Organisational Design and Change Management

This presentation explores the importance of organisational design and change management in the field of human resources. It discusses emerging HR developments and strategies for success, including acceleration of performance management, developing a regular feedback culture, employee experience, investing in talent, and remote staff. The presentation also includes a conclusion and references.

Organisational
Design and Change
Management

Table of content
 Introduction
 Conduct research and use contemporary knowledge to support evidence for emerging
HR developments.
 Acceleration of performance management:
 Developing regular feedback culture:
 Employee experience:
 Investing in Talent:
 Remote Staff
 Conclusion
 References

INTRODUCTION
Human resource is the group of persons who create
workforce of business sector, company, industry and
organisation. HR is segment of business that is charged by
performing the process of finding, screening, recruiting,
selecting, training and also acting administering employee
benefit programs. Syngenta is the organisation that was
selected in this assignment. It is a company that deals globally
by manufacturing seeds and agrochemicals (Al-Ali and et. al.,
2017).

Conduct research and use contemporary knowledge
to support evidence for emerging HR developments.
Human resource plays an important role in every organisation as it help in
performing various task in business in right and effective manner. Market
research is beneficial for supporting evidence to emerge HR development.
To make better strategies for business, marketers require to analyse both
internal as well as external factor carefully. It is necessary for every
company to do research that supports to develop business knowledge
regarding emerging Human resource practices development. As some of
emerging HR development is describe in below mention paragraph as
these are as follows:

Acceleration of performance management:
According to Blumberg and et. al., (2019) , there are a number of
individuals in an organisation who are successfully contributing
towards the year end results of an organisation. Every organisation
have some amount of human capital that is unharnessed potential
and is to be tapped by human resource department of the
organisation. This can be from various combinations that include
strong team members, strong leadership, stronger discipline and
process it is also clear that there are a number of factors that are
required to build and sustain a team that is positively working in an
organisational culture. There are a number of factors that are
considered by organisation while they are looking at accelerating
the performance management in business.

Developing regular feedback culture:
According to Cimini and et. al., (2020) , it is often seen that
people in organisation or general life are not ready to critique others. It
is however a great step that can be taken by employees to be conducted
in a polite, constructive and embowering manner. It is often seen that
critical feedbacks are often not working similarly across different
cultures. There are different guidelines for providing feedbacks in
different organisations. When an organisation is building a strong
feedback culture it is often seen that growth of teams, individuals and
organisation is seen. In order to successfully make use of feedbacks
there are a number of steps that are to be followed by human resource
department.

Employee experience:
According to Doppelt, (2017), the employee experience is an increasing topic in human
resource department in today's world. It is often seen that companies are investing a lot in
order to develop their employees in such a way that they are more in demand and they can
also access to a number of better places for work. Employee experience also add to factor
that will prove them to be more innovative then rest of the individuals. When taking
concept of employee experience in Human resource it is often considered to be equal to
employee experience. Organisation is trying to identify the neds, expectations and fear of
employees in this concept. The organisation aims at developing and demonstrating care for
employees in the context of their work.

Investing in Talent:
This strategy is related with effective management of talent within an organisation in terms
of retaining employees for the longer period of time. In regard of this, it leads to consider
various strategies which is helpful for company to motivate their employees for the long
term survival. For this, they tends to opt various strategies like developing healthy relations,
motivation and various motivational strategies and so on. In terms of Syngenta the
perspective of HR is related with suitable retention of employees considering various
factors including:
Improvement in employee brand that leads to offer suitable job opportunities in terms of
attracting skilled and talented employees.

Remote Staff
This factor depicts the working effectively and silently for
company as there are various organisations who tends to get their
work done from the external sources including those employees
who does not work at the infrastructure of company but provide
their services to company. With changing in time, remote working
is becoming more trendy and famous considering the
technological advancement that leads to become quite easy for
employees to have significant productivity to develop effective
connection (Heath and Porter, 2019).

Conclusion
After doing deep evaluation and analysis it is to be conclude that it
is necessary for company to add value to its business so they can easily
achieve the desired targets. It is crucial for organisation to develop smart
organisational design that is suitable for strategic and structure
development. To make their workforce skilled and talented organisation,
adopts various motivational techniques in this report. It gives positive
impact on both profitability and growth.

References
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Waddell, D. and et. al., 2019. Organisational change: Development and transformation. Cengage AU.
Baker-Shelley, A., Van Zeijl-Rozema, A. and Martens, P., 2020. Pathways of organisational transformation
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