Value and Contribution to Organisational Success: NOBL Company Report

This report provides a comprehensive analysis of organisational success, focusing on the NOBL company as a case study. It explores the importance of organisational design, examining various theories and their practical application within NOBL. The report delves into human resource (HR) practices, including employee motivation techniques, approaches to attracting and retaining talent, and the impact of emerging HR developments such as artificial intelligence in recruitment and data analytics. Furthermore, it investigates the concept of sustainable performance, offering recommendations for improvement. Finally, the report examines the relationship between organisational design and change management, highlighting how NOBL adapts to evolving business needs and market dynamics. The report concludes with key insights into the crucial role of the HR department in fostering organisational success, adapting to change, and achieving strategic goals.

Value and
contribution to
organisational
success

Table of Contents

INTRODUCTION
Organisational success refers to the set goals that are achieved. Companies need to
execute strategies and involve employees. Success of the organisation can be measured by
analysing that goals and objectives of the organisation is achieved. NOBL is a consulting
organisation which was established in 2014. Lucy Blair Chungis the co-founder and CEO of the
organisation and Bud Caddell is the chief strategy officer. The organisation has its offices in
London, US and Canada. It has more than 80 clients on five continents (Dlamini and Mabaso.,
2018). The mission of the organisation is to be the essential partner for ambitious leaders
everywhere.
LO1- Importance of organisation design
P1- Organisational design
Organisational design theory refers to the factors that help in determining the
performance of organisation by regulating how people are working in group or as a team to
achieve organisational goals. Organisational design helps in improving the communication
among employees, increase productivity, encourage innovative and creative ideas.
Organisational design creates an environment in which people can work effectively (Zerjav.,
Edkins and Davies., 2018). NOBL company provides its employees good environment so that
they can work effectively and achieve the organisational goals. Strategies are made by the
company for how to achieve organisational goals.
Organisational design helps in making structure of the company. If the organisation is
large or as it grows more, there is need of formal structure, proper distribution of work
assignments, lines of authority should be clear. In the NOBL company strategies are made and
ensures that every employee is working efficiently to achieve the common goal of organisation.
Company has made proper structure and distribute work properly so there will be no
confusion among employees. If there will be no proper organisational structure then company
may face problem. Employees will not get proper instructions and they will not work effectively.
So, organisational design theory is important in making structure of the organisation .

M1 – theories and concepts of organisational design
Organisational design is a plan as well as process. It is the way in which organisation
structure is made and followed by the employees of organisation. There are many theories of
organisational design are, u-form, m-form, matrix mechanistic and organic organisations. These
theories help in structuring the organisation hierarchy, defining rules and regulations, policies
and procedures that will be followed by the employees and members of the company (Taştan and
Davoudi., 2017). M-form or multidimensional form refers to organisational structure that helps
the company in dividing larger organisation in smaller divisions.
U- form or unitary form can be defined as the structure in which units are divided
according to their function and it is centrally managed. Matrix form uses advantages of u-form
and m-form. In this each organisational units are answerable to various leaders for the task
performed. NOBL company uses uses matrix form theory as it defines proper structure and
employees and members have to follow that. If proper structure is defined then employees can
work effectively. It is necessary to apply appropriate theories for smooth working of the
organisation. NOBL company make its structure after understanding the theories and apply
appropriate theory so that goals can be achieved.
D1- Recommendations for improving delivery of sustainable performance
Sustainable performance refers to how effectively and efficiently organisation is
providing good quality products and services. It can be refer to as low absenteeism and low staff
turnover. If the company wants that employees should not take much holidays then the
organisation should provide safe and healthy environment to the employees (Rajagopal and
Davila., 2020). NOBL company provides training to employees who are new to make them
familiar with the environment of the organisation.
Orientation program is also arrange for new employees to make them feel comfortable
and introduce with existing employees. Employees whose performance is good are given
rewards in terms of money or gifts and whose performance is not good should be given training
to develop their skills.
Recommendations
 Organisations can offer attractive benefits to the employees. Benefits should be given to
the employees for the time and energy they put to achieve the goals and objectives.

 Excellent performance should be appreciated. Employees who are performing good
should be appraised by giving sincere word of thanks or thank you notes can be posted.
 Company can give token of appreciation. It includes tickets to a movie or any sport event,
a day off with pay, free trip to favourite restaurant and picnic.
LO2 – Requirement to develop knowledge
P2 – Different approaches and techniques
There are different techniques which are used by organisations to attract, maintain,
reward human resource. It is important for the companies to motivate the employees so that they
can work efficiently and achieve the goals and objectives of the organisation. To attract human
resource companies provide them several benefits to employees to create skilled and dedicated
workforce (Patrucco and et.al., 2019).
 Organisations should provide positive working environment to the employees. If
employees are liking the work environment then there will be less absenteeism.
 Organisations should give rewards to the employees. Rewards can be in the form of
incentives, perks and promotions.
 To attract the employees company can do promotions on social media and recruitment
procedure should be effective.
 Companies should involve employees in decision making and ask them for new ideas.
NOBL company is providing incentives and promotions to the employees to retain the
workers. For attracting employees the organisation has good recruitment procedure. They recruit
employees from campus selection, promotion on social networking sites, employee referral
program. For the development of employees trainings are provided so that they can work better
and performance is also improved. Rewards are given to the employees of NOBL company in
the form of monetary benefits as well as non- monetary benefits.
M2 – Approaches and techniques to motivation
To motivate human resource there are various approaches and techniques to motivation.
Different approaches are, physiological, behavioural, cognitive and social. It is important
element as it helps in achieving goals and objectives of the organisation. It also helps in setting

goals that has to be achieved. Motivation is an essential part as it helps in guiding and
encourages employees to work better next time (Nienaber and Martins., 2020).
According to the physiological approach of motivation employees are motivated in such a
way that satisfy certain needs, wishes and desires. Behavioural approach focuses on one's
behaviour. This approach helps in learning and focuses on how an individual is responding to the
events within or outside the organisation. Cognitive approach to motivation focuses on how an
individual can be influenced by mental processes. It includes the attitude, beliefs and awareness
of an individual behaviour. Social approach to motivation refers to how an individual person is
interacting with other people.
Techniques of motivation are: appreciate good performance, provide job security to the
employees, give good wages, give employees work according to their specialisation, provide
them career growth opportunities, promotions and gifts should be given to employees.
LO3 – Research about HR developments
P3 - Emerging HR developments
In today's world there are many developments in policies and rules. The emerging HR
trends are:
Artificial Intelligence in recruitment: Artificial intelligence has provide innovation and
changes in the banking sector, finance sector, manufacturing, retail, transportation, social media
etc. NOBL is using artificial intelligence in recruitment and selection process. Artificial
intelligence has advantages, it helps in saving the time. Artificial intelligence helps in
minimising repetitive task, it helps the organisations in making recruitment decisions faster and
also improve experience of the candidate (MacAskill and Guthrie., 2017). It also helps in faster
screening large number of candidates.
Data analytics transforming HR: It helps the NOBL company in identifying trends on
employee turnover rate,leave frequency, employee absenteeism. Data analytics play an important
role in reducing employee turnover, increasing employee satisfaction, increasing workforce
productivity and talent development.
On the job training: Employees require training and development continuously to improve their
performance. Continuous learning helps employees of NOBL in improving their skills and adapt

the work environment. Training is given to the employees so that they can be prepared for taking
different roles in the organisation. Training is given to the new employees as well as existing
employees to improve the performance and achieve organisational goals.
M3 – HR developments affect the role of HR
As the HR trends are changing it affect the role of human resource. The HR department
plays an important role in every company. Human resource department recruit and select right
person for the right place. As the companies are using artificial intelligence it helps in hiring best
candidates from the pool of candidates (Eriksson and Kadefors., 2017). It will play role in HR
strategy, analysis of companies policies. Artificial intelligence helps in fast screening of the
employee. In future, it will be easy for the HR department to select the best candidates for the
company and will save time of the HR department. Data analytics help in increasing employee
satisfaction, increase workforce productivity.
This will help human resource department of NOBL company to analyse the skills of the
employees and improves performance in the company. Productivity of employees will be
increased and this will help in increasing the revenue. On the job training is necessary to improve
the performance of the employees and also skills of the employees. HR department has to
provide training to the employees who are not performing well. This will affect the role of HR
function of NOBL company as they have to manage more trainings for the employees to improve
their performance.
D2 – Conclusions
It can be concluded that human resource department plays a crucial role in NOBL
company. With the rapid change in the environment HR trends are also changing. There are new
emerging trends that will be helpful for the organisation in recruiting and selecting the best
candidate for the job. Artificial intelligence helps different sectors in hiring candidates and it
saves time. It helps in selecting the appropriate candidate from the large number of candidates.
This will help company's to cover a wide area.
Data analytics will help the company in identifying talented and innovative candidates.
Human resource department can analyse what are the opportunities for the NOBL company and
in which area training and development is required. This will help in improving the overall
performance of the employees and organisational goals and objectives can be achieved. On the

job training helps the company in accomplishing the goals. Continuous training helps the
employees in learning new things and it will be helpful for the workers in doing their work
better. Performance of evert individual is measured by the HR department and according to that
employees are appreciated who perform well.
LO4 – Relationship between organisational design and change management
P4- organisational design respond to change management
Organisation design is a process that helps in making the structure of the company. It
includes different aspects like forming teams, lines of authority, distribution of work, decision
making procedures, communication channels and many other aspects. There are generally six
elements of organisational design that are: departments, chain of command, control,
centralization or decentralization, degree of formalization and work specialisation.
Change management can be refer to as the methods in which an organisation describes
changes that are implemented within the organisation process and the external process of the
organisation. Change management helps the organisation in identifying that in which areas
changes are required and how people are affected by change in the organisation. NOBL company
should make some changes in its policies so that customers again start buying services from the
NOBL company. The company should change its marketing strategy and use social networking
sites for the promotion. Company should also use new technology and recruit skilled and
knowledgeable employees. NOBL company should provide training to the new employees so
that they perform well.
There is a relationship between organisational design and change management as if there
will be change in the policies of company then organisational design will also be affected.
M4- different types of changes that affect organisational design
Organisational change can be defined as the process of growth and decline within the
organisation. It is a methodology which identifies dysfunctional aspects which includes work
flow, procedures, systems and structures. Different types of change that affect organisational
design are:

Organisation- wide change: It is a large transformation that affect the whole company. This
includes adding a new policy, introducing new technology. Organisational change helps in
understanding the company's identity or how policies have become outdated. The result will be
positive or negative it depends on the strategies that are made and implementation of the strategy
(Giagnocavo and et.al., 2017).
Transformational change: It refers to the process, people and technology. It targets the
organisations strategy. Transformational change guide companies to take necessary steps and
make plans for better performance. Some of the factors that leaders may consider are, cultural
factors, social, climate, technological. This affect the organisation design as change on this will
lead to change in design.
Psychological change: It refers to the change in the employees of organisation from positive to
negative. The psychological change occurs due to value of attitudes or change in process. It
affects organisational design if the attitude is changing it will the affect the structure of the
company.
D3- complex relationship between organisational design and change management
Organisational design is the process which helps in designing the structure of the
company whereas change management refers to the changes that are done in the policies and
procedures of the organisation for betterment of the company and improve the performance.
There is relation between change management and organisational design as both are for the
improvement in the of performance (Calvo and Sclater., 2020). If there is any change in the
company policies then it will affect the design and structure of the company. As policies and
procedures are followed in the organisation and the structure is made and employees are working
according to that.
CONCLUSION
From the report it can be concluded that, organisation design is important in the delivery
of sustainable performance. There are various theories that are important to organisational design

that are u-form, m-form and matrix. Recommendations are also provide to NOBL company for
improvements. Different approaches and techniques are discussed which help in attracting,
maintaining, developing and rewarding to the human resource. Techniques and approaches to
motivation are also described. New emerging HR trends are discussed and how will it affect the
role of the HR function. Organisational design and change management is discussed and the
relationship between these two is described. Different types of changes that affect organisational
design are described in the report.

REFERENCES
Books and Journals