HR's role in Change Management

This essay discusses the role of HRM in change management with respect to Tesco. It covers different models such as Kotter's eight-step change model and Kurt Lewin's change model. The essay also highlights the reasons why companies need to adopt these models. The HRM department plays a crucial role in initiating and implementing changes. The essay concludes that the Kurt Lewin change model is the most suitable for any organization.

HR's role in Change
Management

Table of Contents
INTRODUCTION ..........................................................................................................................2
TASK ..............................................................................................................................................2
CONCLUSION ...............................................................................................................................4
REFERENCES................................................................................................................................5
INTRODUCTION
The manner and methods in which any company implements the changes with external as
well as internal processes is defined as change management. The said process involves the
supporting and preparing the workers while establishing the required steps for alteration and
monitoring post as well as pre changes activities in order to make sure the successful
implementation. This essay with respect to the Tesco, will cover the role of HRM for making
such changes with the help of different models along with fact that why companies need to adopt
them(ElDirani, Hussein and Hejase, 2019).
TASK
The HRM plays a major part with respect to the change management. The HR acts in the
capacity of facilitator by initiating the change in the company for other departments and leaders.
They HRM department executes a variety of task such as tracking, communication and then
implementation of number of major changes. Also the department performs the task of
coordinating the said communication and meeting for the required changes and any other
initiatives which becomes the need of an hour in the company.
Further, kotters eight step change model, sets out some major stages focusing on the
fact that the ignorance of any of the step can stand sufficient for the whole imitative to fail. The

said stages are the, creating a sense of urgency, building a guiding coalition, forming a strategic
initiatives and vision, enlisting a volunteer army, enabling the actions by removal of barriers,
generating short term wins, sustaining acceleration and the last is of institute change. The other
relevant model is of the Kurt Lewin's change model, which majorly involves the three stages
of unfreezing, changing and refreezing. This model is widely used and also aids as a basis for
many changes. The first stage which is of unfreezing is the stage of transition which involves
making people aware of the need for the required changes . It wants the employees to be ready
for the change. The second stage which is of the change, involves the acceptance of doing the
things in the new way. This is the stage where the change is implemented in actual sense. The
last is of the refreezing where, the people move from transition to much more stable stage. Here
people accept the new ways in which the work needs to be done(Galli, 2018).
Moreover, there lies many reason for which the organisations need to adopt the Kurt
lewin model as the implementation of this is comparatively very easy then others. The other can
of that it helps in encouraging the changes that lasts. Also the gradual approach of this model
creates a momentum. This model also analyse the behavioural elements with the help of
psychology as it is based upon factors consists sound behavioural psychology which is outlined
to understand why people resist change. The role of HRM department for the implementation of
the said model are of very important nature as all the required changes which will take place in
the company must be communicated by them to the employees(Rosenbaum, More and Steane,
2018).
Further,there lies the major changes which has been taken up by the Tesco Company.
The company recently has implemented the change with respect to the self checkout system
which reduced the crowd at the checkout bars and also increased the sale of the company. The
effective implementation was done while establishing the strategy at the top level management
which later on communicates the same to rest of the organisation. The theories of this model
aides the Tesco in finding the better solution in order to trade with the changes in the
environment of the business. Moreover, the Kurt Lewin Model creates the three stages which
assists in dealing with the effective change in the enterprise. Also with respect to the reaction of
employees towards the made changes in the company at first was not very impressive at the
initial stages as they had an impression that the system of self checkout has been implemented
with an aim to replace their roles(Neves, Almeida and Velez, 2018).

Moreover, with respect to the last part the newly made model which consists of the attributes of
both the above said models cannot result as an effective option for the company. The reason
being that the combination of both the models can create a chaos among the employees regarding
the changes which needs to be take place in the organisation.
CONCLUSION
From the above essay it can be concluded that the model which stands best suitable for
the company is of the Kurt Lewin change model because it offer the benefit of changes at various
stages which can be inculcated by any organisation in an effective manner. HRM as an essential
role in the change management process which can give them an edge over their competitors. In
addition to this the above respective company is implementing several strategies in order to
implement the change in their firm which can give them long term growth as well as success.

REFERENCES
Books and Journals
El-Dirani, A., Hussein, M.M. and Hejase, H.J., 2019. The Role of Human Resources in Change
Management: An Exploratory Study in Lebanon. The Journal of Middle East and North
Africa Sciences, p.2.
Galli, B.J., 2018. Change management models: A comparative analysis and concerns. IEEE
Engineering Management Review. 46(3). pp.124-132.
Neves, P., Almeida, P. and Velez, M.J., 2018. Reducing intentions to resist future change:
Combined effects of commitment‐based HR practices and ethical leadership. Human
Resource Management. 57(1). pp.249-261.
Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management:
Forward to the past? An exploratory literature review. Journal of Organizational
Change Management.