Unit 36 Human Resources Value and Contribution to Organisational Success

Unit 36 Human Resources -
Value and Contribution to
Organisational Success

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Evaluation of the significance of Organizational Design.......................................................3
TASK 2............................................................................................................................................5
Analysis of the requirement to develop motivated, knowledgeable & experienced individuals
as well as teams......................................................................................................................5
TASK 3............................................................................................................................................7
Covered in PPT.......................................................................................................................7
TASK 4............................................................................................................................................7
Evaluation of how organisational design has to respond & adapt change management as well
as the relationship that exists among the two.........................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource motivates employees to perform at high level & maintain a positive
culture as well. HR add value to an organisation by persuading business leaders to develop and
train staff members and appreciate good performance by regular promotions and increased
compensation (Lachia, 2018). For the present report, Syngenta is chosen as a base company. It is
a world-leading plant science business that is committed towards promoting sustainable
agriculture by using research & technology. The company was formed in year 2000 an at present
in has 24,000 staff members who are performing in over 90 countries. The report will cover
importance of organisational design along different techniques of developing human resource. In
addition to this, some of the emerging HR trends were discussed with its impact on HR function.
In the last, there is discussion about organisational design & change management relationship.
TASK 1
Evaluation of the significance of Organizational Design
Organizational design is defined as an effective approach that is used by business entities
in order shape structure & to execute activities in an appropriate manner. It include various
aspects like reporting pattern, delegation of work, decision making process, assigned
responsibilities and so on. For a company who perform at large extent, organizational design is
undertaken as significant factor as it assist in development of action plan associated with
objectives.
Along with this, organizational design is mainly refer as procedure of aligning structure
so as improve effectiveness as well as efficiency of operations that are going to implement.
Syngenta is one of the leading plant science organization that is operating in different locations
globally (Davies, Walker and Tatnell, 2017). The significance of organizational structure for
Syngenta can be determined in different ways, which are as follows:
Effective organizational design give a clear picture of functioning and processing of
operations which assist in decline wastage of resources & time that has positive impact on
employee performance and efficiency as well. In addition to this, it also allow higher authorities
of Syngenta in boosting morale of employees and decision making procedure that in turn assist
in resolving issues in rapid and proper manner. Another benefit which can be seen at side of

Syngenta due to organizational design is to support in enhancing quality of product as well as
services that is offered in order to achieve objectives.
Moreover, it has been analyzed that organizational design and structure are collaboratively
used in order to gain higher development as well as growth in companies. Organizational
structure is mainly undertaken as categorization of roles as well as responsibilities that is
associated with objectives. There are different forms of organizational structure which are used
by large size companies that is divisional, matrix, functional, hierarchical and many more. In
relation to Syngenta, it make use of matrix structure in order to implement activities and
operations as well.
Syngenta is planning to bring changes in company where it adopt new software that help in
easy gaining of information about other company innovation so that they can develop something
unique and different from marketplace. It is analyzed that there are various organizational design
theories which is adopt by Syngenta for designing and implementation of change, which are as
follows:
Transformation theory: In this theory, the main emphasis of higher authorities is to
guide staff members and to develop positive change at workplace. Herein, managers and leaders
emphasis on ensuring that staff members work in right direction according to the changes as it
assist in gaining positive outcome. In context to Syngenta, higher authorities are needed to
understand its employees, teams and influence them accordingly. In order to introduce and bring
changes, transformation theory involves four factors that is inspiration motivation due to which
higher authorities promotes vision, mission as well as values to employees. Intellectual
stimulation is consider as second stage which support to remain innovative and creative in order
to implement change. The third stage is idealized influence wherein managers believes that
values are followed by its staff members. The last stage is individualized consideration that
suggest leaders must be mentors that motivate employees in order to accept change and
implement activity associated with it.
It is evaluated that transformation theory help respective organization to instruct
employees and bring positive changes in the organization which in turn impact on the
performance and profitability as well. It is determined that the theory must be failure if the
leaders are not bale to motivate and guide properly to the employees.