Managing Change and Organizational Design: Role of HR in Implementation

This presentation discusses the concept of change management, the role of HR in managing change and organizational design, different types of changes that impact organizational design, and the complex relationship between organizational design and change management. It also provides recommendations for implementing changes efficiently. The subject of the presentation is Human Resources.

HUMAN RESOURCES

TABLE OF CONTENT
 Introduction
 Background to change management
 The role of HR in managing change and organizational design
 Different types of changes that impact organizational design
 Relationship between organizational design and change management
 Recommendations for taking changes and implement them efficiently
 Conclusion
 References

INTRODUCTION
 Companies having well-established culture of employee empowerment allows
their employees to adapt quickly organizational requirements and change
expectations.
 Well designed companies requires less transition support especially during
disruptive changes. For this there are many factors that affects the company
decision.
 This presentation will elaborate the aspects of change management, role of HR
into managing change and organizational environment, evaluation of different
types of changes which impacts organizational design, complex relationship
between organizational design and change management along with
recommendation over the ways in which the company can adopt changes in order
to mover forward.

BACKGROUND TO CHANGE
MANAGEMENT
 Change management is a type of systematic approach in order to deal with the
transitions or transformations of an organization's processes, goals and technologies.
 The primary purpose of change management is to implement appropriate strategies
for effecting the change control them and assist people to adapt those changes in
fruitful manner.
 In order to elaborate the concept in detail, related theories and models are described
below:
Lewin's change management model
 As per the views of Lewin majority of the people resist towards changes to
an establishment. In order to implement changes, the managers need to take several
steps such as:

CONTD.
 Unfreeze: At this stage, the Tesco detect the issues and
problem within the management. Since the problems are
detected, manager will communicate and collects data or
information to bring out changes within the firm.
 Transition: Managers of the Tesco take necessary actions and
try their best in order to implement changes as per the problem
diagnosed. Moreover, it also allows to assess the risk
associated with the change into management as well as
accordingly make plans and policies.
 Refreeze: Managers of Tesco take the follow-up actions in
order to check the effectiveness of the plans that are
implemented. The company learn from the consequences and
further take actions accordingly in order to establish the change
within the firm.

CONTD.
McKinsey 7s model
 Strategy: Tesco managers need to take proper directions and vision over long run.
 Structure: The responsibilities and the jobs within the Tesco split into proper segments.
 Shared value: This is the significant and connective part of among others as it shows the
Tesco beliefs along with their implementation procedure.
 Systems: Allocation of resources has been done for implementing the strategy.
 Style: The areas in which the Tesco works highly affects the working environment of
Tesco.
 Staff: A limited number of skilled workforce is required in order to implement each task
into consideration.
 Skills: The skilled and large number of employees is an asset of the Tesco.

THE ROLE OF HR IN MANAGING CHANGE
AND ORGANIZATIONAL DESIGN
 Human resource management have multiple roles and responsibilities in order to manage
change.
 HR personnel has the major role in order to ensure about the change that is being identified
carried and developed out in a respectful manner.
 The behavioral competencies allow the HR managers through things like relationship
management, consultation, critical evaluation and leadership by providing appropriate
navigation to their employees.
 The role of HR in Tesco needs to be as change agent in order to fulfil the requirement of
planning the right changes with consultation with other executives as well as with senior
leaders.
 The changes that has been made by the HR personnel are long termed structural changes.

DIFFERENT TYPES OF CHANGES THAT
IMPACT ORGANIZATIONAL DESIGN
 Tesco is among the leading grocery store among the UK but with the changing
environment, the company requires certain modifications by using transformation
changes in terms of using technology into their business to make it differentiated from
other companies.
 The firm introduces technology into diversified activities in order to make their services
effective enough to address all the requirements of the users.
 In context of psychological changes that has been incurred by Tesco into consideration is
related to provide store signage along with splitting the area into sections which involves
beef, lamb, pork, etc. at one side and other necessities at another section.
 Moreover, they also adopt the kind of pricing strategy by also provide them special offers
which provide the customers to the value for money using unit prices rather than
comparing it fixed weight item.

RELATIONSHIP BETWEEN ORGANIZATIONAL
DESIGN AND CHANGE MANAGEMENT
 Organizational design is about the ways in which the company
achieves its major purpose with the help of function, design,
structure and processes.
 While on the other hand the change management refers to the
company desires in order to achieve desired future state from
their its current state with minimal disruptions or negative
impacts of the organization.
 For instance, the Tesco adopts hierarchical organizational
structure in which the positions and obligations are divided into
various parts to make sure that the work will be done
appropriately along with appropriate implementation of new
technology as well as change in their culture which shows the
appropriate example of change management.

RECOMMENDATIONS FOR TAKING
CHANGES AND IMPLEMENT THEM
EFFICIENTLY
In order to implement appropriate changes into consideration, the companies required:
 To make plans carefully
 Become transparent as much as possible
 Tell the truth
 Communicate each and everything
 Provide appropriate training sessions
 Invite participants
 Never expect to implement changes in just overnight manner
 Monitor and measure the changes
 Demonstrate strong leadership, etc.

CONCLUSION
 From the above presentation it has been concluded that appropriate change
management plays a major role as it helps the firm to assess and understand the
requirements and impact over the change.
 Furthermore, this also enable the Tesco to align resources into systematic manner
within the business in order to support the change, manage the diverse cost of
change along with reduces the time required in order to implement the changes.
 Apart from this, the study also highly able to understand the role of HR people
while doing the changes along with appropriate recommendations in order to
apply changes into most effectual manner.

REFERENCES
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Sriwijaya Economics, Accounting, and Business Conference (SEABC 2021) (pp. 361-369).
Atlantis Press.
 Paquibut, R. and Al Naamany, A., 2020. Managing organizational change to meet the
research–teaching nexus standard: The case of an HEI in the Sultanate of
Oman. International Journal of Educational Management.
 Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development.
 Crestani, I., 2018. Feeling valued: the role of communication in preparing employees for
change (Doctoral dissertation, Charles Sturt University).