4
Response of organisational design in adapting to change management
Change management refers to the manners and methods in which an organization
describes and implement different set of changes so that the internal and external process of the
company can be improved. Applying change management is a technique through which business
comes up with different set of changes that will help in terms of dealing with the business
environment. Effective communication plays a major role in the business which is directly linked
with the change management process, bringing different changes in the business model is
essential as it is directly linked with increasing the viability of business structure for a better
adjustment in dynamic environment. Implementing change plays a major role in increasing the
productivity as the employees start working in new set of environment. Organisational change is
one of the most essential thing which ensures that the organisation is able to survive the volatile
environment. The change must be derived in the business structure and policies so that the
company can get a competitive edge in the market (Rovelli, 2020). The change management
process that should be implied in RHP in respective to organisational design are further
discussed below: Prepare the organisation for change- The organisation must consider the different forms
of changes that can be applied in the business structure. These changes must be formed
by taking different factors in consideration such as current business design, strategies and
other policies of the company. Craft a vision and plan for change- The organisation must come up with a plan that
supports the process of vision and plan that is applied in the business model. Crafting a
vision plays an important role in giving clarity to the employees regarding the plan. The
plan will consider all the necessary measures that are concerned about the current design
of organisation.
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 Implementing the change process- The implementation of any change process requires
different set of application techniques which will help in terms of changing the
organisation design. The organisational design should focus on different ideologies which
help in terms of effectively implementing the change process. RHP must set up
organisation in a way in which the changes are embraced by the employees and the
business continues to implement new organisation design through which the dynamic
environment can be managed by the manager.
Different types of changes that can affect different type of organizational design
Organisational design can be impacted by different changes that are being implied in the
current business model. The changes can be implied in various set of factors that are concerned
with business practices. Few such organisational changes are further discussed below: Change in procedure and process- Changes in the different form of processes and
process directly impacts the design in which the organisation is currently operating. The
working and functionality of the organisation is extremely dependent on the procedure
that is being implied in the business model. Organizational change is highly impacted as
the process followed in the business plays a major role in fulfilling the objective.
 Change in strategies- Strategies is one of the most essential part of the organisation that
helps in fulfilling the objective of business. The different set of techniques and strategies
should be used in the business model so that the company can maximize their revenue
along with competing several factors. The organisational design is based on the strategies
that are used by the organisation in terms of marketing, financials and other areas of
business model (Rovelli, 2020). rms of allocation, supervision, coordination which helps
in direction towards the achievement of objective. The strategies are derived from
different business models and components which constitute to the process of bringing
new set of technology in the business model.
CONCLUSION
From the above report it can be concluded that organisational design plays a major role in
the fulfilling the success criteria of business. The objectives and goals can only be accomplished
in the organisation if a proper form of structure is being followed in the organisation. The
organisation should use different form of HR techniques in developing the current workforce
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through different means. HR training and developing sessions should be conducted on a regular
basis so that maximum amount of efforts can be applied by the employees. There are several HR
development techniques that contribute in terms of driving good efficiency in the business
model. Further there are several types of changes that are implemented in the organisation that
help in terms of effecting the current organizational design.
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REFERENCES
Books and Journals
Mansfield, R., 2018. Changes in information technology, organisational design and managerial
control. In The Management Implications of New Information Technology (pp. 216-
230). Routledge.
Kayaga, S.M., Kingdom, W. and Jalakam, A., 2018. Organisational design for improved
performance of urban water utilities in developing countries. Utilities Policy, 50, pp.49-
59.
de Beeck, S.O., Daniëls, E. and Hondeghem, A., 2021. Transitions in the organisational design
of the HR function in the public sector. In Research Handbook on HRM in the Public
Sector. Edward Elgar Publishing.
Gardner, S. and Paulin, S., 2018. The journey of self, nature, technology and sustainable
organisational design: insights for transformative leadership praxis. In Disciplining the
Undisciplined? (pp. 243-254). Springer, Cham.
Veldsman, D. and Aarde, N.V., 2021. The Future of Work: Implications for Organisational
Design and the Psychological Contract. In Redefining the Psychological Contract in the
Digital Era (pp. 73-93). Springer, Cham.
Khorommbi, K.C., 2019. The establishment of catchment management agencies in South Africa:
an organisational design perspective (Doctoral dissertation, North-West University
(South Africa)).
Rovelli, P., 2020. Reimagining Organisational Design to Boost Corporate Entrepreneurship. -.
Dekkers, R., 2018. Group technology: Amalgamation with design of organisational
structures. International Journal of Production Economics, 200, pp.262-277.
Maylor, H. and Turkulainen, V., 2019. The concept of organisational projectification: past,
present and beyond?. International Journal of Managing Projects in Business.
Barros, L.A.M.D. and Fischmann, A., 2020. Strategy code: indicators of organisational
alignment for obtaining strategy implementation effectiveness. International Journal of
Business Excellence, 21(1), pp.37-63.
Trondal, J., 2021. An organisational approach to meta-governance: structuring reforms through
organisational (re-) engineering. Policy & Politics.
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Manu, P and et. al., 2019. Design for occupational safety and health: key attributes for
organisational capability. Engineering, Construction and Architectural Management.
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