BMC Report: Evaluating Organizational Performance and Culture

This report evaluates organizational culture, behavior, structure, and people practices essential for promoting organizational performance, focusing on BMC as a case study. It explores the advantages and disadvantages of hierarchical and flat organizational structures, highlighting the connection between organizational strategy, product and service offerings, revenue generation, and customer relationships. The analysis includes external factors and trends impacting the company's future strategic direction, such as political, economic, socio-cultural, technological, legal, and environmental influences. The report assesses current strategic priorities like effective recruitment and technological development, examining the employee life cycle and key themes impacting people practices, such as globalization and mental health well-being. Finally, it discusses the impact of people practices on organizational systems and structures and suggests how the people practice team can support strategic priorities, ultimately emphasizing the importance of these elements in enhancing organizational competitiveness. Desklib offers a wide array of solved assignments and study resources for students.

Organizational
performance and
culture in practice

Table of Contents
INTRODUCTION .............................................................................................................................3
Advantage and disadvantage of two different type of the organizational structure......................3
Connection between the organisational strategy, product and services, revenue generation and
customers.......................................................................................................................................4
Analysis of external factors and trend that impact company's future strategic direction..............5
Assessment of two current strategic priorities for chosen organisation........................................6
Relationship between employee life cycle and potential work.....................................................7
Two key theme that impact people practice and shaping the area of people practices.................8
Impact of people practices on organisational system and structures.............................................8
How can people practise team support two strategic priorities.....................................................9
.........................................................................................................................................................12
CONCLUSION ...............................................................................................................................12
REFERENCES.................................................................................................................................13

INTRODUCTION
Organisational competitiveness is centred on various factors, including structure, culture
and effective management and leadership. In the contemporary organisation, business focus on all
these factors is fundamental to enhance the performance. They are foundations of the
organisational design that Chartered institute of the personnel development (CIPD) note as an
evaluation of what the firms needs and wants. Gap analysis is very essential in establishing where
a company is presently and their projection in future in order to bridge the difference
(Aburumman, Newnam and Fildes, 2019). The company chosen in this report is BMC. Main
aim of this report is to evaluate the organisational culture, behaviour structure and people practise
that are essential in promoting the organisational performance. The other aspects include in this
report involve types of the structure, people practice and relationship between structure, culture
and organisational performance.
Advantage and disadvantage of two different type of the organizational structure.
The structure of an organisation refer to manners in which different organisational
activities or practices are conducted in order to accomplish the company's objectivities and goals.
These activities may include individual responsibilities and rules (Anning-Dorson, 2018).
Organisational structures further entails that how the information flow between different levels of
an organisation. Therefore, in relation to BMC company, there is a discussion of merits and de
merits of different organisation structure which are mentioned below:
Hierarchical structure- BMC company is following the hierarchical structure, this structure is
defined in a form of the pyramid, in which authority and levels are within comp[any. In this every
individual at workplace following hierarchical structure is a subordinate to another apart from
chief executive officer.
Advantages
 Workers are engaged in the decision making process of company.
 Few level imply communication and coordination.
 Reduce organisational budget in various activities.
Disadvantages-

 Employees make lack the specific job role.
 There is risk of the confusion and employee's power struggles.
 In this, there is limited to the small organizations.
Flat structure- It is contrasts the hierarchical one. There are few or no level between management
and leadership and employees. Flat structure is defined by the less supervision and worker's
participation in the decision making process (Arslan and Roudaki, 2018).
Advantages
 It facilitate effective management and leadership.
 In this, it is easy to accomplish the specialist.
 In this, growth opportunities are motivational
Disadvantages
 There is ineffective communication among employees.
 There is risk of the rivalry between various departments.
 Bureaucracy may impact the organisational performance and innovativeness.
Connection between the organisational strategy, product and services, revenue generation and
customers.
The organisation strategy is defined as an activity or action the organisations plan for
undertaking in order to achieve their objectives and goals. Combined, the actions comprise the
strategic plan and also required a high level of the involvement entire the organisational levels and
department (Bhattacharya Nand and Castka, 2019). The organisational strategy is founded on
various aspects, including organizational goals, resources, innovation and the employees learning
and development. Therefore, the organisational strategies are classified in to three including
business, functional and corporate. In relation to BMC there is a connect between its organisation
strategy, revenue generation, product and services and outcomes. Hence, these connections are
mentioned below:

Organisational strategy and revenue
Relationship between revenue generation and strategy is centred on how a business adapt
to the changes and set directions and priorities. Organizational strategy involves and outlining the
organisational direction, it ensure that company meet its goals and remains competitiveness,
defined by a high revenue (Bourne, Melnyk and Bititci, 2018). Likewise, organisational strategy
of BMC ensure that company's approaches and food product are also aligned with its customer
needs. It increase the firm's market share, that translate to the revenue of company.
Organisational strategy and product, service and outcomes
The organisational strategy of BMC include development plan that ensure the company
adapt to the current market dynamic and trends. Among these trend and dynamic is the changing
customer preferences and needs. It implies need for the diverse service and product that meet the
customer's needs and also align with future trends. For instance, majority of the companies are
currently focusing on the implementation the information and communication technology in order
to enhance services delivery, as reflected in food sector. These approaches are foundation of
accomplishing the organisational outcomes. Another aspect of the business strategy is clarification
and simplification of decision making process, that is crucial to increase profit and accomplish
organisational objectives and missions. Effective organisational strategy of BMC is aligned with
its objective and goals and also ensure that all key performance indicators are accomplished.
Analysis of external factors and trend that impact company's future strategic direction
 Political- BMC is significantly impact by the political difference at different place. It is
reflected, especially within international organisations. For instance, the government
guidelines related to COVID 19, impact the respective company's operations in this sector
(Harmanci Seren and et. al., 2018). The company is also get impact by the Brexit. These
political policies may also impact the future strategic direction of BMC.
 Economic- It reflect on the aspect of economy. Exchange rate, GDP and high inflation rate
are come sunder this element. BMC's organisational strategies and performance get
impacted by the country's low GDP, that is also an attribute to a low number of the

customers. The increasing or decreasing rate in different elements may influence suture
strategic direction of BMC.
 Social cultural- Currently, there are essential changes in the customer preferences across
the world impacting the organisational innovations and diversification to develop the
product and services which are aligned with the company's objectives and customer's
needs (Harris and Jones, 2018). In relation to BMC, social cultural aspect include the
diversity among its employees, that is essential to acknowledge. Therefore, respective
company should bring variety in its food product that can meet the customer' s needs
 Technology- For food industry, to stay in the step with the technology is become very
significant in order to improve process including lot traceability, understanding of general
food items and labelling (Hong, Zhang and Shi, 2018). In relation to BMC, the company
should mainly concern towards the food safety, package tracing and carbon labelling as
these factors can influence the future strategic direction of BMC company. So it need to
remain up to date with latest technology.
 Legal- Continuous updating and development of the organisational law involving the
employment prompt for the change to avert any problem of issues with authorities and
other concerned bodies. Certain of the influential laws within UK include, National
minimum Wages ACT 1998, Employment Rights Act of 1996, Equality act of 2010 and
many more. So BMC need to be aware of all these rules in order to protect their business
form legal consequences.
 Environmental- Sustainability endeavours are impacted by the climate changes and global
warming issues. BMC have to ensure that they abide by environmental regulations such as
applying renewable technologies and carbon footprint, otherwise these issues will impact
the BMC's future strategic direction.
Assessment of two current strategic priorities for chosen organisation
The organisational priorities can be defined as most significant activities, actions, product
or services deliver by an organisation. As COVID 19 has impacted all the industry adversely. So
now, companies need to have some strategic priorities so that they can overcome for the loss
caused by pandemic. In relation to BMC company its two current strategic priorities are
mentioned below:

 Effective recruitment- It is first priority of the BMC as, during COVID 19, many people
has lost their job. Due to this there is a shortage of employees in respective company. As
now the situation is under control, so BMC want to recruit some efficient employees in
order to running its business smoothly. Therefore, to achieve this priority BMC need to
consider effective recruitment process in order to attract new and fresh talent. recruitment
of the qualified expert or personnel to carry out various organisational roles and
responsibilities.
 Technological development- It is another strategic priority for the BMC as during
pandemic, the respective company get impacted adversely. Therefore, to unlock a more
sustainable food system in organisation, BMC should uses effective food technologies as it
address food longevity by providing an innovative solution in order to increase the shelf
life. By this expected positive outcome would be increased performance and productivity.
Relationship between employee life cycle and potential work.
Employee life cycle cover the entire relationship between employee and their potential
work. It include 6 phases, in this ongoing relationship. In context of the BMC these phases of
relationship are mentioned below:
 Attraction- It is regardless of how innovative company's product or services is, with this
attraction, company can get success. It is projection of organisational image as great place
to work in employee's mind. It make attraction stage most crucial aspect to BMC's growth
strategy.
 Recruitment- In this time period, company seek out and recruit excellent talent for joining
the organisation (Martínez-Costa, Jiménez-Jiménez and Dine Rabeh, 2019).BMC support
a collaborative hiring centred around a clear criteria and process to provide meaningful
data which can be utilized to improve the hiring result for long time period.
 On boarding- In this, new employees of BMC cover ore in depth aspect of their respective
position, determine attitude, skills, knowledge and behaviour which are required in order
to function effectively at workplace.
 Development- In this, company begin to systematically encourage the professional
development within the team members, that act as catalyst in employee's skill development
and also aid them with future career path in organisation.

 Retention- In this, company focus their energies on keeping their top employees and also
ensure that they are satisfied and sufficiently challenged in their job roles. For this, BMC
should openly communicate their business mission and team aspirations.
 Separation- At this stage, for mostly employees, a point comes where their employment
life cycle will reach its conclusion. It may be through retirement , personal reason or new
employment. BMC should treat the separation process with same importance as on
boarding process.
Two key theme that impact people practice and shaping the area of people practices
The people practices in organisation get impacted by various factors. In relation to BMC,
there are certain theme that impact the people practices. Two of these theme are mentioned below:
 Globalization- This theme has most significant implication for the human resource
management practices. For some, it create a pressures to take best, transferable set of the
HRM practices which can spread around globally. In relation to BMC, it influence the
organisation in competing for customer with a high expectation for the performance, cost
and quality. Globalisation exerts pressure on people practise to adopt to changing business
need and also add greater value.
 Mental health well being- It is state of the thriving in different areas of life including, at
work, relationships, despite ups and downs and many more (Mathew, Prashar, and
Ramanathan, 2018). In BMC, by having an appropriate degree of the understanding during
monitoring, interviewing, employee's absence, its HR experts actually contribute to in
declining number of the active days relinquished due to the mental ill health.
Impact of people practices on organisational system and structures
In organisation system can be said to be open or closed. The open system interacts with
the other system through free passing of the information, while closed system operate on their own
with the little or no impact from the outsider environment and world (Molloy and Mödlinger
2020). HR play vital role in embedding these practices in the performance management by
supporting goals setting process, development discussion, embedding technology, decoupling the
compensation, investing in the manger's capability and analytical to simplify the organisational

performance management process. In relation to BMC, its people practices impact its
organisational structure and system.
In business, human resources department or people practices have an impact on the organization
as they manage the employees recruitment that determine which workers or employees are hired.
They ensure the recruitment of new talent in organisation. There practices can affect the effective
employment at workplace. In BMC, people practices of staffing, training engagement of the
employees and incentive has a positive relation with the employment or employees performance
as its increase the organisational productivity.
People practise or HRM can be described as an effective management of the people within
organisation. It help in bridging a gap between organisational strategic objectives and employee's
performance (Prasanna and Haavisto, 2018). In context to BMC, its effective HR management
team or people practices give company an edge over their competition. The people practise in
respective company improve its people management by contributing significantly to the training
and development programmes and also play significant role in strengthening employee- employer
relationship.
The organisational structure or system impact the recruitment and selection. In BMC its
recruitment process is affected by size of respective company. Smaller organisation, more likely
that the recruitment is done by hiring manager.
The organisation system and structure help the company to set their priorities. What is and is not
essential for business, how the resources are earmarked communicates. BMC set its priorities,
high to low, with its overall brand reputation as their very top concern. Its other priorities might
include, sales, growth, strategic initiatives, security, operational efficiency and regulatory
compliance.
How can people practise team support two strategic priorities
The people practices team support an organisation in their strategic priorities. In relation to
BMC it has two strategic priorities including effective recruitment and technological development.
There is a discussion about that how these priorities are supported by the people practise team.
 Effective recruitment- The recruitment is key responsibility of the people practise. When
HR work in various area including employee development, employee engagement, data

management, statutory compliance and many more, one of the main area of focus of the
HR is to attract, hire, select and onboard a suitable employee for the organisation. In BMC,
its efficient and fast recruitment process can engage company's reputation both from
eradicate and market perspective and also ensure the identification of best talent. For this,
company can use different recruitment meth do for an effective hiring of employees. Thus,
the people practise support BMC in establishing its priority.
 Technological development– Using artificial intelligence, people practices can allow the
programs for identifying patterns in the data and even making decision on the basis of data
presented, hence, improving productivity of HR team (Qin, Harrison and Chen, 2019). In
BMC, its human resources resources help the technological development by proving
training session to its employees so that workers can become able to bring innovation in
organisational technology. Its HR facilitate session to improve employee's technical
knowledge and hire the people who expert in technical filed.

How can people practise team consult with relevant parties for understanding needs?
In organisation HRM or people practices team consult with the various relevant parties to
understanding their needs (Samson and Bhanugopan, 2022). In relation to BMC it people
practices team consult with different parties including stockholders, customers, employees and
many more. For this they identify and track need and expectation of the parties. They set clear
expectation to understand their requirement clearly. HRM keep their parties informed on the
project progress and identify their attitude. They consult with them by providing feedbacks on
specific planned development on the basis of which they evaluate implementation and actions.
After this, they establish brand values and organisational positioning as seen by other.
How can people practise team would plan relevant project to delivered in line with the
requirements?
People practices in organisation help the company in delivering their project or corporate
strategy by effectively practices and developing employees and managing their performance. It is
major responsibility of the HRM to ensure an effective delivery of the relevant project as it make
enable the organisation to attain their objectives (Stemn and et. al., 2019). For instance, in BMC,
its HRM perform various activities to maximise effectiveness of delivered project by optimizing
effectiveness of their employees. It is responsibility or HRM to make sure that the project contain
all the requirement of the clients as it will improve the organisational reputation within market.
Thus, to increase effectiveness of project delivery, HRM perform efficiently.

CONCLUSION
From the above report it is concluded that in business, different organisational structure
exists. All of these structure have there own advantages and disadvantages. A business choose the
structure,based on organisational size. In business, organisational strategy, product, services and
revenue are related with each other. The organisational future strategic direction get impacted by
the external factors including, political, social, environment, legal and many more. Every
organisation have their own strategic priorities based on their requirement. People practices help
the company to establish these strategic priorities. The HRM impact the organisation structure and
system by different practices. At work place, people practices get impacted by various them
including, mental well being, globalisation and so on. It is responsibility of HRM to ensure a
proper delivery of relevant project to clients. For this they consult with all the relevant parties in
concern to the project. It make enable them to support the organisation in achieving their goals
effectively and efficiently.

REFERENCES
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