Human Resources - Value and Contribution to Organisational Success

This report discusses the value and contribution of human resources to organisational success. It covers the importance of organisational design theory in the context of organisational structure, techniques and strategies used to attract, retain, improve, and reward human resources for workforce development. The case study focuses on Syngenta, a leading global supplier of agricultural science and technology.

Unit 36
Human Resources -Value
and Contribution to
Organisational Success

TABLE OF CONTENTS
INTRODUCTION.....................................................................................................................................3
MAIN BODY............................................................................................................................................3
LO1........................................................................................................................................................3
P1: the importance of organisational design theory in the context of organisational structure .......3
LO2........................................................................................................................................................6
P2: Techniques and strategies used to attract, retain, improve and reward human resources for
the development of a workforce.......................................................................................................6
LO 3........................................................................................................................................................8
LO4........................................................................................................................................................8
P4: the relationship between organisational design and change management................................8
CONCLUSION.......................................................................................................................................10
REFERENCES.........................................................................................................................................11

INTRODUCTION
This report introduced about the value and contribution to organisational success. As
organizations need to implement plans and motivate workers to produce effective
productivity and increased their sustainable results so that the company can design their
brand image towards the customers and increase their market share. This report include the
importance of the organisation design in context of organisation structure to improve the
quality of performance for increasing the profitability and also evaluate a variety of methods
and tools that can be used to develop, maintain and reconstruct and also reward the different
employees so that the organisation can work in effective way and fulfil the needs and
demand of the customers arises in the marketplace (legge., 2018). As this report also
examines the interrelationship between the organisational designing tools and change
management to control the working criteria of the employees. The case study is based on
“Syngenta” organisation which was established in 2000 and was acquired in 2015 by China
National Chemical Corporation (Chem China).The Syngenta Group, with its headquarters in
Basel and further sites in Chicago, Tel Aviv and Shanghai, is a leading global supplier of
agricultural science and technology, in particular seeds and crop protection products. Bio-
fuels, such as biodiesel, are also made by Syngenta .Often, this Company provides farmers
with digital services.
MAIN BODY
LO1
P1: the importance of organisational design theory in the context of organisational
structure
Organisational Design-
There are a variety of structures and designing of coordination, boost capabilities and
enhance creativity. Further, it provides an atmosphere where individuals can function
efficiently. The process of aligning an organization's structure with its priorities is
organizational design, with the ultimate goal of enhancing performance and effectiveness.
Understanding of business processes, workflows, responsibilities and tasks, work quantities,
review of activities and resources (Chandwaskar., 2019). An organizational designing
describes the manner in which the activities and segregated tasks achievement of business
objectives, which can be segregated as planning and supervision. Organizational structuring

motivates organizational behaviour and provides the basis on which standard operating
procedures and routines rest.
Organization Design of Syngenta Agriculture:
 It has created and cultivated a culture of motivation and future growth in requirements
of clients.
 It cannot select a traditional progressive construction which can be very in proper for
the organizations dependent on exploration
 It has encouraged the representatives to reinstate and categorise the capacities,
techniques and efficiencies that they can easily implement in their job areas and filed
of operations taught about circumstance taking care of, time the executives, pioneer
transport abilities, task inspiration etc. (Maximova., 2020)
 The aim became to appreciate and adapt with the changes in the group ideas to bunch
as sure cumulative power of groups traits most extreme execution in which each part
utilizes their own skills and resources along with other individual’s capacity and
qualifications or skills, this planned reinforcement and its outcomes over gatherings.
 From the above organisation design it can be stated that company have organisation
design that clearly specified about the way information will be follow or process will be
followed so that best outcome can be achieved. Healthy organisation culture has
motivated employees to give their best or make optimum utilization of their respective
capabilities. Clear definition of roles and responsibilities performed by each member
has contributed in reducing conflict and confusion among individual to maximum
extend.
 On contrary note, there are various disadvantages of organization design of
Syngenta Agriculture is that strict process and procedures has created problem
for company. They have to follow specific rules and regulation thus it lead in
delay in delivery of services to customer’s.
 Moreover, the information flow from top to bottom hierarchy so it lead
additional cost, time as well as efforts to complete the same.


Function organisation structure has been used by Syngenta Agriculture as it has
organised department on the basis of function performed by each department.
Thus in functional organisation structure each department is vertically
structured so that better services can be rendered to customers. Therefore,
specific organisation unit report to single authority that is top management.
Advantages and disadvantages of functional organisation structure can be
illustrated as follows:
The employee's that have similar skills, knowledge and experience are group
together that helps in completing task in best possible manner.
 On the other hand disadvantages is that employees get bored while doing
repeated task again and again. So it may result in high employment turnover or
frustration to do repeated task.
 It can be stated that the function structure is effectively for company as it
contribute in division of work on the basis of function performed by specific
department. So it can be concluded that organisation design as well as structure of company
is good but it can also make use fo division structure as it has various operation
that can simultaneously managed. Thus company through making use of division
organisation structure can easily coordinate work and contribute in growth and
success of firm.

Importance of organisational Design-
 Contingencies Dealing- Broadly, contingency can be easily categorised as this
occurrence that may arise without any expectation, a contingency can be clarified and
the management should prepare appropriately to meet such possibilities. The design
of the organisation defines how effectively it can manage different variables in its
environment. The ability of a company to retain and attract qualified employees, fixed
clients and government partnerships are indicators of the degree to which those three
environmental factors can be regulated (Jonathan, Rusu and Perjons., 2019).
Anything that can arise in the future, usually creating issues or needing more
arrangements to deal with it. A plan to deal with anything that might happen in the
future or cause problem.
 Competitive Advantage- Every organization needs to design its structure in such a
way as to have the maximum sustained competitive advantage in the current
competitive era. Competition encourages a company to build a competitive plan
through by producing better goods and services to outperform rivals. The method of
constructing an organizational structure is a significant determinant of the
organization’s execution. For instance- the Syngenta organization provide good
quality of seeds and crop protection products so that they can compete with other
organization and can maximize the market share. As it is one of the best leading
agriculture company which mainly focuses towards the farmers and provide them
good facilities and products so that maximum farmers utilize the crop protection
products and seeds provided by the Syngenta and the company can build the brand
image and increase the market share as compared to other agriculture companies.
 Diversity in workforce- Diversity in the workforce has a direct impact on the
productivity of the company because of variations in gender, and the position or
origin of employees. Changes in employee characteristics, such as the introduction of
immigrant workers and the retirement of existing employees, require careful advance
preparation (Griffin and et.al., 2020). The design of the company should be structured
in such a way that a diverse workforce of different cultural backgrounds will allow the
best use of talent. They should be encouraging their workers to work together and
accomplish the organization objective. For instance- as the Syngenta organization
occurs various department in their company to maintain the workflow of the firm
cause every employee have different ideas to perform their task and this will direct
impact to the productivity of the firm as different employees have different demand
and needs to be accomplished and the company would focus towards the
responsibility of the employees and the unskilled employees and encourage the
employees to work together and effectively achieve the goal of the company so, that
the firm will increase the market share and compete with other agriculture companies.

 Innovation and effectiveness- Those organizations that produce products and
services according to people's expectations are effective and successful. Countries
having lower labor costs which motivate companies all over the world to become
more productive and knowledgeable in today's competitive environment and to reduce
costs and therefore improve quality according to customer requirements so, that more
customers are attract towards the brand and the company can increase the market
share and compete with competitors in market place. In order to achieve the desired
productivity in the manufacture of products and services, designs, research and
inventions are plays a crucial role for development of the company (Mikhailushkin
and et.al., 2018) . For example- the Syngenta is accelerating agricultural innovation or
looking for job opportunities. So, that the individuals get job and the organization can
expand their business towards the growth. This will increase goodwill of the
organization and maximize the marketplace in various sectors. The innovation in the
quality of the products will maximize the market share as more farmers will consume
the seeds and crops protection products provided by them and the individuals who are
looking for the job they will get the opportunity to develop their skills in the
agricultural company.
The Human Relation theory to motivate the employees of the organization-
The theory of human relations, also known as neo-classical theory, state that it is important to
take into account the people who are working there and their actions when constructing an
organizational structure. The organization consists of people with various needs that can be
studied and groups of individuals who create their own styles of doing things and their own
code of behaviour. While, this theory focuses towards the job fulfilment, casual organisations
in the entire working area and finally the productivity of employees also gets increased. So
that the employees get motivated towards their performance and effectively perform their
task and accomplish the goal of the company.
LO2
P2: Techniques and strategies used to attract, retain, improve and reward human
resources for the development of a workforce.
Approaches and techniques used to attract, retained and improve human resources can
be illustrated as follows: (Recruitment and selection)
 Creation of target recruitment plan: The first and foremost approached used by
manager of company is creation of target recruitment plan in order to identified
number of individual needs to be hired for completion of specific task.
 Positive working environment: Another approached used by HR is providing
positive working environment to employee's so that they are motivated to work

with organisation for more time frame. Such as Syngenta has ensure friendly,
healthy working environment that contributed in retaining talented individuals
in the firm.
Approach related to training and development
There are different approached that are used by HR of company for training
and development of employee's. Such as:
On the job: In this approach Hr manager trained and develop employee's while they
are practically working in the organisation. Such as providing it mentoring, job rotation
and coaching to employees so that their skills and capabilities can be developed.
Off the job: It is another approach that is used by HR manager to train and develop
employees that is through e- learning and organizing conference or training program so
that they can learn and acquire new skills.
Human Resource Management is a feature of an organization that focuses primarily on
recruiting talented employees so that end objectives can be achieved in the best possible
manner. Moreover,it can be illustrated that HR addresses issues related to the company's like
well-being, efficiency, recruiting, safety, pay, benefits, training and motivation. Thus it can
be stated that HR manager plan several strategies related to management or motivation
of diverse individuals for achievement of end goals. (Alshmemri, Shahwan-Akl and
Maude., 2017).
Approach related to performance management
Herzberg’s Two-Factor Theory of Motivation for team development and individual
development-There are some variables that result in satisfaction on contraty while there are
other job variables that leads to dissatisfaction among employees.
A. Hygiene factor- It can be stated that lack of hygiene factors lead dissatisfaction
among employees, there are limited chance of present of better environment within
surrounding of the job. Syngenta manager have provide employees job secularity and
attractive salaries so that they can work hard for growth and success of enterprise.
Therefore it is important for manager to decide appropriate method that could
motivate them to enhance their overall performance and productivity for achievement
of end goals.
B. Motivational Factor- Manager of Syngenta also make use of intrinsic motivation
order to inspired individual to make the best utilization of their capabilities and skills.
Likewise, manager by focusing on building strong relationship with employees is able
to contribute in motivating employees. Recognition of employees for their hard efforts
has also helped in inspiring individual to give their best so that company can retained
its market share for longer time frame. At the same time promotion of employees to
higher level has also helped them to enhance their overall performance and
productivity.
Different approach and techniques used by HR for Reward management
McClelland's acquired needs Theory of motivation-

McClelland is one such theory that describes the way employees are motivated thus it
segregating what needs are and how they need to be handled. McClelland state that there are
three elements that motivate employees such as power, achievement and affiliation. The way
all these elements contributed in inspiring individual of company can be stated as follows: Need for achievement- Accomplishment-based individual traits include tendencies to
take moderate-risk (not high-risk) choices, to choose precise targets, and to seek
immediate job input. Instead of focusing on material benefits, these people are
extremely committed to work mission completion and meeting deadlines. It can be
hard for these individuals to handle others and to delegate tasks to others. In
conditions that require imagination and ingenuity, individuals like these are typically
helpful. Need for power-Power concerns the potential to impact others. Individuals with a
high desire for control are driven to achieve a role from which they can manipulate
and regulate others. In managerial positions, the need for control can be successful if
it is used to build better conditions or a more productive work climate. Individuals
who have a high need for power have a need to manipulate circumstances and
individuals and to control them. One of the principles of management is that in a
company in which individual power gives the right to regulate the sections of the
organization to the upper and middle management, the need for an association is
constant.
 Need for Affiliation-This is the need, and is acknowledged, for communication with
others. It wants to be emotionally attached and the agony of rejection is avoided. In
management, this form of need can be a downside. The manager appears to
concentrate more on how others view them than on mission achievement or success. It
can be tricky to discipline staff. Those people who have a high sense of association
interact with others efficiently. Typically, they prefer tasks that facilitate the growth
and preservation of a relationship.
In case of Syngenta the agriculture company motivates their employees who are working in
the premises as they adopt the Herzberg two factor theories and McClelland acquired need
theory of motivation.
Correlation of these approached with HR functions
So that the individuals and team members develop their skills and effectively
accomplish the work this will be benefit for the company as the organisation achieve
their objective and also increase the market share and maximize the profitability. The
agriculture company will provide good quality of products and seeds to the customers
while their internal environment or the employees are motivated and they effectively
produce the goods and services (Afshin and et.al., 2017). This will lead customer’s
satisfaction towards the products and services they are provide to them. The motivated
individual effectively accomplishes their target and the motivated team will work
together and complete the target on specific time. While adopting the different
motivational theories the Syngenta will maximize their productivity and also build the
market share and compete with other agriculture companies in the marketplace.

LO4
P4: The relationship between organisational design and change management
Why Do Organizations Change?
Change is a part of every organisation. Business environment contain volatile
nature that offer businesses to address some kind of change in work practice that can
allow the company to meet the changing need and requirements (Jooste and Hamani.,
2017). Change is a constant process due to changes in technology, expectation,
requirements and sector of the company. If the organisation wants to sustain in the
business environment even after having such a huge competition it can opt the change
that can lead the business entity. The biggest reason behind the change occurred at
work place is that the expectation of customers also keep on changing that motivate the
business entity to address some kind of change. The organisational changes can
introduce in the structure, policies, working techniques, requirements, infrastructure,
resources and over any other place of operation.
Types of changes that impact of organisation design-
 Organisation- wide change- Organization level changes are easily identified as
the wider scope level which ultimately influences the practices in whole
organisation. It can directly influence overall restructure entire administration,
segregate into multiple approaches and lastly also present an entirely new
venture. Such large-scale change will be felt by every single employee. At a wider
scale on the level of organisations affect the overall planning and further the
communication also gets facilitated in the entire organisation (Rosenbaum, More
and Steane., 2018). Irrespective of the fact that results might be entire positive or
even negatively can directly influence the overall changes in the organisational
strategies that are implemented for execution.
 Transformational change- Overall there are a multiple level of transformational
modifications which ultimately affect the strategies of the organisations. The
organisations have affected the overall changes and there are several
characteristics such as nimble, transformation and can easily adapt which
further transforms the entire planning at the time of need. There are a variety of
changes such as cultural, social, climatic and technology related changes that
influence leaders a multiple number of times.
 Personnel change- Personal change is related to the workforce over the business
entity. This involve changes in the human resources part of the organisation.
This involve changing the overall capabilities of workforce part of the company

(Elsbach and Stigliani., 2018). It involving guide the human resource to develop
the individual potential and capabilities by adopting new skills so that overall
objectives can meet.
 Unplanned change- This is the spontaneous change that needed to address by
business entity. This involve the immediate change that required to address by
business entity.
 Remedial change- This is the change needed to address in order to address any
immediate issue or problem. This is about to take the remedial step so that
company can address to specific issue or problem. Different kinds of remedial
activity could incorporate inspecting systems that may have been set up for quite
a long time yet are not, at this point productive. Issues coming from authority,
for example, a recently named CEO who ends up being a helpless fit for the
organization may likewise call for medicinal change. Albeit therapeutic change
endeavours should be customized to the particular issue close by, they actually
require compelling authoritative change systems to be viable.
Such as situation of of Covid-19 on Syngenta Agricultures-
COVID 19 is one of the spontaneous or unplanned changes which the companies
did not think of and especially Syngenta also faced various consequences because of
this. But the company managed the changes quite successfully.
A worldwide review of enormous scope ranchers in country like Brazil USA, France,,
China,and India and across Africa for Syngenta Group discovered 72% are stressed
over the effect environmental change will have on harvest animal well-beingz, yields,
and their capacity to work together over the course of the following five years.
Ranchers wherever have additionally needed to manage unrivalled change in light of
the Covid-19 pandemic. A different review on European ranchers discovered around
the 46% said organizations had been altogether affected by the COVID-19. Be that as it
may, 53% said environmental change was as yet the quick need and 63% concurred
environmental change would greatly affect the business by Covid-19 throughout the
following 5 years.
Evaluation of the way company has managed the changed after the situation of covid-
19
The Syngenta Group dispatched freshly Growth Plan, setting battle oppose to
biodiversity environmental changes and misfortune at centre from the horticulture's
recuperation of financial and cultural impacts of Covid-19 limitations (Hayes., 2018).
Plan of Good Growth incorporates strong new responsibilities of lessen agribusiness'
carbon impression and helps ranchers manage the extraordinary climate designs

brought about by environmental change. Chief Executive Officer at the Syngenta
Group stated, Erik Fyrwald,: "Since its dispatch the Plan's for Good Growth standards
and needs have gotten profoundly inserted in the manner we work together at
Syngenta. Arrangement are obviously, simply the beginning.
"The Covid-19 has uncovered the delicacy to the farming environment. In
Pandamic, environmental change are unavoidable danger that should code before it is
past the point of no return. The economy and agribusiness start the work again with the
progressive facilitating of Covid-19 limitations, we all need to help a recuperation for
ranchers and sets the battle opposite to environmental changes related to biodiversity
misfortune at its centre." Overview MORI for Syngenta Group by Ipsos discovered
additional four out of five ranchers studied accepted environmental change has had
probably some effect on their capacity to develop food and generally (59%) thought
decreasing ozone depleting substance emanations would make their homesteads all the
more monetarily steady or serious.
Each of the four specialty units, including,, Syngenta Seeds and Syngenta Group China,
Syngenta Crop Protection ADAMA expanded their hidden deals in contrast with the
earlier year. Deals in Syngenta's Crop Protection business increase with 6% percent to
5.5 billion USD, with development in every district (Domingues and et.al., 2017).
Nonetheless, the gathering advised that the area's entire year standpoint stays testing,
with low maintenance costs, money in creating opposed areas. Moreover, effects related
to Covid-19 pandemic may increase vulnerability in the subsequent half.
As a main part in guaranteeing food security, Syngenta Group is as of now present in
excess of 100 nations, giving monetary and market backing to ranchers, particularly in
the creating scene.
Evaluation in terms of OD and change management
ADVANTAGES
From the above study it can be evaluated that there are OD of Syngenta Group
has contribute in easily adapting to various changes that are happened in external
environment. Such as functional organisation structure and systematic organisation
design has helps in completing task in better manner. Employees are aware about their
responsibilities thus they are motivated to adapt changes so that company can retained
maximum market share in external environment.
DISADVANTAGES
On contrary note, strict procedures has created problem for company to easily change
its strategies as per situation of covid-19. As employees are habitual of performing
specific task in particular manner.
Benefits of OD and structure used correlation of change management
Thus it can be interpreted that this current change in organisation structure and
design will contribute in smooth operation of business's in external environment.
Company is able to easily complete its several task and activities thereby meet needs of
customer beyond their expectancy.

Agro based is another competitors of Syngenta Group that has also been
impacted due to covid-19 and Brexit. So, this company is affecting due to covid-19 and
Brexit because it has division structure so facing problem related to the way changed
can be bring for smooth operation of business's.
LO 3
Syngenta is a leading science-based technology firm. Established in 2000, Syngenta
was acquired in 2015 by China National Chemical Corporation (ChemChina). It produce
seeds and crop protection products. Its headquarters in Basel and Switzerland. There are
49000 number of employees. They served all over the worldwide. Human resources are the
community of individuals that make up the workforce of a corporation, business sector,
industry, or economy. Human capital, the information which individuals embody, is a
narrower term. Manpower, labour, employees, associates or simply individuals are related
concepts.
Artificial Intelligence- In industries like banking, finance, manufacturing, retail, healthcare,
transport, social media, etc., AI-driven solutions can provide immense innovation. AI would
be embraced by companies and used in recruiting and hiring processes. With the following
benefits, AI-powered technologies will rule in the year ahead (Hughes, 2018).
Time saves – Chat-bots are the conversational interface platforms, regarded as the dream
assistant, that save time and speed up the recruitment process by answering the applicants'
most popular questions. Artificial Intelligence would eliminate repetitive activities, thereby
allowing companies to make quicker recruiting decisions and enhance the experience of
applicants.
Faster candidate screening- Based on the job description and skills, AI driven recruitment
solutions can aid in filtering high volumes of resumes and pre-qualifying candidates. In the
coming year, such solutions will be more in demand as recruiters can recognize the
personality characteristics of applicants and predict their suitability for a job position. This
will not only decrease recruiting activities, but also facilitate impartial evaluation of
applicants.
Quality hiring- The quality of workers will increase with impartial screening and selection
of applicants through AI, and companies will see a more active and talented workforce in the
coming year (Vasin, and et.al., 2018).
Emerging trends in HR
2.Data Analytics- In the year ahead, data analytics will continue to be implemented quickly.
Data-driven decisions can be taken by HR practitioners to attract and retain top talent by
using analytics. The role of data analytics will be prominent in:
 Implementation of best, tested hiring practices

 Reducing the turnover of workers

 Increasing the experience and happiness of employees


 Managing the automation of activities and optimizing processes

 Growing efficiency and participation of the workforce

 Improving planning and talent creation for the workforce
3.Employee Experience Platforms- Employees today demand much more than just fair
wages and an optimal working environment. Employees should not hesitate to analyze
and assess their workplace culture, job practices, development prospects, benefits and
more on websites such as Glassdoor, Yes, etc. for employment review. In these sites,
workers openly share their interactions that can influence their company's image. Thus,
the need for the hour is to enhance the experience of employees. Global HR experts
recommend that innovative HR technology tools be used to boost the experience of
workers.
4.Continuous Performance Management- The policy of once-in-a-year feedback and
reviews is long gone. In the hope of achieving high efficiency, increased employee
engagement and retention of talent, companies have undergone a major change in
performance management. Continuous Performance Management facilitates daily contact
between the worker and the boss, providing opportunities for course correction, timely
input, coaching and improvement based on business needs. By introducing the CPM
processes, efficiency will go up by as much as 15 percent (Dirani and et.al., 2020).
5.On the Job Training- To perform well in their work, workers need constant mentoring,
training and skill development. Continuous learning develops the skills of workers, makes
employees more sensitive to the work environment and prepares them to take on various
roles in their company.
Companies will invest in virtual and augmented reality, gamification, geo-fencing, and other
strategies to provide their employees with on-the-job training.
6.Feedback Tools to Improve Engagement- HR technology advances, companies will move
forward with well-thought-out plans to maximize employee engagement. The evolving
HR trends would promote the use of tools and survey channels for employee engagement
to collect employee perceptions and feedback. Employee satisfaction surveys will enable
you to communicate and encourage interaction and profitability with your employees.
These feedback instruments can allow management to consider the needs of workers and
to take corrective action measures to attract the best talent.
7.Autonomy to employees- Employees work differently as compare to before as the
Changing organisations, operations and functions. There is no longer enough of the
classic talk loop. The emphasis is on improving the results. This would not contribute to
undesirable circumstances since the employee has control. Giving workers more control
or self-direction has been going on for years, but now big corporations are becoming
involved. More focus would have to be paid to communicating a consistent path and
vision in order to let self-management team’s work efficiently. This includes a lot of HR.
Training managers in a new job is often an agenda item, not only can there really be more
autonomy for the workers.
The emerging issues of HR developments.

 As the artificial intelligence provide innovation and used in recruiting and hiring
processes of the candidates and save time and quality of hiring.
 Where as other trends like data analyse, employee experience platform and etc are
explained in this report.
 The Syngenta organisation follow the recent trends for emerging HR development and
maintain smooth workflow in the premises so that the company can increase the
market share and compete with the competitors and also they can build their brand
image towards the consumers and increase the productivity. Global HR leaders are
making assumptions about new developments in HR (Dirani and et.al., 2020).
 Their projections are focused on the research and review of human resource strategies
and emerging technologies for an entire year.
 While patterns can come and go, don't make an uninformed decision to blindly follow
them.
 Experts recommend that HR should review annual forecasts, decide what works best
for their business, and then execute them in a phased manner.
ACADEWMIC RESOURCE: Such as books and journals, website and other sources
has been used in order to gathered necessary information and interpreted the same
for better study.
CONCLUSION
This report concluded from the above information that organisation design is important for
sustainability of any business to perform in the market and increase maximum market share
and build their brand image and also compete with other competitors. This report includes
Herzberg two factor theory and McClelland acquired need theories and approaches of the
motivation for individual and team development of the organisation so that the firm can
accomplish their target or objective and increases their productivity and also evaluates the
relationship between the organisational design and change management during the pandemic.

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