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, techniques to attract and retain human resources, and the relationship between organisational design and change management. 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
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.
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.
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 of diverse
individuals for achievement of end goals. (Alshmemri, Shahwan-Akl and Maude., 2017).
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.
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. 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
Change management- The expert act of changing people, groups and associations from a
present status to an ideal state. This is finished by getting ready, preparing and supporting
people to effectively receive change to drive authoritative achievement and results. This will
bring about decreased expenses, improve client support or expanded worth.
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.
Impact 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.
Change management at Syngenta group after 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.
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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