Change Management: Theories, Types, and Role of HR

This presentation covers the basics of change management, including theories and models, types of change, and the role of HR in managing change and organizational design. It also discusses the relationships between organizational design and change management, and provides recommendations for managers looking to implement change in their business.

CHANGE MANEGEMENT

Table of Content
 Introduction
 Change management and theories
 Role of HR in change management
 Types of change
 Relationships among organizational design and change management
 Recommendation
 Conclusion
 References

Introduction
The change management have to be described
as systematic approach which deals with
transformation and transition of goals,
technology and processes of organisation. This
is one of essential approach for business as it
allow them for grabbing thing as according to
present scenario which is important in order to
maintain productivity of business.

Change management and its theories
and model
The change management have to be describe as the
systematic approach which deal with transformation
of technology, processes and goal of organisation.
This is one of a larger organisation and for getting
successful in market, they want to adopt change in
their business. Their are many reason because of
which managers of this company wants to adopt
change in business like changes in preferences of
customers, change in technology, change in trends of
market and other.

Continue…
Theory of change management are
helpful framework which transition
process and people in order to improve
outcome of an organisation. This is
essential for use right model of change
management for implement change
properly. One of the most renowned
change management model is Lewin's
change management model. The model is
called for their simplicity which have to
be discussed below in detail.
 Unfreeze
 Change
 Freeze

Role of HR in management of
change and organizational design
Human resource play an essential role in
an enterprise to manage change as they
initiate changes and this also lead for
change in business. HR is very essential
in an enterprise to implement change and
also maintain or restructure a proper
organisational design. The HR basically
keeps know how of every worker and the
management which provide them with
an opportunity to be one of main
component of change which take place
in the whole organisation.

Types of change
 Organisational wide change: This is a change which
implement on large scale and make an impact on overall
structure for a company. This is one of essential change
which have to be related to restructure, resizing and
many other.
 Transformational change: This is change which analyse
strategies for organisation as in order for deal with the
business environment want to understand many social
cultural trend, climates and advancements of technology.

Relationships among organizational
design and change management
There are strong but complicated relationship within
organisational design and change management for a
company.
This is essential for managers of business in the
company which consider the organisational design
and their structure at time of implementation of
change in business. In order to implement change,
communication is needed as one of essential
component.

Recommendation
This is recommended for managers that communicate with other members of company for change. This is
essential for business manager to explain benefit of change to member of company.
This is also recommended for manager to consider perspective of worker at time of implementing change
in business.

Conclusion
In the above mentioned project report, this is being concluded that change is one of the essential
component for business. In order for implementing changes in business in effective manner, this is
important for business to adopt change management model.
There are various kind of change and for implement change in good manner, business want to
understand the change in better manner.

REFERENCES
Waggoner, D.P., 2020. The use of political skill in organizational change. Journal of
Organizational Change Management, 33(5), pp.753-763.
Washington-Ottombre, C., Washington, G.L. and Newman, J., 2018. Campus sustainability in
the US: Environmental management and social change since 1970. Journal of Cleaner
Production, 196, pp.564-575.
Yue, C.A., 2022. Fostering employees’ positive change reactions: the role of bridging and
buffering strategies. Journal of Public Relations Research, pp.1-23.
Zheng, P., Chen, C.H. and Shang, S., 2019. Towards an automatic engineering change
management in smart product-service systems–A DSM-based learning approach. Advanced
engineering informatics, 39, pp.203-213.

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