Value And Contribution to Organisational Success

This document discusses the importance of organizational design theory in fulfilling organizational strategy, analyzes approaches for attracting and maintaining human resources, conducts research on emerging HR developments, and evaluates how organizational design responds to change management. It also provides specific examples and case studies.

Value And
Contribution to
Organisational Success

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK1 ............................................................................................................................................3
P1:Evaluate the importance of organizational design theory in the context of organizational
structure and fulfilling organizational strategy, using specific organizational examples...........3
TASK2.............................................................................................................................................5
P2: Analyze the different approaches and techniques used for attracting, maintaining,
developing and rewarding human resources to create a skilled and dedicated workforce.........5
TASK3.............................................................................................................................................6
P3: Conduct research and use contemporary knowledge to support evidence for emerging HR
developments...............................................................................................................................6
TASK4.............................................................................................................................................8
P4: Evaluate how organizational design has to respond and adapt to change management and
the relationship that exists between the two using a specific organizational situation...............8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11
Books and Journals...................................................................................................................11

INTRODUCTION
Organisational Success cannot be achieve without dedicated managers and idol leaders.
On focusing and achieving sustainable results, an organisation must have a philosophy, statement
and a set of systems and goals that are looking for skilled and talented worker. A successful
organisation must be focus on the execution of strategies and make employees to work
passionately (Taştan, S. B. and Davoudi, S. M. M., 2017). NOBL is a leading consulting
organisation provides a range of services on a service on hire basis and on a turn key. It provides
value added services for the regulators. The NOBL has set up their offices in Canada, US and
London. It has been succeed through mutual trust, respect and cooperation with exceptional
teamwork. To regulate the environment and achieve target mission, excellent work is must
adaptable and mandate in the firm. The firm has introduced to leaders first hand organisation
design or may provide training to achieve them. Now, the NOBL firm need to focus on their
future and looking for better way to get success.
MAIN BODY
TASK1
P1:Evaluate the importance of organizational design theory in the context of organizational
structure and fulfilling organizational strategy, using specific organizational examples.
Organization design meant a term by its members or employees who work together will
find a way to structure and operations. It can be a plan or a process both. The NOBL firm
successfully design the customer's experiences in a view of increase the expectations and make
sure they will buy the service again (O'Dwyer, M. and Gilmore, A., 2018). When design thinking
applicable to the shared experiences of customers and workers it can be termed as organizational
design. Organizational design theory considers the design of organization as a major factor to
determine the performance by regulating and specifying the teams to work together.
Importance of Organizational design:
It determines how efficiently it works with external environmental factors and how it
attract to skilled employees. It specifies the different job roles and positions which are
interrelated by relationship's structure. Organizational design and structure is very significant to
the success of the organization. It can help in innovations, communication, increase in
productivity. This facilitates good environment where employees can work effectively.

 Dealing with Contingencies: Contingencies that might occur without any expectations
can change the business environment. Managers and leaders should plan strategies to
face such contingencies (Meintjes, A. and Hofmeyr, K., 2018). The structure of design
determines how well it controls the several environmental factors that affects
productivity. The success of organization can be seen through how it attracts and skilled
employees, government contracts and permanent customers.
 Workforce diversity: That means similarities and differences in terms of age, gender,
place or origin can impact to an organization. A leader with good skills should keep in
mind these factors which requires effective planning in advance on the retirement,
influx of immigrants. It must be designed in such a manner that brings all people
together with different cultural backgrounds.
 Advantage of Competition: The NOBL organization also wants to design their
structure in such a way that has maximum sustainable competitiveness. It motivates the
company to perform outstanding in the competition by producing sustainable results and
better productivity.
 Innovations and Efficiency: The NOBL organization focuses on designing the
structure in such a new and innovative way that gains customer attention, producing
quality products and services, research with trending and changing environment which
brings innovative products makes organization successful. But sometimes it might be
crucial to the company to play role in innovation and research.
Organizational designing involves skillful training design that impacts highly on training.
A good leader must go through meaningful and logical training modules, because even an
experienced and well trained trainer keep struggling (Fellnhofer, K., 2017). In the firm, they
must know how to create and develop the right kind of system that engages every employee
towards work. A good designed training of an employee keeps employee positive towards work.
So, the organization structures and strategies should be designed in a such way that it can make a
optimal and maximum use of available talent resources which should encourage the work as
well.

TASK2
P2: Analyze the different approaches and techniques used for attracting, maintaining, developing
and rewarding human resources to create a skilled and dedicated workforce.
A good and positive environment develops when employees are happy and motivated
towards work and they help and willing to increase the productivity of the firm and makes
customer more satisfied then earlier. The NOBL, a consulting organization always focus on the
satisfaction of their employees and customers which makes the goals satisfied. The firm hire a
good leading team that will focus on the new comers of the joining, and existing ones who get
promoting or ones who need to learn something more and skills should be developed. The firm
focused on design and conduct the activities in such a way that every member of the team with
different cultural backgrounds get involved (Satardien, M., Jano, R. and Mahembe, B., 2019).
The team members focuses on the training of change management professionals and
organizational psychologists. It helps on relying the employees and inspires behind the purpose.
It will also help in designing the structure with lesser political and more clear frame.
Approaches and techniques used to attract, maintain, develop and reward human
resources:
 Create a target recruitment plan: The NOBL organizations should implement a
strategic recruitment process in their HR department. This should be account in such a
way that cover every bit of job and vacancies and should not ignore the company's
objective and competitive hiring environment. As a part of plan, the status must be
updated with the candidates and on the other side the feedback to the hiring managers.
 Consider branding as a part of Recruitment: Branding is purposely design to attract
and retain customers, but in recruitment process it might be crucial to design. The
recruitment branding must be plan to promoting commitments of the company (NOBL)
to the customers and opening up the ways to engage and respond to the well being of
employees.
 Self-managed and effective teams: The team work is critical to manage sometimes in a
view of achieving results (Garza-Reyes, J. A. and Et.al., 2018). Team members provide
value to the organization as it consists of different thinking people but work and join
hands together to achieve common goals and targets. Different people of the team have

different ideas and when these ideas are used in a collective form and processed, the
results comes in a best way.
 Training in Relevant skills: After recruiting the best candidates, the respective
company must give time on their training and prepare budget for their training programs.
This has become more relevant to the NOBL company as technologies are growing and
advanced.
 Making information easily accessible those who need it: Open and clear
communication about plans, strategies, operations, financial creates culture and
environment in which employee feels trusted, respected and feel like a member of the
organization family.
 Compensation and benefits: Employees will get paid for their jobs and motivated as
they appreciated for their hard work. As per their skills and experiences, employees get
compensated (Gao, Y., 2017). The company benefits their employees with paid leaves,
sick leaves, health insurance and more.
TASK3
P3: Conduct research and use contemporary knowledge to support evidence for emerging HR
developments.
HR department needs to consider the systems and technologies that can be implemented
in the organizations. It can be very useful to deal with a large number of talent acquisitions. The
use of HR itself inspires people and helps in the improvement which can turn the NOBL
company into leading organization.
Emerging trends in HR developments:
 AI in Recruitment: AI or artificial intelligence based solutions gives a deep impact
on different sectors such as healthcare, transportation, finance, manufacturing and
many more (Matthysen, M. and Harris, C., 2018). The HR department can avail
themselves for the benefits of streamlining these various functions of hiring through
artificial intelligence. Organization can use AI for the motive of recruiting or
advertising vacancies in the company.
 Quicker Candidate Screening: Screening the right candidate is not a quick process.
It takes significant time, energy and efforts of the HR to recruit right person in the

organization. As per the research, it takes about 23hours for a single recruit, the
selecting and screening of a candidate or applicant.
 Hiring with standards: The core responsibility of HR manager is hire the right
candidate to the right job (Pazaitis, A., De Filippi, P. and Kostakis, V., 2017).
Sometimes it might get to recruit the right person but sometimes it will work not.
When AI tools taking into the process of recruiting, this will help in getting quality
resumes of the applicant.
 Performance Management: The NOBL company invests in technologies to improve
and enhance the process of organization and it inspires and motivates employees
through continuous performance management. It has been practice by HR departments
to get feedback of performance of their staff members at different levels. It will help
in huge transformation, increase in employee engagement and growing retention.
 Feedback tools to improve engagement: In 2020, the HR trends will encourage the
use of technologies, tools and platform for survey to improve employee engagement in
a view of collecting opinions and feedback (Lautenbach, P., Johnston, K. and
Adeniran-Ogundipe, T., 2017). Employment survey satisfaction will help in
communication, make them to stand in competition, encourages involvement with
workers.
 Digital working or Remote working: This is the biggest trend adapted in every
organization. Employees get trained in the use of understanding the technologies and
moving increasingly to the digital arena, a move which allows to benefit from the
latest HR technologies innovation using AI, Gamefication and more.
Every year the world of HR leaders come up with the new predictions on HR trends.
Trends may come and go and can not believe them blindly to follow them. Experts suggest that
the predictions should be based on annual projections, must look for what is best for the
company, find and explore solutions to introduce them. The COVID-19 pandemic has only
quicken the technological investments. As a result, one in three organization have invested in
cloud deployed HCM (Human Capital Management) for talent management and HR department.
HR leaders must invest in this post pandemic era:
 AR/VR applications in corporate learning.
 Virtual assistants in HCM.

 Employee productivity monitoring.
 DEI in HCM.
TASK4
P4: Evaluate how organizational design has to respond and adapt to change management and the
relationship that exists between the two using a specific organizational situation.
Change Management plays a vital role in the company. It provides different methods and
systems in which the company implements change within external and internal process.
Communication is the key factor in the effectiveness and success of change management. The
company NOBL needs to practice this change management to aims and eliminating negative
effects, the changing events bring about, in other side the capitalizing the transformation. Some
of examples when change management come into practice; implementation of new technology,
leadership change, mergers and acquisitions (Letchmiah, L. and Thomas, A., 2017). The
strategies in change management provides the way and aims for change management activities.
The change in organization succeed when:
 It is succeed when one is fearless to take risks and know how changes can take into
action in a positive manner and take change as a opportunities to increase productively.
 For some industries, it is not easy to adapt changes. But for NOBL company they take it
as a new normal.
 It can be helpful when people take change in a positive way and decide to shape itself.
 Changes could be the savior if one intuited or triggers the feeling of loss or failures.
Changes in plan could save the loses like loss of control, loses of pride and many more.
Situation1: Training and development programs.
Training helps to develop the inner skills and capabilities of an employee. The training is
very common in managing the change in plans or strategies. By the absence of change or lack of
change, training could be critically handle such as coaching, sponsorship (Vorina, A., Simonič,
M. and Vlasova, M., 2017). Employees are trained to the journey of change as well, as many
courses are available to support change in training and developing programs. There are many
ways to engage employees in change management:
 changes in developing the plans and strategies,
 make them to face challenges and problems,

 accept new and advanced technologies,
 communicate before and early.
But sometimes, it can be harmful to go with change or adapting changes as they affect
with several factors and may impacts company's goal and minimize the productivity as well.
These concerns should be keep in mind as well:
 changes take costs as they are never free from cost,
 lack of knowledge can be criticize the business and may impact harmful to the firm,
 choosing not the right option or solution may flip the overall game,
 communication must be listen at every level of organization.
Situation2: Handling Conflicts.
In the organization, interpersonal conflicts is very common and may occur between
employee to employee, employee to employer or between with anyone who is working in the
company (Zuo, J. and Et.al., 2018). It could involve politics in the firm, personality clashes,
differences in cultural backgrounds and more. The HR department hires the mediator to
overcome and diffuse those problems that can impact company's effectiveness and productivity.
They always encourage and motivate the employees to manage the situation to their own and
respond smartly. Change management may be a cause to handling conflicts or could include any
of these reasons:
 rapidity in change,
 nature of change or
 intensity of change.
As per the analysis, the conflict is must for the change, it considers the fact that two
people can see the situation with a same view (De Silva, M., Howells, J. and Meyer, M., 2018).
Hence, if conflict situation does not take into place it will become boring and people live in their
on lives.
CONCLUSION
From the above discussed information, it can be concluded that human resource
management is a management competent that has a huge contribution towards the success as
well as expansion of the business organization in the long run. NOBL organization has been able
to acquire success in its respective industry due to its excessive concentration upon designing the
structure of the firm in a prominent manner. The firm also relied upon implementation of

advanced theories that are responsible for encouraging the growth and development of the same
to the maximum extent. It can be stated that change management is an essential part in order to
promote the sustainability of the respective organization. NOBL has also dealt with the conflicts
and disagreement in a very productive manner which has provided assistance to the firm in
leading its operations in a smooth and efficient manner. The firm also needs to be aware about
the latest trends and technical advancement in order to adopt the same in order to promote
profitably of the business organization in the business environment. Overall, it can be said that
the company is growth at a good pace and is likely to achieve greater heights in its respective
industry.

REFERENCES
Books and Journals.
Taştan, S. B. and Davoudi, S. M. M., 2017. The relationship between organisational climate and
organisational innovativeness: testing the moderating effect of individual values of
power and achievement. International Journal of Business Innovation and
Research, 12(4), pp.465-483.
O'Dwyer, M. and Gilmore, A., 2018. Value and alliance capability and the formation of strategic
alliances in SMEs: The impact of customer orientation and resource
optimisation. Journal of Business Research, 87, pp.58-68.
Meintjes, A. and Hofmeyr, K., 2018. The impact of resilience and perceived organisational
support on employee engagement in a competitive sales environment.
Fellnhofer, K., 2017. Drivers of innovation success in sustainable businesses. Journal of Cleaner
Production, 167, pp.1534-1545.
Satardien, M., Jano, R. and Mahembe, B., 2019. The relationship between perceived
organisational support, organisational commitment and turnover intention among
employees in a selected organisation in the aviation industry. SA Journal of Human
Resource Management, 17, p.8.
Garza-Reyes, J. A. and Et.al., 2018. A PDCA-based approach to environmental value stream
mapping (E-VSM). Journal of Cleaner Production, 180, pp.335-348.
Gao, Y., 2017. Business leaders’ personal values, organisational culture and market
orientation. Journal of Strategic Marketing, 25(1), pp.49-64.
Matthysen, M. and Harris, C., 2018. The relationship between readiness to change and work
engagement: A case study in an accounting firm undergoing change. SA Journal of
Human Resource Management, 16, p.11.
Pazaitis, A., De Filippi, P. and Kostakis, V., 2017. Blockchain and value systems in the sharing
economy: The illustrative case of Backfeed. Technological Forecasting and Social
Change, 125, pp.105-115.
Lautenbach, P., Johnston, K. and Adeniran-Ogundipe, T., 2017. Factors influencing business
intelligence and analytics usage extent in South African organisations. South African
Journal of Business Management, 48(3), pp.23-33.

Letchmiah, L. and Thomas, A., 2017. Retention of high-potential employees in a development
finance company.
Vorina, A., Simonič, M. and Vlasova, M., 2017. An analysis of the relationship between job
satisfaction and employee engagement. Economic themes, 55(2), pp.243-262.
Zuo, J. and Et.al., 2018. Soft skills of construction project management professionals and project
success factors. Engineering, Construction and Architectural Management.
De Silva, M., Howells, J. and Meyer, M., 2018. Innovation intermediaries and collaboration:
Knowledge–based practices and internal value creation. Research Policy, 47(1), pp.70-
87.