Organizational Design and Strategic Development in JRD Group Question & Answers

Organizational Design and Strategic Development in JRD Group 

Q1. Answer:

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Organization type

The organization type is the most important for critical appreciation and this can make an organization successful with the help of HR capabilities, which can influence the activities and shape the outcome with efficient service delivery(Demir, 2022). Certain divisions of organizational types outline the basic work process involved in that particular organization. JRD Group is a pioneering tech company which has been flourishing forth towards supplying software development and CRM-oriented solutions. This is a small company working on a functional structure. This company operates on functional units and it has various departments as well that govern the marketing, sales and operational courses. This organisational structure has been particularly helpful in operating effectively.

Organization elements

In respect of CIPD (2020), the organizational elements can be of two different types and those are hard elements and soft elements. The functional structure helps in the better operation of the company as experts are hired based on their job roles and they carry out their responsibilities in their specific zone of expertise and apply their strengths to derive the best results for the organisation. JRD is a tech-based company that sells digital real estate platforms that help in house hunting for both buyers and renters (Bloomberg.com, 2023). This is a relatively competitive market. To derive profitable results for the organisation, the departmental heads and the team leads that ensure efficiency in the work process of the organisation govern the organisational processes (Edgar, 2020). The smoothness of the business is ensured by the hierarchical systems of the business structure that are required to be propagated in tech companies. The chain of command directs the employees towards their performative efficiency for the business to attain profitability in the competitive market. 

STEEPLE analysis

Factors	Influences
Social	Public demands Needs for people of different age groups Social media influence
Technological	Emerging trends Demand of automation in software and CRM
Economical	Brexit Change in business policies with other European countries Recession
Environmental	Sustainability Carbon emission
Legal	DMU Competition and Markets Authority Business tax
Ethical	Ensuring Data privacy Ethical trading and market activity

Table 1: STEEPLE analysis

The Social factors are demographic in society and their associated trends like buying behaviours and attitude to business policies influence tech companies. It requires amendments to multiple marketing strategies to segment and target the audiences properly. The market trends in the technology industry and the notable shifts in the industry trends influence the business significantly. Relatively the economic factors and the rise and fall of prices in the raw materials and even the factors of post-Brexit business regulations affect tech products affect the profitability of the business. It has been crucial to address the sustainable factors in the business and the associative environmental concerns in terms of resource and waste management to improve the operational quality and cost efficiency of the business. As opined by Argentesiet al. (2021), the legal and the ethical factors are addressed by the business policies addressing the legal guidelines laid down by the DMU division of Competition and Markets Authority and the ethical factors for data protection are emboldened by the business policies following the Data Protection Act of the country.

Performance measures

The company is doing relatively well in this competitive market. MENA group has invested in the company for further expansion and currently, the business has been acquired by Property finder who is investing in the group as well. This relative financial stability in the organisation has facilitated the growth of the organisation by recruiting better quality professionals and improving the infrastructure of the business. The units of the workforce in their specialised zones help in delivering optimum results for the organisation and delivering quality output in this competitive market.

Q2. Answer

The two organizational design models that are termed the framework of the critical analyzationof the organizations are McKinsey's 7S design model and the transformation model.

McKinney’s 7S design model: This model works on seven distinct sections that are to be addressed in JRD’s business operation. Certain shared values assure the progress of the business organisation. The analysation cannot be done with only one element; it is needed to have the alignment of the seven elements for analyzing the effectiveness of the organization(UygurandRudnák, 2021). The hard and soft elements of the model are described below.

• Strategy: The definition of how the company competes in the market and its strategy for experiencing it

• Structure: The structure of the business organisation has helped manage the business style of the organisation. The SME based in UAE has been able to attain profitable business. This aspect has been facilitated by the efficiency of the business structure. The shared values of the organisation structure of JRD group and its operational style have proven to be beneficial for over 15 years of business. 

• Style: JRD group follows a hierarchal style of business. This business has been helpful in managing the overall efficiency of the output of the organisation. This business style has been efficient in managing the workforce of the organisation and helping them improve their skills. It has helped the organisation sustain itself in the competitive market of the tech industry.

• Skills: It is the ability of the organization that performs the framework content and aligns with the individual knowledge, skills and ability to manage them

• Staff: It is the organizational shape that can manage to work in the organization for the production of revenues

• Style: It is the way by which leaders manage the organizations and the values they present to the stakeholders 

• Sharedvalues: It is the rules and the standards that can guide the over behavior of every level of organization and thus it is the “core of 7s model”. 

Transformational model: The transformation model is governed over by the 8 principles of organisation and business process. In this regard, certain factors play a pivotal role in driving the success of business

• Leadership: Leadership is the key factor for motivating a business model in a particular direction. In this case, the transformational leadership in the JRD group has helped motivate the employees to generate workplace efficiency and improve their skills relative to the quality of the organizational output. 

• Culture: A motivating culture is prevalent in the business organization can be improved by addressing the factors of Maslow's hierarchy of needs. In this case, facilitation of a healthy work-life balance from the company has enhanced the productive output and dedication of employees toward the business organization. 

Q3. Answer

Operation design and work process

Organizational design is an important factor that deals with the work process of JRD Group. The work process of the organization depends on the organizational design and the impacts that the organizational design has on the work process are: 

• The faster and more effective decision-making

• The quality of the goods and services are improved

• Higher profits are generated

• The efficiency of the work process is increased

• Better customer relations and safe working conditions are described.

• The preparations for future challenges

Organizational design and productivity

The organizational design is also helpful for the productivity of the organization and the process of reducing defects, returns and complaints can perform this. The organizational design can have great influences on productivity as the employees become concerned about the process of production and therefore the rate of rectification and the chances of defects become less and help in the process of production without defects and complaints. 

Organizational design and the workforce

Workforce planning goes side by side with organizational designs. Workforce planning sets the strategy of work for developing the working culture through the specification of the organizational designs(Abdul, 2021). The presence of the organizational design can affect the changes in the workforce and helps in the analysis of the demand that can recover the skill gaps in JRD group. The organizational structure is also set that is used by the workforce for the organization and for the implementation of the design can make the process smooth in operations.

The HR strategy can be aligned with the business strategy and the strategic planning that is formed due to the long-term objectives that are followed by the businesses. The areas in which the HR functions intersect with the business functions are: 

• The management of the performance

• The process of training and development

• Engagement of the employees and the employee's retention

• The benefits and the compensations

• The safety and the securities

Recommendations

The strategies that can be aligned with the business strategies and the strategies required for HR of JRD Group are: 

• Understanding the effects of the business strategy

• The current condition is accessed

• Planning and implementing the HR strategy for the execution of the work

• The result is measured and analyzed and it is adjusted for the future need.

The communication of the HR departments with the business leader can correlate with the form of the business and thus the two strategies can have individual interferences.

Q4. Answer

Operation design and development strategies

The company and the organizational design are important for the construction of the organizational structure and the effect on the people in the organization. Developmental measures are required to be propagated in the operation of JRD group especially in terms of workforce management through updated training and developmental programmes.The organizational design can be justified for the management of the people and the structure that is formed in the organizations. The people who work for the organization are dependent on the work design and the hierarchy is decided accordingly.

Operation design and Performance management systems

The people and the people management can be formed with respect to the organizational designs and with respect to the talents that are subjected by the HR departments of the organization(Gadi, 2022). People management can be the main development strategy that is handled by HR, it is done through the channelization of the talent assessment and the positions are set for the people to have smooth work in the organizations. The human resources can be managed in JRD by improving the workplace culture, which would make the workforce more dedicated to the organisation and improve the quality of output.

Q5. Answer

The alignment of the culture with the strategy is done on the basis of four facts and those are: 

• Effective communication needs to be the key goal of the organization. Effective communication can be used to unite people and break down cultural barriers for the reduction of conflicts in the workspace.

• The values of the organization need to be aligned with the vision of the organization 

• The mission statement needs to be brushed off and needs to have a proper implementation in the organizations. 

• The people in the organization need to be engaged in the success of the organization. This is a kind of motivation and the people will be encouraged if they have an idea about the work and the success of the work.

• Proper communication between different departments in JRD has helped the organisation to maintain a synchronous work process in the organisation.

Q6. Answer

Description

JRD is a computer service company which has a good market share. This company is performing well in the whole market. Financial stability has helped the growth of the company.

Feelings

I feel the new startup of the company would be established quickly by following the McKinsey model. They are operating effectively in all parts but the requirement of more skilled labourers and workers is highly recommended (Yaacob et al. 2021).

Figure 1: Gibbs reflective model

Evaluation

The company has highly efficient employees, which leads to the best results of the daily work of the company. The good part of this company is they are working in an organized manner and all the efficient employees are there in the company (Markkanen et al. 2020).

Description

This company follows the transformational leadership style, which encourages all the employees to share their views. There can be any kind of pandemic at any time thus they have to stay prepared for that (Adeani et al. 2020).

Conclusion

The employees have to be more and more efficient in the workplace. The employees are trained for personal development to increase their efficiency in the work culture.

Action plan

From the above discussion, I feel that the employees are to be trained more and more for the best work performance. Leaders have to discuss with the financial department to provide more and more financial support.

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References

Journals

Abdul Rahman, N., Voon, B.H. and Abdullah, F., 2021. Culture of excellence for better internal service quality in high education. Advances in Business Research International Journal (ABRIJ), 7(3), pp.85-104.

Adeani, I.S., Febriani, R.B. and Syafryadin, S., 2020. Using Gibbs’reflective Cycle In Making Reflections Of Literary Analysis. Indonesian EFL Journal, 6(2), pp.139-148.

Argentesi, E., Buccirossi, P., Calvano, E., Duso, T., Marrazzo, A. and Nava, S., 2021. Merger policy in digital markets: an ex-post assessment. Journal of Competition Law & Economics, 17(1), pp.95-140.

Demir, M. and Günayd?n, Y., 2022. A digital job application reference: how do social media posts affect the recruitment process? Employee Relations: The International Journal, (ahead-of-print).

Edgar, F., 2020. The behavioural model logic: a micro-level examination of competitive strategies, HR practices and employee outcomes. Personnel Review.

Gadi, N.H., 2022. Increasing Women’s Employment Opportunities in Digitalizing Saudi Arabia’s Economy. Open Journal of Business and Management, 10(5), pp.2869-2902.

Markkanen, P., Välimäki, M., Anttila, M. and Kuuskorpi, M., 2020. A reflective cycle: Understanding challenging situations in a school setting. Educational Research, 62(1), pp.46-62.

Mitsakis, F., 2023. Strategic human resource development in times of business and economic uncertainty: the case of Greek banks. European Journal of Training and Development, 47(1/2), pp.58-84.

Uygur, N.G., Gunaltay, A. and Rudnák, I., 2021. Electronic Human Resources Management: A Research In Syrian Refugee Companies In Turkey. Humanitas University's Research Papers Management, 22(1), pp.9-22.

Yaacob, A., MohdAsraf, R., Hussain, R.M.R. and Ismail, S.N., 2021. Empowering Learners' Reflective Thinking through Collaborative Reflective Learning. International Journal of Instruction, 14(1), pp.709-726.