Unit 36 - Human Resources - Values and Contributions to Organisational Success

This presentation discusses the key aspects of change management in the context of organization. It explores the role of HR in managing changes and company design, different types of changes that would impact organizational design, and critical evaluation of the often-complex relationship between organizational design and change management. It also provides recommendations on how the organization can take changes forward and implement them effectively.

Unit 36 – Human Resources –
Values and Contributions to
Organisational Success

INTRODUCTION
 Change management is termed as systematic process to deal with transformation of
company goals, technologies and processes.
 The main purpose of this management aligned with implementation of approaches
impacting over change and encouraging people to adapt with change.
 Similarly, this presentation will highlight the key aspects of change management in the
context of organization.

Overview to change management
 Change management refers to method and several whereby
organization defines and implement the change into their
internal and external environment working progress.
 It includes assistance to employees and introducing
fundamental steps for change by seeking assessing pre as well
as post activities to ensure growth.
 Changes can be made by following the systematic process in
sequence which makes the change management more
competent in organization.

Role of HR in managing changes and
company design
 Human resources are the one who play vital role in change management through
initiating and driving to change by favouring as facilitator for changes which other
departments and leaders have initiated.
 Designing the positive work relations among function make ensure individual about
their roles.

Different types of changes that would
impact organizational design
 Changes in organization can impact in both positively and negatively over the
performance of company as it appears due to several reasons such as financial concern,
market expansion, acquisition.
 There are some changes impacting over performance and design of organization.
 Operational change –
 In this type of change, it become demanding when entity goes through with competitive
pressures as result of them is looking more towards quality improvements.

Critical evaluation of the often-complex
relationship between organizational design
and change management
 Organizational design and structure plays a key role in the achievement of goals as it
aligns business functions with various resources in profitable manner.
 Thus, the management focuses on adoption of such methods which enhance the
organizational design in order.
 In various situations where the organization notices inability of the design to provide an
effective alignment then the change management is applied in the business.

Recommendations on how the
organization can take changes forward
and implement them effectively
 Changes in the organization are needed to be implemented after evaluating number of
factors that impacts its viability.
 Some of these factors acts as a barrier to the effective implementation of change.
 Evaluation of such factors is very essential because it can help in elimination of risk
factors.
 Strategies for such can be formulated that keeps every factor in mind and can make
changes more effective.

CONCLUSION
 From the above presentation it has been analysed that change management is most
fundamental aspect for organization to overcome with various issues.
 It can be said that by implementing to change management practices company will
have access over various chance to get collaborate in marketplaces.
 It serves better work efficiency if it is done in systematic order.
 Change and organizational structure are foremost factors which direct towards building
up the better image of company in marketplaces.

REFERENCES
 Alqatawenah, A.S., 2018. Transformational leadership style and its relationship with
change management. Verslas: Teorija Ir Praktika/Business: Theory and Practice. 19.
pp.17-24.
 Galli, B.J., 2018. Change management models: A comparative analysis and concerns.
IEEE Engineering Management Review. 46(3). pp.124-132.