HR Report: Value and Contribution to Organizational Success

This report analyzes the critical role of Human Resources (HR) in organizational success, focusing on organizational design, attracting, maintaining, and developing a skilled workforce, and adapting to change management. The report evaluates the importance of organizational design theory, using Tesco as a specific example, to improve communication, increase production, and foster innovation. It examines different approaches and techniques for attracting, retaining, and rewarding employees, emphasizing the need for a positive work environment and employee engagement. Contemporary HR developments, such as the use of Artificial Intelligence in recruitment and data analytics, are also explored. Finally, the report assesses how organizational design must respond to change management, illustrating this relationship with examples like Tesco's adaptation during the pandemic and its efforts to reduce carbon emissions. The conclusion highlights the importance of adaptability and the impact of technological advancements in enhancing HR practices and achieving organizational goals.

HR: VALUE AND
CONTRIBUTION TO
ORGANIZATIONAL SUCCESS

Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
Evaluate the importance of organizational design theory in the context of organizational
structure and fulfilling organizational strategy, using specific organizational examples............3
LO 2.................................................................................................................................................4
P 2 Analyze the different approaches and techniques used for attracting, maintaining,
developing and rewarding human resources to create a skilled and dedicated workforce..........4
LO 3.................................................................................................................................................6
P 3 Conduct research and use contemporary knowledge to support evidence for emerging HR
developments...............................................................................................................................6
LO 4.................................................................................................................................................7
P 4 Evaluate how organizational design has to respond and adapt to change management and
the relationship that exists between the two using a specific organizational situation................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................8

INTRODUCTION
HR motivates workers to perform at the highest level possible and maintain an organizational
culture of high morale. In the early 21st century, strategic HR has emerged as a prominent view
of the role this functional area plays in building and developing a strong organization. This report
contains information about the importance of design and the structure of the company and what
factors they need to go to undertake changes for redesigning of structure with time.
LO 1
Evaluate the importance of organizational design theory in the context of organizational structure
and fulfilling organizational strategy, using specific organizational examples
The design and structure of the companies such as Tesco is important because with the
help of that they are able to improve the level of communication, increase their output of
production and bring in more innovation to the business so that they can achieve their objectives.
This way company will be able to make their environment more proficient. If the design and
structure of the company is well maintained then they will never face the issue of less
productivity. Apart from that it creates confusion between them because of which they do not
have any coordination and that leads to no sharing of any ideas between them. This way they can
have employees that are talented and experienced personnel but still not be able to achieve their
strategy. In order to make their design structure firm it must be align with the strategy of the
company so that they can easily operate in the environment and with the forces of market.
Management of Tesco have to make sure that they have people who are flexible to change,
incentives that are right with the right amount of resources (Guenole, Ferrar and Feinzig, 2017).
Strategy-
Tesco needs to make that strategy as per the pursuance of their mission and vision but
more importantly they need to form their structure to make it successful.
Size-
Tesco needs to form their design as per the size of the company. It is as per the analysis
and the growth rate of the company with time every business achieves growth then the

management will have to keep up with the requirements of making the structure formal. This
way they will be able to work in discipline and follow the guidelines given by the authority.
Life Cycle-
This cycle involves the stages from birth to maturity which is starting up and declining of
business share in the market. Tesco needs to keep in mind that the design and structure they form
will determine the growth rate of the company and the changes that they require with time will
help the design and the structure in order. It is important to keep it in check so that they can
fulfill the needs of the strategy (Englert and Helmig, 2018).
There are other factors which Tesco needs to keep in mind such as putting up controls or factors
related with environment. This is important while designing the structure of the company.
LO 2
P 2 Analyze the different approaches and techniques used for attracting, maintaining, developing
and rewarding human resources to create a skilled and dedicated workforce
Provide a positive working environment-
Senior level management of Tesco have to look after this aspect and that is to retain the
employees for a long period of time so that they have a low rate of turnover which will help the
company to increase the productivity. This way they will be able to gain edge over their
competitors. In order to do that HR of the company have to keep the environment there positive
so that they can remain more progressive. This will help them to maintain a less average of
turnover which will be beneficial for them in long term (Saha, Gregar and Sáha, 2017).
Recognize, Reinforce and Reward-
In order to attract and retain skillful personnel it is important for the company to offer
them decent packages or attract them through reward or recognition so that they can fulfill their
needs and feel appreciated for their performance. This will help them to work consistently and
with the same level of performance. It is important that management and HR of Tesco design

their reward system so that it does not feel a great deal to them and go easily to the credit of
employees so that they can remain motivated to work with them.
Involve and engage the workforce-
It is important for the management to assign the employees of Tesco to their own task so
that they work with more dedication by providing the companies with more ideas which will be
helpful to them. The higher the communication is between the management and workforce more
they will be able to share ideas with them through which they can analyze their viability and
work on them to achieve their goals (Do, Budhwar and Patel, 2018).
Develop the potential of employees-
It is important that in order to achieve their goals Tesco must train their employees and
get them into suitable programs as per their interest. It is important for HR of Tesco to conduct
exit interview so that they can come to know the real reason of high turnover of employees as
this will help them to make changes in their culture and through that they need to start taking
measures so that they can bring change. Basically employees will leave the company if they get
better opportunity for their career. This is what Tesco has to offer the best opportunity to them so
that they do not consider any other option. Other than this it is important that employees of Tesco
have been given focus so that they can improve their performance. This will help them to
develop their career and evolve their style of working which will benefit them as well as the
company. This is done when the company will keep a program of evaluation so that they can
monitor the performance of employees. It is important that they assess the rate of turnover,
attitudes of employees towards work and performance of managers.
LO 3
P 3 Conduct research and use contemporary knowledge to support evidence for emerging HR
developments
Artificial Intelligence in Recruitment-
The sector of HR has totally revolutionized after they have come up with the solutions
and innovation. This is applicable in industries such as banking, finance, retail, healthcare,
transportation etc. Companies such as Tesco have the benefit of using this feature to enable this

and use it for recruitment so that they can use the personnel and department of HR for serious
issues that needs their attention (Mehralian, Nazari and Ghasemzadeh, 2018).
Time Saving-
After introduction of chat bots department of HR have been able to save a lot of their
time and increase the speed of their process. This is because most of their work which is
questions related with process of recruitment. This is helping HR of Tesco to focus only on those
candidates who have the potential and this even saves the time for the candidate who have
applied for job.
Faster Screening-
This process of screening of candidates who have applied for the job takes up a lot of
time. Recruiter of Tesco had to invest a lot of time on a single candidate and they had many of
them to look for. But after the development in the process of HR they have been getting
applicants for the job after a process of filteration which selects only those employees that
company finds fit as per their work profile. This helps companies such as Tesco to get the best
candidate because the factor of making bias decisions is removed and the time consumed in
process of hiring has also decreased.
Quality Hiring-
The process of AI has helped companies such as Tesco to get candidates who turned out
to be more productive and skillful which has helped them to get better results as per their
expectations (Basu, Pradhan and Tewari, 2017).
Data analytics transforming HR-
Data analytics will continue to grow more with time. HR of Tesco can work with this
approach to get the insights for attracting and retention of top level of clients. This can help them
in areas such as absenteeism of employees, leaving the frequency, rate of turnover for employees
and level of engagement so that they can work ahead to find out which of the fields is affecting
the performance or limiting their growth to meet the expected results. So that they can make

changes in their procedures and develop the force of their talents (Beltrán-Martín and Bou-
Llusar, 2018).
LO 4
P 4 Evaluate how organizational design has to respond and adapt to change management and the
relationship that exists between the two using a specific organizational situation.
Emerging Technologies-
Changes in the aspect of technology have to work up with the design of the company. As
the more the company uses advanced level of technology more it reflects on their structure. If the
companies such as Tesco are successful in adapting this form of change then they will be able to
increase the level of output and work up the way to more profit. This can help the company to
get employees who have low level of skills which needs to be managed by the company.
Design and Redesign-
The design of the company and its characteristics includes the strategy, size, processes
that they follow etc. They redesign their structure so that they can remain competitive in the
market and compete with their competitors. It is important that they implement the change in a
proper way so that their functioning or production does not result in delivery of inferior products.
It is up to Tesco to implement which design in their structure as there are many of them available
such as functional, hybrid or matrix which the management of the company needs to take a
decision for. The response of the companies such as Tesco has been positive. For instance at the
time of pandemic they were not able to see footfall in their stores and sales were decreased so
they focused on giving more attention to their online channel of sales and make delivery
available to their customers. This change required lot of efforts as the time was very crucial.
Other than this another change which Tesco is undertaking is to reduce the carbon released from
their stores so that they can sustain the forces of environment. These are the measures that Tesco
has adopted to cope up with the change which has made them redesign their structure and took a
lot of efforts of HR and management to achieve it (Shah, Irani and Sharif, 2017).

CONCLUSION
From the above studies it has been concluded that companies such as Tesco needs to cope
up with change and adapt in after conducting the analysis of the market so that they can achieve
their goals and objectives. The advancement in the field of technology and emerging
developments has helped HR to work with more convenience and flexibility which is why Tesco
has been able to get better candidates in return and they have observed better performance
because of that. In order to attract and retain employees they have to implement different
techniques and methods so that employees remain motivated and work up to their potential. Also
the importance of structure and well maintained design of the company helps them to invest
easily in other areas.

REFERENCES
Books and Journal
Basu, E., Pradhan, R.K. and Tewari, H.R., 2017. Impact of organizational citizenship behavior
on job performance in Indian healthcare industries. International Journal of Productivity and
Performance Management.
Beltrán-Martín, I. and Bou-Llusar, J.C., 2018. Examining the intermediate role of employee
abilities, motivation and opportunities to participate in the relationship between HR bundles
and employee performance. BRQ Business Research Quarterly, 21(2), pp.99-110.
Do, H., Budhwar, P.S. and Patel, C., 2018. Relationship between innovation‐led HR policy,
strategy, and firm performance: A serial mediation investigation. Human Resource
Management, 57(5), pp.1271-1284.
Englert, B. and Helmig, B., 2018. Volunteer performance in the light of organizational success:
A systematic literature review. Voluntas: international journal of voluntary and nonprofit
organizations, 29(1), pp.1-28.
Guenole, N., Ferrar, J. and Feinzig, S., 2017. The power of people: Learn how successful
organizations use workforce analytics to improve business performance. FT Press.
Mehralian, G., Nazari, J.A. and Ghasemzadeh, P., 2018. The effects of knowledge creation
process on organizational performance using the BSC approach: the mediating role of
intellectual capital. Journal of Knowledge Management.
Saha, N., Gregar, A. and Sáha, P., 2017. Organizational agility and HRM strategy: Do they really
enhance firms’ competitiveness?. International Journal of Organizational Leadership, 6,
pp.323-334.
Shah, N., Irani, Z. and Sharif, A.M., 2017. Big data in an HR context: Exploring organizational
change readiness, employee attitudes and behaviors. Journal of Business Research, 70,
pp.366-378.