HR Value and Contribution to Org Success - Nelson College London

This report evaluates the importance of organisational design theory, analyses approaches to motivation, human capital, and knowledge management, and assesses the impact of emerging HR trends on the HR function. It also critically evaluates how organisational design responds to various changes. The report covers contingency and systems theories, stick, carrot, and combined approaches to motivation, and strategies for human capital and knowledge management. Emerging trends like AI in recruitment and data analytics are discussed, along with their effects on HR roles. Transformational and psychological changes in organisational design are also examined. The report concludes that HR functions contribute significantly to organisational success and recommends that RHP strategically discuss business approaches and consider Maslow's motivation theory to keep their workforce dedicated and accomplished. Desklib provides a platform for students to access similar solved assignments and past papers.

HR Value And Contribution
To Organisational Success
Table of Contents

INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Evaluate the importance of organisational design theory in context of organisational structure
................................................................................................................................................3
Analyse critically the different approaches and techniques used for motivation, human capital
and knowledge management..................................................................................................4
Evaluate that how emerging HR affect the role of HR function............................................6
Critically evaluated that how organizational design respond ................................................7
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resources plays an important aspects in the management to manages higher values and
standards in the effectiveness of company. Workers are important assets of the business who
support the management to implement all operations actions and to accomplish high level of
effectiveness (Boselie, Van Harten, and Veld, 2021). HR supports in motivating respective and
create and managing working culture by which their productiveness can be increased and project
can be presented in effective way. HR executives of RHP requested to follow a report that covers
framework of significance of managerial design theory, several methods to encouraging human
resources and crucial evaluation of managerial variations and their effects in management.
TASK
Evaluate the importance of organisational design theory in context of organisational structure
Managerial design theory is an effective procedure that help in identifying their
operations that were unable to fit in present management targets and aims. For it, organisation
makes policies to increase and execute any variations. Organisation concentrates on
technological aspects of the business by which issues can be determined rapidly and resolve as
effectively. In relation to the RHP, organisation is utilising such theories to determine diminished
aspects that are very important and significant. Significance of such theories can be understood
are as follows -
 Managerial design theory for superior facilities to the consumers.
 It decrease the value of functions so it lead to higher productivity and profitability.
 It enhance the procedure of time and global effectiveness.
 It supports in creating effective tactics by which they get longer term of development.
Above significance is supportable in enhancing global effectiveness by which they
manages positive impact on tactics and framework of management (Boxall, and Huo, 2022).
Managers of RHP, can utilise it to enhance their task effectively of respective and to create
tactics by which they can supportable in furthermore development.
Appropriate theories for organisational structure
Management are able to execute tactics with the support of managerial framework
theories. It will have an impact on the business in allocation of effective resources and

communication with situation. As there are several theories that are utilised by RHP in execution
of tactics for management that are as follows - Contingency theory – This theory is utilised to maintain the issues in the business in
individual working. Issues are unavoidable in the management by which the business in
need to take blockading measures and suitable activities to resolve them. Organisation
execute their own tactics as according to the needs and accept variations that are
important for success of the business (Elshaer, and et.al., 2021). It support the executives
of RHP in making effective decision by which they can accomplish managerial targets.
For instance, executives of ASDA uses contingencies theory to decline the issues
between management and it will have an impact on the profitability level and
performance in an effective manner.
 Systems theory – This theory is based on interrelation among several operations in the
management. It evaluates the impact on diverse part of management by respective
variations regular variations that will lead to big changes in managerial sections.
Managers of RHP is need to measure have an impact on the variations before adapting
and executing them and after development of suitable variations that are adapted by
managers. RHP follows systematic theory to implement tactics that made for the
business. For instance, Ford require to manage supply values of goods to their consumers
by which they can reach to their expectation section. Hence, organisation concentrates on
the function and technological requires by which they can satisfy managerial tactics.
Analyse critically the different approaches and techniques used for motivation, human capital
and knowledge management
In respect to maximise performance and productivity of respective and to present in
effective way in management, the executives adapt diverse theories that are supportable in
influencing, creating or offering rewards to the workers as per to their presentation (Gürlek,
2021). RHP is utilising several approaches to make their workers devoted and proficient that are
as follows -
Approaches for motivation
As there are three fundamental approaches of encouraging workers and creating them
productive and devoted that are as follows -

 Stick approach – It is an effective approach that purposes to increasing their presentation
by giving punishment to workers if they get fails in some task. The executives are very
inflexible and invariable in this section and make their employees highly productive by
holding global control with themselves (Margherita, 2021). It will lead to creating
negative aspects in executives as they repress characteristics of workers. Carrot approach – In this formulation, executives of the business evaluate their
workforce as an effective liability and offers extra incentives and advantages to them that
do not perform as a activator in encouraging them. As workers make no sense any aspect
of honour and standing in the business. Executives of RHP is need to offers rewards to
their workers on the base of their presentation, it will increase the principle of
commitment and gratitude. As by offering sporty incentives to their workers they will get
encouraged.
 Combined approach – This conceptualisation follows that, the executives could stuck in
one side and carrot on the another side. By offering fair incentives they will present
effective to get incentives an by having concern of penalization they will be devoted
towards their roles. If workers are presenting normal presentation then incentives then it
will be presented and if not they will be social control.
Approaches for human capital
By the perspective to increase global presentation, management are need to focuses on
human assets and manages benefits talents by which human resources become able to give
higher performance to the business. Several approaches are discussed below - Training and mentoring – To increase productivity of workers, high level managerial
entities offers training programmes. Hence, RHP need to provide some mentoring and
training schedule for workers by which they can hold new talents and by it new leaders
will be presented (Marrucci, Daddi, and Iraldo, 2021). Hence, to enhance respective
performance and making employees able training are significant to be offered. Attract quality talent – It is discussed that high level of talent are found in the business
that are performing effective in their management. They are need to recruit respective
that posses abilities to implement project and accomplish desirable objectives. The
executives of the RHP management are need to hold talented individuals as per to
relevant abilities and task commitment.

Approaches for knowledge management
It is a systematic formulation that can be use to deal the effects on corporate values and
managerial targets in the business. It is supportable for the management by which they make
them accomplish their targets and skills that is hold by them. Tactics knowledge management – It supports RHP to transfer the skilfulness and ability
to acquire by a respective and they exchange data with the support of respective in the
business (Mas-Machuca, Akhmedova, and Marimon, 2021). It is effective to use but
frequently it enlarge the dependency on a respective. Talent and knowledge will be
separated if an individual go away out of business and start sharing and exchanging their
skills in which they develop another respective abilities and dedication towards their task.
 Explicit knowledge management – In this approach, several format knowledge of a
respective get composition like documents, tasks, course book and so on. By the support
of this RHP, it will maximise their knowledge and abilities in exchanging,
communicating the message and content with wider term of individuals.
By the support of aforementioned statement, it has been analysed that stated it is an
effective method to deal or hold the knowledge in RHP, so that it offers support in creating force
abilities and dedication.
Recommendation
As for RHP, the business is discussing about stated the business approaches that it is
suggested them to discuss strategical it is a formulation effectively. By the perspective to hold
their manpower that are dedicates and accomplished (Mulang, 2021). Hence, for encouragement
they might go for Maslow motivation theory.
Evaluate that how emerging HR affect the role of HR function
Several emerging HR factors present that might have an impact on their roles of HR
functions. Managers of RHP is need to analyse such trends to growth of HR. Use of artificial intelligence in recruitment – As there are several industries such as
banking, marketing, finance and so on are utilising AI as it is raising framework. By AI
in hiring, RHP continue in online procedure of hiring. In contemporary world, it will
increase the use of HR function by which they can save their time and global time of
hiring in which they will influence skills.

 Data analytics transforming HR - HR functions quickly accept the informatics analytics
abilities just due to will supportable in taking informations that are linked with decisions
by which top skilled workers can be hold and manages. Using of data analytics will be
maximising in future by which it will be easy to identify the program of workers
absenteeism. It will support managers of RHP in the manner to accomplish success and
accommodate managerial targets (Ramírez, and Tejada, 2022). It have several benefits
such as decreasing in employee turnover, maximisation workers satisfaction and
productivity.
 Continuous performance management – It cover approach that is utilised for taking
response and review of their performances. In respect to increase presentation of
respective and global management RHP in which several changes in the functional
procedure. By the support of focusing of workers involvement and retention of talent of
global performance continue to be enhanced.
Critically evaluated that how organizational design respond
Every management plans to creating of their framework and hold their units over the
situation of management. Several sort of structure are work to manages their marketplace,
government or customers. All the managerial entities program the framework of their business as
per to the base of targets and objectives. Executives of RHP analyse the managerial design and
present several variations as according to their requirements that are as follows - Transformational change – In this approach a managerial entity varies their structure,
cultural and as well as framework. The management are facing transformational
variations as in return of contingencies or to increase market situations like variations are
result of variations in technologies. RHP hold opportunities by presenting modifications
in the functions (Sarid, 2022). For instance, Nokia is the leading cellular mobile
management as they focuses towards new structure and techniques and executing of
variations. Psychological change – It is a value of change management to utilise for enhancing
orientation of worker. Each management is need to put their attention on overview of
respective and task for social problems that lead to face personal life of a respective. Each
respective is having particular requirements, that are need to be met by the management.

Executive of RHP acknowledged psychological variations by which they react on
managerial design.
CONCLUSION
From the above mentioned report it has been concluded that, the HR functions are supportable in
success of management that offers contribution in various manner. Managerial design is
supportable and will capable to maximise their productivity to increase there level and improve
presentation of the respective. Hence, it is important for the executives to create tactics and
executing them in an effective way. In respect to increase their abilities and skills in staff faculty
they are need to follow diverse methods of encouragement, knowledge organisation and human
capital as well. As with it, several emerging trends in Human resource will assist in effective
operation or HR role by which they can increase furthermore total managerial presentation in
effective way.

REFERENCES
Books and Journals
Boselie, P., Van Harten, J. and Veld, M., 2021. A human resource management review on public
management and public administration research: stop right there… before we go any
further…. Public Management Review, 23(4), pp.483-500.
Boxall, P. and Huo, M.L., 2022. Fostering the high‐involvement model of human resource
management: what have we learnt and what challenges do we face?. Asia Pacific
Journal of Human Resources, 60(1), pp.41-61.
Elshaer, I.A., and et.al., 2021. The effect of green human resource management on
environmental performance in small tourism enterprises: mediating role of pro-
environmental behaviors. Sustainability, 13(4), p.1956.
Gürlek, M., 2021. Effects of high-performance work systems (HPWSs) on intellectual capital,
organizational ambidexterity and knowledge absorptive capacity: evidence from the
hotel industry. Journal of Hospitality Marketing & Management, 30(1), pp.38-70.
Margherita, A., 2021. Human resources analytics: A systematization of research topics and
directions for future research. Human Resource Management Review, p.100795.
Marrucci, L., Daddi, T. and Iraldo, F., 2021. The contribution of green human resource
management to the circular economy and performance of environmental certified
organisations. Journal of Cleaner Production, 319, p.128859.
Mas-Machuca, M., Akhmedova, A. and Marimon, F., 2021. Quality management: a compulsory
requirement to achieve effectiveness. Total Quality Management & Business
Excellence, 32(1-2), pp.220-239.
Mulang, H., 2021. The Effect of Competences, Work Motivation, Learning Environment on
Human Resource Performance. Golden Ratio of Human Resource Management, 1(2),
pp.84-93.
Ramírez, Y. and Tejada, Á., 2022. University stakeholders’ perceptions of the impact and
benefits of, and barriers to, human resource information systems in Spanish
universities. International Review of Administrative Sciences, 88(1), pp.171-188.
Sarid, A., 2022. Theoretical contributions to the investigation of educational effectiveness:
towards a dilemmatic approach. Cambridge Journal of Education, 52(1), pp.117-136.