HR: Value and Contribution to Organisational Success, Nelson College

This report evaluates the significance of HR's value and contribution to organisational success, focusing on Marks and Spencer as a case study. It examines the importance of organisational design theory in relation to organisational structure and strategy, analysing approaches for attracting, maintaining, rewarding, and developing human resources to foster a skilled workforce. The report also explores emerging HR developments, including AI in recruitment and virtual working environments, and evaluates how organisational design adapts to change management. The study concludes by highlighting the critical role of HR in driving organisational success through effective strategies and practices.

HR: Value and
Contribution to
Organisational Success

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1. Evaluation of importance of organisational design theory in context of organisation
structure and fulfilling of organisational strategy along with using different organisational
examples .....................................................................................................................................1
P2. Analysation of different approaches as well as techniques for attracting, maintaining,
rewarding and developing human resources for creating skills and dedicated workforce..........2
P3. Conducting research and use of contemporary knowledge to support evidence for
emerging HR development .........................................................................................................4
P4. Evaluation of ways in which organisational design respond and adopt to change
management and relationship that existed between two with using organisational situation .....5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource can be described as people who is developing workforce of organisation,
industry economy and business sector. It is a narrow concept of human capital, skills and
knowledge over which individual can command. These human resources allow company to
attain their goals and objectives. This project report includes study of Marks and Spencer which
is UK based multinational retailer that is specialise in clothing, food products and hone products.
It was established in the year 1884 by Michael Marks and Thomas in UK. This project report
includes evaluation of importance of organisation design theories in context of organisation
structure and fulfilling organisation strategy with specific organisation examples. It analyse
different approaches and techniques used for attracting, maintaining, rewarding and developing
human resources in order to create skilled and dedicated workforce. It conduct research and also
using contemporary knowledge that provide support to evidence for emerging HR developments.
Moreover, it evaluate ways in which organisation define to respect and adapt change
management and relationship which exist between two in context of situation of organisation.
MAIN BODY
P1. Evaluation of importance of organisational design theory in context of organisation structure
and fulfilling of organisational strategy along with using different organisational examples
Organisation structure: Organisation structure provide different ways in which different activities
like task allocation, supervision and coordination can be directed towards attainment of aim of
organisation. It create impact over action of organisation and also provide foundation on which
standard operating procedure as well as routine rest. Marks and Spencer adopt divisional
organisation structure in which there is specialisation of different functions of business.
 Organisation strategy: It can be described as sum of action of an organisation which is
intended to attain long term goals of company(Luu, 2019). There are different types of
action to be taken by companies in strategic plan at different level. Due to global
pandemic, Marks and Spencer is facing various changes. Due to this, Marks and Spencer
is adopting new strategy in their business that allow them to attain goals and objectives of
business. They are adopting new technology in business that allow them to ensure smooth
flow of their operation.
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 Organisational design theory: It is a framework that develop structure of company and
also outline different activities conducted in organisation. Organisation structure of
company allow them to differentiate among power as well authority, roles and
responsibility in a ways that allow them to flow of information in organisation.
Organisational design on the other hand is a process through which manager access to
different task, goals and functions of business that allow them to make various decisions.
There are different types of organisation design including functional, divisional, network
and matrix. Marks and Spencer has adopting divisional organisation structure in their
organisation structure. Divisional organisation structure can be described as system in
which company is segmenting their employee on basis of products or market as oppose to
their job roles. There are some companies that is making different department like sales,
marketing, communication. There are various benefits Marks and Spencer is getting from
this structure as it allow them to avoid confusion related to roles and responsibilities. It
also allow company to take advantage of specialisation (Macke and Genari, 2019).
Organisation design theory is one of important concept that allow business to develop
strategies and structure of business according to requirement and needs of organisation. It
provide right direction go organisation and also allow them to implement organisation in
effective manner that is important for attainment of goals and objectives.
P2. Analysation of different approaches as well as techniques for attracting, maintaining,
rewarding and developing human resources for creating skills and dedicated workforce
There are different approaches which are adopted by HR managers for attracting new
talents, retaining existing employees and also rewarding them for purpose of maintaining and
developing skilled workforce. Some of these approaches adopted by managers of Marks and
Spencer are mentioned below:
Development of positive working environment: It is one of technique with which an
organisation can attract new candidate and retain them by increasing their satisfaction. Working
environment is one of important components that is consider by employees while selecting an
organisation for work. It can be described as setting, physical conditions and social features in
which a person is performing job. It is a element that create positive impact over well-being of
employees their relationship, mental health, efficiency and collaboration. It is important HR
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manager of Marks and Spencer to develop positive environment that allow them to retain
existing employees. It will also allow them to attract new employees in their organisation.
Recognition and reinforce: It is another method which provide recognition and reward
to employees for their hard work and dedication. It should be done on basis of performance of
employees in organisation that is important for them. Performance appraisal can be described as
regular review of job performance of employees and their overall contribution to company. Any
employees who is working hard want reward of their work and also recognition. It is important
in order to motivate them to continuously contribute for success of company. HR manager of
Marks and Spencer needs to consider these needs of employees and also needs to adopt these
techniques for purpose of retaining existing and attracting new employees. It allow them to
increase satisfaction of customers and also fulfil their esteem needs.
Training and development: Training and development is one of important component
that allow companies to improve skills, capabilities and efficiency of employees. It is important
for companies to provide these opportunities to their employees as it allow company to increase
productivity of employees, improving their efficiency and also make improvement in quality of
their work. It also create opportunity for employees that get to learn new things and also are able
to improve their efficiency that is important for their career growth(Murphy, 2020). Managers
are Marks and Spencer can also adopt this techniques for purpose of retaining and attracting new
employees as it allow them to take advantage of improve efficiency of employees.
Increasing employee engagement: Employee engagement can be described as HR
concept that consist level of enthusiasm as well as dedication of worker for their job. Employee
with increasing engagement are concerning about their work, performance of company and also
making efforts for attainment of goals of business. Managers of Marks and Spencer is also
making efforts for increasing engagement of employees in work of organisation. It allow
employees to focus over their work and growth of company instead of leaving their organisation.
For this, they also also including employees in process of decision making that make them feel
as part of organisation.
Providing feedback: Feedback is an important concept for purpose of retaining and
attracting new employees. It is important for managers of company to provide feedback to
employees for their work as it allow them to make correction in their existing work and also
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motivating them for contributing their best in future. Managers of Marks and Spencer is
providing feedback to employees for their work that is important for them to retain for long time.
P3. Conducting research and use of contemporary knowledge to support evidence for emerging
HR development
HR process is developing day by day with emergence of technology. There are various
changes occur in process of HR development in recent time with changers in trend. These trend
HR process more effective and efficient. Explanation of latest trend related to HR development
in context of Marks and Spencer is mentioned below:
AI in recruitment: Artificial intelligence is a latest technology which is gaining
popularity and attention of people. It is a learning programs that is used for purpose of software
development and other areas of Information technology. It is a technology which assist for
automating lower level of task and allow people to make decision and also for analysing
information. It is a software that provide various benefits to a person that allow them to
administer workload of a person. There are different types of specialised software that allow
employers to reflect their skills and capabilities in regular practices. Use of AI in recruitment
process of Marks and Spencer will leads to increase in quality of hiring process. It also integrate
analytics in effective manner and allow managers to select candidate on basis of their skills and
It makes recruitment process automates that results in saves time of HR manager. It also allow
HR managers of Marks and Spencer to make unbiased decisions.
Virtual working environment: In today's time, there is a new HR trend that is Virtual
environment. Due to covid-19 pandemic, there is increasing trend of virtual business
environment as government put restriction over business. With this restriction, employees and
managers needs to manage operation of company from their home(Pellegrini, Rizzi and Frey,
2018). Virtual business environment is one in which business is conducting various activities
through internet. Marks and Spencer is an international organisation which is operating in
different countries. In order to manage operation of company in effective manner, they needs to
manage operation in virtual environment. They are also providing flexibility to working
environment of their employees.
High performance working: It is an approaches which is used in an organisation that
allow them to focus in getting move involvement of employees and also make them more
committed towards attainment of high performance. It is a practice, policy and process that allow
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to improve performance of employees. It is a well recognised practices which includes three
approaches including involvement of employee, HR practices as well as compensation and
reward. HR managers of Marks and Spencer is motivating and adopting practices effective HR
practices that allow them to attain goals and objectives of company.
Focus on digital technology: There is increasing use of digital technology in process of
HR. In traditional time, attendance and salaries are calculate in different manner but with use of
digital technology, in this process allow them to improve efficiency of process and also allow
company to saves time. Managers of Marks and Spencer are regularise attendance of employees
through technology and also calculating salary in organisation with help of software.
P4. Evaluation of ways in which organisational design respond and adopt to change management
and relationship that existed between two with using organisational situation
Organisation change can be described as action in which an organisation or business are
altering different components of organisation like culture, change in infrastructure, change in
technology to operate with or process of companies. There are different reason due to which
changes occur in organisation. It is important for business to adopt changes in their organisation
as it allow company to operate as per current trend. Reason behind changes are new leadership of
company, shift in team structure of organisation, adoption of new business mode,
implementation of new technology and others. In order to manage these changes, business needs
to adopt change management(Pham and et. al., 2020). Organisational change management can be
considered as method for leveraging change that allow business to bring successful resolution
and also allow them to include three phases like preparation, implementation as well as foll up.
This framework also allow business to manage effect of new process of business, making
cultural changes, organisational structure change and others.
Human resource manager of Marks and Spencer is planning to introduce change in
process of organisation. AS they are facing difficulty for managing attendance, leave of
employees and for which , they are introducing new HR software in their organisation that allow
them to manage attendance of employees in effective manner. For introducing this change,
employees are resisting as they needs to learn new method for using the software and also they
needs to make changes in their habits. For implementing changes in organisation of Marks and
Spencer is using Kurt Lewin Model of change which are mentioned below:
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Lewins model of change was introduced by Kurt Lewin in the year 1950. It is an
approach that provide understanding for process of organisation change. It consist mainly three
stage including Unfreeze, change and freeze. According to this model, changes for an
organisation as well as individual can be considered as complicated journey that can be
considered as simple and can consider different stages which are related to transitions as well as
misunderstanding for attainment of stages of stability.
 Unfreezing: It is initial stage of transition and is considered as one of critical stage of
change management, it is focusing on improving readiness and willingness of employees
for change through fostering of realising for moving from existing comfort zone to a
change situation. It consist different like making aware of people for need of change and
also improving their motivation. HR managers of Marks and Spencer in this stage needs
to make people awareness about new HR software and also needs to motivate them for
accessing new ways of marking attendance. For this, they also needs to make use of
effective communication techniques.
 Change: It is also a stage which is linked with transition and change. It is a at-age which
consist different ways for accepting new ways of doing work. It is a stage in which
people become unfrozen to actual implementation of change. In order to implement
change in organisation of Marks and Spencer, HR manager needs to ensure careful
planning, encouragement to employees dan communication that allow them to adopt
changes.
 Freezing: It is the last last for implementing change in organisation in which people
move to more stable stage(Zaid, Jaaron and Bon, 2018). It is a stage where accept
changes and using new ways of doing work. In order to implementing this sage, HR
managers of Marks and Spencer is providing reward to employees who started using the
app and also providing them extra benefits.
CONCLUSION
From above mentioned project report, it can be concluded that human resource is one of
important asset of company that allow them to contribute towards attainment of goals and
objectives. It is important for manager of company to manage these people in effective manner
that allow them to attain goals and objectives of business. Organisation structure described
authority and responsibility of people working in an organisation. In order to attain goals, it is
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responsibility of HR manage to attract new employees, retain existing employees that assist them
to develop skilled workforce in company. There are different trends occur in HR that create
changes in their ways of doing model. In order to adopt change in organisation, managers needs
to adopt effective change management model.
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REFERENCES
Books and Journals:
Aboramadan and et. al., 2019. Human resources management practices and organizational
commitment in higher education: The mediating role of work engagement. International
Journal of Educational Management.
Al-Musadieq and et. al., 2018. The mediating effect of work motivation on the influence of job
design and organizational culture against HR performance. Journal of Management
Development.
Anwar and et. al. 2020. Green Human Resource Management for organisational citizenship
behaviour towards the environment and environmental performance on a university
campus. Journal of Cleaner Production, 256, p.120401.
Caputo and et. al., 2019. A knowledge-based view of people and technology: directions for a
value co-creation-based learning organisation. Journal of Knowledge Management.
Chaudhary, R., 2020. Green human resource management and employee green behavior: An
empirical analysis. Corporate Social Responsibility and Environmental Management,
27(2), pp.630-641.
Hameed, Z and et. al., 2020. Do green HRM practices influence employees' environmental
performance?. International Journal of Manpower.
Jung, Y. and Takeuchi, N., 2018. A lifespan perspective for understanding career self-
management and satisfaction: The role of developmental human resource practices and
organizational support. Human Relations, 71(1), pp.73-102.
Luu, T.T., 2019. Green human resource practices and organizational citizenship behavior for the
environment: the roles of collective green crafting and environmentally specific servant
leadership. Journal of Sustainable Tourism, 27(8), pp.1167-1196.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Murphy, K.R., 2020. Performance evaluation will not die, but it should. Human Resource
Management Journal, 30(1), pp.13-31.
Pellegrini, C., Rizzi, F. and Frey, M., 2018. The role of sustainable human resource practices in
influencing employee behavior for corporate sustainability. Business Strategy and the
Environment, 27(8), pp.1221-1232.
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Pham, N.T and et. al., 2020. The role of green human resource management in driving hotel’s
environmental performance: Interaction and mediation analysis. International Journal
of Hospitality Management, 88, p.102392.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production, 204, pp.965-979.
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