Value and Contribution to Organizational Success: M&S Report

This report provides a comprehensive analysis of Marks & Spencer's organizational design and the crucial role of Human Resources in driving organizational success. It begins with an introduction to M&S, its structure, and the concept of organizational design theory. The report delves into how M&S utilizes a divisional structure and explores two key approaches for ensuring HR's contribution: the situational approach and the internal/external approach. It examines how HR developments and practices adapt to internal and external environments, providing recommendations for effective implementation of changes. The report also covers change management models, the role of HR in change, and how organizational design responds and adapts. The report concludes with recommendations for effective change implementation and provides a detailed reference list.

VALUE AND
CONTRIBUTION TO
ORGANISATIONAL
SUCCESS

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
Introduction to organisation........................................................................................................1
Organisational structure..............................................................................................................1
Analyse concept of organisational design theory in case of organisational structure ................2
Two varying approaches two denote how organisation can ensure the HR Function
contributes to the design of organisation....................................................................................2
How HR developments and chosen approaches would adopt HR practices responsive to
changing external and internal environment of workplace.........................................................3
Recommendation ........................................................................................................................4
CONCLUSION................................................................................................................................4
PART 2 ...........................................................................................................................................4
INTRODUCTION...........................................................................................................................4
Introduction to Change-management involving models and theories of change........................4
Role of HR in change management and relation with organisation design................................4
Evaluation of how organisation Design respond and adapt to proposed changes......................5
Recommendation how HR can implement changes in effective manner....................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Organisational success is referred to the success which is attained by a company by
fulfilling its goals and objectives in a proper manner. Organisational success is attained by the
equal contribution of all people which are working within the company. Without unified efforts,
it is not possible for an individual or organisation to attain desired success (North and Kumta,
2018). This assignment is prepared in relation with Marks & Spencer which is a UK based global
manufacturers and retailer of clothings, food products and home items. Organisation is
established in Westminster, London and successfully operates within international markets. This
assignment will include about importance of organisational design in relation with organisational
structure and strategies. Different techniques and approaches to attract, reward, develop and
maintain to develop skilled candidates are discussed. Contemporary knowledge for emerging
HR developments is mentioned and the manner in which organisational design adapt and
respond to change management are discussed.
PART 1
Introduction to organisation
Marks & Spencer is a Britain based global retailer which is headquartered in
Westminster, London. Company specialise in dealing with home products, food items and
clothings for men, women and kinds. It was established in 1884 by Thomas Spencer and Michael
Marks. At present company has near about 1000 stores in UK where approx 600 stores only sell
food items. Rather than selling other brands, company also have different in-house brands like
Autograph, Blue Harbour, classic, Per Una, Limited Edition etc. At present, approx 81,000
employees are working under M&S in global context (Rasula, Vuksic and Stemberger, 2012).
Organisational structure
Organisational structure is referred to the system that defines the manner in which
different organisational activities can be performed so that organisational goals can be attained.
All of these activities involves rules, responsibilities as well as roles. In general, the
organisational structure defines the manner in which information flows in an organisation. There
are different kind of organisational structure such as divisional line, network, matrix, flat and
hierarchical. In context with M&S, the company is following a divisional structure where each
department have their specific division that can either be linked with geography or product.
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Merits associated with this structure is that it has independent operational flow due to which
failures and set backs in one department will not effect entire organisation (Schwabenland,
2016).
Analyse concept of organisational design theory in case of organisational structure
The organisational design is defined as a process that is utilised for the alignment of
organisational structure of business organisations. Appropriate organisational design will
benefits the company in accomplishing objectives and goals in a proper manner. With the help of
this process, an organisation can improve their procedures and productivity so that high revenues
can be earned. While implementing changes, proper training must be given to the employees so
that they can perform work in an effective manner (Von Geibler, 2013). Beside this, there are
different advantages which are linked with organisational design which are beneficial for M&S
such as enhanced communication, adoption of new technology, increased productivity etc. By
implementing appropriate organisational strategy of introducing digitalisation of interaction and
communication process, company can remain in touch with their customers in a more
appropriate manner. Organisational design strategy that is implemented by M&S will help them
in enhancing their interaction and communication with stakeholders or customers. Organisational
structure for M&S supports the strategy for design in various manner. With the help of their
divisional structures, departmental work can be performed in effective manner. Also, it is the
role of structure manager to maintain appropriate flow of information. Due to this structure, it is
easier for company to achieve their desired success and objectives.
Two varying approaches two denote how organisation can ensure the HR Function contributes to
the design of organisation
There are different kind of approaches which a business firm can adopt so that HR
functions can highly contribute in organisational designing. It will also offer assistance to the
manager so that strategies can be adopt in effectual manner. This will benefits in accomplishing
goals and objectives in a proper manner (Fernández-Muñiz, Montes-Peón and Vázquez-Ordás,
2012). In case of M&S, there are two kind of approaches which will benefits in assuring about
organisational design i.e. adoption of digitalisation so that communication processes can be
improved. Explanations in context with these aspects are stated below:
 Situational approach – This type of approach is adopted by a business firm so that
appropriate plans and strategies can be formulated in a proper manner. These strategies
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will benefits the company in facing complex situations in an effective way. By using
situational approach, company can formulate strategies as per prevailed situations. This
will help them in enhancing their communication processes so that interaction with
stakeholders and customers can be performed easily. To get best results, manager of
company in needed to provide training to staff members so that organisational
productivity can be maintained (Cserháti and Szabó, 2014).
 Internal and external approach – This approach is adopted in those situations where a
company in planning to hire new staff for their vacant job positions. In context of
external approach, HR manager in M&S is needed to recruit only those candidates which
have expertise in digital processes. This will help them in managing digital work in a
proper manner. In relation to this, these skilled expertise can also teach other employees
about digital skills so that organisational work can be accomplished with full efficiency.
For implementing internal approach, manager is required to hire desired candidate form
already working employees of company so that vacant position can be filled.
With the help of above mentioned approaches, manager in M&S can adopt required
changes in organisational designs. This will helps in attainment of organisational goals in more
appropriate manner (Zainuddin, Russell-Bennett and Previte, 2013).
How HR developments and chosen approaches would adopt HR practices responsive to changing
external and internal environment of workplace.
Emerging developments in context with HR is linked to the guideline which is
implemented by M&S so that knowledge, personality and skills of staff members can be
developed in a proper manner. Hence, in case of the employees working in M&S, HR manager
of company is required to initiate developments and training programs. This will help the staff in
enhancing their skills and knowledge so that organisational objectives of implementing
digitalisation in communication process can be attained in a proper way. Also, the HR practices
which are implemented by M&S will help the company in achieving their objectives and goals in
a proper manner within organisation (Cegarra-Leiva, Sánchez-Vidal, and Gabriel Cegarra-
Navarro, 2012).
M&S is going to implement situational approach so that digital technology can be
implemented in a proper manner. Also, respective company is required to use both approaches
i.e. external and internal approach to recruit desired staff which is able to work on digital
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platforms in a proper manner. These approaches will results in change making at both external
and internal environment of company in a proper manner. Changes in external and internal
environment of company will help the manager in formulating new strategies so that work can be
performed with efficiency (Marchington, 2015).
Recommendation
After evaluation of the above given points, it is recommended to the manager in M&S that
they can carry out required changes or modifications at regular basis. This will helps them in
improving their procedures and knowledge of employees in a considerable manner. Also,
company is recommended to implement HR practices and approaches in a timely manner so that
carried out modifications can be implemented in a proper way. These all aspects will benefits the
company in attaining their objectives and goals in a proper manner. Also, manager of M&S is
recommended to provide training to their staff members so that their working potential can
increase (Chudzikowski, 2012).
CONCLUSION
As per above mentioned report, it can be comprehended that each company require an
appropriate organisational structure so that all work can be performed in a systematic manner.
This will benefits them in carrying out required changes in the working of company. Also,
organisational structure plays a vital role in achieving objectives of company. Due to appropriate
structure of company, information can be passed to different employees in effective manner.
There are various approaches that can be adopted by a firm so that effectiveness of HR function
can be enhanced. There are various HR practices like development or training which assists a
firm in performing work appropriately.
PART 2
INTRODUCTION
(Covered in Poster)
Introduction to Change-management involving models and theories of change
(Covered in Poster)
Role of HR in change management and relation with organisation design.
(Covered in Poster)
4

Evaluation of how organisation Design respond and adapt to proposed changes
(Covered in Poster)
Recommendation how HR can implement changes in effective manner
(Covered in Poster)
5

CONCLUSION
(Covered in Poster)
6

REFERENCES
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Cegarra-Leiva, D., Sánchez-Vidal, M.E. and Gabriel Cegarra-Navarro, J., 2012. Understanding
the link between work life balance practices and organisational outcomes in SMEs: The
mediating effect of a supportive culture. Personnel review. 41(3). pp.359-379.
Chudzikowski, K., 2012. Career transitions and career success in the ‘new’career era. Journal of
Vocational Behavior. 81(2). pp.298-306.
Cserháti, G. and Szabó, L., 2014. The relationship between success criteria and success factors in
organisational event projects. International Journal of Project Management. 32(4).
pp.613-624.
Fernández-Muñiz, B., Montes-Peón, J.M. and Vázquez-Ordás, C.J., 2012. Safety climate in
OHSAS 18001-certified organisations: Antecedents and consequences of safety
behaviour. Accident Analysis & Prevention. 45. pp.745-758.
Marchington, M., 2015. Human resource management (HRM): Too busy looking up to see
where it is going longer term?. Human Resource Management Review. 25(2). pp.176-
187.
North, K. and Kumta, G., 2018. Knowledge management: Value creation through organizational
learning. Springer.
Pettigrew, A., 2013. The Awakening Giant (Routledge Revivals): Continuity and Change in
Imperial Chemical Industries. Routledge.
Rasula, J., Vuksic, V.B. and Stemberger, M.I., 2012. The impact of knowledge management on
organisational performance. Economic and Business Review for Central and South-
Eastern Europe. 14(2). p.147.
Schwabenland, C., 2016. Stories, visions and values in voluntary organisations. Routledge.
Von Geibler, J., 2013. Market-based governance for sustainability in value chains: conditions for
successful standard setting in the palm oil sector. Journal of Cleaner Production. 56.
pp.39-53.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.
Zainuddin, N., Russell-Bennett, R. and Previte, J., 2013. The value of health and wellbeing: an
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Marketing. 47(9). pp.1504-1524.
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