Analysing Human Resources Value and Contribution to Org Success

This report examines the significance of human resources in organisational success, focusing on organisational design theory, approaches to workforce development, emerging HR practices, and the relationship between organisational structure and change management. It discusses various organisational structures, including functional, divisional, and team-based approaches, and their impact on strategy implementation. The report also analyses techniques for maintaining and developing a skilled workforce, such as training programs, career planning, and coaching. Furthermore, it evaluates the relationship between organisational structure and change management, using the McKinsey 7-S framework to illustrate these concepts within the context of Syngenta, a Swiss business corporation. The report concludes by highlighting the importance of a structured approach to change management for beneficial transitions in internal and external processes.

Human Resources -
Value and
Contribution to
Organisational Success
Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ........................................................................................................................3

TASK 1...................................................................................................................................3
P1 Significance organisational design theory in relation to organisational structure and success
of various organisational strategy...........................................................................................3
TASK 2...................................................................................................................................5
P2 Analysis of different approaches related to maintenance and development of human
resources for building capable and talented workforce..........................................................5
TASK 3...................................................................................................................................6
P3 Conduct research and use contemporary knowledge to support evidence for emerging HR
development...........................................................................................................................6
TASK 4 .................................................................................................................................7
P4 Evaluating relationship between organisational structure and change management in
organisational context.............................................................................................................7
CONCLUSION......................................................................................................................8
REFERENCES.......................................................................................................................9
INTRODUCTION
Human resource refers to al the employees recruited by the company in order to conduct various
daily operation. The human resources of the company are available at every company t regardless
of their size, financial capabilities and experience in their industry as each organisation requires

human help to perform tasks which bring value to the company. Human resources play an
important role in the success of an organisation as they help the company produce services or
products which bring capital to the firm. Therefore it is essential to every company to apply the
most suitable practices for management and development of their human resources. In this report
significance of organisational design in relation theory in relation to organisational stru7cture
along with description of various approaches and techniques used in development of skilled
workforce. In addition to this relationship between organisational structure and management of
change and emerging practices in current development in Human resource practices is given in
this report.
MAIN BODY
TASK 1
P1 Significance organisational design theory in relation to organisational structure and success of
various organisational strategy
Organisational design is serialised set of methods and techniques which is used to determine
elements of various processes, systematic structures and channel of daily activities performed at
the company which pose as a barrier to smooth functioning of the company and modify such
elements in a way which is suitable for the objectives of the company and in accordance with the
current business environment (Armstrong, 2019) . The absence of effective organisational
design leads to improper chain of command which creates disorderly situation among employees
and improper information about the responsibility given to each employee. This not only limits
proper exchange of information between various departments which reduces coordination
between employees and results in collapse of all the strategies formulated by the higher
authorities of the company in order to improve overall efficiency of the firm. This process of
organisational design starts with selection of organisational structure suitable for the firm.
Organisational structure involves usage of various theories according to the size, capabilities and
future ambitions of the firm (Berger, 2020) .
The functional organisational structure divides the employee divisions on the basis of
similarities in abilities of employees, qualifications of the workforce and the which type of
organisational resource is handled by each employee. This method of construction of
organisational design simplifies the roles and responsibilities of each employee under predefined

labels such as department manager, plant manager and others. By following this type of
organisational structure a hierarchy is developed within the company and al the employees in the
company belong to a certain position in the chain of command (Brewster, 2017) . In relation to
the Sygenta, this type of organisational structure is only limited to grouping of employees in
departments according to their abilities such as HR division and finance division as this structure
hinders free communication between employees and results in lack of innovation as each
employee has limited say in the decision making process and is given limited roles.
The divisional organisational structure involves assortment of employees in department
catering to special need and is mostly used in huge organisations with global expansion or which
provides large number of products or services to their consumers. The divisions are created
according to their contribution in business productivity. Such type of formation allows the
managers to allocate resources effectively as they have to accomplish role in the field of their
expertise (Chatterjee, 2016) . In context of Sygenta, this organisational design approach is used
to gather groups to complete various tasks across any of their 90 branches in the world.
The team organisational structure includes construction of the team according to their
objective and involves members from different educational backgrounds, field of expertise, and
experience working in collaboration with each other to complete a specific task and accomplish
predefined organisational objective effectively. This involves formation of a team with the aim of
completing a task with a co-ordinated effort such as during the launch of new product. Various
departments work in a coordinated fashion and overcome departmental obstacles to help the
company gain success in their endeavour. This results in elimination of managerial costs needed
for administration of every detail (Di Fabio, 2017) . In the context of Swiss company, Syngenta
this type of organisational structure is helpful in increasing the speed of decision making process
when certain significant goals are set by the company such as expansion into a foreign market.
This structure is helpful as all the experts from various divisions work in collaboration and
implement various policies to successfully expand in an international market swiftly and
effectively.

TASK 2
P2 Analysis of different approaches related to maintenance and development of human resources
for building capable and talented workforce
Various techniques are used by business corporations in order to develop skills of their
workforce and increase their ability to take responsibilities and adapt in the ever-changing
business environment. This helps the company grow and expand their international presence and
maintain stable growth rate when the corporate world faces economic downturn due to external
forces.
Giving regular training sessions to employees which not only improves their skills
required for their current roles in the company but also helps them develop new skills so that they
are able to take new responsibilities in the company. This helps the organisation maintain
employee satisfaction as the employees feel that they are recognised by their company beyond
their educational qualifications and current capabilities (Guest, 2017) . Regularly conducting
training sessions creates impression among the workforce that attending such sessions and
practically using the information and techniques learned from such training and development
meetings will improve their knowledge which is useful throughout life. This approach is not cost
effective as it requires high investment in both financial and labour terms and the company gains
favourable result after a long period of time. The progress of employees should be checked
regularly to give them suitable feedback for constant improvement. In the context of Syngenta,
continuous training and development initiatives are held as the company recognises the
importance of development of expertise about various fields in their employees (Hayter, 2016)
(Michael, 2019) .
Career planning is another approach which is not only helpful in continuous
development of employees but also increases employee satisfaction and builds a workforce that
is capable in undertaking tasks that are outside their educational qualifications and effectively
using their skills and abilities across all the divisions of the company. This involves identifying
current competencies of each employee and understanding their interests in order to construct a
plan which helps them grow upward in the chain of command by taking responsibilities in
various departments, increasing their pay scale, knowledge about the company and the industry
in which the company operates in (Tung, 2016) . This approach is not limited to a time period
and is continuous procedure of monitoring employees and giving them tips to develop as the

company continues to grow. In relation to the Syngenta, this method is used to help employees
gain skills associated with al the divisions of the company. The company identifies the core skills
within the employees an their potential to develop further skills in order to maximise their
participation in day to day activities of the company and improve their abilities to grow along
with the company (Armstrong, 2019) .
Coaching and mentoring is another relevant method related to development of talented
workforce and involves professionals and experienced employees of the company working junior
staff members of the company in order to teach them about the organisational culture and the
information they need to understand in order to excel their performance with the company. This
is favourable technique as this involves usage of current staff within the company to develop new
skills in the employees and does not include high financial investments (Wehrmeyer, 2017) .
Apart from this the organisation is able to grow their workforce in the right direction as
employees with years of experience have valuable foresight about future conditions of the
business environment and can use appropriate techniques to enhance the capabilities of
individuals by suitable parameters which are helpful in the overall development of the company.
In relation to the Swiss business corporation Syngenta, this method is used to develop expertise
in employees which showcase high growth potential in special areas which play a significant role
in overall development and success of the company.
Construction of workshops and simulations is another technique in development of
talented workers and involves the usage of advanced technology to improve workers
performance in various scenarios faced by individuals in their department by interactive
simulations. This is effective technique as employees get real life view of various activities
before encountering them and prepares them for various challenges and barriers when taking
new job responsibilities (Wilton, 2016) .
TASK 3
P3 Conduct research and use contemporary knowledge to support evidence for emerging HR
development
Covered in PPT

TASK 4
P4 Evaluating relationship between organisational structure and change management in
organisational context
Change in an organisation take place in various forms due to change in design of an
organisational structure. Utilising a structured approach towards towards making beneficial
transition of internal and external processes of chosen organisation can be defined as change
management. In context of Syngenta, operates through a matrix organisational structure having
both functional an divisional aspects.
McKinsey 7-s change management framework
Strategy: This step denotes the strategy adopted by chosen entity to improve its
performance and meet up goals as per the objectives set. In context of Syngenta, company has
utilised its various product lines that includes herbicides, fungicides, insecticides and other
professional products for increasing their yield dynamically to meet up world-wide demands of
farmers (Brewster, 2017) . The research and development team in a matrix design tries
delegation of product lines more specifically to meet up targets on demand more effectively.
Structure: The structure design has multiple layers of authority with a flat structure. The
hierarchy of authorities are followed by chief executive as top management authority. Second
layer of department consist of directors in sales and marketing, HR, operations and accounts. The
directors further delegate work to managers and then supervisors and assistants for maintaining
efficiency in organisation.
Systems: Syngenta has innovated its current organisational structure with its innovative
systems by matrix design of handling tasks and agricultural projects (Chatterjee, 2016) . The
matrix structure adopted by chosen enterprise include various functions consisting of human
resources, sales and marketing, finance, information systems, supply chain management globally,
research an development departments.
Shared values: There are various values and ethics followed in the organisation for
mainlining relationships among teams and their leaders. Moral responsibility of company is that
the employees working in groups have various challenges faced that are to be understood and
resolved with full cooperation (Guest, 2017) .

Style: The communication style adopted for handling of various distributions of company
in areas of marketing and production . In this management style for better interaction and solving
of problems through cross-over of talents is utilised (Di Fabio, 2017) .
Staff: For better product formulation and communication plans for crops, a coordinated
team of around 18 scientists was formed at Syngenta for testing products, improving food
production and manage personal relations through various publicity & advertisement campaigns.
Working with different departments and people has helped in better work allocation among staff
of company.
Staff is provided with excellent training and development programs related to
manufacturing, logistics, supply chain management , marketing and support functions globally.
Skills: The skilful people are the best asset towards growth and efficacy of an
organisation. Therefore, Syngenta make sure that the recruit the best talent in the organisation
with an excellent scientific background and experience about company's products (Hayter, 2016)
. Employees with innovative competencies are best at leading teams in areas of marketing and
production functional areas bridging the gap of communication between all departments.
Change management and organisational design are related to each other, this is because in
order to effectively implement change organisation need to modify organisational structure so
that the company faces low resistance from employees. Organisational structure which does not
facilitate smooth implementation of change is the main reason behind resistance from staff which
results in confusion between the company. In relation to Sygneta, in order to maker technological
up-gradation in their infrastructure or form partnership with other business firms to survive in
business for a longer time period, structural changes are required. The firm needs to divide
responsibilities in a way which does not hinder existing and ensures quick change within the
company. During formation of business participation , the company needs to ensure that their
organisational structure coordination between business firms and creates positive environment
highlighting goals of the company so that every employee understands their role and contribution
for the success of this partnership.

CONCLUSION
From the above report it is determined that organisational design theory is an important
factor in development of the company and selection of suitable organisation structure is
important as overall productivity and efficiency of the firm is depended on organisational
structure such as divisional structure, functional structure or team organisational structure.
Implementation of various methods which build skilled workforce such as mentoring employees
to enhance their performance and expertise on various subjects helps the firm survive in the
industry for a longer time period. Relation between change management and organisational
structure affects the overall performance of the firm.

REFERENCES
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