Challenges and Strategic Approaches in Managing Change at Deloitte

Leading and
Managing

Contents
INTRODUCTION......................................................................................................................3
Changes according to present scenario, need of planned or unplanned approach.................3
Management and support in planned/unplanned change by use of strategic approaches for
dealing with resistance to change...........................................................................................4
Main challenges for human resource department, strategic approaches available and special
considerations to possible resistance to change......................................................................8
CONCLUSION........................................................................................................................11
REFERNCE.............................................................................................................................12

INTRODUCTION
Change is a vital part of every organisation and it affects every organisation in their
overall functioning and management. Changes taking place in the external environment
affects the internal management of a organisation in the most vital manner. Such as the
prospect of UK leaving the European Union, organisations have to face lot of uncertainties &
changes. There are many uncertainties lying on this result which is leading towards lot of
management that has to be done by HR and professionals to provide support to their
employees in the medium term (Shah. and Tyagi, 2017). Present report is based on Deloitte
which is a multinational service network and is part of big four accounting organisations and
is one of the largest professional services in world according to revenue earned and
professionals who are working in this organisation. Its headquarters are present in London,
UK (Laine, 2018). The preset report deals with the challenges that are taking place in the
organisation because of the economical factor prevailing outside the organisation and the
main role played by human resource department in implementation of such changes in such a
way with use of certain strategies. Such strategies help in dealing with the negative impact of
changes in most appropriate manner.
Changes according to present scenario, need of planned or unplanned approach
There are many business that are willing to adjust themselves according to the
prospect of UK leaving European Union as there is a continuous period of cahneg and
uncertainty. So there is a requirement of support by professional and HR departments to
support their employees in the medium term. UK has held a referendum and then the majority
is voting to leave the European Union. There is a need to image such strategic and
oepartional changes by use of some planned or unplanned approaches according to the
feasibility of the organization.
Strategic and operational importance of change:
Strategic change is a process that is related with shifting of thought, culture or mission
of a particular business organisation. On other hand operational change is related with the
initiates that involves the change in way employees will work and leading changes in the
overall systems or process and may be both in some cases there are changes such as in the
present scenario the UK leaving the European Union referendum that is taking place in

European union is going to lead towards lot of changes for organisations and among those
there are certain changes that take place in the internal functioning of Deloitte.
Strategic change: It is a change that is related with the decision of the management
of a organisation or is in consideration with maximum utilisation of all the resources that can
help in improving overall performance of a business organisation. In case of Deloitte it will
lead towards focussing on achievement of the vision and objectives of this organisation at
same time dealing with all the changes that are happening because of UK leaving the
European Union referendum. Such as there must guidelines set for new quality standards that
are better and higher than from the present quality standards. So, that even if there is any
negative impact because of UK leaving EU, the organisation can deal with it with the help of
product quality and customer satisfaction.
Operational changes; There are some changes that are in relation with the
technological advances or according to the efficiency and quality of professional services that
are being offered by a particular organisation (Gautam, . and Sharma, 2017). In globalisation
there are certain novel techniques that have been developing and in case of organisation that
are part of health services. In case of Deloitte, with the changes because of UK leaving EU, is
also going to possess a impact on the overall operations and functions. There are
Planned and unplanned changes:
Planned change takes place in a organisation when there are deliberate decisions that
are taking part in the organisation on other hand Unplanned changes are those that are result
of some unforeseen circumstances that are taking place in the external business environment.
In the present case, there will be planned changes that will be taking place in the
organisation. Such as there is requirement of some new recruitment that has to be made in
order to deal with the changes and apart from this there is also need of training that has to be
provided to the exiting workforce so that their skills can be upgraded and increased to handle
to increased responsibilities assigned to them in the course of business. In present scenario
there is requirement to take a planned approach in order to deal with the negative impacts of
such challenges for the organisation. So, it can be concluded by saying that planned change is
something that is part of UK Leaving EU and therefore there is a requirement of high amount
of planned strategies that should be planned and then implemented by Deloitte in order to
deal with the negative effects of such prospective changes in future.