Managing Change

MANAGING CHANGE

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Change management theories, processes and models for delivering sustainable business
performance.................................................................................................................................4
Role of change management in delivering future skills and capabilities that are aligned with
business strategy..........................................................................................................................5
Factors influencing change management for development of HRD strategy..............................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Managing change or change management can be referred as collective term for various
approaches for supporting, preparing as well as helping teams, individuals etc making a change
in an organisation. In this report Asda is taken as an organisation which is a UK’s supermarket
retailer company. It is also UK’s second largest supermarket chain and offers a range of products
and services to its customers. This report discusses about the change management process in HR
and how does it impact the power and the process of human resource development.
MAIN BODY
Change management theories, processes and models for delivering sustainable business
performance
On the basis of theory of social power which defines the different types of power that
exists in the business of Asda and can help in achieving the sustainable business performance of
the organisation (Adams,and et.al., 2016). In order manage the effective changes in the
organisation the power which leader can use is convincing power. This is the power which can
motivate the employee or prepare the employee change for development. It is really important
for a leader to convince the employees to get them out of their comfort zone and adjust them to
make change for developing their skills and knowledge as per their need. This can result in
achieving sustainable performance of the ASDA (Bocken, Schuit and Kraaijenhagen, 2018). On
the other hand in order to achieve the sustainable business performance change leader of the
company can make use of rewards power which is the best way to motivate the employees in the
organisation and get them engaged in the change management process. When change is
implemented and employees are rewarded for their performance results in sustainable business
performance. In order to manage an effective change management process which can be
effective for HRD one of the best framework which can help in effective change and sustainable
business performance is Lewin’s model of change. For this management based on development
of human resources should follow there stages of change management process which is
unfreezing, moving and refreezing (Schaltegger, Lüdeke-Freund and Hansen, 2016). In the first
stage it is really important for leader has get involved in the willingness and readiness of
employees in the workplace. This can be done by following the 4 steps of Kotter’s theory which
is establishing a sense of urgency among employee and then create a guiding coalition among
them. For a successful implementation of change it is also vital to develop and communicate