Importance of Organisational Design and HR Development in Cadbury

This article discusses the importance of organisational design and HR development in Cadbury. It explores the theories and approaches used for attracting, maintaining, developing, and rewarding human resources. The article also highlights the emerging HR developments in Cadbury. It provides valuable insights for assignments and essays on this topic.

Unit 36 – Value and
Contribution to
Organisational

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Importance of organisational design and its theories........................................................1
TASK 2............................................................................................................................................4
P2 Different approaches and techniques used for attracting, maintaining, developing and
rewarding human resources ...................................................................................................4
TASK 3............................................................................................................................................6
P3 Emerging HR developments.............................................................................................6
TASK 4............................................................................................................................................7
Covered in PPT.......................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management in an organisation deals with the people and issues related
to people such as recruitment of required employees, training and managing employees
performance, allocating task and induces all the human resources to develop positive work
culture. Human resource contributes and adds value towards organisational success as all the
goals and objectives that each business organisation needs to achieve is performed through
human resources working on behalf of the organisation. Human resource value chain examines
the activities performed by a typical human resource department and manner of interaction to
maximise the potential of an individual for benefit of organisation (Ahmad, Amin and Ismail,
2012). To understand the concept of contribution and value towards business organisation
through human resource Cadbury organisation is considered. This organisation was founded in
the year 1824 by John Cadbury in Birmingham. Headquarters of the business is situated in
London, England and a human resource team with large number of employees working for the
organisation.
The project report consist importance of organisational design for sustainable
performance. Requirement to develop motivated knowledgeable and experienced human
resource team. Research to support emerging HR developments is mentioned in the report.
TASK 1
P1 Importance of organisational design and its theories
Organisational design is the process through which organisational structure is aligned in
such manner so that goals and objectives that needs to be achieved is accomplished while aiming
to improve efficiency and effectiveness (Bosch, Schurink and Pelser, 2016). In this process step
by step methodology is designed so that each function of organisation is designed as per flow,
procedure, structure and system. Organisation designed is implemented in such manner so that
goals and objectives are accomplished while implementing changes in the business environment.
Organisational structure of Cadbury's follows hierarchical system in which flow of
information is initiated form upper level to downwards. In this hierarchical structure distinct
chain of commands form managing director to clerical support assistants. Hierarchical system
used in Cadbury organisation from past many years and this is one of the traditional approach
that is followed by more and more number of organisations. Cadbury is modifying its
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organisational design and its structure through Contemporary organisational structure elements.
As per this organisational structure employees of Cadbury organisation instead of relying on
senior management to drive the work process all the employees are empowered to make
decisions and implement changes without needing approval of supervisors (De Beer, 2014). As
the external business environment in which Cadbury is operating it has become very challenging
and to meet organisational goals and objectives in quick and accurate manner organisational
structure of Cadbury is keeps on modifying as per change requirement. Matrix structure used in
Cadbury helps in generation of better communication in the top down structure and also among
across departments. With effective communications decisions that are taken at each stage of
business organisation become effective and accurate by information which is provided at each
level.
In order to understand the concept the organisational design for sustainable performance
of employees at different stages organisational design theory that involves change theory is
implemented in Cadbury. Kurt Lewin Change Theory is a three step model in which current
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Illustration 1: Organisational structure of Cadbury, 2019

behaviours and processes used by human resources is unfreeze and changes are made as
required. These changes provide new behaviour and practices into every day actions and they are
free-zed. Through Kurt Lewin Change Theory in Cadbury organisation disruption of the
structure's operation is minimised and changes are adopted on permanent basis.
Source: Kurt Lewin Change Theory, 2019
Unfreeze- “ready to change”:
A organisational structure which is implemented for a while become habit and routine
and naturally settled down in operations. For example- tasks and activities that are performed in
the organisational structure on the basis of design of Cadbury's structure may involves some
irrelevant activities. Task that are performed on historical system can be changed so that more
productive results can be achieved. To adopt such changes in Cadbury organisation structure is
designed in such manner so that changes can be adopted and new ways of reaching towards
organisational objectives can be achieved (Kurt Lewin Change Theory, 2019).
Change- “implementation”:
Human resource in organisation are motivated to open their minds and then change can
start. Process that leads to implementation of changes are performed in such manner so that a
transformation time period is provided to each individual. Change in organisational design will
lead people to take on new tasks and responsibilities. A learning process will take place and
changes will be implemented at slow rate. With implementation of new structure chaos may arise
but to make each activity effective and efficient changes needs to be implemented. In Cadbury
organisational structure quick decision making system is introduced and for that decision making
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Illustration 2: Kurt Lewin Change Theory,
2019

power is allocated to different operational level (Fearon, McLaughlin and Morris, 2013).
Responsibilities are provided to each level and this change is an investment so that value is
added towards organisational success.
Freeze- “making it stick”:
Changes once introduced to check its viability needs to be made permanent to generate
productive results. Once changes are implemented to gain effectiveness these changes will made
permanent in the organisation ton achieve objectives.
In order to achieve goals and objectives an agile approach needs to be followed by
businesses. These form of organisations are quick in responding to changes in the marketplace or
environment. Agile organisations are focused on needs and wants of consumers and they
customised their products and services rather the offering standardized. Cadbury made a recent
investment in new and core product lines, fulling an agile approach to innovations, contribution
to the brand's customer satisfaction (Gollan, 2012). Through this approach success is achieved as
level of consumer satisfaction is raised by two percent form past years. This is implemented in
organisation structure through goals and objectives that needs to be achieved over a period of
time. Initiating with an objective of maximising consumer satisfaction will help in developing
processes and culture in Cadbury organisation to introduce changes that ultimately used for
maximising more and more number of consumers. Organisational design are modified as per
requirement of change environment that needs to be made time-to-time so that sustainability can
be achieved. Change in the organisational design is a part of a huge process that is performed by
all the organisation to attain success with continuous achievement of goals and objectives.
TASK 2
P2 Different approaches and techniques used for attracting, maintaining, developing and
rewarding human resources
Human resource plays most important role in performing all the activities that are
important to achieve targeted goals and objectives in business (Haase, Franco and Félix, 2015).
Managing human resource is important to develop, reinforcing and maintaining effective work
culture. Their are several steps that needs to be taken to manage good human resource such as
effective pay, performance management, training and development and recruiting employees on
the basis of job specification. As Cadbury is operating with large number of human resource and
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in order to attract, developing and maintain good human resource in the organisation
motivational theories must be used.
Motivation is termed as needs, wants, desire or drive in an individual for which any
activity is accomplished by a particular person. For each individual while working in Cadbury
organisation there are two type of motivation (Hynes, Coghlan and McCarron, 2012). One is
intrinsic that involves doing something because for personal rewards. Other one is extrinsic
motivation which involves performance of an activity to avoid punishment. In order to motivate
employees in Cadbury organisation Herzberg's theory of motivation is used. As per this theory
Cadbury organisation keeps their staff motivated by the ability to move upward in the scalar
chain of the company.
Herzberg's theory of motivation is also known as motivation-hygiene theory. As per
this theory while working in an organisation there are some factors that causes job satisfaction to
employees. On the other had there are some hygiene factors that leads to dissatisfaction.
Dissatisfaction means not accomplishing with required goals and objectives. This theory was
introduced in the year 1987 and job satisfaction defined factors involved in doing job. For
motivation employees in Cadbury organisation are promoted on the basis of their performance to
next level and this leads all the employees to work hard in the process to achieve organisational
goals and objectives.
In order to gain more and more amount of satisfied consumers Cadbury needs to convert
its hygiene factors in motivating factors (Ramdani, 2012). Recognition, growth and promotional
opportunities, meaningful work are termed as motivating factors. Hygiene factors like pay,
adverse policies, fringe benefits, status and working environment must be established and
introduced in such manner so that all workers feels motivated to perform well and achieve their
goals and objectives.
Effect of poor motivational level are as-
 Higher employee turnover
 Low employee engagement level
 Poor communication
 Diminishing productivity level
 Toxic working environment
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Development of human resource in Cadbury organisation requires introduction of human
capital theory. As per this theory more and more amount of emphasis is made on how education
increases the productivity and efficiency of workers by increasing the stock of efficient
workforce in organisation. As per this theory education is the key that help in enhancing level of
productivity of employees throughout the operational level. The provision of formal education is
seen as an investment in human capital. In the present time level of competition for Cadbury
organisation has increased to grate extend. As per modern economy education and health care of
employees is required to improving human capital and ultimately leads to effective outcomes of
the nation (Sarina and Wright, 2015). Education helps in development of employees and
provides opportunity to achieve personal and professional objectives to each individual. When
Cadbury will generate its main focus on human capital investment then it will help in attracting
more and more efficient workforce to get employment in such organisation. Together with this it
also helps in maintaining in employed workforce and continuously motivate them to work hard
and perform well. For example- educational and training programmes in Cadbury helps in
establishing human capital by improving learning and quality of workforce.
Kraft's approach on HRM is used in Cadbury organisation that emphasis on HRM by
building an organisational culture which will attracts and maintain talented, engaged and
committed employees. Human resource in business contributes their efforts to achieve strategic
business goals. As per this model more a business organisation can achieve competitive
advantage when efficient and competent workforce is employed at each level in the business.
In the process of development of dedicated workforce in Cadbury organisation
implementation of motivation techniques that helps in motivating each employee to work hard
and attain targets is required (Silburn, 2013). A motivation technique helps in attracting more
and more amount of efficient employees and rewards will help to motivate for hard work and
success. When employees are motivated effectively and proper care is made for their education
and development then in long run Cadbury will become successful in creating a skilled and
dedicated workforce. In this relation employees in Cadbury are provided with attractive pay scale
so that talented employees can be attracted and retained. Also some non monetary benefits are
provided to employees to boost their moral and work hard for business in process to attain goals
and objectives.
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TASK 3
P3 Emerging HR developments
Human resource development is a continuous process which is integrated through
training, organisation and career development. Through development of human resource efforts
of individual, group and organisational effectiveness is improved. HRD helps in development of
required competencies that enables an individual in an organisation to perform as per
requirement of current and future job roles. Emergence of HR development is supported through
certain trends that are as follows-
Review culture and continuous feedback: It is recorded that in the last decade in order
to HR development, HRM of business organisations are taking continuous feedbacks and review
their decisions. For example- A decision to long working hours so that training can be provided
is reviewed by taking feedbacks of employees in organisation (Uwizeyemungu and Raymond,
2012).
Speeding up of performance management: Performance is the ultimate goal of human
resource management. Speed of decision making has improved in order to take decision that
leads to management of performance. Effective measures are taken that helps in analysing level
of performance of employees and improve speed of performance management.
Digital rewards and recognisance: Employees performance and management is
improved through providing them rewards in digital manner. In past time employees used to get
recognised for their hard work on yearly bases but in present time for HRD digital rewards and
recognisances are provided so that motivation level can be improved (Whitlock, 2013).
Learning management system: In order to evident HRD it can be seen that learning
management system is introduced by Cadbury organisation so that all the employees are
developed for better performance. A effective learning management system helps in growth and
development of employees who are inefficient in a particular activity. This helps in improving
level of performance of each individuals and also productivity of organisation as a whole gets
enhanced (Bamber and Stefani, 2016).
Flexible organisations: In the present time emergence of flexibility throughout the
organisation is supported and preferred so that employees can be taken care off effectively with
no rigidity to accept their welfare and opinions.
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Training and development: More and more amount of training programmes are
introduced so that employees of Cadbury can work effectively with changing and competitive
business environment.
Role of Human resource is increasing in business organisations and continuous
development that is taking place in managing and developing human resource will play
important role in various functions of Human resource in future. Development of HR will make
them effective and performance of all activities will be done in such manner so that functions are
performed in most accurate manner. It is seen that with development of human resources will
minimise functions performed by human resource management of Cadbury (Nielsen, 2019). As
HR management helps in performing all the employees in such manner so that level of efficiency
can be maximised and targets that are set are achieved to generate most productive results.
TASK 4
Covered in PPT
CONCLUSION
From the above project report it has been concluded that organisational design plays most
important role in establishing business structure in such manner so that changes that takes place
in business environment is adopted. A flexible business structure helps in adopting changes in
easy manner so that goals and objectives that are established by businesses are achieved in
complete manner. Human resource is one of the most important source for each business
organisation and effective theories and methods are used to motivate, develop and retain
effective workforce in business. HRD is taking place on continuous basis and in order to
introduce all the employees with changes development needs to be made to them on continuous
basis.
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REFERENCES
Books and Journals
Ahmad, U. N. U., Amin, S. M. and Ismail, W. K. W., 2012. The relationship between
technostress creators and organisational commitment among academic
librarians. Procedia-Social and Behavioral Sciences. 40. pp.182-186.
Bamber, V. and Stefani, L., 2016. Taking up the challenge of evidencing value in educational
development: From theory to practice. International Journal for Academic
Development. 21(3). pp.242-254.
Bosch, A., Schurink, W. and Pelser, H. J., 2016. An organisational coherence model to maintain
employee contributions during organisational crises. SA Journal of Human Resource
Management. 14(1). pp.1-11.
De Beer, E., 2014. Creating value through communication. Public Relations Review. 40(2).
pp.136-143.
Fearon, C., McLaughlin, H. and Morris, L., 2013. Conceptualising work engagement: An
individual, collective and organisational efficacy perspective. European journal of
training and development. 37(3). pp.244-256.
Gollan, P. J., 2012. HR on the line: human resource managers' contribution to organisational
value and workplace performance. Asia Pacific Journal of Human Resources. 50(3).
pp.288-307.
Haase, H., Franco, M. and Félix, M., 2015. Organisational learning and intrapreneurship:
evidence of interrelated concepts. Leadership & Organization Development Journal.
36(8). pp.906-926.
Hynes, G., Coghlan, D. and McCarron, M., 2012. Developing practice in healthcare: The
contribution of bildung to negotiating the tensions among practical, professional and
organisational knowing. International Journal of Action Research. 8(2). pp.159-184.
Nielsen, C., 2019. Interventionist Research into Value Creation Mechanisms. In Proceedings of
the 16th International Conference on Intellectual Capital, Knowledge Management &
Organisational Learning, Icickm 2019, 5-6 December 2019 at Macquarie University
Sydney, Australia (pp. 273-280).
Ramdani, B., 2012. Information technology and organisational performance: Reviewing the
business value of IT literature. In Information Systems Theory (pp. 283-301). Springer,
New York, NY.
Sarina, T. and Wright, C. F., 2015. Mutual gains or mutual losses? Organisational fragmentation
and employment relations outcomes at Qantas Group. Journal of Industrial
Relations. 57(5). pp.686-706.
Silburn, N. L., 2013. A model of factors affecting professional workers' information behaviours
within the context of valuing organisational information (Doctoral dissertation,
University of Reading).
Uwizeyemungu, S. and Raymond, L., 2012. Impact of an ERP system’s capabilities upon the
realisation of its business value: a resource-based perspective. Information Technology
and Management. 13(2). pp.69-90.
Whitlock, J., 2013. The value of active followership. Nursing Management. 20(2).
Online
Kurt Lewin Change Theory. 2019. [Online]. Available through:
<https://rapidbi.com/kurt-lewin-three-step-change-theory/>
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