Unit 36: Human Resources Value and Contribution to Organizational Success assignment sample-BTEC-HND-Level 4 & 5

Course: Pearson BTEC Levels 4 and 5 Higher Nationals in Business

This course provides students with an opportunity to make links between the role and function of HR, as well as emerging trends in human resource management. This will enable them not only recognize how important it is for organizations’ success but also show awareness about what happens within a company’s headquarters by way of internal departments like Human Resources (HR). On successful completion this unit, you’ll have increased understanding on both aspects–the aims/ objectives typically held by those working internally under your control; while still being able contribute effectively towards improving any areas where needed!

Assignment solution on Human Resources − Value and Contribution to Organizational Success in the UK

Organizations have a responsibility to make sure they provide their employees with the right tools, training, and opportunities for success. In order to do this, organizations should be aware of their human resources values and contributions. This article will explore the different qualities that are necessary for organizational success in terms of human resource management.

Learning Outcomes

By the end of this unit, a student will be able to:

Evaluate the importance of organizational design to the delivery of sustainable performance

The successful organizational design builds on the organization’s strategy and reinforces desired behaviors. Creating the infrastructure for sustainable performance is critical, but it isn’t sufficient in and of itself. And sustainability cannot be achieved without strong leadership.

Leadership has a significant impact on organizational performance as well as employee engagement, attitudes, trust, resource utilization, and so much more. Engaging employees in all aspects of their work-life will greatly contribute to the success of an organization and drive sustainable growth.

Analyze the requirement to develop motivated, knowledgeable and experienced individuals and teams

By creating an environment where the people are highly motivated, knowledgeable, and experienced they will be able to do their job better. Highly motivated individuals will make their work goals more important than their personal life.

The knowledgeable individual is committed to retaining or searching for knowledge of the subject matter that is related to your position or project you’re assigned to.

Potentially successful members also have experience in performing similar tasks with strategic planning, producing quality is written and oral communications; following directions that were communicated clearly by supervisor or other workers, using common sense when analyzing a problem; function an ides organization’s spokesperson if necessary, and developing alternatives in spite of obstacles within the workplace environment.

Apply contemporary knowledge and research to support emerging HR developments

HR developments that make for a successful career include skills in problem-solving, decision-making, and critical thinking. Qualities such as resilience and emotional intelligence are also important to adaptability. Finally, staying up-to-date with technological advancements is key in the world of work.

The future of HR is about looking at each individual worker as a “whole person” rather than just hiring based on skills alone. Most workers need additional support at certain times throughout their careers, so the HR department should have an onsite counselor or staff member who can help anyone who needs it with solutions such as stress management coaching among other things.

Evaluate the relationship between organizational design and change management

Organizational design can be defined as the organization’s deliberate decision to use certain patterns or structures in order to achieve certain business outcomes.

Change management is a field focused on helping organizations manage change, typically by planning and executing an organizational transformation and dealing with issues that arise during the process.

When it comes to promoting change, I generally advise managers against using organizational design strategies like job rotation or task-shifting which are inefficient ways of driving behavioral change.

The better approach is to first set up a strategy for measuring performance improvement goals (Gainsharing), assign leadership attention appropriately at these levels, and then turn those around who refuse/can’t do what it takes until they comply (Project monitoring).

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