HR: Value and Contribution to Organisational Success - April-July 2021

This report delves into the critical role of Human Resource Management (HRM) in driving organizational success, focusing on key aspects such as organizational design, employee attraction and retention, and the adaptation to change management. The report examines the importance of organizational design theory in relation to organizational structure and strategy fulfillment, including the significance of contingency planning, diversity management, and competitive advantage. It explores various techniques and approaches used in HRM to cultivate a skilled and dedicated workforce, highlighting motivational theories like Maslow's and Herzberg's, alongside knowledge management and employee empowerment strategies. Furthermore, the report emphasizes the need for contemporary knowledge and research in emerging HR development areas such as globalization, workforce diversity, and employee retention. Finally, it evaluates how organizational design must react and adapt to change management, including the application of Lewin’s change model. The report utilizes a case study of DuPont to illustrate these concepts and concludes with recommendations for effective HRM practices.

HR: value and
contribution to
organisational success.

TABLE OF CONTENT
Introduction......................................................................................................................................3
Main body........................................................................................................................................3
P1 Importance of organizational design theory in reference to organizational structure and
organizational strategy fulfillment............................................................................................3
P2 The techniques and approaches that are used in order to attract, retain, develop and
reward the human resource of an organization so that they can create a skilled and dedicated
workforce..................................................................................................................................5
P3 Use contemporary knowledge and conduct research that can support evidence for
emerging HR development.......................................................................................................6
P4 Evaluate how organisational design has to react and adapt to change management...........7
CONCLUSION................................................................................................................................9
References......................................................................................................................................10

Introduction
Human resource management helps the company in hiring the right employee for the right job.
The human resource department helps the company in creating a pool of talent. The pool of
talent will help the company in attracting ad retaining talented employees which can help the
company in completing their tasks with utmost efficiency and effectiveness (Adebola, S., 2019.).
The talented employees will also help the company in achieving their goals and objectives which
is essential for the company. The most important resource that the company have is human
resource. Change is an important part in the journey of the businesses. It is important for the
company to change continuously in order to cope with the dynamic external environment of the
company which can have a direct impact on the workings of the company. Change management
will help the company in incorporating the change in the workings of the company effectively
and efficiently. In context to DuPont, they were established in the year 1802 as a chemical
products manufacturing company. In the early 19th century the company realized that they need
to make changes in the structure and in the management of the company which was one of the
best decisions as the company was able to survive and have competitors advantage in the market
because of that change.
Main body
P1 Importance of organizational design theory in reference to organizational structure and
organizational strategy fulfillment.
Importance of organizational design and change which is essential for the high performance of
the organization.
Dealing with contingency: It refers to the events or situations that may or may not occur. As the
environment of the company is dynamic and are constantly changing it is important for the
company to make sure that they have right planning and management that can increase the
effectiveness and efficiency of the company in dynamic situations as well (Alfes and et. al.,
2019.).
Managing diversity: It refers to the differences that the company have in their culture. The
people from different race, religion, nationals and gender are working in the culture of the

company. It is important for the company to evaluate that how the company can use the diverse
workforce effectively and efficiently in order to make better decisions and in order to improve
management.
Competitors advantage: It will help the company in increasing their capacity and value of
resources which can help the company in gaining advantage in the market over their competitors
(Arieli and et. al., 2020.). It is important for the company to make sure that they are having
competitors advantage in the market so that the company will be able to survive and achieve
their goals and objectives.
Efficiency, speed and innovation: The correct organizational design can make sure that the
company is working efficiently and with full capacity. It will help the company in making
continuous innovation so that the functions of the company can create more value and the
company have new products to offer to the customers every time environment changes.
The organizational design theory is divided into three main categories or theories in order to
support organizational structure are:
The classic: In this theory the management of the company believes that organization is a
machine and all the employees or staff working in the organization for the benefit of the
organization are the tools or elements of that machine (Atapattu, M., 2018.). This theory is
focused on the goals and objectives of the company that they want to achieve and make sure that
employees and organization are continuously moving towards it. This theory is focused on the
bureaucratic management and their methods for rational organization.
The non classic: This theory help the company in formation and provide support to the
organization. This theory is comprises of two principles that is
The relation of human: It refers to the fact that human resources is an essential factor for an
organization when it comes to formation or change.
The science behind human behaviour: It refers to the important for organization and management
to understand the science behind the behaviour of individual employee.
Modern: It refers to the theory which states that it is important for the organization to identify
the needs and wants of the employees in order to make sure that they are satisfied in their job and
working with optimum capacity and abilities which will help them in attaining high productivity
and will enhance their performance as well (Chella and et. al., 2018.).

P2 The techniques and approaches that are used in order to attract, retain, develop and reward the
human resource of an organization so that they can create a skilled and dedicated
workforce.
Maslow’s motivational theories: It is extremely important for any business organization to make
sure that the employees are are not dominated by any group or individual. Motivation is one of
the main aspect in the workings of the employees. If an employee is not motivated enough they
will not be able to provide best of their efforts for their workings which will also effect the
performance of the employee(Cristiani, A. and Peiró, J.M., 2019.). De motivation can severely
affect the productivity of the employee and can also make sure that the employee is not
performing to achieve the goals and objectives of the company. In order to provide job
satisfaction and in order to increase the productivity of the employee it is important for the
managers and the management to make sure that the employee is not dominated by anyone or is
not affected by the environment of the organization. In case of DuPont, the company understands
the need and importance of motivation in the employees that is why they make managers
segment in their organization and also provided them authority in order to make sure that the
employees are satisfied and are working on utmost productivity.
The Herzberg two factor theory: This theory focuses on two factors that is motivation and
hygiene. Hygiene refers to the needs of employees on the basis of factors such as work
environment, work safety and pay. These three are the most important needs of the employee
while working for an organization. Fulfillment of these needs not only increase the motivation of
the employees but will also provide job satisfaction to the employees. In case of DuPont, the
company was providing authority and are dividing the management of the company into
segments. This will ensure that the needs of the employee reaches to the management of the
company and effective actions can be made.
Knowledge management: It is important for the companies to make sure that they gain and store
information about the dynamic situations arising in the management of the company in order to
make sure that the company can use that information for future references and to make sure that
the company have appropriate knowledge and talent which can help them in achieving future
success (Kengatharan, N., 2019.). In context to DuPont, the company was utilizing their
experience efficiently and effectively which is why they were able to implement changes

correctly and on the right time which also helped them in achieving competitors advantage in the
market.
Better authority to employees: By providing authority to the employees of each level the
company was able to motivate their employees and were also able to make sure that the
employees have a sense of valued by the organization. It is important for the company to make
sure that the employees have some level of authority so that they also have a sense of
responsibility and responsibility comes with authority (Manresa, A., Bikfalvi, A. and Simon, A.,
2018.). It will help the employee in doing their tasks more carefully and will enhance the
performance of the employees which is essential for the success of the company. In case of
DuPont, the company divided its management into six department and also provided them
adequate amount of authority so that the workings of the company can continue and their is
interruptions in the operations. It will help the company in retaining talented employees as well.
P3 Use contemporary knowledge and conduct research that can support evidence for emerging
HR development.
With the increase human resource management importance in the companies the challenges for
human resource departments have also increased (Mihardjo and et. al., 2020.). The human
resource department have to make sure that the employees are satisfied with their job and also
make sure that the employer is happy with the performance of the employees. It is one of the
major role of human resource department to make sure that they employ right person for the right
job so that the company as well as the employee gets the benefit of the job.
Globalization: This factor is one of the major factor that has developed the human
resource department the most. By globalization the company expands its business for which they
require competent employees which can help the company in that expansion. It is important for
the company to have right employees so that they can work effectively and efficiently and can
adapt to the environment and the situations of the changing environment (Randev, K.K. and Jha,
J.K., 2019.). In context to DuPont, they are serving globally which means that they are present in
several countries which makes it even more essential to recruit and retain talented employees
which can help the company and its management by doing satisfactory job.
Workforce diversity: Their is a diversity in the workforce as the company have its
presence globally. It is important for the companies to ensure that they are having benefit from

this diversity. The company can make sure that the diversity is helping the company in decision
making as it will help in making decisions keeping in mind the needs of different people. It is the
duty of the human resource department to make sure that the diversified workforce is
comfortable in the organization culture and are not suffering from any inconvenience (Sandhu
and et. al., 2019.). In context to DuPont, they make sure that they have diverse employees which
can help them in management and in decision making process.
Employee retention: It is one of the major challenge that the human resource department
of company have to face. The department needs to make sure that the employee is satisfied with
their job and also to ensure that the employees are not facing issues in the management of the
company. It is important for the company to have low employee turnover rates in order to protect
the reputation of the company also to attract talented candidates in the company.high turnover
rates will also indicate wastage of cost as the company is unable to retain the employee after
providing them training and after paying cost of recruitment and selection (Santoro and et. al.,
2021.). In case of DuPont, they make sure that the company is fulfilling the needs of the
employees, providing them safe working environment, having appropriate reward system, and
are providing job satisfaction to the employees which helps them in retaining their employees
and reducing employee turnover.
P4 Evaluate how organisational design has to react and adapt to change management.
Lewin’s change model:
As the environment of the company is dynamic and the company needs to make changes
according to the situations of the organization. It is important for the company to bring changes
constantly in the workings as well as in the management of the company in order to cope with
the external situations of the market (Staniškienė, E. and Stankevičiūtė, Ž., 2018.). The demands
and preferences of the consumers are constantly changing which makes it essential for the
company to implement change constantly in the workings of the company. It is extremely
important for the company to incorporate changes effectively in the management of the company
so that the processes and the operations of the company does not get affected because of change.
The three step framework that can help the company in incorporating change effectively in the
management are given below:
Unfreeze: This step refers to prepare the management of the company to accept the changes that
are soon going to be incorporated in the management of the company. In this step the company

needs to firstly determine what are the needed changes that the company have to incorporate in
the management. Then the company have to acquire the support of the top level management so
that they can convince the stakeholders of the company for incorporation of change (Veldsman,
D. and Pauw, D., 2018.). Lastly the management needs to make sure that they are understanding
and managing the doubts and queries of the employees and staff members of the company in
order to avoid any future problems or interruptions in the workings.
Change: At this step the company incorporates change in the management and the employees
starts to act and perform according to the new directions that the company provides. It is
important for the company to make sure that the employees are working and are not resisting
towards change (Vranckx and et. al., 2019.). At this stage the major steps the the company must
take is to communicate often with the employees and staff so that they can understand their
reactions, make sure that their is no false rumors in the workplace regarding change and must
involve as much people as possible in the process of change.
Refreeze: When the employees ans staff of the people starts embracing the new ways of act and
working it is the time when the company should refreeze their management and change process
to stop the company from further changes. It is when the company is satisfied with the
incorporation of the change and the result of the change (Zungbey and et. al., 2019, July.). After
refreezing the company must develop ways in which they can sustain the change and must
provide support and training to the staff in order to keep them updated and informed.
For instance, DuPont decided to diversify from chemical manufacturing. They started with
project manufacturing and exit the explosive market by entering into emerging consumers and
technology service providers. They change their production process of gunpowder and started
producing paints, dyes and artificial fabrics. They also implemented changes in the
organizational structural changes that has helped the company in being profitable. The company
replaced with the top hierarchical model with a model which provides enough authority to
supervisor to make decisions which helps in avoiding interruption in the workings of the
company. The adoption of suitable organizational design and structure helped the company in
making quick decisions and in obtaining competitors advantage in the market.

CONCLUSION
From the above report it is concluded that it is important for the company to identify the need of
change and implement those changes in the workings of the company in order to survive in the
market. The environment of the organization is dynamic and the company needs to cope with
that environment in order to have success. Change if implemented correctly can make sure that
the organization is having competitors advantage in the market and will also make sure that the
company is moving towards the goals and objectives of the company.

References
Books and journals
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Atapattu, M., 2018. High performance work practices and knowledge workers’ propensity for
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Chella and et. al., 2018. HR Here and Now: The Making of the Quintessential People Champion.
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performance: Evidence from Uruguay. International Journal of Manpower.
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service recovery performance with mediating role of employee commitment of the
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