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Value and Contribution to Organisational Success Assignment

   

Added on  2021-02-20

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Value and Contribution toOrganisational Success

Table of ContentsINTRODUCTION...........................................................................................................................3PART 1............................................................................................................................................3Introduction............................................................................................................................3Organisation structure............................................................................................................3Organisation design and its relation to organisation structure...............................................4HR approaches and its contribution to organisation design...................................................5HR practices in responsive to change in internal and external environment.........................5Conclusion and recommendation...........................................................................................6PART 2............................................................................................................................................6Covered in poster presentation...............................................................................................6CONCLUSION................................................................................................................................6REFRENCES...................................................................................................................................7

INTRODUCTIONHuman resource is an essential part of the organisation that deals with the manpower andissues related with them like compensation and long term growth opportunity (Adams, 2017)(Bailey, 2012). The success of the organisation depend upon the inspiring leader as well asmanager who makes the strategy and engage employee in order to achieve sustainabledevelopment. It helps company to achieve its objective by significant filling the performance gapand deals with the dynamic environment according. For the better understanding of report Marksand Spencer company has been selected which is the one of the largest multinational retail storeof UK. It basically deals in supreme quality of clothing, food product as well as home product.This report cover following topic such as importance of organisation design for the delivery ofsustainable performance. Moreover, analyse requirement to develop motivated, knowledgeableand experienced individual and team. Further, apply contemporary knowledge and research tosupport HR development. Evaluate relationship between organisational design and changemanagement are covered in this report (Unger, Gemünden and Aubry, 2012).PART 1IntroductionMarks and Spencer was founded by Michael Marks and Thomas Spencer in 1884, it is amultinational company whose headquarter is in United Kingdom. It deals in both food and nonfood item and provide supreme quality of product to the consumer (Tortorella and et. al., 2017).Within UK which is home country of M&S has approximately 900 retail store. Along with that ithas expanded its business worldwide in both developed and developing country due to which ithas huge customer base and in 2018 the revenue of company was around £9,208.3 million.Further, company has its own brands like M&S Collection, Classic, Blue Harbour and so on anddeal with the customer through brick and mortar retail store as well as online platform.Therefore, the company adopts latest technology to carry forward business effectively (Boyle,2017).Organisation structureOrganisational structure includes activities like roles and responsibility of various levelthat help to attain certain objective of an organisation (Scott, DeLone and Golden, 2016). There

are various types of organisational structure such as hierarchical, matrix, divisional structure andso on among them Marks and Spencer has adopted functional structure. Functional structure: It is one of the most efficient structures in which employeesperform the role based on same specialisation or similar type of skill set. It include variousdivision which are supervised by functional manager who have expertise knowledge over theirsubjects (Chang and et. al., 2013). The role of functional manager within M&S is to utilise theeffort of employee or team member to attain the objective of whole function successfully. Thewhole authority whether it is related to decision making or allocate of resources or budget recitesin hand of functional manager. The main benefit which respective company gets of usingfunctional structure is that each and every employee of company are grouped based on the sameknowledge and interest which helps in experiencing high quality output. Along with that it helpsto avoid duplicate work and leads to better accountability of work. Organisation design and its relation to organisation structureOrganisation design helps in the integration of information, workforce as well astechnology at right mix to attain the objective successfully. Organisation structure on the otherway is a formal process of communication, authority or power that define the role role of anemployee (Guldberg and et. al., 2013). In context to Marks and Spencer company which can usefunctional organisation structure as it promote employee to come up with innovative idea anduses advance technology to produce the desirable output. Along with that it does not involve therole of top management as each division has its manager that handle decision making processeffectively. Hence adequate relationship between organisation design as well as structure helpsto maintain balance in term of employee and employer relation and proper delegation ofauthority. Therefore, there are some of the points based on which both design and structure areinterrelated to each other.Organisation size: M&S being large organisation involve the huge number of employeesfor which functional structure can be adopted so that each level is designed with multiple level ofauthority. Moreover, in terms of design employees of same skill are categorised together but theyhave low decision making power (Rodríguez-Sánchez and Vera Perea, 2015). Hence, to maintainthe connectivity and communication among employer and employee functional manager plays anefficient role.

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