Value and Contribution to Organisational Success

VALUE AND
CONTRIBUTION TO
ORGANISATIONAL
SUCCESS

Table of Contents
...............................................................................................................................................................1
PART 1.......................................................................................................................................................4
Introduction to Vodafone.......................................................................................................................4
Types of Organizational Structure ........................................................................................................4
Organizational design concept and relation to the structure of Vodafone ............................................6
Two approaches of HR that contributes to organization design............................................................6
Recent trends in HR .............................................................................................................................7
Conclusion and Recommendation.........................................................................................................7
PART 2.......................................................................................................................................................8
Introduction change management model..............................................................................................8
Role of HR in managing change...........................................................................................................8
An evaluation of how organisational design must respond and adapt to changes proposed in the
organization. .........................................................................................................................................8

Recommendations on how HR will take changes forward and implement them effectively................8
(Covered in poster)...............................................................................................................................8
CONCLUSION..........................................................................................................................................8
References................................................................................................................................................10

INTRODUCTION
Change management is very important for maintaining a sustainable growth rate. Change management
is a single term including various approaches for preparing, supporting and helping teams, individuals
and organizations for adapting organizational change in a positive manner. There are various changes
that influence the performance and working of the organization. changes could be both internal as well
internal leading the company to change its organizational design Taking Vodafone company to analyze
and evaluate role of change management in an organistion. Performing the given tasks to know how
change management influences the company and the role of HR in implementing the change
effectively(Thornton,Usinger,andSanchez,2019).
PART 1
Introduction to Vodafone
Vodafone is a British MNC. One of the largest telecommunication company headquartered in London.
Company was founded in 1991. It's operating in the region of Asia, Europe, Africa and Oceania.
Vodafone ranked 4th among mobile operator groups worldwide. Vodafone possess and work in 25
countries and has partners in 47 other countries. Vodafone is listed on London Stock Exchange. It has a
market share of approximately 52.5 billion pound. The company name comes from 'Voice data fone'
chosen to reflect supply of voice and data services over mobile.
Types of Organizational Structure
Horizontal Structure
This type of organizational structure is operated mostly in small scale business and start-ups in their
primary stage. Large scale organizations having too many projects and people can not adopt this model.
In horizontal structure stages of middle management is eliminated, so the employees can make quick
decisions that too independently. Attentive and controllable workforce will be efficient and effective as
they can directly be involved in decision-making. This is best suitable for small scale companies as
their work load is less and transparent. So the decision making authority is distributed and employees
are hold accountable for their work(Chowthi-Williams,Curzio,and Lerman,2016.).
Matrix Structure

In this type of organizational structure, the employees has to report in set up grid or matrix as
comparatively in hierarchical structure. In this model people with same skill set are combined for work
assignments and this result in being responsible and answerable to more than one manager.
Hierarchical Structure
This structure is the most popular type in organizations. In hierarchical structure, employees are pooled
with employees with same supervisor. The employees are grouped together on some factors such as
function (employees are pooled according to their respective functions), geography(workers are
combined together according to regions) and product(organization producing multiple products can be
clubbed in a group).
Divisional Structure
In this type of structure, every organizational function has their own division and each division have
the required resources needed to keep up with the product line. There is an another form also called
multi-divisional structure. In this structure one parent company has its several other subsidiary
companies, and each one uses the brand name of parent company. Divisional Structure has an
advantage of individual operational flow, that means down fall of one company does influence the
survival of others(Teixeira, Gregory, and Austin,2017.).
Network Structure
This structure of organization help picture internal and external relationships among managers and top
management. This structure is more flexible as compared to other structures and more decentralized.
The though behind this model is build on social networks. The network structure is based on open
communication and trustworthy partners. This model is more complex as it has few tires, high control
and decision-making flows from bottom only.
Line Organizational Structure
It is the most simple type of organizational structure. There authority passes from top management to
lower management. Each department has their respective heads to take decisions. Line officers can
take individual decisions because of its simple structure. Advantage of line organization is it has
effective communication that is an strength for the organization.
Team based Organizational Structure
These type of structures are developed of teams working to achieve a common objective while working
on their respective tasks. They are more flexible and less hierarchical that helps in problem solving,

quick decision making and great teamwork.
Organizational Structure of Vodafone
Vodafone has divisional organizational structure. As the structure is divided in various divisions, they
have the authority and responsibility to perform their task and each divisions performance is measured
separately. This means every person can be hold accountable for their work, managers will be
answerable for sales and profit of their division. This structure helps Vodafone employees perform
better and their morale is boosted. This structure helped the organization(Vodafone) to respond to
changes in the market and provides a easy way in changing the business size by simply increasing or
decreasing the divisions.
Organizational design concept and relation to the structure of Vodafone
Concept of Organizational design
Organizational design refers to slowly identifying the work flow, structure, procedures and systems,
rearrange them to adjust according to business realities and then generate plans to enforce new changes.
The procedure focuses on enhancing technical and people side of business.
Vodafone follows divisional structure that means all the departments are separate and their working is
separate from others. Every division is accountable for their own work and they are given some
authority to do the work. Company has multi-divisional structure. Vodafone is the parent company
having so many subsidiary companies. Divisional structure gave the company advantage of separate
operational flows that implies if one company goes down it won't affect the rest.
Two approaches of HR that contributes to organization design
Staffing
Staffing simply means placing right person at the right place. If the company wants to hire people they
can do either internal recruitment where they can give the existing person a extra task so that the
employee can get knowledge about the other work also and they can be more productive or the
company can have external recruitment that is hiring people from outside the organization, it helps in
bringing new talent that can enhance company's productivity. Staffing function contributes in
organizational design by placing the right person(with required skill and capabilities) at the place
needed it helps in organization in building its base (human resource) according to company's need and
focusing on overall growth and development.

Planning
In divisional structure organization is divided in different divisions such as production, finance,
marketing, HR. Each department do planning for their own division and is accountable for the work
they do. All the respective departments make plans for themselves but there plans and goals have to be
in accordance with the organizational goals and that help to build the organizational design. This
enhances the people of the organization. Planning related to workforce will help and contribute in
organizational design as planning the people needed with right qualities and capabilities. Same help in
the process and structure of organization. Planning the training need will contribute in developing
people's knowledge, that will enhance the employees productivity(Osiyevskyy, and Dewald, 2015).
Recent trends in HR
Talent Management
Talent Management means knowing the employees capabilities and assigning them the task according
to that. This helps the HR to know the skill set of employees so that they can manage the employees
and that leads ultimately in high retention ratio.
Work life Balance
Recent trend in HR that focuses on flexible working, flexible timing and work from home facility are
given to employees to make them comfortable, increase job satisfaction and motivation, which will
eventually help organization in achieving goal. Other facilities like maternity leave, child care center
etc. are developed for satisfying employees(Salman,and Broten,2017.).
Outsourcing of Human Resource
Cheap labor is the means of development to this technique. An external party is called for hiring people
and managing the task. Outsourcing can be done to hire some best talent needed for an organization
that will help in achieving organizational goal.
Staffing and planning with emergence of talent management and work life balance will affect
the internal and external environment of workplace as staffing is done keeping in mind retaining the
best employee and training is given to the employee who needed. Through proper recruitment and
planning workforce need organization can handle the effects of internal and external changes.
Conclusion and Recommendation
It part consists of a brief about vodafone and various types of organizational structure and which

organizational structure is followed by vodafone I.e divisional structure. Each and every department
work separately and is answerable for their work done. Then further the study includes about the
organizational design and two (staffing and planning) approaches contribute to organizational design.
Then recent trends emerging in HR and how they support in workforce affecting internal and external
environment.
Vodafone should concentrate on training and motivational part of employees so that can not
affect them when a change comes in environment.
PART 2
Introduction change management model
(Covered in poster)
Role of HR in managing change
(Covered in poster)
An evaluation of how organisational design must respond and adapt to changes proposed in the
organization.
(Covered in poster)
Recommendations on how HR will take changes forward and implement them effectively.
(Covered in poster)
CONCLUSION
Carrying out the above study it can be concluded that change management can be
implemented by various models and theories but HR department plays a vital role in implementation of
any change. Every organization have to adopt changes with the ever changing market so it is very
important that changes are implemented in a proper manner so that company can sustain its existence
even after the redesigning. HR department has the responsibility to drive the company during the
changing or redesigning phase. Adoption of change is important to sustain in the competitive market
.

References
Thornton, B., Usinger, J. and Sanchez, J., 2019. Leading Effective Building Level
Change. Education. 139(3). pp.131-138.
Chowthi-Williams, A., Curzio, J. and Lerman, S., 2016. Evaluation of how a curriculum change in
nurse education was managed through the application of a business change management model:
A qualitative case study. Nurse education today. 36. pp.133-138.
Teixeira, B., Gregory, P.A. and Austin, Z., 2017. How are pharmacists in Ontario adapting to practice
change? Results of a qualitative analysis using Kotter’s change management model. Canadian
Pharmacists Journal/Revue des Pharmaciens du Canada. 150(3). pp.198-205.
Osiyevskyy, O. and Dewald, J., 2015. Inducements, impediments, and immediacy: exploring the
cognitive drivers of small business managers' intentions to adopt business model change. Journal
of Small Business Management. 53(4). pp.1011-1032.
Salman, Y. and Broten, N., 2017. Leading Change. Macat Library.