Unit 36 - Human Resources: Values and Contributions for Success Report

This report provides a comprehensive analysis of human resources management and its critical role in organizational success. It begins by emphasizing the importance of organizational design in fostering sustainable performance, detailing how structure, contemporary organizational development, a...Read More

Unit 36 – Human Resources –
Values and Contributions to
Organisational Success

Table of Contents
INTRODUCTION...........................................................................................................................3
IMPORTANCE OF ORGANISATIONAL DESIGN TO THE DELIVERY OF SUSTAINABLE
PERFORMANCE............................................................................................................................3
REQUIREMENT TO DEVELOP MOTIVATED, KNOWLEDGEABLE AND EXPERIENCED
INDIVIDUALS AND TEAMS.......................................................................................................4
CONTEMPORARY KNOWLEDGE AND RESEARCH TO SUPPORT EMERGING HR
DEVELOPMENTS..........................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management in every organisation is regarded to be one of the crucial
component that is inhibited by the management such that all the policies that are to be
incorporated as well as safeguarding the rights of employees will be taken care about this
particular management. It is not until when the human resources management in the organisation
is totally equipped with the knowledge that is required to tackle the employees as well as a
certain policies that are in due of the organisational success that it gets reflected upon the choices
of the organisation (Kianto and et.al, 2017). The entire report will reflect upon the components
that are required to be inhibited in the human resources management as well as the values that
are to be taken care about. Contribution is next favourable aspect that will have to be leading the
human resources management as well as the strategies towards organisational success and
everything is being portrayed in this report. The organisation that is chosen at Tesco. Tesco is
one of the largest retailer in the United Kingdom and it is the world's best grocery. For this to
attend a good name and fame the human resources management in the organisation is it related to
such an extent that all the factors that are into of the organisation are being achieved within no
time.
IMPORTANCE OF ORGANISATIONAL DESIGN TO THE DELIVERY
OF SUSTAINABLE PERFORMANCE
Organisational structure
Organisational design and structure important in order to move ahead with the communication
processes that are necessary to be inhibited in order to focus upon the increase of productivity.
An organisation is an abode of innovation and it is the place where a perfect environment for a
workspace will have to be effectively created. A good organisation will increase the productivity
of the objectives that are necessary to be stipulated and are to be achieved at regular intervals of
time. There are certain performance issues that are attributes for very good organisational design
as well as the one that is poorly constituted.
Contemporary OD
A contemporary organisational structure will define the goals and objective in a very tedious
manner and this can also avoid confusion within which the members of the management will co-
ordinate with each other in order to function and share ideas as well as ideologies. Many talented
people are a part of the organisation and the organisational design will be effectively stipulated

by the onset of flexible measures and from these kind of medal comes the talented people as well
as the great leader (Saeed and et.al, 2019). It is not until when a perfect structure is enhanced that
will make sure to implement a strategic approach to move ahead with the business operations.
The flexibility of the organisation will depend upon how far the components of the organisation
are arranged. These components will include certain entities like that of resources employees
customers stakeholders and many other people who are directly involved into accessing the work
operations. The right incentives can therefore be granted for people who can bring about a
tremendous change in the organisation.
External environment’ impact
Factors that will affect organisational design will be those that will deal with the strategic
approach of the organisational policies and certain employee is that will have to support them.
An environment will be determined by the factors that will constitute a positive vibe towards the
development part of the organisation that can bring about a successful orientation which is
required. The size of the organisation is determined by the factors of employees as well as the
work assignments that are being given to them. The authority with which the organisation
imposes upon the employees will have to be perfectly done such that the structure with which the
organisation will have to organise its employees will perfectly be gratified (Zaid and et.al, 2018).
The organisation Tesco that is being taken in this regard is said to be one of the well oriented
path where its organisation is further divided into smaller components and each component is
provided with a manager.
Change theory
This change in regard with all the employees of that particular sector and also all the
amendments and sales are being collected by them. This particular structure is being followed by
the organisation in order to bring about a good growth prospects that is required for the
authorities or the management to inhibit the policies and objectives. To move ahead with a
perfect structure the organisation follows a life cycle which will include the birth of the
organisation where the initiation policies are inhibited. The change of the organisation will deal
with all the atrocities that come in the midst of its operations. The mid life of the organisation
will deal with all the circumstances that will contribute for its success in the middle term. The
maturity stage of the organisation is the one in which the organisation has already attained a
growth prospect and that is how it is moving ahead with policies.

Mckinsey 7s model
Strategy: the strategies that are in regard to dealing with professional attribution of customers are
followed.
Style: the style of working is said to be the one that will bind up all the possible means to make
sure that the employees work efficiently.
Structure: the structure is of uniform format where work is distributed in equal basis.
Staff: the staff of the organisation are dedicated towards the policies of work .
Systems: the system is a unified one and is in continuous attribution towards growth prospect.
Skills: all the skills that are in regard to maintaining customer base is enhanced.
Shared Values: the values of trust are incorporated and are portrayed.
REQUIREMENT TO DEVELOP MOTIVATED, KNOWLEDGEABLE AND
EXPERIENCED INDIVIDUALS AND TEAMS
Motivation
An organisation is all about building everybody with regard to the certain knowledgeable aspects
that are a part of implementing changes. It is the responsibility of management to carry forward
with the changes and with regard to a person or a group such that every person is killed in their
aspect. The people in the organisation will have to develop their ability in order to win over the
atrocities and will have to take part in changing or implementing the policies. This is an efficient
way in which an improvement can be inhibited in the organisation (Papa and et.al, 2018). There
are certain things that will have to be done in the organisation by going above and beyond. It is
not until when the employees of the organisation are motivated to such an extent that every
knowledgeable criteria that will have to be inhibited by them will have to be expertised.
Competitive advantage of motivation
In this regard motivation play a major role. The motivation of the employees will define certain
immunities of the organisation that are being taken forth by the management. With the resources
the organisation can deal with the employee problems as well as their concerns. Training and
developing the employees to certain extent will also be able to contribute to their career
development as well as to the organisational enhancement. There is a greater complexity that is
being tackled by the organisations and in order to move ahead with the kind of tactics that are
required to win over the circumstances it is always a necessity that a greater diversity is required.
For the opportunities that are to be inherited in the organisation there are no boundaries for

knowledge. People can learn and can initiate the processes every now and then such that their
activities can deal with the commitment that is required for the organisation. There is a kind of
culture that is being practiced by every organisation and that with regards to Tesco is one of the
free working culture that will inhibit effective mechanism. The effective strategies that are being
incorporated by the organisation at all levels will contribute for a better environment and a
workspace (Yusoff and et.al, 2020). Teamwork is one of the important criteria because the
knowledgeable team can only be constituted by an effective teamwork. Through teamwork one
can usually implement a thoughtful process that can be implemented by managing and
developing certain teamwork aspects that are a part of human quick results. These ideas require a
perk of depending ideas and a little sharing of information by the members that are already aware
of basic information. This can also lead to developing certain feeling that will motivate
employees to contribute more and this enthusiasm is required to move ahead with the objective
that are to be achieved.
Content and process theory of motivation
Content theory
This theory will help people to attain their
regular needs and the organisation focus upon
maintaining its standard in helping them with
their needs.
Process theory
This theory revolves around the processes that
are to be enhanced in the organisation to move
ahead with the circumstance of gratifying the
objectives.
HR Function
The progress of every employee lies and how far the HRM in the organisation strategically
approach the requirements of the organisation so that every objective is enhanced. For an
effective team work or to motivate the employees in the organisation the company will have to
first co-ordinate with their policies and will have to identify the set of components that will have
to be addressed. A proper monitoring of these circumstances will shape the organisation into a
better entity and that is required for the employees to originally measure the decisions and the
growth prospect. In order to achieve the demands are the goals of the organisation it is not until
when the team constitutes themselves and co-ordinate with each other to reach the line of mark
and stay strong with the workforce. Development is one of the major criteria that is being tackled

by the organisation every now and then. In the field of retailing there are certain activities as well
as a good amount of competition. This competition can only be crossed by following a principle
of maintaining skilled workforce and that will reflect upon the choices that are to be adopted.
CONTEMPORARY KNOWLEDGE AND RESEARCH TO SUPPORT
EMERGING HR DEVELOPMENTS
Emerging HR development
Human resources management in any organisation is said to be one of the crucial management
policy that is usually followed by all the organisations such that the amendments that are to be
made in the organisation can be peacefully done (Cooper and et.al, 2019). The human resources
management in every organisation will deal with the activities that are related to recruitment as
well as certain policies of finances and maintenance of employee details. There are a lot of
challenges that will fall in regard to the difficult times that are being faced by the human
resources manager as every now and then.
HR function evolution
The HR development are regarded to be one of those that will be functional analysis to the
organisation. This is also regarded to be a contemporary idea where certain issues like that of
employees policies as well as coordinating with them and rewarding them at regular intervals of
time are being tackled by the human resources manager. In order to deal with all these atrocities
proper practice and skills are to be enhanced. An effective practice can leave the human resource
manager into things that are not imagine. The changes that are to be made in the organisations
are regularly monitored by this particular managers such that the implementation can be carry
forwarded. The employee training is one of the major asset and it is not until when the human
resource management is completely skilled that it can provide the required and adequate
knowledge to the ones that are being hired.
Forecasting potential barriers
Considering the global emerging market place where retailing is one of the major criteria that is
being adopted by many small companies to big companies there for a lot of competition is being
evolved. In order to win over this contemporary competition it is necessary that the human
resources management will have to sharpen every idea and ideology such that the increasing
demand for the organisation can be maintained upto the mark. There is an advancement in every
technology as well as the people that are oriented in the organisation. In this regard certain

opportunities will have to be worked upon and that with regard to the retailing the opportunity of
global expansion will have to be worked. A flexible leadership will have to be initiated in the
organisation and that will have to be addressed by the human resources management. The human
resources management in the organisation itself is a very good leadership authority because it
will co-ordinate with all the small two major works of the organisation. It is not until when the
human resource managers pave way for all the other employees in the organisation that the get to
understand the quality work and can schedule their criteria towards the good well-being of the
organisation. There is a certain analysis that is to be done over the cross cultural Management.
An organisation is bounded by employee is that are from different cultures and it is a kind of
target for human resources management to get involved into things that will deal with cross
cultural management. For this they will have to be oriented with contemporary knowledge that is
required to deal with the different cultures as well as people that with different ideologies
(Aburumman and et.al, 2020). The ethnicity of the organisation can only be portrayed by far the
human resources management is sharpened in order to win over the working environment in a
diversified manner.
CONCLUSION
The entire report will conclude upon highlighting the aspects of human resources values as well
as the contribution to organisational success. Through this report one can easily understand the
importance of organisational design to the delivery of Sustainable performance. The report also
highlights the fact of different ideologies that are incorporated by many talented people as a part
of this approach. The requirement to develop motivated knowledgeable and experienced
individuals and teams is also portrayed in this report. Through this report one can easily
understand how the people in an organisation will have to develop their ability in order to win
over the atrocities and will have to take part in changing or implementing the policies. The
importance of contemporary knowledge and Research to support emerging HR development is
portrayed in this report along with the Tesco company evolution.

REFERENCES
Books and journals
Kianto and et.al, 2017. Knowledge-based human resource management practices, intellectual
capital and innovation. Journal of Business Research. 81. pp.11-20.
Saeed and et.al, 2019. Promoting employee's proenvironmental behavior through green human
resource management practices. Corporate Social Responsibility and Environmental
Management. 26(2). pp.424-438.
Zaid and et.al, 2018. The impact of green human resource management and green supply chain
management practices on sustainable performance: An empirical study. Journal of cleaner
production. 204. pp.965-979.
Papa and et.al, 2018. Improving innovation performance through knowledge acquisition: the
moderating role of employee retention and human resource management practices. Journal
of Knowledge Management.
Yusoff and et.al, 2020. Linking green human resource management practices to environmental
performance in hotel industry. Global Business Review 21(3). pp.663-680.
Cooper and et.al, 2019. Well‐being‐oriented human resource management practices and
employee performance in the Chinese banking sector: The role of social climate and
resilience. Human Resource Management. 58(1). pp.85-97.
Aburumman and et.al, 2020. The impact of human resource management practices and career
satisfaction on employee’s turnover intention. Management Science Letters. 10(3). pp.641-
652.
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