Value and Contribution to Organisational Success

VALUE AND
CONTRIBUTION TO
ORGANISATIONAL
SUCCESS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LO 1.................................................................................................................................................3
P1 Importance of organisational design theory...........................................................................3
LO 2.................................................................................................................................................4
P2 Different techniques for awarding human resources..............................................................4
LO 3.................................................................................................................................................6
P3 Emerging HR Developments..................................................................................................6
LO 4.................................................................................................................................................7
P4 Organizational design along with change management.........................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Creating Value for any organisation is an extremely detailed and intricate process
involving various aspects such as organisational design, structure, change management,
motivational level of employee’s contribution of HR etc, (Mooney and Burdon, 2017). ARM
Holdings Plc is a successful global business venture focusing mainly on the innovation aspect. In
the following report, different aspects of the organisation will be evaluated in context of ARM
and then appropriate conclusion will be drawn regarding the analysis done in the report further.
MAIN BODY
LO 1
P1 Importance of organisational design theory
Organisational design signifies the entire process through which an organisation develops their
structure for the business activities and function that are to be performed and also sets up the
entire procedure that is to be followed in the organisation (Nwinyokpugi and Ordu, 2019). ARM
Holdings Plc is a diverse organisation and therefore it is necessary to maintain a diverse
workforce that works for the organisation. The organisational design that is adopted is crucial in
the success of operating organisation successfully and its importance can be ascertained using
following method:
Impact on organisational structure: The organisational structure signifies the flow of
communications between the different hierarchies or levels that have been developed for the
organisations working. For instance at ARM, agile organisational structure is followed where the
entire team of employees works collectively and engages in real time communications back and
forth rather than the communication flow in one direction. The model of transformational
organisational design is applicable in the organisation where the structure of the organisation is
just a single aspect amongst the aspects getting affected due to organisational designs (Scott,
DeLone and Golden, 2016). ARM also ensures that the transformational model is well integrated
with the manner in which entire system works thus affecting the structures implemented in the
company as well. However, the model can sometimes create a structure that might not be
feasible with the operations of the organisations for instance developing hierarchical
communication structure in ARM would make the organisation lose its very essence of operation
i.e., the involvement of employees in every decision that is taken at ARM.
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Impact on organisational strategy: Strategy often is categorised into two different segments
where one is the business strategy and another is organisational strategy. The guiding principles
of ARM have always been to incorporate the employees in the decision making so that they
remain motivated and loyal to the business and can feel belongingness in the organisation
(Stevenson, 2018). The McKinsey’s 7S model is the guiding principle behind the strategy
formulation at ARM because it not just helps in the identification of the different tools required
to achieve the vision of the organisation but implementation of this model will also help in
aligning the efforts of the organisation towards the achievement of the productive results.
However, implementation of this model is a long and tiresome process because it involves
consideration of too many aspects before finalising the strategy that is to be adopted.
Along with the structure and strategy, sustainability should also be the key focus for
organisations and at ARM, all the practices that are adopted and implemented are wholly
sustainable which has helped them in succeeding on the global platforms (Serra, Font and
Ivanova, 2017). Therefore, it can be recommended to ARM Holdings that in order to enhance the
development of sustainable strategies in their organisation, it is necessary to ensure that the
structure is employee friendly and strategies are developed after properly taking into account the
resources that are available in the organisation and the impact that they will have so that the
effect can be measured accurately.
LO 2
P2 Different techniques for awarding human resources
In order to enhance the productivity of the human resources working in the organisation,
ARM already follows a series of steps but in order to further evaluate the state of employees
working in the organisation, three critical aspects can be evaluated:
Motivation: Employees of a company can be kept motivated by addressing their intrinsic i.e.
internal motivational needs and extrinsic i.e. external motivational needs. This can be done only
when organisation is aware of the desires of the employees. Content Theories such as Maslow
and Herzberg are applied to address the individual needs of the employees where ARM can
identify what employees want (Kelly and Cameron, 2017). At ARM, this is already well
implemented where organisation regularly provides opportunity for the career growth and has
also engaged employees thoroughly in the solution providing committee where around 120
employees act as active members. Process theories on the other hand are implemented usually in
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