Analyzing Change Management, HR Functions & Organizational Design

This report provides an overview of change management, focusing on its theories and models, particularly Lewin's Change Management Model. It highlights the critical role of Human Resources in implementing change and maintaining organizational design, including understanding change perspectives and planning procedures. The report discusses various types of change, such as organizational-wide and transformational change, and emphasizes the strong relationship between organizational design and change management, using Tesco as an example. Recommendations are made to decision-makers, stressing the importance of communication and employee involvement during change implementation. The report concludes that change is essential for organizational growth and that effective organizational design is a key factor in successful change implementation. Desklib offers a platform to explore similar solved assignments and resources for students.

Managing Change

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
Change management can be defined as the
organized approach which is focussed on the
transition of goals and processes in an
organisation. It is very important for
organisations to implement proper change
management as it allows the businesses to stay
relevant in the current and future scenario.

Change management and its theories and
model
Change management theories are a framework helpful in
transitioning people and processes in order to improve the
outcomes of the organisation. It is important to use the right change
management model to implement the change properly. One of the
most important and renowned change management model is
Lewin's change management model. This model is known for its
simplicity which will be discussed below in detail.

Lewin's Change management Model
According to this model, change is considered as a process
of lot of misunderstandings and to go through the change
the company needs to overcome this complicated process
through Unfreezing, Change and Freeze.
 Unfreezing
 Change
 Freeze

Role of HR in management of change
and organisational design
Human Resource is very important in an organisation for implementing the change and also
restructure or maintain the proper organisational design. Some of important role played by HR in
an organisation are mentioned below:
Understanding
If the HR needs to be involved in the changing scenario in the organisation, then it needs to
understand the prospectives of change better than anyone else.
Planning
After understanding the change, the HR needs to plan the procedures and criteria to implement the
change. Without the proper planning they will not be able to make realistic criteria for change.

Types of change
Organisational wide change: This is the change that is
created at a very large scale and can impact the whole
organisation's structure. Tesco could use this type of
change to restructure their processes.
Transformational change: It is the type of change
which is used to deal with the factors that could be
important in the transformation of change.

Relationships among organizational
design and change management
There is a strong relation between the organisational design and change management.
The process of change management can be used to change or maintain the
organisational design in Tesco. If Tesco wants to implement change in the business it
is required for them to make strategies(Zheng, Chen and Shang,2019).

Recommendation
An effective recommendation to the decision makers of Tesco is to make sure that
the communication is done well between the employees and the management about
the change.
It is also recommended to them that before the implementation of change in Tesco,
the employees should have a voice in the implementation especially the HR.

Conclusion
It can be concluded that change is important when an organisation wants to grow or
improve from their current performances. Also that the organisational design is a
key factor in change implementation. These changes in the organisation could be of
various types and the businesses including Tesco could make the use of these
changes to improve their productivity and performance.

References
Su, Z., Chen, J. and Wang, D., 2019. Organisational structure and managerial innovation: the
mediating effect of cross-functional integration. Technology Analysis & Strategic
Management, 31(3), pp.253-265.
Vahdat, S., 2021. The role of IT-based technologies on the management of human resources
in the COVID-19 era. Kybernetes.
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.