Human Resource Value and Contribution to Organisational Success Report

This report delves into the critical role of Human Resources in organizational success, focusing on the importance of organizational design and its alignment with strategic goals. It explores various approaches and techniques for attracting, maintaining, developing, and rewarding HR to build a skilled and dedicated workforce, emphasizing the significance of employee engagement and positive working environments. The report also evaluates how organizational design relates to change management and the relationships that sustain between two organizational situations, providing insights into how HR practices can drive efficiency and productivity. The analysis includes a case study of Syngenta, a global agricultural science and technology company, to illustrate practical applications of HR principles and strategies. The report highlights the importance of employee motivation, skill development, and continuous improvement in achieving organizational objectives.

Human Resource-
Value and
Contribution to
Organisational
Success

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Importance of Organisational Design Theory in respect of its structure that fulfil
Organisational Strategies............................................................................................................3
TASK 2............................................................................................................................................5
P2 Various Approach & Techniques for attract, maintain , develop & reward HR to build
skilled & dedicated Workforce ..................................................................................................5
TASK 3 ( Covered in PPT)..............................................................................................................7
TASK 4............................................................................................................................................7
P4 Evaluate how Organisational Design has to Change Management & relationship that
sustain between two organisation situations ..............................................................................7
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource is essential to organisation and playing a important part in myriad areas
and doing work for the people of the organisation. The main role of HR is to prepare a strategic
planning and improve the organisation brand image. Human resource responsible to manage the
employees experience through various workforce planning. Human resource can create more
value and also contribute in the success of the organisation. Human resource is maintain different
activities, roles and responsibilities that's why HR is important for the organisation. All these
roles and responsibilities include strategic management, wages & salaries , risk management,
safety & security, analysing benefits, training & development, recruitment & selection,
minimizing the liability problems, employees satisfaction and maintain compliance etc. To
analyse the importance of human resource, Syngenta organisation chosen. It is a global
distributor of of agricultural science & technology in a specific seeds & crop protection goods.
This organisation founded in 2000 and the headquarter is in Basel, Switzerland. The purpose of
this report is to analyse the significance of organisational design and its theory in context of
organisational structure and utilise various approaches & techniques that attract, manage and
develop human resource to generate skills. Moreover, this report will conduct research and
analyse the specific evidence that useful to emerging HR development & relation between
change management & organisational design.
TASK 1
P1 Importance of Organisational Design Theory in respect of its structure that fulfil
Organisational Strategies
Organisation design theory basically refers that organisation design is consider as a major
factor that determining the performance of organisation and regulating and analysing how
employees can work together in a specific organisation. A effective organisational design
structure is helpful to improve the communication and enhance the productivity of the
organisation and create a healthy environment in which employees can work collectively and
effectively (Allui, Sahni, 2016). The importance of organisation design include dealing with
contingency , competitive advantage, innovation & efficiency and diversity in workforce. For the
growth of the organisation , it is mandatory to focus on structure and design of the organisation
so that HR manager can help to maintain all the employees activities that help in increase the

productivity of the organisation. Syngenta is a big organisation and operating their business all
around the world so it is using matrix organisational structure it is best suited for the organisation
and it bring together all the employees with diverse skills. Matrix structure is like a workplace
format and in this structure all the employees can report to or more managers instead of one
manager. The various theories of organisation related to the organisational structure are given
below- Contingency Theory – This theory basically utilised by those organisation who can use
leadership style according to the particular situation in a specific problem. This theory
can analysed the problems of the employees and also helpful to solve with the help of
specific leadership style. Leaders can be very much dedicated toward their work and they
always focus to solve their staff members problems and provide their best cooperation in
the team. Problems that frequently occurring need to analyse on the basis of different
situation and determine whole aspects so that leaders can take good decision in future
prospectives (Allui, Sahni, 2016).This theory create all rounder leaders that can easily
manage the odd situations and support their team so that all the team members can give
their best contribution in the success of the Syngenta. Classical Theory - This theory is a traditional theory and it more focus on organisation
rather than their employees . On the basis of this theory, organisation consider as a
machine and employees consider as a different components and the part of machine.
There are various traits of this theory such as it create an accounting model, emphasis on
analysing errors, more concerned with output, centralized & integrated system. This
theory mainly focus on recognised the loop holes of the business operations and set them
to improve the performance of organisation. This theory contain that there is no
inspiration in doing CSR activities and social well-being or not even provide the job
satisfaction to the talented employees. This theory only focus to increase the operations
and aid to perform work in a effective manner (Bigdeli, et. al., 2017).
 Non-classical Theory – This theory consider as an extended version of the classical
theory in which the behavioural science contain in the management of the organisation.
This theory consider that organisation as a social system and the performance of the
organisation can get influenced by their employees actions. This theory primary
concerned to the human beings in the organisation and it theory also known as “

Behavioural Theory of Organisation” and “ Human Relations”. This theory mainly focus
on employees of the organisation instead of result of the organisation. The main motive
of this theory is to motivate employees so that they can improve their efficiency level in
order to obtain the organisational goals. Through equal employment chances with out any
discrimination , HR manager of the Syngenta can enhance the productivity of the
employees and organisation can provide them rewards and monitory benefits so that they
can increase performance level of employees (Blom, Kazeroony and Du Plessis, 2019).
From the above discussion , it can be determined that matrix organisational structure is more
beneficial for the success of the Syngenta because it help the organisation to work together even
in various locations. With the use of different theories and organisation can maintain the
organisation design and structure both. Syngenta can use contingency theory so that organisation
can easily adopt the effective leadership style on the basis of their organisation condition. It will
aid in gain more talented leaders who can effectively solve the numerous problems.
TASK 2
P2 Various Approach & Techniques for attract, maintain , develop & reward HR to build skilled
& dedicated Workforce
Employees consider as a key to get success in an organisation. The performance of
employees matters for each and every organisation because with the help of employees
performance, organisation performance will be increase. It is mandatory for every organisation
to hire skilled and talented employees so that they can provide their best efforts for the welfare of
the organisation. A skilled employee is necessary because it is consider as an additional quality
of the employees which organisation can use to enhance the over all productivity. The role of
Human resource is important because it is responsible for every activities of the each and every
individual in an organisation. On the basis of current scenario, individual and organisation
learning is more important for the development of employees (De Guimarães, et. al., 2016).
(Boon, et. al., 2018). So it is prominent for the organisation to work on organisational and
individual learning so that employees will aware to learn new and required skills and knowledge
by their own otherwise their performance level will become low. There are different factors of
the business environment affect the performance of the organisation so it is important to analyse
these factors for the Syngenta. These factors such as changing mind set of customers, provide

advancement of the technology, expansion of organisational growth. There is a need for the
organisation to pay more concern about the human resource work because it can help to attract,
maintain an develop each and every employees of the organisation and organisation need to
perform well so that they can met the process of change management within an organisation. HR
manager of the Syngenta use specific approach and techniques so that they can appoint and
retain the high skilled workforce for a longer time (Goh and Marimuthu, 2016).
HR manager need to ensure the healthy relationship among the employees and also
organisation so that they can take high competitive advantage. HR manager responsible to create
good employee engagement and accumulate effective organisational environment so that
organisation will give healthy working atmosphere in which all the employees can perform well.
HR manager of the Syngenta need to focus to improve the motivational level of employees so
that they can evolve themselves in a right direction. There are approaches and techniques which
help the HR manager to consider the skilled and dedicated employees. The description of these
approaches and techniques are given bellow- Create Positive Working Environment - This is a very common and crucial approach to
consider the skilled and dedicated employees for the organisation. The main motive of
the human resource is to provide positive environment so that all the workforce can
perform their duty more comfortably. Syngenta is a huge organisation and operating
their business in many countries so it is essential for the organisation to accumulate the
positive working environment so that HR manager can become more successful to attract,
maintain and develop the dedicated employees. Recognise , Reinforce & Reward – With the help of this technique, HR manager can
contain those employees who are really dedicated toward their work (Govender and
Bussin, 2020). HR manager is responsible to recognise the employees potential and
reinforce it and after evaluate their perform they are liable to provide some appreciation
and rewards. Syngenta can understand the demand of the present scenario because today
workforce are very advanced and they want identity, value, reward and other benefits so
it is mandatory for the HR manager to fulfil all the requirement of the workforce so that
they can retain the dedicated one. Employee Engagement – This is one of the most beneficial techniques to attract,maintain
and develop the dedicated and skilled workforce. Through useful practices of employee

engagement, HR manager can create the effective organisational culture in which all the
employees can share their values and belief. This approach is mostly adopted by the
most of the large and small organisation because every organisation want a effective team
work activities which are mainly possible with the help of this approach. Syngenta can
utilise this approach so that all the employees can maintain a healthy relation and with the
other employees and the customers. Evolve Skills & Potential – To evolve skills and potential of workforce is the main things
which HR manager should consider because without any skills and potential no one can
improve their performance level and retain in the organisation for long duration.
Syngenta HR manager can continuously evolve the skills of their employees so that they
can increase the dedication level of employees and also give them rewards so that they
will take more interest in their job and enhance their skills via self learning and other
programs and activities which are provided by the organisation (Gürlek and Uygur,
2020).
All these techniques and approach are beneficial for the Syngenta because it can help to
attract the employees toward their job and also maintain their performance level through
feedback , reward so that employees can participate in an effective manner. HR manager can use
these approaches so that they can build the high skilled , talented and dedicated employees in an
organisation.
TASK 3 ( Covered in PPT)
TASK 4
P4 Evaluate how Organisational Design has to Change Management & relationship that sustain
between two organisation situations
Organisation design is like a process that aid in aligning the whole structure of the
organisation with the specific aim and objective to improve the efficiency of the organisation
productivity, effectiveness and efficiency (Khorommbi, 2019).It also consider the understanding
the operation process, roles and responsibilities, workforce and analysis of all the resources.
Organisation design and their structure different according to the organisation because there is
involvement of few external factors. Effective organisational design and structure can help to
monitor the workforce and it also helpful to maintain proper discipline inside the organisation.

Syngenta more focus on organisation design and structure because it is helpful to adopt and
respond the change management and also helpful to create the effective relationship between two
organisational situations (Kooij and Boon, 2018).The evaluation of how organisational design of
Syngenta adopt and respond the change management and help to consider the two organisational
situation are explained below- Organisational Wide Change – This change is consider as a large structure
transformation change that impact the entire organisation. This change include,
leadership, restructuring, introducing a new technologies and adding new policies
whether the outcome will be positive or negative. It change analyse on the basis of
organisational strategies and executions. Syngenta can adopt and also respond this
change because this will help to change the entire scenario of the organisation in an
efficient manner. Personnel Change – This change is necessary because it help all the employees who do
not like the change so organisation can adopt some change management process so that
they can help the employees for to give positive respond in the change and during the
change process, employees can easily compare the two organisational situations. To
adopt and respond the change, Syngenta can build effective organisational design and
structure which is helpful to adopt the change management process (Ogunyomi and
Bruning, 2016). There are some activity can lead the change like low employee
engagement, less contribution of employees, lay-off , less training and development
sessions etc. so it is prominent for the organisation to focus the arrangement of more
advanced training so that all the employees can learn new technologies and skills and
boost their performance. Strategic Transformational Change – This change will impact the whole aspect of the
organisation. Some modi faction in the existing tools, techniques and policies will affect
the organisation structure whether the transformational change give the positive result or
negative result. Through some techniques, Syngenta can adopt and respond the change
management easily. These techniques are updating organisational mission, launch new
technology, training on new knowledge & skills etc. Syngenta can use new technologies
so that they can easily adopt the change management. For example, if organisation will

use online platform more effective use social media so that organisation can create the
effective relationship (Poikkeus, et. al., 2018). Remedial Change - This changes are reactionary by nature and this kind of changes are
mainly occur when an issue is identified and a specific solution need to be implemented.
These changes are designed to analysed the issues which are require the immediate
action. Some reactionary changes may not be goods but it is inevitable. The main
advantage of this change is that it consider its success very quickly. Some example of
remedial changes such as dealing with lack of talent, analyse customer communication
problem , more training for new employees etc. Syngenta manager need to address the
current need and demand of the customers and also revised all the policies. A recently
appointed CEO who is not performing in a best manner then this situation can lead the
low productivity (Shamim, et. al., 2016).
 Structural Change – These changes include major shifts in the whole management
hierarchy , team and responsibilities of the various department, team and employees.
These changes mostly overlap with the people centric changes and it can directly affect
the employees of the organisation. There are few example of the structure changes such
as merger & acquisitions, creation of new team , changes in organisational chart etc.
Syngenta need to adopt proper structural changes so that organisation can respond the
change management (Srivastava and Dhar, 2016).
From the above discussion it can be analysed that Syngenta adopt and respond the design
and structure according to the change and the situation of the marketplace. When the
organisation is experiencing the the loss and not earn more revenue then there is need to adopt
remedial changes so that organisation will get more competitive advantage (Ten Have, et. al.,
2016).Personal change is important because it help the employees to lean more and develop
themselves.
CONCLUSION
According to this report it is analysed that the importance of human resource is evolving
day by day and it is become necessary to perform human resource activities properly because
human resource is liable to maintain all employees related activities and also responsible to
create more value in the success of the organisation. This report discussed about the
organisational design and its relevant theories that are beneficial for the organisation and helpful

to create a effective organisational structure. Through effective organisational structure,
organisation can handle all the manpower activities because is is like a pathway for the
organisation that help to maintain the employees and organisational performance in an
appropriate manner. This report analysed that contingency theory of organisation can talented
leaders that can easily manage and resolve the issues of their staff members. Effective and fair
policies and strategies are helpful to motivate employees and enhance more employee
engagement. Through artificial intelligence , organisation can balance the design and change
management and also helpful in numerous activities of the employees.

REFERENCES
Books and Journals
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