HR: Value and Contribution to Organisational Success, HND Business

This report examines the crucial role of Human Resources (HR) in driving organisational success, using the DuPont case study as a prime example. It delves into the importance of organisational design theory, its benefits, and its application in adapting to changing business environments. The report further explores various techniques and approaches for attracting, developing, maintaining, and rewarding a skilled workforce, including training, job rotation, performance reviews, and career planning. It also discusses the use of contemporary knowledge and research to support HR, highlighting emerging trends such as AI in recruitment, data analytics, continuous performance management, and on-the-job training. Finally, the report evaluates how organisational design must respond and adapt to change management, emphasizing the interconnectedness of these two elements within an organisational context. The report is structured to provide a comprehensive understanding of HR's value and its contribution to achieving organisational goals.

HR: Value and
Contribution to
Organisational Success

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK 1............................................................................................................................................3
Importance of organisational designing theory...........................................................................3
TASK 2............................................................................................................................................5
Different techniques and approaches which used for attracting, developing, maintaining and
rewarding human resource in order to create skilful workforce..................................................5
TASK 3............................................................................................................................................6
Use contemporary knowledge and research in order to support HR for emerging development6
TASK 4............................................................................................................................................8
Evaluate how organisational design has to respond and adapt to change management and the
relationship that exists between the two using a specific organisational situation......................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
Books & Journals:......................................................................................................................10

INTRODUCTION
Human resource is one of the most valuable assets of company and also key factor of
success. This is very necessary for an organisation that should focus on effective HR in order to
accomplish their goals and objectives (Al Issa, 2019). Human resource gives the contribution in
the success of organisation. If company wants to achieve something then they firstly need to
transform their human resource according to the needs and requirement of organisation then
organisation can achieve their objective. This can be clearly seen from the case study of DuPont
which was the manufacturing company of chemical that found in 1802. But they changed their
business model and services as now they are the manufacturer of artificial fibre, dyes and paints.
This is the best example of success through their human resource. This report will be discussing
the importance of organisational designing theory in context of organisational culture which
fulfils organisational strategy. It also covered different techniques and approaches which is very
necessary for organisation in order to create skilful workforce and other some important topics.
MAIN BODY
TASK 1
Importance of organisational designing theory
Organisational design refers to the way which includes both process and plan. This theory
helps organisation to be structured and well operated by their member (Ammari and et. al.,
2017). DuPont is the best example of organisational designing theory which changes their whole
model of company. In former times, DuPont is running their business with the family business
model but after that they analyse that company need some restructuring program. That's why
they worry structure their business models were focusing on diversification in terms of products
as well as their business practices. The change their business model and also structure of the
company as the formerly used centralised business structure and now they are using
decentralised business structure which is the reason of their success and growth. Due to this
change, company is not just gaining success but also overcoming many challenges such as
Second World War, worst economic condition, etc. This can be possible only with the help of

organisational designing theory which state that company need to be formulating a plan and a
process for a change in order to become successful. It is identified that organisational designing
theories start from premise. It also states that company need to use organisational designing
theory in order to determine the performances of organisation and also helps to regulate people
that ensures number of company are ready to work together. It provides many benefits which are
mentioned below:
 Organisational design theory is very helpful for organisation in order to overcome with
the particular situation because it believes that no one theory is applicable to every
situation (Cubilla‐Montilla and et. al., 2019). This is the reason that company should use
organisational design theory which focusing on to design the theory according to the
situation of company. This can be clearly seen from the example of DuPont organisation
which identify and analyse the situation as they need to required the restructuring and
then take decision accordingly. So actually they use organisational design theory.
 Day by day the complexity of business environment is increasing at a rapid speed and it
give pressurized to every organisation that they need to use an effective theory which is
applicable to every situation. But it is not possible as company required different theories
at different situation and DuPont analysed that organisational design theory is an
effective as they include both plan and process according to the situation.
 It is also identify that if organisation has good design and structure then it will help in
effective communication, inspiring innovation and increasing productivity of employees
(Marouf, 2017). It's a great impact on environment of the company and also the number
of that company as it provides positivity which helps member to increase their
productivity.
 In present time, every company is facing the performances and productivity issue and the
reason behind this is a poor organisational design. This problem can be effectively solved
with the help of an organisational design theory which has a capability to achieve
organisation objective with an effective strategy.
 It also very helpful for organisation in order to make an effective and efficient strategy
which cannot ruin the purpose of company. Due to adoption of this theory, DuPont is
getting success as well as growth.

Above discussion about organisational design theory analyse that organisation design is
very important for the success and growth of company (Zhang and et. al., 2020). That's why it is
suggested to the company that they should also use this strategy or theory in order to achieve
sustainability. Sustainability is the new norm and organisation should make their structure
accordingly.
TASK 2
Different techniques and approaches which used for attracting, developing, maintaining and
rewarding human resource in order to create skilful workforce
Every organisation knows that human resource is one of the best and valuable assets of
the company. That's why they need to make ensure that their workforce should be capable in
order to perform best for the accomplishment of goals and objective of company (Michailidis,
2018). DuPont is the company that just not focusing on effectiveness of Human resource but also
using different techniques and approach in order to attract, develop, maintain and reward their
human resource so that their capability get increases day by day which results to effective
productivity. This is necessary for the purpose of creating skilful workforce because it is the
reason of success and growth of a company. So there are some techniques and approaches are
mentioned below which helps to fulfil all the mentioned objectives:
Training
It is one of the best methods in order to create a skilful workforce as it effective training
suggestions to the human resource which provides guidance and direction to the employees that
how they can develop their skills. It includes simulations, podcast, videos, lectures, etc.
Job rotation
It is the best for the workforce of organisation which helps in making them multitasking.
For example, some employees are efficient in dyes manufacturing but DuPont wants that their
workforce should be multitasking (MADAN, 2017). That means every employee needs to be
perfect in every work. With the help of job rotation, employees get another opportunity as they
easily learn from that’s method.

360 degree performance review
This is the method and technique which is very helpful for encouraging and maintaining
the performances of employees. They get encourage when organisation gives them awards but
this can be done only with the help of 360 degree performance review. This method undertakes a
complete review of employee’s performance (Tench and et. al., 2017). It is identified that this
method includes a feedback from employee, cross question from supervisors, external vendors
and subordinates about the behaviour and performances of employees. This is very helpful in
order to identify the current skills of employees that they possess. It gives guidance and direction
to the organisation that what they have to be provided training for the development of the skill in
employees.
Career planning
Career planning is an effective method which is an employee driver strategy where
human resource of DuPont decide that which employee perform what role. It is identifying that
career planning strategy suggested to the employees about their future career path. So it includes
all the discussion about career planning of employees which gives them strength. It is based on
organisational goals in which employer identifying the existing skills in the employees which are
enhanced by company with taking a corrective action (Sheng, Amankwah-Amoah and Wang,
2017). With the help of discussion to the management of the company, an individual employee is
able to make their future better.
From the above discussion, it is analysed that companies should make sure about the
development of their human resource in order to achieve their goals and objectives. For that
purpose, company need to use some important techniques and tools which them to enhance skills
of employees. They just not focus on development of skills but also make sure that it should be
maintain in their performance.
TASK 3
Use contemporary knowledge and research in order to support HR for emerging development
DuPont identified that two important methods which support human resource that are
conducting research in using contemporary knowledge. Day by day the competitiveness for

organisation as well as for human resource is increasing. That’s why company should use
research and contemporary knowledge in order to identify the emerging development or trends.
This is very necessary for human resource of the company as it makes them more competitive
and enhances their core competencies which are very important for organisation (Oh and Han,
2020). If organisation is become successful in the identification of emerging development for
human resource then they will definitely achieve their strategic objective. This can be done by
identification and analysis of some important emerging human resource development or trend
which are evidence for supporting human resource that are as follows:
 Hiring of talented employee is not a single day function as it is a continuous function
which performs by Human resource department of organisation. DuPont identified a new
way of recruitment which involves the participation of artificial intelligence. Day by day
the use of technology is increasing in the business environment which gives a great
impact on recruitment and selection process (Kaše and et. al., 2020). Now companies
using artificial intelligence in the recruitment process as it becomes time-saving and cost
saving program. It includes chat bots, online test programs, etc.
 Another emerging development which identified by DuPont with the help of conducting
research is use of data analytics. Data analytics are become useful in every sector and
become very important in order to transform human resource of organisation. Data
analytics are used by many ways such as identification of trends, leave frequency,
employee’s turnover rate, absenteeism rate, etc.
 Continuous performance management is becoming one of the important emerging
developments which support human resource in order to achieve their goals and
objectives effectively. Continuous performance management is not just only an emerging
development but also become a necessity for organisations. That's why every company
should focus on effectively management of employee’s performances so that they can
maintain their progress (Suder and et. al., 2019). It is the best way which used by DuPont
in order to enhance and maintain the performances of employees. The reason behind use
of this development is it provides the success and growth of company because it
maintains the productivity and performance level of employee.
 On the job training is an effective method which used in the companies for the purpose of
enhancing a skill and knowledge to the employees. This can be done by providing the

real situation to the employees. This will lead to an effective development program
because it is identified by the organisation that traditional learning programs become
useless because it just provide theoretical knowledge which has no relevance in the
practical life.
Discussion about important human resource development is the evidence that company
can success only when they can analyse trends. This can be done with the help of conducting a
research and contemporary knowledge which assist organisation for finding the developments
that supports human resource. That's why it gives a great impact on the role of HR manager as a
need to conducting a research which guide and directing for taking a corrective action.
TASK 4
Evaluate how organisational design has to respond and adapt to change management and the
relationship that exists between the two using a specific organisational situation
Change becomes a necessity and also a compulsion after analysing the new modern
environment. This is very necessary for companies that they should respond and also adapt the
change (Taneva and Arnold, 2018). For that purpose, company need of change management
system which defined a management process that convinces every member in order to accept and
adapt changes. One important method that identified by organisation in order to respond and
adapt change management is organisational design. Organisational design convinces every
member that should accept the upcoming change. This can be understood by analysing the case
of DuPont Company which changes their complete structure and model of organisation. It was
not easy for a company in order to accept them all the changes. But still they did only because of
organisational design.
It is identified by the organisation that company need to make an effective management
plan, structure and model of organisation which assists them towards acceptance and effectively
response to change management. If company has a good organisation structure and design then
they definitely become able to response the change management. Response by organisation to
change management should be very positive and this can be done with the help of effective
organisational design which ensures the positivity about changes in the business environment. In
addition to this, company should adapt the change management which can be done with effective

organisational design because it provides motivation to the employees that change is becoming
the need (Mabaso and Dlamini, 2018). So every employee should focus on acceptance of change
management. It cannot be possible for the company that they can avoid change so company need
to ensures about their effective organisational design which always ready to respond and adopt in
the positive way. In this way a company can effectively accept the change. In the case of
DuPont, it is identified that the change was very big but they responded and adopted in a positive
way only because of their organisational design.
It is also identifying that there is a relationship exist between response and adaptation of
change management. They are interrelated with each other because the purpose of both
terminologies has same meaning (Kataria, Garg and Rastogi, 2019). That means if organisation
is ready to respond to change management then they obviously the meaning of acceptance of
change by positively. Whereas adaptation to change management is also become the synonym of
respond. Both terminologies are interconnected with each other. For example, DuPont wanted
that their employees are ready to change their business practice and for that purpose, members of
the company are given response which means that they are ready to accept the change. So in this
way both terms are interrelated or identifying the existence of relationship between them.
CONCLUSION
The above discussion states that organisation can achieve their goals and objectives only
when they have effective human resource asset. But for that purpose, company need to take a
corrective action in which they can be used some important techniques and tools for creating best
workforce. With the help of effective workforce capability, company cannot just achieve their
objectives but also become able to overcome with the challenges through external environment.
This report also discussed some important contemporary knowledge and use research in order to
analyse the emerging development in HR. It is also analysed that sometime company faces many
changes and that’s why they need to use effective organisational design which can easily adapt
the change management.

REFERENCES
Books & Journals:
Al Issa, H. E., 2019. Organisational culture in public universities: empirical
evidence. AJBA, 12(1), pp.41-70.
Ammari, G., and et. al., 2017. Investigating the impact of communication satisfaction on
organizational commitment: a practical approach to increase employees’
loyalty. International Journal of Marketing Studies, 9(2), pp.113-133.
Cubilla‐Montilla, M., and et. al., 2019. Are cultural values sufficient to improve stakeholder
engagement human and labour rights issues?. Corporate Social Responsibility and
Environmental Management, 26(4), pp.938-955.
Kaše, R., and et. al., 2020. Career success schemas and their contextual embeddedness: A
comparative configurational perspective. Human Resource Management Journal, 30(3),
pp.422-440.
Kataria, A., Garg, P. and Rastogi, R., 2019. Do high-performance HR practices augment OCBs?
The role of psychological climate and work engagement. International Journal of
Productivity and Performance Management.
Mabaso, C. M. and Dlamini, B. I., 2018. Total rewards and its effects on organisational
commitment in higher education institutions. SA Journal of Human Resource
Management, 16(1), pp.1-8.
MADAN, S., 2017. MOVING FROM EMPLOYEE SATISFACTION TO EMPLOYEE
ENGAGEMENT. CLEAR International Journal of Research in Commerce &
Management, 8(6).
Marouf, L., 2017. Are academic libraries ready for knowledge management?. The Electronic
Library.
Michailidis, M. P., 2018. Hie Challenges of AI and Blockchain on HR Recruiting
Practices. Cyprus Review, 30(2).
Oh, S. Y. and Han, H. S., 2020. Facilitating organisational learning activities: Types of
organisational culture and their influence on organisational learning and
performance. Knowledge Management Research & Practice, 18(1), pp.1-15.
Sheng, J., Amankwah-Amoah, J. and Wang, X., 2017. A multidisciplinary perspective of big
data in management research. International Journal of Production Economics, 191,
pp.97-112.
Suder, G., and et. al., 2019. Mind the gap: The role of HRM in creating, capturing and leveraging
rare knowledge in hostile environments. The International Journal of Human Resource
Management, 30(11), pp.1794-1821.

Taneva, S. K. and Arnold, J., 2018. Thriving, surviving and performing in late career: A mixed-
method study of pathways to successful aging in organizations. Work, Aging and
Retirement, 4(2), pp.189-212.
Tench, R., and et. al., 2017. Communication excellence: How to develop, manage and lead
exceptional communications. Springer.
Zhang, Y., and et. al., 2020. Critical success factors of green innovation: Technology,
organization and environment readiness. Journal of Cleaner Production, 264, p.121701.