NOBL Group: Value and Contribution to Organizational Success - Report

This report examines the value and contribution to organizational success within NOBL Group, an IT service company in the UK. It explores organizational design theory, highlighting the importance of structure and its impact on efficiency. The report delves into techniques for motivation, human capital, and knowledge management to enhance workforce skills and performance. Recommendations are provided to improve employee productivity, alongside an analysis of emerging HR developments and their future impact on the HR function. The study also addresses how the company responds to change management within specific organizational situations. The report emphasizes the importance of a well-designed organizational structure and how this contributes to overall business success, employee satisfaction, and adaptability to market conditions.

VALUE AND CONTRIBUTION TO
ORGANISATIONAL SUCCESS

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Organisation design theory ........................................................................................................3
Techniques used for motivation, human capital and knowledge management to increase
workforce skill............................................................................................................................4
Recommendation to improve employees performances.............................................................6
Emerging human resource developments and their impact upon role of HR function in the
future...........................................................................................................................................7
Organizational design respond and adapt change management and relation that exist between
two specific organizational situations.........................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
In today competitive era it is a difficult job to manage workforce in an organisation. To motivate
and increase employees productivity HR play an important part in an organisation. It is a
valuable source that contribute to the success of a business. The report is based upon the case
study of NOBL Group which is an IT service company based in UK. The study will highlight the
importance of organisational designs in the context with organisational structure using various
model and concept. It will further evaluate the key approaches and techniques used for
motivation, human capital and knowledge to ensure improve performance of the employees. The
study will also present a few recommendations to increase workforce productivity. Lastly, it
examines the importance of emerging HR development and its impact upon roles of HR function
in growth of the firm. It report will also present how company will respond to change
management to specific situations.
MAIN BODY
Organisation design theory
Organisational design is a process that lines up the organisational structure with its
objectives and aims to improve ultimate business efficiency and effectiveness. It focuses on
improving business process, delivery service etc. It is a theory used to integrate the important
elements of an organisation such as information, people and technology. A solid organisation
design provide clarity of roles and responsibility to each individual aspect of the business. It
assists proper reporting relationships, systematic flow of information, work process, quick and
effective decision-making (Saint-Clair, 2018). A well-designed organisation enhance the scope
of better opportunities and ensure sustainable business growth. This theory of organisational
design enables to respond strategically to critical market condition and trends. It has helped
NOBL to become more adaptable to change. More likely it has assisted the firm to create
supervisory positions that resulted in enhancing employees performance and productivity level.
On critical basis it is evaluated that a poor organisational design can have many
disadvantages such as it can disturb the flow of information, individual might feel confused
about where to pass the information and whom to report. This creates miscommunication
between people and increase business complexity. Such results in decreasing productivity level
of the employees. Also, this set a barrier between effective communication and leads to poor

operations and strategies. This not only create frustration between internal process but also
damage business externally. Lack of organisation design slow downs customers responding
process and leads to unsatisfied customers. Hence, it is important to have a well organisational
design.
Organisational design builds an effective structure of the organisation. This structure is a
system that ensure how various activities will be directed and carried out within an organisation.
These activities include clarification of roles, responsibilities, rules etc. it derives a system for
ensuring proper flow of information (The importance of organisational design and structure,
2020). There are mainly 5 structure of an organisation functional, divisional, flat, matrix and
hierarchical. Every organisation adopt a structure according to its shape and size. NOBL has
adopted flat structure of organisation because it is a small enterprise that provide services to UK
based customers.
In such structure employees are directly connected with the authority and this helps in
reducing the complexity of internal business environment. It has benefited the firm in many ways
such as flat structure of organisation have helped NOBL to reduce operational cost. It eliminates
the middle management such as executive, managers and helps to save money. Employees in this
structure enjoys the freedom of work environment. It reduces the pressure of supervision and
controlling. Only there is single authority to guide the employees. The authority motivate the
employees to come up with new and innovative ideas (Gaspary, Moura and Wegner, 2020). In
such less pressurize environment employees are happy workers and have job satisfaction and
hence work hard to bring out their potential and tries to contribute their best to the organisation.
Also the communication is carried out effectively because there are no other intermediaries
between the employee and administration. Such helps in speeding up the operation efficiency
and provide clarity of thoughts and ideas. Decision making also become quick and easy process.
Techniques used for motivation, human capital and knowledge management to increase
workforce skill
Motivation: Motivation is a philosophical state that leads a person in a specific direction
to meet certain goal or objective. It is a process that guides and boost an individual behaviour to
stay goal oriented. To ensure dedication of the workforce at work place NOBL should use
content theories given by Herzberg (Baumeister, 2016). He has given two-factor theory of
motivation which is also known as motivation-hygiene theory. It evaluates that there are two

factors affecting employee's motivation. First is the Hygiene factor this refers to working
condition, work environment, salary, security at workplace etc. If these are not suitable then
employees might feel dissatisfied and de-motivated. Secondly, the motivating factor such as job
satisfaction if it is strong then employees will perform effectively and above average. Thus,
NOBL should work on improving the hygiene factor to enhance employees dedication in work
and organisation.
There are two techniques that an HR of NOBL may use to motivate the employees these
are intrinsic and extrinsic motivation. Intrinsic refers to internal motivation this technique will
work effectively when the HR will improve the hygiene factor such as work load, work
environment of the employees. They will be satisfied with their job and this will work as self
motivating factor for the workers. Extrinsic refers to external factor such as HR can reward better
performing employees this will also help the workforce to stay dedicated and motivated. It is
critically evaluated that lack of motivation can create large impact on the business and its people
such as it can affect employees performance level and also can lead to fail operations.
Human capital: It refers to a process of continuous investment in employees education,
development programs etc. such increase the worth of human capital and fastens the decision-
making process which directly helps in reducing employees turnover. Thus, there are a few
approaches that HR of NOBL should use to increase value of human capital for developing
skilful dedicated employees. Such as focusing on organizing training and development programs
for employees. Training programs guide and provide necessary information to understand work
easily. Recruiting new talents will provide the firm great opportunities and lead to success.
Rewarding employees on the bases of performance will help the firm to create dedicated work
force.
Knowledge management: Knowledge management theory is a method used to enhance
the capacity of system and process where knowledge can be acquired in an effective manner to
formulate business strategies and activities effectively. It consists of creating, discovering,
identifying, sharing, implicating and reusing the knowledge to carry out business operations
effectively. NOBL should uses knowledge management because it improve the communication,
develop a competitive advantage, increase the profit and productivity (Dalkir, 2017).
These factors ensure successful business growth. HR of NOBL can use some approaches
to boost knowledge management for better employee productivity and dedication such as they

should encourage collaboration of employees, organisations must create opportunities and
encourage employees to share their ideas and thoughts. For effective implementation of
knowledge management organisation must establish immediate communication and share
knowledge apparently. This will result in the sustainable growth of organisation and it will
improve NOBL internal process, support employees to grow, develop and build innovative
culture of organisation.
Recommendation to improve employees performances
 It is to be recommended to NOBL that it should recruit best and top talents within the
firm. This will help to create higher opportunities and will enable the route to secure a
high market value. Skilful employees will help to generate higher profit and revenue. The
firm will gain a competitive advantage because talented and knowledgeable employees
will open doors for innovation and creativity. This will not only encourage innovative
environment but will also help to explore new ideas and solution for critical situation.
Such employees will be able to effectively work with other employees and this will lead
in formation of dynamic teams. Such effective team will be able to contribute much more
to the firm (Octaviannand, Pandjaitanand and Kuswanto, 2017).
 As the quoted firm have faces issue pertaining to organizational structure and that is why,
it is suggested to NOBL that it should develop a strong organisational culture because it
helps to align the employees with organisational vision, mission, objections, aim and
values. A healthy organisational culture provide job satisfaction to the employees. It
motivates them to bring out their best potential. One most important benefit of strong
organisational culture is that it reduce employees turn over rates and transforms
employees into company advocates (Saratun, 2016). Such culture helps in enhancing the
performance and productivity level of the employees.
 Lastly it is to be suggested that NOBL should continuously organize and plan training
and development programs for the employees. This will increase the skill and quality of
performance of the employees. It ensure workforce engagement into organisational
activities. Training and development creating future leaders because it targets on
development of working skill and abilities of employees by providing effective guidance.

It assists employees empowerment. Thus, it assist firm to improve the delivery of
sustainable performance which directly will create positive impact on the firm.
Emerging human resource developments and their impact upon role of HR function in the future
HR development is one of the best frameworks that used to help workers in term of
developing his or her skills, competences and knowledge. There are different types of human
resource developments emerge in the world of businesses that many consulting companies like
NOBL used to enhance the performance and productivity of staffs. Few emerging HR
developments discuss below-
Training & development-
It is the best and most useful HR development in regard to workers and management as
well. With this approach, human resource manager may contribute in success and growth of
chosen company, which is really very important to do (Knowles and et.al., 2020). Training and
development is process of enhancing, developing or improving the skills and abilities of staff
members which enables them to work even better and increase the productivity of NOBL as
consulting company. This human resource development contribute to success and value of
chosen firm.
Performance review and development-
This is another emerging HR development that support in regard to success and great
progress of chosen venture. Performance development consider as ongoing procedure conduct
between leaders and workers to communicate and clarify roles, accountabilities, performance
and priorities base on current position at workplace (Mehreza and Bakria, 2019). While
performance review is a formal assessment through which leaders and managers examine a
worker's attempts, determine his or her strengths and weaknesses as well. It brings benefits in
term of analysing needs relate to skills development, which in return help in success of firm as
well as each applicant.
Performance appraisal-
In recent time, it is quite challenging for human resource department to retain existing
and experienced workforce at workplace. They found range of approaches and methods in
context of same thing. Performance appraisal is one of the emerging and most effective HR
developments that work in regard to above term (Chams and García-Blandón, 2019). Many
organizations in the business world used this approach in order to retain productive and talented

workers who are able to contribute in gaining competitive advantages and achieving business
objectives which drive administration towards excellent success.
Career development and planning-
Along with above emerging HR developments the current one also bring benefits in
varied terms. It recognizes as continual procedure of managing staff learning, understanding,
work and leisure to growth through their life. Planning relate to progress of workers and their
career either personal and professional provide advantages to company in term of developing
strong and efficient workforce at workplace who are capable in context of working at different
organizational situations. HR management by developing appropriate career development plans
may contribute in success of organization.
Management development-
It is well planned, continuous and systematic procedure of learning, understanding and
progress of workers designed by human resource manager to induce behavioural change in
people by cultivating his or her mental competences. The occurrence of this HR development
lies in a certain important component to firm such as it used to encourage manager by directing
them to achieve his or her professional progress aims, create full potential of management's
talents, train people etc. It directly impacts success of company and boost its performance level
even better than rivals.
Impact of emerging HR developments on role of human resource function-
All above emerging human resource developments would impact role of HR function
within company in the future in positive manner as it enable them to build strong team of
workers who have appropriate skills and knowledge that each employer want. On the other hand,
training & development, performance appraisal and other developments may affect in negative
manner as it needs a lot of time and hard work which is quite impossible to provide in some
cases, especially when firm face challenge due to intense competition and require an effective
group at workplace.
Organizational design respond and adapt change management and relation that exist between two
specific organizational situations
Change management is defined as manners and approaches in which NOBL company
implements varied forms of change such as psychological and transformational as well. By using

effective models and concepts, chosen organization respond and adapt change management that
impact organizational design and existing relationship between workers and management within
conflict management and employee resistance situations.
Lewin's three step model-
Unfreezing-
Before taking any action and developing plan relate to organizational structure change,
management and leaders may go through initial phase of unfreezing, because many workers in
NOBL company would normally resist change. Firm adopt and respond current modification
according to this model, by generating awareness relate to this topic at workplace which is really
very essential and beneficial as well. Communication is the key source that help manager in
above context.
Change-
Organization after passing above phase may came to next which enables it to adapt
change within out any complications and respond the same. Leader by communicating generate
awareness which is actually important and play vital role in term of moving employees one step
ahead towards accepting change. It refers to transitioning that mark by implementation of overall
process. People adopt alter in organizational structure because it enables them to learn new
things and make his or her understanding better than last few working years or months within
company.
Refreezing-
This stage is also known as freezing, as it is essential to assure that all workers do not
revert to his or her old ways of doing and thinking to implement change. It drives each applicant
towards accepting change and allow work with new organizational culture, aims and objectives.
By developing structures to institutionalize change and rewarding desire nature of staff, company
respond change and adapt the same as well as refreeze or retain people for longer period of time.
Impact of transformational and psychological change upon organizational design-
Transformational and psychological change put positive impact on organizational
relationship with staff and business design as well as it help to boost productivity and
communication. On the other hand, it may affect in negative manner in form of replanning work
schedule of staff which consume time.

CONCLUSION
It has been concluded from the above report that organisational design ensure proper flow
of order, information and activities using organisational structure such as flat. It summarizes the
importance of motivation, human capital and knowledge management theory using model such
as Herzberg two-factor motivation. By the summing up the above report it also conclude a few
recommendation to enhance employees productivity such as providing training, recruiting top
talents, building strong organisational culture etc. Moreover, the study has been concluding the
emergence of HR development such as training & development, performance appraisal,
performance review, development and its impact upon roles of HR function in future. At last the
study summarizes organisational designs role in respond to change management.

REFERENCES
Books and Journals
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influence a work environment for innovation?. International Journal of
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human resource development.
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investigation among high caliber governmental employees in Qatar.
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Motivation towards Employee's Performance in XYZ Shipping Company. Journal of
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