Evaluating HR's Role and Contributions to Organisational Success

This report delves into the significant role of Human Resources (HR) in driving organisational success, using Tesco as a case study. It begins by evaluating the importance of organisational context and theory in shaping structure and strategy, highlighting how HR facilitates communication, productivity, and innovation. The report then analyzes various approaches and techniques for attracting, maintaining, developing, and rewarding employees to create a skilled and dedicated workforce. Key strategies such as providing employment security, selective hiring, and diversity initiatives are discussed. Furthermore, the report examines contemporary HR development practices, including the application of the McKinsey 7-S model to understand Tesco's organisational structure and processes. The analysis covers competitive advantages, workforce diversity, innovation, and efficiency, underscoring the critical role of HR in aligning with organisational goals and adapting to change. The report concludes by emphasizing the need for effective HR practices to achieve sustainable competitive advantages and drive organisational success.

Human Resources-
Value and Contributions
to organisational success.

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Task 1...............................................................................................................................................1
Evaluate and importance of organisational context about organisational theory in context of
organisational structure and fulfilling organisational strategy...............................................1
Task 2...............................................................................................................................................4
P2. Analyse and different approaches and techniques used for attracting, maintaining
developing and rewarding human resources to create a skilled workforce dedicated...........4
Task 3...............................................................................................................................................6
Conduct research about contemporary use of Human Resource development......................6
Task 4...............................................................................................................................................7
Covered in PowerPoint...........................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource is defined about recruitment, selection, training and development to right
form of candidates in organisation. It also having practise to better controlling for managing the
employees within the company (Al-Harazneh and Sila, 2021). Practises are commenced through
human resource is training and development along with performance appraisal are one of major
approach that company use to utilise for their employees productivity enhancement. This is
responsible for formulating plans or policies over the operation of organisation for better
achieving of the setting targets. The main role of human resource where it is responsible for
managing norms and policies of employment which is related within workplace context. Within
the company\of Tesco is a UK based multinational retailer that deals in variety of product or
services such as retailing of clothing, electronics, books, toys, furniture, financial services and
internet services. The report is consisting about the importance organisation design theory in the
context of organisational fore better structure fulfilling. Applies different approaches and
techniques of maintaining and attracting for developing and better reward system. Contempary
knowledge about support for emerging HR development. This is one of organisational design
respond and adapt to change management and relationship that exists to using of specific
organisation situation.
MAIN BODY
Task 1.
Evaluate and importance of organisational context about organisational theory in context of
organisational structure and fulfilling organisational strategy.
The organisational structure and design helps to improve the communication and increase the
productivity of employees and also making innovation in organisation in perspective of
production services. It creates an environment where people can work properly and effectively
by contributing their skills and knowledge to make that lead to words specific objectives and
goals (Ambituuni, Azizsafaei and Keegan, , 2021). The most productivity and performance
issues can be attributed towards poor organisation design. The organisation design theory starts
from organisation design promisors is also a major factor to focuses on organisation performance
in terms of employees as well as its growth in competitive Marketplace. There is one of the
major importance of organisational design theory that covers about process by which manager
1

selects to manager the elements of structure of organisation that control easily activities which is
necessary to achieve the goal. In situation of Tesco company their structure is also formulae
system and organised by the managers of top level management where they focus on to maintain
the hierarchy and system of their workplace on which their employees and Organisation can
growth to achieve overall objectives
 Dealing with contingencies: contingencies can be explained in the event of might occur
without any expectations and on terms of Management they should must prepare their
plants even those strategies which helps to overcome from the conditions is uncertainties
that prevails to negative performance with an organisation as well as environment. The
structure which design of organisation it focuses how to efficiently can control a factor in
an environment the ability of an organisation is to attract does potential and skilled
people who have expertise on specific field of the permanent customer . and government
contracts are example of the degree where it can be control doors three factor
environment. The structure of an organisation should be designed in such a manner on
which it can increase the control over the environment. As for Tesco situation their top
level management has scrutinise over all information about their workplace environment
as well as they have certain policies on which human resource management regulate
(Cushen,, 2020). Their employees productivity and control the overall efficiency of
performance and uncertainty that helps to generate positive outcomes.
 Competitive advantages: in the Modern competitive age where every organisation
which wants to design effective structure in such a way that have to maximize sustained
competitive advantage. As a competition allows a company on to develop a proper
business strategy on which can computer can performed by producing better products and
services. There are competitors for Tesco PLC in retail complete a market where they
perform their strategy to pitch their product and services to customer where many of them
having a premium segment of product and Tesco is used to believe division is selling
product having a better quality with low price offer to customer. Every company has their
own strategy to build up their customer relationship and Business expansion and they
have only one focus to attain more competitive advantage and this method of designing
2

and Organisation structure it is important to determine it in the implementation of
specific organisation structure the better form
 Diversity in the workforce: the diversity in workforce is an account of difference
between race Gender and age factor which previous origin of workers and also has an
important impact in organisation effectiveness. The changes in the characteristics of
workers such as influx of immigrant staff and retirement of current workforce required
for effective planning in advance. As per the Tesco score having their diversity in
workforce system where the higher potential candidates from different zone of country
for their vacant positions and they have secretary compliance practice on which they map
the employees age factor Gender and other specification of demographic. This is also one
of the best practices of workforce diversity where the follow Payment of Gratuity process
write the situation of retirement of any employee by providing benefit to them. As Tesco
has focus on their organisation culture in such a manner on which use of talent
management process to diversify workforce with different cultural backgrounds for
making the motivate and encourage for the for the goals and objectives about task.
 Having better Innovation and efficiency: Some of organisation that produce goods and
services as per the expectation of people who are successful ware design and use of new
and more efficient organisation structure is equal important to producing quality of goods
and services. Fortis code a compromise with their prices but not in quality of product and
services because their customers are having a loyalty and trust bonding with Tesco
products and for the services that they provide efficient quality of product within less
price offer (Mahmoudi., Shetab-Boushehri, and Emrouznejad., 2019). Recent competitive
environment of business where countries with having low level cost and compiling
Organisation all over the world to became the more efficient enough and compete with
other competitors to reduce the cost and increase quality of product that can the customer
requirement. To get better design and research of innovation are being undertaken to
attain the desired efficiency in producing a good and services. Organisation design plays
a crucial role to Innovation and search.
Using Mcknsey model:
3

Through using this model in perpsective of Tesco organisation structure to more understand
about their design and process to implemented effectively:
 Strategy: It is organisation which is having plan for improvising to maintain a better
competitive advantages over their competitiors. Similarly the Tesco company is having
strategy which is allows to generate more planning to create better work accomplish
towards better competitive advantages.
 Structure: It is the organisation which is made up better hierachy within corporate or
having chain of command. In Tesco company there is also having an structure which
follows by each member of Tesco and work responsibilities where the employees
accordingly accomplish their task objectives.
 System: In company refers on the daily basis and also having procedure, better workflow
and decision that make up effective standard operation within organisation. In Tesco
Human resource used to reform their work policies system in which mission, vision and
objectives circulate as per the compliance oriented manner.
 Shared Values: It is commonly accepted standard and having norms within company
that both influence that raise for standard operation within the organisation. Which
influence templer on behaviour within entire staff and management.
 Skill: This is comprise that having talent and capabilities within the organisation staff and
management which can determine on the basis of employees skills and competency. For
Tesco company they hire usually potential candidates.
 Style: It is describe about specific comapny leads business venture that influence
performance, productivity of employees.
 Staff: This is refers about the personnal of company, it how large the workforce is where
their motivation reside, as well as how they are trained and prepared to accomplis task
set before them.
4

Task 2.
P2. Analyse and different approaches and techniques used for attracting, maintaining developing
and rewarding human resources to create a skilled workforce dedicated.
The techniques of human resources used major attracting, maintaining for better developing
about employees performance and productivity increases. As in the situation of Tesco company
are focuses on certain trends and techniques on which their human resources can improve for
practises in such as training and development, performance appraisal etc (Sundin., 2019). Human
resources is major considerably evolved within in past decades and effective continuous to do.
To core the resources better practises have persisted where better serving as guidelines for
Human resource professionals There are different approaches or techniques in situation of Tesco
company such as:
 Providing security to employees: The first one is that it is employment security is it is
the most important because a are the major asset for company and life is unpredictable
and work is one of the stable factor where it is important for most of the people. There is
having an employer and employee to provide for themselves and their family in a cells in
the number of reason why people come to work. Both formal and informal contract
between employees and managers of a company where take good care of them and
provide every resources which will need to their workforce work practices. Employee
security enables us to provide extra benefits apart from their salaries like house rent
allowances coma medical benefits and travel expenses benefits poster this concept of
security is essential which underpins almost everything in human resource does
effectively. In perspective of Tesco company their HR manager also provide their staff
extra benefits from their salaries and wages to make them retain and to make care about
them as they are part of company and generate profits as well as productivity towards
company
5

 Selective hiring: It is the second most important technique of approach of HR practices
to selective hiring it enables for an organisation to bring employees and adding a value to
preparing for hierarchy quality. Without hiring company cannot resume their work and
visual for any e particular business concept manpower plays an important role to enhance
business regulations and operations work in a better form on which company provide
them wages in behalf of it (Martínez and et. al., 2019). Many companies having their
different statistical of hiring process on which human resource management is
responsible for hiring and recruiting best candidate for company who can provide long
term benefits and profitability towards organisation. There are also need to be
privatisation and building structure and face selection process. This reflects about legal
requirement which is internally diversify goals and it is one of the most diverse
workforce better reflect society. It can be hugely beneficial for understanding wider
consumer behaviour and needs of different customers on which research shows the
difference in performance between an average performance and high performers can be
hold different industry for job types including researcher and entertainers athletes. For
Tesco company manager and the system of hiring and recruiting practices are structuralist
and formulate on a applying procedure to hiring effective candidate and right people for
the right place of job. Therefore, Tesco using digital platform for hiring and recruitment
tools from different job portals and posting the advertisement of hiring in social media
perspective to generate more Awareness of recruitment and also advertising where
employee can address their vecancy as per their skill suitability.
 Fair and performance based compensation: Fair and performance base compensation:
according to this practices of Human Resource it is one of the most influence and major
practice to analyse the individual employees performance at the time of hiring the right
person for the right job these are those people who added the most value for the company
if there are potential enough and they want to retain them fair basis. For example in
Tesco company their HR manager having a performance analysis that shows how
different best practices work together to provide more value which it would be consist as
individually in that case selective hiring contingency composition and Employment
security full stop on the basis of paying people above the norms and also have some
potential disadvantage which father this car is a bad employees to leave and company
6

used to provide an layoff because they are creating a negative environment and others
employee who are working too hard for contributing their skills and knowledge for profit
generation they are also getting distracted from them.
 Training in relevant Skills: Training in relevant skills: this is a one of productivity HR
practice that company invest heavily in training time to enhance the improvisation of
skills and knowledge ability of employees on which they can contribute towards
company productivity and growth in a better way. There's a training process in Tesco
company where there is a weekly provide a training program to employees on which
existing as well as new employee can generate their new skills and knowledge for
improvise performance lacking and optimise their capabilities for or more goals and
objectives achievement for organisation (Halou, Samin. and Ahmad., 2019). There is a
required of effective leadership and manager motivation on which employee get
increasing to encourage themselves and also the get to understand what exactly the issue
is created in a challenging environment. On the job training plays an important role will it
increase to focus on feedback coaching and Peer learning place into it was 70% of
learning is from challenging assignment and 20% of learning is from development
relationship. As from learning is one of the most increasing important task of latest
generation where younger employees rate themselves in a personal growth as well as
much more important compared to older generation effectively
Task 3.
Conduct research about contemporary use of Human Resource development.
. The idea which has exceeded to administrative and operational level of Business
expansion because it is a influences change in the global economy and generate better resources
management idea that company can develop their human resource sector and provide that the
resources employee on which structure is there company shape in better form
There are some contemporary knowledge on which highlight human resource development in
organisation like Tesco company such as:
 Better HR practices and skills requirement: To be an effective change policies and
regulations implement in any organisation structure by HR manager it is important to
ensure about all information regarding with mission vision and objective of Pacific
7

company by HR to generate better policies of workplace. These policies will have to
maintain working environment in a positive manner and it helps to also having potential
candidates for company requirements as per the emerging and changing development.
 Future of HR as a function: on the basis of technological advancement implements and
their presence makes the work flexible e handle in any Complex situation. To co-ordinate
with better functional and action of Human Resource needs to involve as per the mate of
contemporary demands in a specific organisation (+Mitra, Gaur and Giacosa., 2019).
Technology can also maintain the HR functions practices such as training and
development employee engagement activity and performance appraisal these are the main
three functions which accounted after recruitment and selection process that has to
improve eyes employee skills and other attributes within workplace so they can achieve
their targets effectively
 The impact of cross culture engagement: As globalisation has become more influence
of determining factor where almost all International companies and hiring employees
regardless of their ethnicity and background which plays an important role in workplace.
It also create a diverse working environment on which employee need to adapt the
changes and they also need a better skills and knowledge to improve by their HR
manager on the basis of training and development programme. There are different culture
also arises in terms of hiring, making engagement with employees to organise activities
effectively. Employee Engagement and Performance Appraisal creates better work
culture to make motivate the employees within workplace effectively. Further more cross
culture is also part of Artificial Intelligence where it works on flexibility and provide new
procedure to approach in efficient manner. AI is smart technology which comes across in
form of resources and manpower to make organisation more efficient.
Task 4.
Covered in PowerPoint
8

CONCLUSION
From above report of human resource and Organisation design report is summarised about
overall importance of organisation development can play an important role in specific company
to develop its structure as well as internal and external process on which company can attain
more positive outcomes from Community market. In part first describe about the importance of
organisational design theory how it fulfill the structure and strategy is used by specific
organisation examples like dealing with uncertainty, mapping the competitive advantages,
having better Innovation and efficiency etc. All these theory of organisation design helps to
mitigate the risk factor and enhance more Innovation and creative ideas that would change the
working environment and also improves the efficiency of workforce productivity. There are
different approaches or techniques to use by human resource management for attracting skilled
workforce by providing them benefits and concern towards their health issues and for the safety
measures which could easily retain them in an organisation. Some of the contemporary issues of
Human Resource light better HR practices and impact of cross culture engagement are more
essential part of organisation internal structure of it depends how workforce are connected with
their working environment because it depends upon the job satisfaction. In the second part of
report it highlight on the ovation design on some situation with their topped Change management
for or essential requirement of of change in their organisation such as taking situation like
artificial intelligence resource are implemented by retail business. The purpose to making this
change implies in organisation provides because it will change the workforce efficiency and
bring some new working process that would increase the job satisfaction level and productivity
enhancement.
9

REFERENCES
Books and Journals
Al-Harazneh, Y.M. and Sila, I., 2021. The Impact of E-HRM Usage on HRM Effectiveness:
Highlighting the Roles of Top Management Support, HR Professionals, and Line
Managers. Journal of Global Information Management (JGIM), 29(2), pp.118-147.
Ambituuni, A., Azizsafaei, F. and Keegan, A., 2021. HRM operational models and practices to
enable strategic agility in PBOs: Managing paradoxical tensions. Journal of Business
Research,.133, pp.170-182.
Cushen, J., 2020. Financing the future of work: who pays?. In The Future of Work and
Employment. Edward Elgar Publishing.
Easa, N.F. and El Orra, H., 2020. HRM practices and innovation: an empirical systematic
review. International Journal of Disruptive Innovation in Government.
Girisha, M.C. and Nagendrababu, K., E-HUMAN RESOURCE MANAGEMENT (E-HRM)
PRACTICES IN AUTOMOTIVE INDUSTRY IN KARNATAKA.
Koburtay, T. and Haloub, R., 2020. Does person–organization spirituality fit stimulate ethical
and spiritual leaders: an empirical study in Jordan. Personnel Review.
Ren, S., Tang, G. and Jackson, S.E., 2020. Effects of Green HRM and CEO ethical leadership on
organizations' environmental performance. International Journal of Manpower.
Riaz, S., Townsend, K. and Woods, P., 2020. Understanding HRM philosophy for HPWS and
employees' perceptions. Personnel Review.
Škudienė, V., Vezeliene, G. and Stangej, O., 2020. Transforming human resource management:
innovative e-HRM value creation for multinational companies. In Innovation
Management. Edward Elgar Publishing.
STOR, M. and HAROMSZEKI, Ł., 2020. The Relationships between Contributive HRM and the
Value of the Competitive Human Factor in MNCs–The Empirical Research Findings.
IBIMA Business Review, 2020, pp.1-16.
Stor, M., 2021. The configurations of HRM bundles in MNCs by their contributions to
subsidiaries’ performance and cultural dimensions. International Journal of Cross
Cultural Management, 21(1), pp.123-166.
Yong, J.Y., Yusliza, M.Y., Ramayah, T., Chiappetta Jabbour, C.J., Sehnem, S. and Mani, V.,
2020. Pathways towards sustainability in manufacturing organizations: Empirical
evidence on the role of green human resource management. Business Strategy and the
Environment, 29(1), pp.212-228.
10