Value and Contribution to Organizational Success

This article discusses the value and contribution of organizational success, focusing on the role of human resource management. It explores the McKinsey 7s model and the steps involved in managing change. The article also evaluates how organizational design should respond and adapt to changes. References are provided for further reading.

Human Resource is a very crucial part of an
organisation. All the activities related to business
organisation rotate around human resource. Moreover,
the prime function of human resource is to manage
activities of business with proper efficiency in order
achieve the desired objective of respective company.
Further, human resource is an essential factor for
economic development. This Poster is based on Marks
& Spencer which is a major British Multinational
organisation headquartered in London.
McKinsey 7s model
Organisational restructuring will result in
introduction of new personnel’s in middle and top level
management. M&S has to face various kind of issues at the
time of restructuring. Some employees, who are not getting
promoted and new responsibilities, may get upset and leave
organisation or feel demotivated. Few workers may not
have required skills which is essential for holding new
position. Company will try to align all the elements, if some
are not well aligned then optimal organisational design will
be made by setting goals.
Step-1 Identifying areas that are not well-aligned
Skills and system are two elements of McKinsey 7s
model which are not well-aligned in this case. Employees,
who will work on new positions, do have technical skills but
they lack interpersonal skills like how to resolve conflict,
active listening etc. Making a system for developing new
abilities in employees is also a complicated task because
every worker has different set of skills and their working
style is also different.
For a business organisation, it is required to implement
changes that aid them to survive in the emerging
market. In respect of Mark and Spencer, change
management practices consider alternation in business
functional activities in order to render numerous
responsibilities to different employees. For this, firm
can analyse effectiveness of changes with the help of
different models and theories. There are Lewin’s
change model is determining below:
Unfreeze: Once a business organisation realizes their need
to change their business operation in order to capture good
market share. They basically aim that unfreezing they
current adopted product. This basically done in order to
make improvements within the business. Marks & Spencer
can effectively implement this strategy when the company
is not able to earn the desired profits.
Change: After unfreezing the current plan of the
organisation. The adopted change is implemented. Under
this process the employees for the organisation usually
requires training so that they can essentially perform the
task with accurate efficiency.
Freeze: Under this the changes adopted by respective
company is freeze. This a vital process under change
management system. Moreover, it is a very important
factor because the new change is fixed.
Value and contribution to organizational success
INTRODUCTION
Background to change management

Step-2 Setting goals
The role of top level management is important in
this stage as they have to set goals by considering new
organisational design. First goal will be providing basic
training of 3 months to those employees who are getting
promoted but do not have good interpersonal skills. Both
methods of training i.e. On-the job and Off-the job training
will be used in this process. Second goal is to develop a new
system. The target is to develop new hierarchy and process
of communicating vital information in order to assure
effective management.
Step-3 Execution of planned change
M&S will hire some trainers who have
specialisation in teaching interpersonal skills. This will
provide theoretical information to the unskilled managers so
they can lead their team in a better way. Beside Off-the-job
training, senior of promoted workers will help them in
practising and learning new skills as application of
theoretical knowledge do not provide desired results. The
new system will involve ''one man one boss'' principle where
every employee will have only one senior and others will
not get him/her any order.
Step-4 Continuous review
Both training approaches will be reviewed on
weekly basis as it is essential for making required change in
right time. The new system, one man one boss, will also be
reviewed in every month in order to get the response of
employees. This will be essential for removing possible
roadblocks in the system.
Human Resource Manager within an organisation
basically have two prime roles which are: overseeing
department function and effectively managing
employees within an organisation. Core competencies
for HR management basically includes: decision
making capabilities, solid communication skills and
several other factors which help in managing task at
workplace. Moreover, in context to Marks & Spencer
the company is currently aiming at expanding its
business operation in several other parts of the world.
Therefore, in order to effectively expand the HR
manager, have to play a very critical role. Following
some major role which the manager has to follow:
Training and Development: Under the process of
training basically the employees of respective
organisations are trained with proper efficiency in
order to enhance their productivity. However, in case
of Marks & Spencer the HR manager will have to
effectively train the employees at work so that they can
operational work in order to expand business operation
of company in several other parts. Manager will
regularly conduct periodic training under every
department.
Recruitment and Selection: Prime function of every
human resource manager is recruit and select right
employees at work at right time.
Moreover, HRM also develops several strategic solutions to
meet the demand and requirement organisation. However,
for Marks & Spencer the HR manager under case of business
expansion he/she need to appoint employees who are highly
skill and knowledgeable so the expansion becomes
successful for the respective company.
Effective Employee Relation: Human resource manager is
also responsible at making good employee relationship
within an organisation. HR manager should effectively be
able to sole the quires and conflict of employees in proper
manner. For HRM under Marks & Spencer should
effectively maintain good employee employer relationship
so that the employees of organisation focus on achieved the
desired objective without any interference.
However, there are many other roles which a HR
manager usually plays in order to effectively follow the
business functioning within an organisation. For Marks &
Spencer the is required to carry out each of his role with
proper efficiency in order make the expansion successful.
Role of HR in managing changes

Organisation Change within a business organisation is very obvious. These changes are
usually made in order to effective response towards competition faced with proper
efficiency. Due this type competition organisational over focus is shift and companies
aims at redesigning. Whereas organisational design is process under which the company
aims at achieving formulated objective with efficiency and makes improvements if
necessary. However, for Marks & Spencer the company should aim at effectively
responding towards organisation design because this help business organisation in
making the expansion successful. Further, this success will help the company in
enhancing its overall productivity as well as its profitability. Thus, after this
organisational design will help Marks & Spencer to make improvement if required.
From the above report it can be concluded the change management system is very
essential within an organisation. It effectively helps in achieve required business outcome.
Further this management also helps an organisation to incorporate organisational tools
which are essentially needed in order to adopt the changes. Thereafter after success
implementing change management within an organisation, the role of HR manger is very
critical. He is the one who is primarily responsible for achieving the change with proper
efficiency. If he does effectively look after the operations of business the desired objective
of the company can never be achieved.
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References
Evaluation of how organization design must respond and adapt to
changes Conclusion
Evaluation of how organization design must respond and adapt to
changes
However, in order to effectively expand Marks & Spencer business operation in other
parts, the HR manager is highly responsible. Thus he should aim at communicating with
the head of each department so that all the activities are performed properly. However, he
should regularly motivate employees within the business to work with efficiency and
achieve overall business objective.