Value and Contribution to Organisational Success

This document discusses the value and contribution of organisational design, approaches for attracting and rewarding human resources, and the role of HR development in achieving sustainable performance. It includes an evaluation of the importance of organisational design, analysis of different approaches for attracting and maintaining human resources, and recommendations for improving the delivery of sustainable performance. The document also explores the impact of HR development on the role of HR function.

Value and contribution
to the organisational
success

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1) Evaluate the importance of organisational design in context of organisational structure4
M1) Apply appropriate theories and concepts for critical evaluation of importance of
organisational design..............................................................................................................6
TASK 2............................................................................................................................................6
P2) Analysis of different approaches and techniques for attracting, maintaining, developing
and rewarding human resources.............................................................................................6
M2) Critical analysis of different approaches for motivation, human capital and knowledge
management............................................................................................................................8
D1) Recommendations to improve the delivery of sustainable performance of the human
resources.................................................................................................................................8
TASK 3............................................................................................................................................8
P3) Conduct research to support evidence for development of Human resource..................8
M4) Evaluation of HR development that affect the role of HR function...............................9
D2) Judgement and conclusion supported by synthesis of knowledge..................................9
TASK 4..........................................................................................................................................10
P4) Evaluation of how organisational design respond and adapt change management.......10
M4) Evaluation of different types of changes that affect the design of the organisation.....11
D3) Critically evaluate the relationship between design of organisation and change
management..........................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1
.........................................................................................................................................................1

INTRODUCTION
The human resource of the organisation plays crucial role in making an organisation
successful as they adds values to the products and services which are offered by them. For this
various techniques and approaches are used by the organisation in order to manage the
employees effectively by attracting, developing and rewarding them. The human resource
department undertake various approaches with the help of which they aims to improve the
performance of the employees by taking into consideration the design and structure of the
organisation. To be successful the changes need to be implemented in the organisation by
conducting required amount of research for various factors. In this report the organisation that is
taken into consideration is ASDA,which is a multinational retailer that offers general
merchandise, grocery and various financial services. In this the report, the importance of the
organisational design, analysis of the requirement of individuals and the team is considered
which helps in motivating the employees. Also the relationship between the design of the
organisation and change management are considered.
TASK 1
P1) Evaluate the importance of organisational design in context of organisational structure
Introduction to the organisation: ASDA is a supermarket retailer whose headquarters
are in Leeds, West Yorkshire. It was founded in the year 1949 and gradually expanded their
business in various countries. ASDA is considered to be the second largest supermarket chain in
UK. In addition to their services of supermarket they offers services related to mobile phones,
financial services etc. The company focusses upon the prices of the products for the purpose of
promotion.
Organisational structure is the system in which the roles and responsibilities are
directed to the employees as per their capabilities and the level at which they are designated.
This facilitates the effectiveness in the flow of the information at different level. The hierarchical
and functional structure is being followed by the ASDA in their organisation. To make the
communication effective among different department communal structure has also been adopted
by them (White, 2016).

Organizational design: With the help of the process of organisational design the
structure of the organisation is aligned with the objectives. This helps in achieving the
effectiveness and efficiency by improving the processes and activities (Park and et. al., 2016).
Importance of organizational design: The organisation can effectively manage the
objectives with aligning them with the structure as with this they can allocate the tasks to
different people. This makes the organisational design important for the organisation which are
given below:
 Dealing with contingencies: Contingency can be explained as the occurrence of any
event without any expectation and such events has impact on the performance of the
organisation. Due to this these events has to be managed with the help of the design as
with this abilities of the employees can be determined from the structure. The structures
can also be designed to cope up with these contingencies (Uhl and Gollenia, 2016). The
crises of the materials affects the operations of ASDA which is effectively managed by
the employees as they have direct links with the suppliers which is due to the communal
structure.
 Competitive Advantage: To take the competitive advantage it is important to design an
effective structure so that the strategies can be formulated and implemented. With the
help of aligning the structure with the objectives through various strategies the
organisations can outperform. For taking competitive advantage ASDA formulate various
strategies which can bring changes in the structure but improves the overall performance
of the organisation.
 Innovation and efficiency: For the organisation it is important to bring innovation in the
products and the services which are offered by them to the customers. For introducing
such innovation the structure of the organisation need to efficient which has to be
designed as per the objectives. This will help ASDA in bringing innovation and
efficiency in the products and services through redesigning the structure which can help
them in satisfying the customers (Lozano, Ceulemans and Seatter, 2015).
 Diversity in workforce: The workforce in the organisation are diverse which has to be
managed effectively and this can be done with the help of designing an efficient
structure. ASDA can place the employees as per their capabilities to various roles and

accordingly their responsibilities will be allocated. This can be done with the help of a
structure and with this the an understanding among employees can also be developed.
M1) Apply appropriate theories and concepts for critical evaluation of importance of
organisational design
The organisational design helps in achieving the goals and objectives of the organisation
but for this the efficiency need to be analysed. An effective design can be created with the help
of Weber's Bureaucratic Model which helps the organisation in structuring the activities
hierarchically. As this model believes that bureaucracy is an effective manner for setting up an
organisation and its administration so it will help in determining the efficiency of the
organisation.
TASK 2
P2) Analysis of different approaches and techniques for attracting, maintaining, developing and
rewarding human resources
For the organisation it is important to analyse various approaches and the techniques that
can help them in managing the employees. The employees contributes in the organisation with
which they can achieve their target due to this it is important for them to keep them motivated by
identifying their needs and wants. The organisations need to provides various trainings, rewards
to the employees so that they can be retained in the organisation. The models and the approaches
which can be used by the HR managers of ASDA are:
Maslow's Need Hierarchical Model: With the help of this model the needs of the
human resource can be identified and satisfied. This model includes five needs which are to be
satisfied such as the physiological needs, safety needs, love and belonging needs, self esteem
needs and self-actualisation. In the need hierarchy the lower level needs are first satisfied and
then the higher needs are satisfied. ASDA with the help of this can satisfy the needs by offering
various opportunities. The first four needs of the model are the deficiency needs while the last
need is growth needs and by satisfying them the employees can be attracted, maintained and
retained (Lichtenberg, Lachmann and Fosshage, 2016). The stages of the model are:

 Physiological needs: Their are some basic needs which are to be satisfied and such needs
are focussed by the ASDA as the employees work to satisfy them primarily. Such needs
can be satisfied with the salary which is being provided to the employees.
 Safety needs: The safety needs of the employees need to be considered by the employers
as the basic necessities can be satisfied by the salaries. For satisfying these needs the
ASDA provides security to the employees, hygienic workplace, freedom from the fear
etc. so that the employees can feel safe at the workplace (Tam and Gray, 2016).
 Love and belonging needs: After the needs of safety and basic necessities are satisfied,
the employees expects the feeling of love and togetherness among the employees. Such
needs motivates the employees to perform better and in an effective manner. ASDA
conducts various activities with the help of which the employees can interact with each
other.
 Self esteem needs: Once the above needs are satisfied then comes the need of esteem in
which the employees aims to achieve the dignity, prestige, status etc. ASDA has various
policies and on the basis of which the performances are analysed and opportunities are
provided to the employees so that they can meet up with their such needs.
 Self-actualisation: In this stage, the employees analyses their potential for the personal
growth. ASDA provides various opportunities to employees to prove their capabilities
and efficiency (Leyer, Stumpf-Wollersheim and Pisani, 2017).
Vroom's Expectancy theory: The Vroom's expectancy theory separates the
performance, efforts and the outcome. This helps in regulating the behaviour of the employees so
that both can be benefited from this. The Vroom considers that the performances are based upon
the individual factors such the skills, knowledge and the ability of the individual. For improving
the performance more and more efforts need to be put by the employees. Accordingly the
rewards are provided to them. The model includes variables :
 Expectancy: Expectancy is the factor that reflects the amount of efforts with which the
performance can be increased. ASDA uses various resources and skills with the help of
which the employees can meet up with the expectations.
 Instrumentality: This variable reflects the idea that if the employees perform better
than better outcome can be achieved. ASDA provides clear understanding of the
relationships with which the better rewards can be achieved (Larsen and Fondahl, 2015).

 Valence: It is the perceived value that the employees considers for the outcome. ASDA
analyses the factors which are to be used to motivate the employees such as money.
M2) Critical analysis of different approaches for motivation, human capital and knowledge
management
An organisation need to motivate the employees on consistent basis so that their
performances can be improved. But for this various approaches, concepts and theories are used
such as Maslow's need hierarchy theory. With the help of this the needs are identified on the
basis of which various programs are developed which help in improving the knowledge of the
employees. Also this enable the employees to perform across different roles. The adoption of the
theory such as Vroom's expectancy helps in determining the expectancy of the performance from
the employees with which they can achieve their individual roles in terms of rewards.
D1) Recommendations to improve the delivery of sustainable performance of the human
resources
To have a sustainable workforce the organisation such as ASDA need to consider various
aspects with which the performance can be improved. For this the managers must develop a
sustainable way of leading as with this the outcomes can be made positive. This is because the
leaders make the employees comfortable with the workplace. In addition to this the focus need to
be on the long term strategies so that a vision can be created for which the employees perform.
This will enable the organisation in improving the overall performance of the employees.
TASK 3
P3) Conduct research to support evidence for development of Human resource
The development of the human resource is important for the organisation as with the help
of this the employees can be motivated, retained and various opportunities can be provided to
them. For this the organisation such as ASDA need to consider the trends which are prevailing in
the business environment so that their level of competence can be improved by providing various
trainings to them (Hayes, 2018). Various trends which are to be considered by the managers of
ASDA for the development of human resources are:
 Employee Experience: The focus of the organisation has shifted from the employee
engagement at the workplace to the experience of the employee. For this the culture of
the organisation is taken into consideration which helps the employees in developing the

understanding and working together. ASDA organises various development sessions
which helps in improving the experience of the employees so that they can be developed.
 Advanced People Analytics: With the increasing needs of the business environment the
concept of the back office data has been shifted to the use of various software such as
SAP, Oracle etc. ASDA uses these software for providing people various such skills so
that they can meet up with the issues which can arise due to changes taking place in the
technology.
 Digitized rewards and recognition: With the help of the rewards the employees can be
motivated to perform better. This leads to their development of employees at ASDA as
with the help of digital recognition the employees excel their performance by way of
contributing to the organisation with the help of social media platform.
 Enhanced employees engagement: The organisation aims to involve employees more
and more in the activities of the organisation so that they can make feel as integral part of
the organisation. ASDA organises various wellness programs for the employees with the
help of which they can be motivated to perform well (Görög, 2016).
M4) Evaluation of HR development that affect the role of HR function
With the changes taking place in the business environment the human resource managers
need to analyse the requirement of such trend in the organisation. Adoption of these trends helps
the organisation in developing the employees so that their skills and capabilities can be improved
with which their performances can be improved. Due to the trends such as digitisation in the
processes, advancement of the analytics etc. the requirement of the need of various training
programs increases and this increase the responsibilities of the human resource managers.
D2) Judgement and conclusion supported by synthesis of knowledge
On the basis of the identified trends it is analysed that the human resource managers need
to adopt various trends with which they can improve the knowledge, skills and abilities of the
employees. This makes them efficient enough to adopt the changes which are taking place. It is
suggested that the ASDA should focus upon the transformational leadership and more and more
engagement of the employees so that a sustainable workforce can be created. Also this will help
in bringing the work life balance of the employees.

TASK 4
P4) Evaluation of how organisational design respond and adapt change management
Organizational design refers to as how activities like, supervision, allocation, and
coordination are directed toward towards the accomplishment of organization's aims and
objectives of the company. In an organisation, there are several kind of design such as work
specialisation, chain of command and others. There are some measures which are mentioned as
beneath and help in adopting organisation design.
Recruiting experienced staff- as per this plan of action, workforce in ASDA is required
to hire skilled and well qualified employees which can lead and direct their employees in term of
using new technologies which can be used by the company in its business and the advantages of
digitalisation. It will assist in effective communication with the consumer in term of providing
the information about the products and services and resolving their queries. This will help in
retaining the consumer base as well in the growth and development of the company in context of
accomplish the business goals and objective of the company (Cascio, 2015).

Providing training and development- It is essential for the administrator in ASDA to
make improvement in the skills and knowledge of the employees about digital technology. By
providing training and learning sessions to workforce, the manager of the company can provide
an opportunity to their workers to make increment and gain information about digital technology.
So that when the company use these kind of technologies in their business then the workforce are
able to work according to them. It will help the company in making growth and development in
the business and also assist the employees to make effective relation with consumers. When
company have good relation with its target audiences then it will aware about the needs and
demands of its customers and they will offer product as per them. It will assist in making good
position in the market and make success in the business in term of high profit and productivity.
With the assistance of preceding described plan of action, HR manager of ASDA is
capable to adopt digitalisation so that effective efforts can be provided to make strong relation
and communication with the shareholder, consumers and investors of firm.
Recommendations how HR department take changes forward and adopt them properly
According to the preceding defined situation, it can be suggested to the company that by
restructuring their activities and procedures, ASDA can earn desired returns and results in an
adequate and appropriate manner. If the company work according it, then will be make
development in its business which help in the growth and success of the firm. In context of it,
organisation is required to accept that organisational system which will helps in utilisation of
digital technologies in effective and efficient way. Apart from it, there are some other
suggestions which can be beneficial for the respective company (Bailey and et. al., 2018). They
are described as under:
 The management of the company can frame plan and strategies by making discussion
with the staff of organisation so that workforce can feel that they are valuable and
effective fro the company. It will also help in encouraging them and they can easily adopt
the change in effective manner.
 The administration of respective company is needed to frame and design appropriate
budget so that minimisation and shortage of finance will not be suffered by the company
at the time of making or implementing modifications.

M4) Evaluation of different types of changes that affect the design of the organisation
Different types of change are, planned change, happened change, reactive change,
directional change, strategic change and on. Reactive change change place in response to an
event. It affect the design of the organization because change take place by outsider force.
Reacting on outsiders view spoil the positive ambiance of the firm. As well as decreases the
productivity of the firm. Whereas, planned change refers to as preparing the whole firm for
attainment of the goal. By introducing planned change in the organization it affect the design of
the firm as it raises overall productivity. There is no or less resistance for change because each
and every member of the firm are aware about the change taking place in the working premises.
Additionally planned change in the working premises assist ASDA to compete with rivalry
prevailing in the global market. By this quality work is enhanced which directly or indirectly
helps organization to create tough bench mark for others. Strategic change is mostly executed at
organizational level that influence numerous components and tactics of an organization. This
particular change affect the design of the organisation in positive way because it assist in
planning efficient communication strategies. By implementing this change in the working
premises of ASDA distinguish benefits are attained by them like, it helps in enhancing morale of
the staff member, collaboration, communication, quality of work and productivity.
D3) Critically evaluate the relationship between design of organisation and change management
Basis Organisation Design Change management
Meaning Organizational Design
includes processes, creation of
roles and structures in order to
ensure firm's objective can be
realized.
This is explained as the
procedure to handle people
side of change so as to
accomplish required result.
Impact Design of the business is
influenced by change taking
place in the premises.
Change management is done to
mange and handle the
implemented change so that
smoothly change can be
accepted by existing staff
members without resistance.

Time duration To modify the design of the
organization according to the
change consumes lot of time.
It incur short time span to
execute change at the
workplace.
CONCLUSION
It is concluded from the above report that an organisation need to consider various factors
which can influence the value that is being added by the employees. For maintaining, attracting
the employees the human resource manager need to analyse various approaches and theories
such as Maslow, Vroom's theory so that they can be motivated. Along with this the changes
which are taking place need to be managed so that its impact can be managed by the
organisation.

REFERENCES
Books and Journals
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Cascio, W.F., 2015. Managing human resources. New York: McGraw-Hill.
Görög, M., 2016. A broader approach to organisational project management maturity assessment.
International Journal of Project Management. 34(8). pp.1658-1669.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management. 33(2).
pp.291-298.
Larsen, J.N. and Fondahl, G. eds., 2015. Arctic human development report: Regional processes
and global linkages. Nordic Council of Ministers.
Leyer, M., Stumpf-Wollersheim, J. and Pisani, F., 2017. The influence of process-oriented
organisational design on operational performance and innovation: a quantitative analysis
in the financial services industry. International Journal of Production Research. 55(18).
pp.5259-5270.
Lichtenberg, J.D., Lachmann, F.M. and Fosshage, J.L., 2016. Self and motivational systems:
Towards a theory of psychoanalytic technique. Routledge.
Lozano, R., Ceulemans, K. and Seatter, C.S., 2015. Teaching organisational change management
for sustainability: designing and delivering a course at the University of Leeds to better
prepare future sustainability change agents. Journal of Cleaner Production, 106,
pp.205-215.
Park, D., and et. al., 2016. Young children’s motivational frameworks and math achievement:
Relation to teacher-reported instructional practices, but not teacher theory of
intelligence. Journal of Educational Psychology. 108(3). p.300.
Tam, S. and Gray, D.E., 2016. Organisational learning and the organisational life cycle.
European Journal of Training and Development.
Uhl, A. and Gollenia, L.A. Eds., 2016. A handbook of business transformation management
methodology. Routledge.
White, G., 2016. Reward management. Edward Elgar Publishing Limited.
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