HR Value and Contribution to Organisational Success: RHP Case Study

This report assesses the contribution of Human Resource management to RHP's organisational success, focusing on how HR practices align with the company's goals. It evaluates the importance of organisational design theory, applying classical, contingency, and systems theories to RHP's structure. The report critically analyses various motivation approaches, including authoritarian, paternalistic, and exchange approaches, alongside human capital and knowledge management strategies. It provides recommendations for improving RHP's sustainable performance through strategic planning, customer engagement, effective communication, and timely reviews. Furthermore, it evaluates the evolving role of the HR manager and its impact on HR developments within RHP, considering techniques such as data management and employee engagement. The analysis includes RHP's commitment to providing affordable housing and the challenges faced due to the Covid-19 pandemic, highlighting the importance of a strategic and adaptable HR function.

HR Values and
contribution to
organisational Success

Contents
INTRODUCTION...........................................................................................................................1
PART – A........................................................................................................................................1
Evaluating the importance of organisational design theory with application of appropriate
theories.........................................................................................................................................1
Critically analysing different approaches and techniques which are used for motivation,
Human Capital and Knowledge Management.............................................................................2
Making appropriate recommendation to improve the sustainable performance of the
organisation..................................................................................................................................5
Evaluating how emerging the role of Human Resource manager will affect the HR
developments. .............................................................................................................................6
PART – B.........................................................................................................................................6
Critically Evaluating how organizational design respond and adapt with the change
management.................................................................................................................................6
CONCLUSION ..............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
This report aims to analyse about contribution of Human Resource manager which helps
the organisation to attain the goals and objectives. Human resource management is a division of
business. It helps the company to recruit talented employees among several applicants. The main
focus of human resource manager is to apply different function of management in the
organisation (Turulja, and Bajgoric, 2018). It includes Staffing, planning, coordination,
communication etc. On the other hand, RHP association is an housing association. Their aim is
to provide quality homes to people. Their motive is to make the lives of the people easier. The
association is currently providing 10,000 good quality affordable homes to the customers. In this
report there will be brief discussion about organisation theory in accordance to organisational
structure. Along, with that there will discussion about different management theories and
approaches which helps the organisation to motivate its employees. For furthermore, there will
be discussion about HR manager ethics and values, Change management.
MAIN BODY
PART – A
Evaluating the importance of organisational design theory with application of appropriate
theories.
Organizational Structure helps the management to allocate different tasks such as
coordination, planning etc. The organisation works towards one direction to achieve the goals
and objectives in the market (Doz, 2020). It involves to structuring the management system at all
levels. On the other hand, it also helps the employees to achieve maximum productivity in the
workplace. There are several points in this theory which are described below:
 It helps the organisation to predict the future. By seeing several threats and opportunities
of the market.
 It helps to divide the work in the company with proper authority and regulation.
 It helps in innovating new ideas to compete with different brands.
There are different theories in organisational structure -
Classical Organisation Theory – In this theory there is different point of view to see the
organisation. The classical theory views the company as machines and various employees which
work there are serves as components of the organisation. RHP association is using this theory in
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a systematic manner. In their management it is important for the HR manager to recruit the
talented employees (Para-González, Jiménez-Jiménez, and Martínez-Lorente, 2018). They are
basically a non- profit organisation. Their employees needs to become self motivated to achieve
maximum productivity. On the other hand, the main responsibility of HR manager is help the
staff in difficult situations and motivate them to do the work even more in the company. For
example, RHP association main vision is to provide affordable homes to different people by not
charging expensive amount. The HR manager had to find only those candidates who had the
dedication to work for the society.
Contingency Theory – This theory emphasises that perfect research and knowledge is
necessary for the organisation to carry out their operations smoothly in the organisation.
Contingency theory affects the relationship between the employees and the management. RHP
association is making different plans for the future which is ascertain. For example, Sainsbury's
is retail supermarket giant (Khoreva, and Wechtler, 2018). Their practices and experience helps
them to become structured in the market. Their management deal with every situation with the
positive mindset. RHP association could apply the contingency theory in their management
system. It helps them to deal with different problems in the future by doing proper research.
Their management system could become more structured in every manner.
Systems Theory – This theory suggests that various parts of organisation are connected
with each other. On the other hand, the management is like a chain system. One decision could
affect the different levels of management in the organisation. RHP association is applying this
theory to deal with different ascertain factors. For, further instance if the HR manager of the
company do not perform its responsibilities. Then, it could the impact the future productivity of
the organisation. The organisation will find it difficult to attain the goals and objectives. In
context to RHP association their only motive is to bring a change in the society. The main focus
of the organisation is to provide people their dream homes with an affordable price.
Critically analysing different approaches and techniques which are used for motivation,
Human Capital and Knowledge Management.
Approaches and techniques plays an integral part of the organisation. It helps the
company to achieve an efficient growth in the future. On the other hand, the techniques of
motivation helps the organisation to generate maximum productivity. With the help of
motivating the employees (Macke, and Genari, 2019). Motivation is driving force which helps
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the company to achieve greater output in the market. There are different approaches of
motivation which are described below:
 Authoritarian Approach – In this approach the organisation monitor the performance of
employees closely . If the performance is satisfactory the employees are rewarded. On the
other hand, If the productivity is not good they could face different consequences. The
employees are only judge through their productivity. RHP association has to deal with the
employees productivity issue. The organisation is non profit and they have limited
resources to provide different rewards and recognition to the employees. Due to limited
resources the employees only gets a small amount of share from the profits. The
management could indulged themselves in different operation to generate some revenues
in the market (Peccei, and Van De Voorde, 2019). This will help the organisation to fulfil
the basic needs of the employees. Not only motivation money is another factor which
drives the staff productivity in the company. RHP association respect their employees
and provide them best training and development to achieve efficient growth in the future
 Paternalistic Approach – This approach suggests that to achieve productivity and
loyalty from the employees. The organisation has to distribute the multiple rewards
between employees. On the other hand, this theory suggests that the organisation could
bear more expenses while providing the rewards and recognition. Due to scarcity of
resources and profits RHP association does not give extra benefits to their employees.
 Exchange Approach – This particular approach follows the basic vital of both the upper
approaches. In this the company provides promotions when they perform best in their
respective team (Stone, Cox, and Gavin, 2020). Furthermore, the employees also has to
face certain threats from the management. RHP association values its employees and
their decisions. In the salary department the organisation is not flexible.
Approaches of Human capital are described below:
Human capital refers to different skills and knowledge which helps the individual to
perform better in the workplace.
 Recognize the Value of data – Reports and documents are important in the organisation.
It shows the working style of a particular company. The organisation are able to figure
the revenues and losses in the market through the documents. RHP association maintains
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every record in a suitable way. This shows that the organisation of management are
working in a structured way. The company will see an efficient growth in the future.
 Attracting Quality Talent – In today's world this the main focus of different companies.
The organisation is attracting the quality talent among different candidates. The HR
manager plays a major role in finding the right candidates for the organisation. RHP
association Human resource department only find those candidates which has the
capability to change the society in the best possible way. Their HR manager holds a
decent experience to only recruit suitable candidates.
 Prioritizing the training – This is the most important factor in the company. Right
training and development program help several employees to achieve greater productivity
in the workplace (Murphy, 2020). RHP association is providing right set of training and
development opportunity to the candidates. The employees which are working with RHP
association holds different skill set and Knowledge. The main factor which help
organisation is Luminous leadership programme. Due to this programme the association
promotes several employees in the past four months. This help the organisation to
achieve their goals and objectives at an exponential rate in the market.
Approaches of Knowledge Management are mentioned below:
 Tacit Knowledge Approach – In this approach the organisation recruits several
candidates at a mass level. The main motive of the organisation is to provide right set of
training and development opportunities to several candidates. After, giving the right
training the organisation judge different candidates on their performance. RHP
association is not viable to use this method (Curado, 2018). The company only had to
recruit selected candidates which works for the change not the money in the society. In
recent years Covid has impacted most of the business. On the other hand, RHP
association has also faced huge impact due to Covid scenario. The organisation has
terminated several employees due to inadequate profits.
 Explicit Knowledge Approach – In this particular approach the organisation only expect
from individual candidates. The management judge employees on their capability and
past performance. In Context to RHP association perfect training is provided to every
candidate. This helps them to perform in an efficient way in the market.
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Making appropriate recommendation to improve the sustainable performance of the
organisation.
RHP association needs to improve their sustainable performance in the market. This
helps the organisation to generate maximum revenues in the market. Different recommendation
are mentioned below:
 Designing a appropriate Plan to improve the performance culture – Planning is the
most important factor which helps the organisation to have a sustainable growth in the
market (Ogbonnaya, and Messersmith, 2019). A strategic plan includes all the research
and knowledge by studying the market at every aspect. RHP association needs to use a
strategic plan to generate maximum revenues from the market. The management had to
transform their thinking to reach new heights in the market.
 Better engagement of customers – Due to the changing preferences of the customers.
The organisation has to offer new and different services and products in the market. RHP
association unique selling proposition is they provide quality homes to the customers at
affordable price. The company might include different services. For Example like
discounting options etc. It helps the organisation to attract more customers in the market.
 Effective Communication – The organisation should perform a clear communication
chain at all levels of management. This helps the company to become more effective
while doing the operations. The HR manager has the main responsibility to help the
employees in difficult situations. RHP association already has a superior management
system (Amrutha, and Geetha, 2020). The company main focus is to establish the
effective communication chain at different levels of management.
 Reviewing Every Aspect Timely – In order to generate the revenues in the market. The
organisation has to increase the employees productivity. Reviewing the situation timely is
the only factor which could help the organisation to monitor different aspects. RHP
association could timely review every business situation. It will help the organisation to
deal with every problem effectively before time.
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Evaluating how emerging the role of Human Resource manager will affect the HR
developments.
While seeing this scenario RHP association could use certain techniques to implement the
role of human resource manager effectively in their organisation. These techniques are
described below:
 Managing the data Intelligently - In today everything is becoming digital in the
market. The organisation are using artificial intelligence software to control and manage
the data of different employees in the workplace. The role of HR manager is continuously
changing. They could now manage data using different softwares. It benefits both the
employees and the management. RHP association HR manager could use this technology.
It will help them to manage and store the employees in an effective way. Management of
data could solve different problems of the organisation. It helps them to have an efficient
growth in the future.
 Changing the HR Practices – The Human Resource manager has to transform
themselves. The future is to totally unpredictable and the market is dynamic in nature.
Every Human Resource department in the organisation is adapting towards newer
technology and enhancing their skills( Pellegrini, Rizzi, and Frey, 2018). For example
communication, problem solving, coordination etc. RHP association HR manager could
change their practices and enhance their skills to become more efficient for the
organisation.
PART – B
Critically Evaluating how organizational design respond and adapt with the change
management.
Organizational design is a factor which helps the management to identify the work flow
between different levels of management. The main aim of this process is to improve the
technological factor of the organisation. There are several factors which affect the the
organizational design. It includes Strategy, Culture etc. Certain types of changes described
below
 Transformational Change – This change create a large impact on the working style of
the organisation. It includes the shift in business, market trends etc. This change could be
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done by the organisation at any point of time. For Example, external factors could affect
the organisation management system. RHP association could use this method to change
their management at different levels. This current working style does not helps the
company to generate the revenues in the market. They need a transformational change in
their management system (Kim, and Chang, 2018). The employees could suggest new
ideas to make the operations more sustainable in the market.
 Physiological Change – This change affects the way of thinking of the organisation. The
management and the employees could innovate new methods and ideas to generate
maximum revenues in the market. RHP association could transform their style of
thinking in an effective way. The organisation could build the core team to deal with
problems and changing market trends. The HR manager and higher authority of
management has to coordinate with each other to carry out different plans and ideas. It
will help the organisation to become efficient in the future. On the other hand, they would
achieve their goals and objectives in a systematic way.
CONCLUSION
From the above report, it has concluded that in order to generate revenues in the market.
RHP association could implement different strategies and methods which are discussed above.
The organisation could use transformational and physiological change to transform their working
style. Along with that, there is brief discussion about changing the HR practices For example
applying new Artificial intelligence technology, changing core HR competencies etc. For further
instance, different recommendations are used to improve the sustainable practices in the
organisation.
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REFERENCES
Books and Journals:
Turulja, L. and Bajgoric, N., 2018. Information technology, knowledge management and human
resource management: Investigating mutual interactions towards better organizational
performance. VINE Journal of Information and Knowledge Management Systems.
Doz, Y., 2020. Fostering strategic agility: How individual executives and human resource
practices contribute. Human Resource Management Review, 30(1), p.100693.
Para-González, L., Jiménez-Jiménez, D. and Martínez-Lorente, A.R., 2018. Exploring the
mediating effects between transformational leadership and organizational performance.
Employee Relations.
Khoreva, V. and Wechtler, H., 2018. HR practices and employee performance: the mediating
role of well-being. Employee Relations.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Peccei, R. and Van De Voorde, K., 2019. Human resource management–well‐being–
performance research revisited: Past, present, and future. Human Resource Management
Journal, 29(4), pp.539-563.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Murphy, K.R., 2020. Performance evaluation will not die, but it should. Human Resource
Management Journal, 30(1), pp.13-31.
Curado, C., 2018. Human resource management contribution to innovation in small and
medium‐sized enterprises: A mixed methods approach. Creativity and Innovation
Management, 27(1), pp.79-90.
Ogbonnaya, C. and Messersmith, J., 2019. Employee performance, well‐being, and differential
effects of human resource management subdimensions: Mutual gains or conflicting
outcomes?. Human Resource Management Journal, 29(3), pp.509-526.
Amrutha, V.N. and Geetha, S.N., 2020. A systematic review on green human resource
management: Implications for social sustainability. Journal of Cleaner Production, 247,
p.119131.
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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.
Kim, T. and Chang, J., 2018. Organizational culture and performance: a macro-level longitudinal
study. Leadership & Organization Development Journal.
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