Value of Organisational Design Theory in Organisational Structure and Strategy

Human Resources –
Values and
Contributions to
Organisational
Success

Table of Contents
INTRODUCTION...........................................................................................................................3
P1 Value of organisational design theory in relation to organisational structure and attainment
of organisational strategy.......................................................................................................3
P2 Analysis of various techniques used to attract, maintain, develop, retain and reward
talented employees to create skilled workforce......................................................................6
P3 Evidence based research for emerging HR developments................................................9
P4 The relationship between organisational design and change management.....................11
(Covered in PPT)..................................................................................................................11
CONCLUSION..............................................................................................................................16
REFERENCE.................................................................................................................................18

INTRODUCTION
Human resource’s goal is to ensure that a firm hires people that management feel are
talented, enthusiastic and dedicated to obtaining the long-term competitive edge that a firm
requires. To assure that a firm accomplishes its goal, human resource needs establish several
important categories. The very first aspect is the importance on investment in workers. The
firm must assure that all these personnel can contribute value to the firm. This could distribute
assets that enhance organizational performance by establishing a planned balance among
prospects and capabilities. Unilever is taken as the base organisation. Unilever is a multinational
consumer goods organisation which was established in 1929 by Margarine Unie and Lever
brothers in London, UK. The organisation is specialises in selling of foods and refreshments,
home care and beauty and personal care products. This report covers the importance of
organisational design to the delivery of sustainable performance, requirement to develop
motivated, knowledgeable and experienced individuals and teams as well as the contemporary
knowledge and research to support emerging HR developments.
P1 Value of organisational design theory in relation to organisational structure and attainment of
organisational strategy
Organizational design is described as the procedure of aligning organisational structure
with corporate goals in order to improve the corporation's productivity and
profitability. Organizational design is concerned with identifying unproductive parts of
processes, working process, systems and structures and restructuring them to match with
company goals. Organizational design is divided into two groups such as traditional and
contemporary. Traditional organisational structure consists of a basic, functional and divisional
structure (Aboelmaged, 2018). Contemporary organisational design includes boundary-less
organisations, autonomous internal divisions, learning organisations, project structures, team
structures and matrices structures. The goal of contemporary organisational structure is to meet
the changing needs of today’s businesses.
The definition of organisational structure is a framework that outlines how roles, duties,
authority and power are distributed and overseen in the firm and governs the circulation of data
inside the organization. The company's organisational strategy describes the activities that must
be performed by the business in effort to achieve the corporation's long-term objectives. External

influences have an influence on organisational design (Bouranta and et. al., 2019). Technological
developments have an impact on organisational design since the use of modern technology
assures increased organizational effectiveness. Utilization of cutting-edge technology alters
organisational design. Furthermore, organisational design that does not enhance the corporation's
durability is frequently exchanged for responsible organisational design. Agile organisations are
those that adapt rapidly to alterations in the industry (Kolb, Fröhlich and Schmidpeter, 2017).
An agile organisation is defined by its consumer-centricity, efficient use of modern technologies,
networking of teams, shared vision between personnel and capacity to adapt quickly.
McKinsey’s 7S model
This is a model of organisational design that gives data on the business's organisational
design. In context to the selected organisation, McKinsey’s 7S model is mentioned below:
Strategy: This aspect includes the company's strategy for gaining a competitive edge.
Unilever's business strategy aims to deliver value with marketing, merchandise selection and
services to create a one-of-a-kind purchasing environment.
Structure: Unilever's organisational structure is a divisional organisational structure.
System: The everyday processes followed by the employees to ensure the effective
operation of the firm. Unilever employs a variety of procedures to ensure the seamless operation
of the business.
Shared Values: Their values guide how they do operations and engage with their co-
workers, partners and consumers. Their four values are honesty, responsibility, respect and
foresight.
Style: Unilever has adopted a democratic leadership style.
Staff: The firm employs 155,000 highly trained and talented individuals.
Skill: Unilever employees are given training initiatives to help them improve existing
skills and create new ones.
Star Model
The Star Model is a framework established by Jay Galbraith which is utilized as a foundation for
design decisions in the creation of companies. By applying the Galbraith Star Model successfully
throughout this stage of an organization's growth, management enhances the likelihood of
attaining high efficiency further and also the possibility of establishing a healthy company
culture. In context to the chosen firm, Star Model is mentioned below: