Value and Contribution to Organizational

Value and Contribution to Organizational

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
L O 1................................................................................................................................................3
Evaluation of the importance of organizational design...............................................................3
Application of the theories of organizational design...................................................................4
L O 2................................................................................................................................................6
Different approaches used for attracting and rewarding human resource. .................................6
Critical analysis of approaches to motivation..............................................................................7
Recommendation and Justification..............................................................................................8
L O 3................................................................................................................................................8
Evaluate how HR developments affect role of HR function.......................................................8
PART 2 .........................................................................................................................................10
Responding to change management...........................................................................................10
Relationship between change management and organizational design.....................................12
Different types of changes.........................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is defined as the method for managing human resource
effectively in an organization such that they help the company to gain competitive advantage. It
is designed to improve the performance of employees for achieving strategic objectives of the
business (Noe and et.al, 2017). The Report is based on Tesco Plc. It is a general merchandise and
groceries firm that belongs to retail industry. Headquarter of the company is located in England,
UK. It offers a wide range of products through hypermarket, supermarket, superstore and
convenience shops. The Report will outline the value of organizational design, different
techniques for attracting and motivating individuals and teams. It will also describe emerging
developments in human resource management etc.
MAIN BODY
PART 1
L O 1
Evaluation of the importance of organizational design.
Organizational design -
The term organizational design is defined as the procedure of integrating the structure of
the firm with its objectives with an ultimate objective of improving the effectiveness and
efficiency. The process also involves understanding the need for change and also understanding
the role and responsibilities, activity analysis, volumes of work and resources. It also include the
development of new structures and models, managing and planning the transition from old
structure to new structure etc.
Importance of organizational design -
The organizational design of Tesco plays an important role in delivering sustainable
performance.
Dealing with contingencies: Contingency means a situation or event that happen without
expectation and management of the firm should develop appropriate plans for meeting such
contingencies. The organization design of Tesco will determine how efficiently it controls
different factors that are existing in the environment. The ability of the management to attract
skilled workers, permanent clients are the examples of the extent to which it can control the
environmental factors (Leih, Linden and Teece, 2015).
Competitive advantage:

In the modern age every firm wants to design the structure in such a manner that it have
sustained competitive advantage. The method used by Tesco in designing an organizational
structure is important factor while implementing organization strategy.
Diversity in workforce:
Diversity in employees exists due to gender, race of workers that has an important impact
on the effectiveness of company. The structure of Tesco is designed in such a manner that it
helps to make optimum utilization of the diverse workers with different cultural backgrounds.
The structure of company determines what actions are optimal for effective
implementation of the organization strategy. Further, organizational design also play a major role
in gaining consensus for the strategy. It helps in gaining consensus because it assists the firm in
determining who has to be appeased in management and how the authority should be aligned.
Application of the theories of organizational design.
Management of Tesco is required to make choice regarding how to group individuals
together to perform their work. There are five common approaches that helps manager of Tesco
to determine the grouping of department. Different approaches combines various elements of
organization structures. There are various theories related with organizational design and these
are described below -
Traditional designs:
Functional structure -
This type of structure is used by firms to organize the workers. Under this approach,
employees are grouped on the basis of their knowledge and skills. It structures every department
with the roles from president to sales and finance department, to customer service. Employees
are assigned to one product or service (Fuller, 2019).
Advantage:
It defines well appropriate channels of authority and communication. Not only it will help
Tesco to improve productivity but it will also help to make workers comfortable and simplify the
process of training as well.
Disadvantage:
This type of design may result into narrowed perspective because of the separateness of
various departments work groups. Under this, communication and decisions may take place in
slow manner.