Unit 36: Human Resources Value and Contribution to Organisation Report

This report delves into the critical role of Human Resources (HR) and its contribution to organizational success, focusing on the context of Syngenta. It assesses the importance of organizational design theory in relation to structure and strategy, providing a practical example of how Syngenta's flat structure facilitates decision-making and goal attainment. The report analyzes various approaches and techniques for attracting, maintaining, developing, and rewarding human resources to cultivate a skilled and dedicated workforce, covering both financial and non-financial motivation strategies, including Maslow's hierarchy of needs and career development programs. Furthermore, it evaluates how organizational design must respond to and adapt to change management, utilizing Lewin's change management model to illustrate Syngenta's approach to strategic adjustments and maintaining a competitive edge. The report concludes by emphasizing the importance of adapting to changes, encouraging employees, and ensuring successful execution to achieve the best results.

Unit 36 Human Resources -
Value and Contribution to
Organisational

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Assess the importance of organisational design theory with relevance to organisational
structure and fulfilling organisational strategy, with specific example of organisation.........3
TASK 2............................................................................................................................................5
P2 Analyse different approaches & techniques used to attract, maintain develop and reward
human resources to create skilled and dedicated workforce..................................................5
TASK 3............................................................................................................................................7
Covered in PPT.......................................................................................................................7
TASK 4............................................................................................................................................7
P4 Evaluate how organisational design has to respond and adapt change management &
relationship that exists between two using a specific organisational situation......................7
CONCLUSION................................................................................................................................9
REFERENCE.................................................................................................................................10

INTRODUCTION
To gain success and development in competitive world, it become crucial for business unit
to follow appropriate value as well manage that in effectual and effective manner. Growth of
organisation depends on motivational leaders and the strong administration. Further, it is
important to include staff for implementing strategies in appropriate manner to gaining success.
As well to all changes which occur in external environment for the same (Bluth, Bansal and
Bender, 2017). Based on this situation, a company is undertaken for this report, which is
Syngenta. This is well known firm for worlds growing plant science business. Establish in 2000,
with merger of agriculture division of Zeneca & Novartis. Additionally, it is committed in the
direction of sustainable promotion related to agriculture thorough innovative & research. Further,
it covers discussion about importance of organisational design theory, analysis of different
approaches along with techniques related with the human resources development. Lastly,
evaluation of organisational design to opt change is included.
MAIN BODY
TASK 1
P1 Assess the importance of organisational design theory with relevance to organisational
structure and fulfilling organisational strategy, with specific example of organisation.
Organisational design refers to a set of practices which helps entities in order to align the
structure of company with the aim of gaining goals and for achieving height in business. As well
it become important for business unit to opt appropriate and effective organisational design for
their business. So that they will able to resolve all issues and able to formulate new advance
strategies that are required to accomplish organisational goal (Pestonjee and Pal, 2020).
In relevance to this the chosen company belong to global plant science and committed
towards sustainable agriculture through innovation and advanced technologies. Their primary
purpose is to bring plant potential to life. Further, it have more than 24,000 employees within
company across the whole world. It was established in year 2000 from merger of agriculture
division of Zeneca & Novartis. It is essential for them to opt proper organisational design to
contribute into attainment of business objective in effectual manner. During design of
organisational structure it requires number of components such as staff, human resources,
research & development along with effective strategies. Similarly, the relation between

organisational structures with working is understanding the aim of objective as well as
information that is required to accomplish predefined goal.
In relevance to this, Syngenta firm has flat organisational structure that initiates
employees towards decision making process. As all employees have opportunities to share their
viewpoints and give suggestion in order to make decision (Andalib, Darun and Azizan, 2019). It
helps company to perform all task in effective manner so that goal will be attain within small
time. In context of chosen company the organisational design theory assist to accomplish their
goal along with strategies in successfully.
Important of organisational design theory:
Organisational structure and design plays vital role to achieve growth and development
and this helps into improving the communication, maximization of productivity and encourage
the innovation (Pascaru, 2020). It creates positive workplace environment in which al employees
are engage towards their task for reaching the aim (The Importance of Organizational Design and
Structure, 2011).
Similarly, Syngenta has design such type of organisational structure in which they assign
task, role & responsibility in order to complete the task or activities in effectual manner. The
designed build by respective company supports in obviating chaos, resolving disputes, and for
creating relation among employees so that motivational level get enhanced. Effectiveness of
organisational design theory are as follow:
Responding to change: To become competitive for other rivalries, it is vital to have opt
all changes occur at external environment. It is viral for respective firm, to respond all changes of
external environment by developing effective strategies and modifying factors such as
technologies, international economy, requirements, desires, competition in order to foster
evolutionary growth at company. Syngenta firm formulate strategies & tactics that helps them to
design their business in well manner and assist them to responds changes consequently.
Innovative & effective: Enterprise has to provide product or services to consumers as per
their requirements, for which use of effective design and structure plays essential role to produce
high and good quality products (Nyberg and Moliterno, 2019). Similarly, Syngenta has design
innovative and creative organisational design so that their personnel will get encourage and will
able to produce according to consumer requirements.

Aligning organisational objective: It become vital for respective company to align their
objective in effective manner and with the help of organisational design it is possible to get
success in it. Syngenta devour suitable business control to put dynamic nature for optimising
results (ALTINAY and et. al., 2020).
Integration of new elements: To responds the changes of market, company explore,
evolve and develop themselves so that goal will be attain easily and will able to operate their
function smoothly (Valcik and Benavides, 2017). Organizational design will help integrate new
corporate and entity restructuring components so that they can achieve positive results.
Syngenta is forecasting to acquire matrix structure along with advanced technologies for
providing better and trendy services/ product to consumers. Also, it help in developing team that
delegated authority foster them together who have different competencies within similar project
in positive and effective manner.
Dealing with contingencies: Effective design of company helps company to deal with
contingencies and give them opportunity to gain competitive advantage within the marketplace.
In order to opt innovation and technologies, this helps in managing the capabilities of employees
and give them strength to opt this (Dudin, and et.al., 2019).
Organisational design theory coordinating elements: The primary purpose of
organisational design is to advance diversity in company based on race, gender & origin of
workers that has impact on effectiveness of business. Likewise this also helps the employees of
Syngenta to improve their performance, personnel retirement and other.
TASK 2
P2 Analyse different approaches & techniques used to attract, maintain develop and reward
human resources to create skilled and dedicated workforce.
The factor which encourages an individual to perform task in effective manner
considered as motivation. Generally, it states the extent of readiness to pursue desired outcome
and that implies locus discovery along with nature. Further, motivation act as important aspect
for individuals to perform well with full efficiency.
In context of Syngenta firm, they develop positive workforce environment to motivate
their employees as well as use other number of techniques in order to retain them for longer
timeframe. So that company will able to combat with competitive world and maintained their

position at marketplace (Lim, Wang and Lee, 2017). The optimistic working culture, helps them
to motivate employees for maintaining their working efficiency.
Manager and leaders of selected company will effectively able to analyse the way or
approach to inspire and encourage their employees to motivate and retain them for longer period.
For instance they use both financial and non-financial approach to carry forwards this and these
approaches are as follow:
Reward & incentives: This is considered as the most common approach that is used by
the entities of company in order to encourage and motivate their workforces (Stewart and Brown,
2019). They carry out for increase their efficiency level as well as for retaining them for longer
time. As they have knowledge and experiences towards function and operation of business. So
this help them to gain high profitability and productivity of company.
In context of Syngenta, they provides different kinds of incentive program to their
employees for encouraging them as well as to attain objective in officious manner. On the basis
of performance they carry out performance appraisal, provide bonus who perform well and more
foe company. Incentives highlights additional extra amount that is being provided to that
individual who perform well and get success in performing a particular project (Fouladi and
Navimipour, 2017).
Along with these some other non-financial approaches of motivation is used by the
respective company and for which the most common approach that they use is motivational
theory of Maslow. In which it sates there are five basic needs of an individual while working in
an organisation as well as to survive in life. Once all these need get satisfied then an individual
will able to perform with their full efficiency for reaching to height and gaining success. From
this, manageget team of significant enterprise will able to determine the gap also and then
address that for accomplishment of objective related to adoption of change.
Proposed career development & personal growth: It has been found that it become
important to providing training and development programs to employees for their career
development and personal growth. As well as to adopt new technologies, it is necessary for
employees to have proper knowledge about technologies like hoe to operates that, how to use
new machines or techniques. For which, training and development session helps them to enhance
knowledge, skills and required competencies (Wehrmeyer, 2017). This help them in career
development and personal growth too.

In context of chosen firm, they provides essential and required training to their staff so
that it become easy for them to perform function and activities in effective and right manner.
Through this, motivation level of employee get enhanced and they gives their full contribution to
reach out predefined goal and give them strength to accept all challenging &difficult task to
perform.
Situational approach: It tends to an approach that is used by the entities of company in
order to respond any uncertainty based on situation. The chosen firm, Syngenta use such types of
approach to responds changes & formulate strategies based upon situation (Margherita, 2021).
As per current situation they uses particular approach to acquire new structure and technology in
order to get competitive advantage.
Therefore, it has been suggested to Syngenta to use above mentioned approaches to motivate
and encourage their employees in best and effective manner. Through this retention rate of
employee will also increased and they will important along with value for the company.
TASK 3
Covered in PPT
TASK 4
P4 Evaluate how organisational design has to respond and adapt change management &
relationship that exists between two using a specific organisational situation.
Change management refer to approaches where individuals of company respond to
changes related with internal or external environment. It integrates development and supports
their personnel in order to formulate necessary step that is required to opt changes as well as to
observe the pre and post practices for assuring successful execution.
Therefore, for managing change management Syngenta use Lewin’s change management
model. This model is launched by Kurt Lewin that includes three components that are
unfreezing, change and re-freezing (Werdhiastutie, Suhariadi and Partiwi, 2020). It is particular
adopt by business unit with the aim of various purpose such as for adopting changes, shifting
towards to adopt new level, for encouraging employees and for so many other reasons.

With relevance to Syngenta, they carry out this model in order to opt changes in their
strategies for the smooth running of business operation as well as to gain competitive advantage.
Description of three stages in context of chosen firm are as follow:
Unfreezing: In relevance to this, the respective company wish to opt changes for this it is
vital to make some new strategies then only they will able to adopt new technologies as well as
to design effective organisational structure that help them to produce goods with optimal
wastage. So that they enable to make sure to staff that they are capable to adopt changes.
Change: At this point, implementation of entire plan is carried out in order to eliminate the
wastage of resources and for producing goods or services with the help of new technologies
(Timms, 2017). Through this, Syngenta will able to grasp more new consumers and improve
base of their loyal customers along with investors. In this company apply changes on temporary
basis as the main intent is to execute their new structure i.e. matrix.
Refreezing: It refers to the last step of change management model in which Syngenta form
strategies for adhering new technologies and structure in order to minimize conflicts, gap and
wastage at enduring basis (Kamoche, 2019).
With the assistance of this model, human resources management team of respective
company will able to opt changes of external or internal environment and that help them to
improve competencies of their employees along with operational efficiency in effective manner.
Role of human resources manager in managing change:
When a company acquire changes, HR manger required to perform various activities and
plays number of roles to execute modification. Some of key roles are discussed below with
relevance to Syngenta firm and related with organisational change for conducting activities:
Encourage & inspire staff: HR manager of Syngenta inform and assure their employees
about changes in plan related with organisational design as well as involves them in decision
making process so that they will feel motivated and important for corporation.
Recruit competent employee: For adopting new and advanced technologies in term of
organisational design, it is vital for HR manger to recruit and hire some highly skilled and
experiences workforces for the same (Vermeeren, 2017).
Staff relationship: It is the dusty that is performed by HR manger to maintain positive and
healthy relation among employees within company. By this they can become competent to
render advance technologies and engage towards their assigned task.

Role of human resources manager in organisational design:
Implementation of innovation: To form effective organisational structure, HR manager
of Syngenta needs to form appropriate tactics and strategies related with change manageget.
Hence it helps them to acquire new innovation in successful manner. For example, when a
company wish to adapt new technologies foe producing product as per users requirements and it
is vital to have information about new objective or goal to employees.
Train employees: For opting advanced technologies, it is crucial to have knowledge
about technologies and how to operate that. For which there is requirement if training and that is
giving by the HR manger of respective company to opt changes
Up-gradation of resources: Likewise, it become necessary for HR manger of respective
company to upgrade their resources for executing new structure in company. This will helps
them in minimizing the gap of communication between employees and circulate appropriate
information (Machmud and Ahman, 2019).
Hence, by conducting all these roles, HR manger of Syngenta become competent to
execute changes in effective manner and help out entities to become flexible towards changes by
minimizing disputes and gaps.

CONCLUSION
From above discussed report it has been analysed that foe all business unit in marketplace, it
become vital to opt change and modification of external environment in order to run their
operation in smooth manner as well as to gain competitive advantage for reaching height and
success. Further, value addition initiates towards achieving the objective and sustainability at
marketplace. For which it is important to build and design effective organisational design as it
help them to attain all predefined goal and strategies in effective manner. Also for proficient, &
highly skilled personnel, entities of business unit is vital to gain attention, provided their
employees some rewards and benefits in order to gain expected outcomes. As well as for opting
changes of external environment, it is vital to design effective organisational structure. Besides
that, HR development affects the role of Human resources function within business for reaching
global presence and for retaining their competent personnel.

REFERENCE
Books & Journal
ALTINAY, F., and et.al., 2020. The Sustainable Tool for Human Resources Quality in
Educational Practices. Postmodern Openings/Deschideri Postmoderne, 11
Bluth, E. I., Bansal, S. and Bender, C. E., 2017. The 2017 ACR commission on human resources
workforce survey. Journal of the American College of Radiology, 14(12), pp.1613-1619.
Dudin, M.N., and et.al., 2019. Digital technologies as a driver of intellectual stratification of
human resources: socio-economic inequality. International Journal of Recent Technology
and Engineering, 8(2), p.4436.
Fouladi, P. and Navimipour, N.J., 2017. Human resources ranking in a cloud-based knowledge
sharing framework using the quality control criteria. Kybernetes.
Kamoche, K.N., 2019. Sociological paradigms and human resources: An African context.
Routledge.
Lim, S., Wang, T.K. and Lee, S.Y., 2017. Shedding new light on strategic human resource
management: The impact of human resource management practices and human resources
on the perception of federal agency mission accomplishment. Public Personnel
Management, 46(2), pp.91-117.
Machmud, A. and Ahman, E., 2019. Effect of entrepreneur psychological capital and human
resources on the performance of the catering industry in Indonesia. Journal of
Entrepreneurship Education, 22(1), pp.1-7.
Margherita, A., 2021. Human resources analytics: A systematization of research topics and
directions for future research. Human Resource Management Review, p.100795.
Nyberg, A.J. and Moliterno, T.P. eds., 2019. Handbook of research on strategic human capital
resources. Edward Elgar Publishing.
Pascaru, M., 2020. Action Research in Organisations and Communities: Origins, Evolution and
Success Stories. Bulletin of the Transilvania University of Braşov, Series VII: Social
Sciences and Law, 13(1), pp.67-74.
Pestonjee, D. M. and Pal, S., 2020. Human Resource Development and MSME Development.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Timms, P., 2017. Transformational HR: How human resources can create value and impact
business strategy. Kogan Page Publishers.
Valcik, N.A. and Benavides, T.J., 2017. Practical Human Resources for Public Managers: A
Case Study Approach. Routledge.
Vermeeren, B., 2017. Influencing public sector performance: studying the impact of ability-,
motivation-and opportunity-enhancing human resources practices on various performance
outcomes in the public sector. International Review of Administrative Sciences, 83(4),
pp.717-737.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Werdhiastutie, A., Suhariadi, F. and Partiwi, S.G., 2020. Achievement Motivation as
Antecedents of Quality Improvement of Organizational Human Resources. Budapest
International Research and Critics Institute (BIRCI-Journal): Humanities and Social
Sciences, 3(2), pp.747-752.