HR Value and Contribution to Organisational Success - NCL HND Business

This report evaluates the significance of organizational design theory, employing pertinent theories and critically analyzing diverse motivational approaches. It offers recommendations for enhancing sustainable performance delivery and assesses the influence of emerging HR trends on the HR function. Furthermore, it provides a critical evaluation of how organizational design should adapt to change management. The report uses RHP housing association as a case study to illustrate practical applications of these concepts, covering classical organization theory, contingency theory, and systems theory. It also examines various motivational approaches such as authoritarian, paternalistic, and exchange approaches, as well as knowledge management approaches like tacit and explicit knowledge. The report concludes with recommendations for RHP to improve sustainable performance through strategic alignment, customer engagement, transparent communication, and timely performance reviews. Desklib provides access to a wealth of resources, including past papers and solved assignments, to aid students in their studies.

Value and Contribution
to Organisational
Success

Contents
INTRODUCTION...........................................................................................................................1
PART - A.........................................................................................................................................1
Evaluate the importance of organizational design theory applying the appropriate theories......1
Analyse critically the different approaches and techniques used for motivation........................2
Make appropriate recommendations to improve the delivery of sustainable performance.........4
Evaluate how emerging HR developments will affect the role of the HR function....................5
PART- B..........................................................................................................................................6
Critically evaluate how organizational design has to respond and adapt to change
management.................................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource is the division of business in which the organisation find best suitable people
with the help of HR manager. The key role of an HR is to find best employees for the company
and to give them best training in order to gain maximum output for the organisation (Arasanmi,
and Krishna,2019). The main responsibility of an manager is to apply new approaches like
Staffing, Planning and implementation of technology and establish communication with
employees in difficult situations. RHP is an housing association which aims to provide quality
homes to the people along with the services to make their lives easier. The association currently
holds 10,000 good quality affordable homes. In this report there is discussion about the
organisation theory in context of organisational structure. Along with that there are multiple
theories and approaches for motivation which is also going to apply in this report. In order to
provide sustainable performance there is need to analyse HR values and pass judgements on
them. At last there will be discussion about change management.
MAIN BODY
PART - A
Evaluate the importance of organizational design theory applying the appropriate theories.
Organizational design is the structure or theory which helps the organisation to perform its
necessary functions (O'Dwyer, and Gilmore, 2018). It involves structuring the organisation from
top to bottom with the help of management and gain maximum output from employees in order
to achieve necessary organisational goals. The importance of this theory is comprehended into
following points
 It helps in dealing with future events which is ascertain.
 Helps in competing with other products in the market gives a competitive enhancement to
the company
 Helps in regulating the authority and division of work in the organisation.
 Helps in innovating new ideas with new marketing trends.
There are various theories in organisational structure -
Classical Organisation Theory – This theory deals with formal organisation. It helps
the organisation to find best suitable employees to achieve future success. In order to increase the
efficiency each employee working style must be efficient. As, per this theory the company do not
1

provide any recognition to the staff. They have to become self motivated in order to get the best
results into their performance (Arieli, Sagiv, and Roccas, 2020). RHP housing association is
following this theory in a suitable manner. In their business profile it is necessary to find best
working staff because they are non profitable organisation. Their employees are self motivated in
order to achieve recognition from the company. Their only goal is to generate maximum
revenues for the company by satisfying their customers. For example RHP only vision is to
provide best service to its providers so that they only hire dedicated employees who can do their
job and provide maximum customer satisfaction.
Contingency theory – This theory suggests that there are certain factors which affect the
organisation in both positive and negative way. It suggests that the most appropriate style of
management is dependent on different possible situations (Martínez-Caro, Cegarra-Navarro, and
Alfonso-Ruiz, 2020). RHP association is totally dependent on future plans rather than judging its
outcomes. For example Tesco is the retail supermarket giant their day to day business practices
helps them to judge the possible outcomes for their organisation. They handle different
circumstances with the positive approach in order to deal with any situation which may arise in
future. RHP association could use contingency theory just like Tesco in order to deal with
different situations like problems of customer satisfaction, innovation of new ideas. They could
prepare themselves to become more agile and structured in every manner.
Systems Theory – This theory describes that every part of organisation is interconnected
with each other. One change in the organisation can affect multiple other parts which could cause
disruptions. It affects different areas for example like degradation of services affect the value and
reputation of the company in the market. RHP association is using this theory to deal with certain
factors (Byrne, Dwyer, and Doyle, 2018). For instance If, the companies HR department do not
perform their job properly they will not able to find best suitable employees for the organisation.
This will impact the performance of RHP company. Their only goal is to offer best services to its
valuable customers and to achieve this criteria their employers are working twice as hard to
satisfy their vision.
Analyse critically the different approaches and techniques used for motivation.
In order to generate maximum revenues for the business. The organisation uses different
approaches, techniques for motivation and use different theories to create a favourable working
environment within the organisation. These are described below -
2

Approaches for Motivation
Authoritarian approach – In this approach the company judge their workers only on the
performance basis. If they perform well they will be rewarded or if the company face any losses
the employee has to face the consequences (Murphy, 2020). This approach also known as slavery
approach in which workers do not see any future growth in the organisation. RHP association is
a non profitable company but they respect values and growth of every employee. The company
provides best training and development programs to its staff and due to this they provide best
services in the market.
Paternalistic approach – This approach is literally opposite to the authoritarian
approach. In this only rewards are distributed between the employees because the company
thinks they will remain royal and grateful. This approach basically does not motivate employees
only motive is to give unconditional reward to the working staff (Bacon, Williams, and Davies,
2019). RHP association does not give multiple rewards and recognition because of limited
resources. Their employees only gets minimal share from the amount of profits. Their only goal
is to provide best customer service and gain the maximum output from the employees with
minimalistic reward system.
Exchange approach – This approach follows the idea the other approaches. In this
method the company give rewards to their employees when they work exceptionally good. On,
the other hand the manager gives penalty threats when they are not able to do their work
properly. RHP association not profitability factor plays a major factor in this approach. Their
employees are more productive in order to generate maximum revenues for the organisation.
Approaches of Human Capital -
Prioritize training and mentoring – Training programs are important in this newer
generation. The growth and success basically depends on right training and mentoring by the
organisation. Different training facilities help the individual to grow and contribute his higher
working efforts in the company (Matthysen, and Harris, 2018). RHP association is providing
right set of training programs to its employees in order to achieve best customer satisfaction and
maximum output from their employees. Their employees develop leadership skills from the
aspiring leaders. For example like the organisation promoted four of its employees. This is all
because of Luminous leadership programme which help the employees to grow with the right
set of mentoring from different aspiring leaders.
3

Attract quality talent – In this method the organisation finds best suitable employees for
their job. They only attract the individual who has higher potential and talented people who
wants to work with the company. The HR line could help the organisation and recruits best
people for their company (Holbeche, 2018). The HR managers could make a difference in this
scenario. RHP association HR managers only finds the employees who are best suitable for their
job and more efficient in terms of doing the work. Their employees quality assurance is the main
priority for them because if the employees are efficient they shall maximum customers
satisfaction in the market.
Approaches of Knowledge Management
Tacit Knowledge Approach – In this method the organisation shares knowledge to the
public and many recruits many individuals for their job. Their only motive is to give them right
set of training and give knowledge about the organisation how it works etc. After, that when the
company opens new department they send the employees their judging on their progress. RHP
association do not use this method because of their organisation boundary limitations. Their
growth in recent years is very limited Covid situations has also created a huge impact in the
company's growth structure. The organisation could use this approach in order to become more
successful in the market.
Explicit Knowledge Approach – In this approach the organisation expect from an
individual person who fulfils their values and working standards of the company. RHP
association provides right training to every employee but they only expect leadership qualities
from limited people. The main motive of this company is to enhance the skills and knowledge of
the employees for their future. They involves their staff in making every valuable decision for
the company which motivates them to work even harder for the organisation.
Make appropriate recommendations to improve the delivery of sustainable performance.
As for RHP association in order to improve their delivery of sustainable performance there are
certain recommendations to improve it -
Determine suitable sustainable strategy - RHP association strategy needs to be in line
in order to generate maximum revenues. They should develop and implement the strategy which
will be beneficial for them.
4

Engagement of customers – The organisation could engage their customers with new
schemes and services. For example like different discount programs on their properties, and
providing best customers services through feedback. These all methods could help RHP
association in order to grow and become more profitable in the coming future.
Communications – The management should establish transparent connections between
them and the employees (Talukder, Vickers, and Khan, 2018). The workers could share the
problems and discuss new ideas with the organisation which could be helpful for them. RHP
association could use this method to establish excellent communication between the employees.
Due to this the workers become more responsive towards their duties.
Timely Review – RHP association in order to increase productivity. They could track
daily or weekly performance of the employees. This will allow the organisation to proactively
work and resolve different issues which arises in the company.
Evaluate how emerging HR developments will affect the role of the HR function.
As per this scenario RHP association could use certain techniques to develop the role of HR in
their organisation. Certain factors are described below -
Data and AI – This artificial intelligence technology will probably become biggest trend
in the upcoming future. RHP association could use this technology and take benefits from them.
This will help their HR department to increase the efficiency for Example with the help of HR
chatbots they could mange the data for seamless attendance management.
Change in core HR Competencies – In the upcoming future HR practices are becoming
business centric (Meintjes, and Hofmeyr, 2018). RHP association could involve HRs when they
are making important decisions for their organisation. Many enterprises are using this method to
attain true development for their business and due to this HR plays vital role in the company.
Employees Experience – The future of HR basically depends on the employees user
experience. RHP association HR must become good recruiters in the future to hire the best
employees for their organisation.
5

PART- B
Critically evaluate how organizational design has to respond and adapt to change management.
Organisational design varies on different factors which help the organisation to adapt fast with
newer technology and innovate new ideas in the market. These factors are strategy, environment,
technology, and culture etc. There are certain types of change discussed below that affect
organizational design and complex relationships -
Transformational Change – It means adjustments in different areas of an organisation
which helps to change certain factors and it creates new behavioural changes according to the
needs of the employees (Maurya, and Agarwal,2018). RHP association could use this method to
implement different changes in the organisation according to the customer needs and new trends
which could help to grow and innovate new ideas in the market.
Physiological Change – Organisation in the future has to implement the changes with
the changing marketing trends. RHP association has to change its structure and implement
different strategies for example like allocation of resources, development of infrastructure etc.
These all changes could the organisation to grow achieve new success in the future.
CONCLUSION
In this above report it has concluded that RHP association should implement different strategies
and techniques which help the organisation to incur some profit in the market. for example the
company could use different approaches like tacit knowledge, and explicit knowledge. Along,
with that different changes like upgrading HR practices. for example adaption to the newer AI
technologies and improvement in the core HR competencies. For further improvements
transformational and physiological changes could be used to deal with new services in the
market.
6

REFERENCES
Books and Journals:
Arasanmi, C.N. and Krishna, A., 2019. Employer branding: perceived organisational support and
employee retention–the mediating role of organisational commitment. Industrial and
Commercial Training.
Maurya, K.K. and Agarwal, M., 2018. Organisational talent management and perceived
employer branding. International Journal of Organizational Analysis.
O'Dwyer, M. and Gilmore, A., 2018. Value and alliance capability and the formation of strategic
alliances in SMEs: The impact of customer orientation and resource optimisation.
Journal of Business Research, 87, pp.58-68.
Arieli, S., Sagiv, L. and Roccas, S., 2020. Values at work: The impact of personal values in
organisations. Applied Psychology, 69(2), pp.230-275.
Martínez-Caro, E., Cegarra-Navarro, J.G. and Alfonso-Ruiz, F.J., 2020. Digital technologies and
firm performance: The role of digital organisational culture. Technological Forecasting
and Social Change, 154, p.119962.
Byrne, J., Dwyer, T. and Doyle, D., 2018. Understanding the layers of a market-oriented
organisational culture. The Irish Journal of Management, 37(1), pp.16-30.
Murphy, K.R., 2020. Performance evaluation will not die, but it should. Human Resource
Management Journal, 30(1), pp.13-31.
Bacon, E., Williams, M.D. and Davies, G.H., 2019. Recipes for success: conditions for
knowledge transfer across open innovation ecosystems. International Journal of
Information Management, 49, pp.377-387.
Matthysen, M. and Harris, C., 2018. The relationship between readiness to change and work
engagement: A case study in an accounting firm undergoing change. SA Journal of
Human Resource Management, 16(1), pp.1-11.
Holbeche, L.S., 2018. Organisational effectiveness and agility. Journal of Organizational
Effectiveness: People and Performance.
Talukder, A.K.M., Vickers, M. and Khan, A., 2018. Supervisor support and work-life balance:
Impacts on job performance in the Australian financial sector. Personnel Review.
Meintjes, A. and Hofmeyr, K., 2018. The impact of resilience and perceived organisational
support on employee engagement in a competitive sales environment. SA Journal of
Human Resource Management, 16(1), pp.1-11.
7