Analysis of the systems, processes and practices as a major organizational change agenda: Career management in Tesco

This research paper analyzes the systems, processes and practices of Tesco as a major organizational change agenda. It evaluates the issues regarding organizational change within the company and analyzes the human resource of business practice followed in Tesco.

Running head: ORGANIZATIONS HR BUSINESS PRACTICE ANALYSIS
Analysis of the systems, processes and practices as a major organizational change agenda: Career
management in Tesco
Name of the University:
Name of the Student:
Authors Note:

1ORGANIZATIONS HR BUSINESS PRACTICE ANALYSIS
Abstract
Organizational changes can very much impact the human resource structure as well and their
roles. It is important to address the changes in human resource as it links the management to the
employees, therefore playing a vital role. The aim of this research was to analyze the systems,
processes and practices of Tesco as a major organizational change agenda. From the paper it has
been gathered that over the past ten years, the employees of Tesco have to adapt to various skills
for coping up with the changes that have occurred in the meantime. Thus, it is necessary for the
management of an organization to determine the number of self-checkouts at the point of
initiation.The self-checkout when implemented within the retail shop facilitated in enhancing
consumer shopping experience and made shopping process highlyconvenient. Effective planning
was also conducted by Tesco in order to make sure that the change activities are successful. The
management of Tesco planned the number of self-checkout that they were going to implement
and in which stores this system will be implemented.

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Table of Contents
1. Introduction to Research..............................................................................................................3
1.1. Research Background..........................................................................................................3
1.2. Aim and Objectives..............................................................................................................3
1.3. Key Stakeholders.................................................................................................................4
2. Literature Review........................................................................................................................4
2.1. Organizational Change Theory............................................................................................4
2.2. Principles, Processes and Practices of Organizational Change............................................5
2.3. Change in Human Resource Practice...................................................................................6
3. Critique of Literature Review......................................................................................................6
3.1. Justification of Research Selected........................................................................................6
3.2. Advantages and Disadvantages of Research Selected.........................................................7
3.3. Application in Selected Business.........................................................................................9
4. Proposed Presentation of Findings............................................................................................10
4.1. Pie Graphs..........................................................................................................................10
4.2. Column Charts...................................................................................................................11
5. Conclusion and Recommendations............................................................................................12
5.1. Recommendations..............................................................................................................13
References......................................................................................................................................14

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1. Introduction to Research
The motivation for organizational change is focused on the fact that human resource
management streams are not working competitively. Organizational change has been explained
as the capability to adapt to distinct company transformations suffered by environment by means
of leadership. The selected company for this research is Tesco that is a multinational chain of
stores for retail within United Kingdom. This retail company specialized in foods and drinks and
then diversified its business into clothing, financial services, electronics and medical services
(Tesco plc 2018). It has been observed that over the past years, Tesco has experienced a
considerable change in introducing and implementing a check- out system all through the
network. The implementation of change management in the organization served as a strategic
plan change. The company is also observed to experience a drastic change regarding emergence
and implementation of change management all through its brand network (Bulmer, Elms and
Moore 2018). Considering the same, the current paper is focused on explaining the existing
theory on organizational change and leadership along with related effectiveness of change effort.
1.1. Aim and Objectives
Title
Analysis of the systems, processes and practices as a major organizational change
agenda: Career management in Tesco
Aim
The aim of this research is to analyze the systems, processes and practices of Tesco as a
major organizational change agenda.

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Objectives
Focused on this aim, the objectives of the research are explained below:
 To analyze the systems and processes those act as a part of Tesco organization’s change
 To evaluate the issues regarding organizational change within the company
 To analyze the human resource of business practice followed in Tesco
 To evaluate the major organizational career management processes and practices
followed within the workplace of Tesco
1.2. Key Stakeholders
Focused on the issues faced by Tesco regarding implementing a process of
organizationalchange, certain major stakeholders are focused on for enhancing practice. The
major stakeholder group that will be addressed by the company includes employees and owners.
External stakeholder group of Tesco includes trade unions, pressure groups, and employee,
government and national and local organizations. Stakeholders within the business organization
include suppliers, owners, creditors, government, workers, community and unions (Demirkan
and Spohrer 2014).
2. Literature Review
2.1. Organizational Change Theory
Change is inevitable and the subjects to the same needs to respond in the best possible
way so as to absorb changes. Hence, when an organization is concerned, any changes to the same
could occur anytime and therefore, the managers need to respond in the best possible way to the
forces or factors of change. Thus, the managers could direct such changes in such a way that

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could benefit the organization in near term. This change could be either evolutionary or
revolutionary. When evolutionary change is taken into consideration, it is generally gradual
against the revolutionary one which is rapid as well as broad focused. The former change is
implemented so as to make the stakeholders adjust while taking time; on the other hand, the later
is implemented when current operations do not achieve desired result (Demoulin and Djelassi
2016).
There are several change theorists who provided their opinion on organizational change.
Kert Lewin explained that creation of suitable situation for the ascertained change to take place
via group process through trail of errors in order to find the perfect fit. Everett Rogers, on the
other hand, focused on innovation terming it to be a series of sequential progression within an
organization while detailed attention at each course is required to trap the innovation might fail
prior to its diffusion. Chris Argyris and Donald Schon mentioned about learning culture and
promotion of the same. According to them, learning process needs attention and therefore
enabling such effort could line up the plan with its implementation. Edgar Schein supported
Chris Argyris and Donald Schon by putting his effort towards culture. However, according to
this theorist, change should be encompassed within culture (Dong and Sivakumar 2017). The
values of any action which either brings in success or failure should be considered within part of
culture. Andrew Pettigrew, Ewan Ferlie and Lorna Mckee highlighted the identification of
variables that lead to change and manipulate the same towards achieving the better results.
2.2. Principles, Processes and Practices of Organizational Change
There are various principles of an organizational change but most importantly is
addressing the stakeholders in a systematic way. It is so because any transformation will
primarily lead to “people issue” and hence, managing the same tactfully is necessary. Next is the

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starting point of change. It is must that the change should be started from the top position, so that
the leaders themselves should first embrace the change and motivate their subordinate.
Moreover, each and every layer of organizational structure should be involved. Again, another
important aspect of organizational change is to make a formal statement as people resist change
and questions regarding the same are inevitable (Esmark, Noble and Breazeale 2017).
The leaders themselves should overperform to motivate other as they absorb and thrive in
changed organizational structure. Hence, creation of ownership is a subject of significance.
Moreover, communication is of utmost importance as the employees would not understand the
reasons for change and it is responsibility of the leaders to communicate the message.
Furthermore, incorporation of organizational change within the cultural aspect at every level is
also required to make it successful. Most importantly, preparation for the unexpected is always
better and thus having a contingency plan should ready at hands. Finally, listening to the concern
and solving the same on individual basis is a basic requirement (Holman 2016).
2.3. Change in Human Resource Practice
Organizational changes can very much impact the human resource structure as well and
their roles. It is important to address the changes in human resource as it links the management to
the employees, therefore playing a vital role. Over the past ten years, the employees of Tesco
have to adapt to various skills for coping up with the changes that have occurred in the
meantime. Thus, it is necessary for the management of an organization to determine the number
of self-checkouts at the point of initiation (Lee 2015).
The checkout leaders need to be trained for operating self-checkouts, since they would
help the customers in using the system despite the fact that the checkouts have a screen demo

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making the system user-friendly and understandable for operations. However, the cashiers
working in the business organizations might fear of losing their jobs, since system automation
results in eradication of the manual system aspect (Gao and Su 2017). It is the necessary for the
managers to educate the cashiers about the benefits of the change to the customers as well as the
organization. The purpose would be to ensure confidence and motivation of the cashiers working
in the global organizations.
3. Critique of Literature Review
3.1. Justification of Research Selected
The research that was undertaken by the researcher was based on the identification of the
different benefits that the organization will be experiencing through the changes in the systems.
The utilization of the different paradigms has helped in identifying the varied changes that are
utilized by the organization. The research is useful in understanding the effectiveness of the
change that will be undertaken by the organization in the market. The article that is used in
defining the different situations that are faced by the organizations has helped in understanding
the needs of the organizational change (Giebelhausen et al. 2014). The installation of the
automated checkout devices in Tesco will be helping the same in understanding the different
change needs that are faced by the business. The evaluation of the articles will be helping the
researcher in identifying and aligning the needs of the organization to bring in changes in the
systems of the business.
All the major organizations in the retail industry have already implemented the
automated checkout devices, which has helped the businesses to bring in accuracy in the
accounting departments of the same. Woolworths implemented the change to bring in efficiency

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in the checkout and billing systems while operating in the densely populated markets. It has
helped the organization in maintaining the efficiency in billing, which is based on the automated
calculations (Hendrick, Nelms and Rector 2016). The changes in the systems of the business
have helped in maintaining the continuous operating. The different changes that are implemented
by the businesses have helped in maintaining a competitive edge while operating in the
international markets.
3.2. Advantages and Disadvantages of Research Selected
The data collection method that was used by the researcher while undertaking the
research was the mixed method, which helped the researcher in undertaking a quantitative and
qualitative analysis of the events. It helped the researcher in undertaking an unbiased research
based on the objective of the study. The key elements of the changes infested by the organization
and the manner in which it helped the organization in improving the situation is the major
consideration of the research (Vakulenko, Hellström and Oghazi 2018). Therefore, the survey
questionnaire that was created by the researcher helped in understanding the different responses
of the employees through the imposition of the change in the systems of the business. On the
other hand, it has helped the researcher in understanding the acceptance of the employees and
their standpoints on the change that is implemented by the organization (Leng and Wee 2017).
The review of the current literature will be helping the researcher to align the responses that is
collected by the same while undertaking the survey with the different available theories of the
organizational change management and thereby establish an unbiased study outcome. The mixed
method will be helping the researcher to identify the different relevant theories of modifications
and thereby compare and contrast them with the opinions of the outcomes of the change as per
the employee’s responses (Lundberg 2017).

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The advantages of undertaking the research will be based on the understanding of the
different standpoints of the employees through the selective questionnaire. On the other hand, the
identification of the current literature will be helping the researcher to defend the statements of
the change that will be utilized by the organization as per the objectives of the business.
However, an ethical dilemma is faced by the researcher while undertaking the research, which is
due to the authentication of the responses that were collected by the same for the study. The
responses helped the researcher in culminating into an unbiased resultant of the study
(McWilliams, Anitsal and Anitsal 2016). Therefore, the truthfulness of the respondents matter
highly for conducting an unbiased outcome of the study. On the other hand, the identification of
the authentic literature helped the researcher in aligning the different theories of change with the
current change that is planned by the concerned business. It helped the researcher in identifying
the different constrains that might be faced by the same while undertaking the research. The
return rate of the study is dependent on the methodology that is used by the research her while
undertaking the study.
The data sampling that was utilized by the researcher was both sufficient and appropriate
as per the consideration of the short time frame and the budget constraints. The lower availability
of the budget and the time has affected the sampling of the research. However, the utilization of
the mixed methods has helped the researcher in culminating into an unbiased outcome of the
research study as per the objectives of the evaluation (Morimura and Nishioka 2016).
3.3. Application in Selected Business
Based on the literature developed, Tesco needs to adapt to the differing skill requirements
by providing adequate training to its staffs, while ensuring the overall quality of training.
However, one of the biggest challenges that Tesco might have to encounter is the adaptation to

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the technological advancements. For instance, the self-service scan might need staff to have
training on the way of enabling customers at the time of usage. The technological effect is huge,
as the other supermarkets have adopted the footsteps of Tesco into the usage of self-service (Orel
and Kara 2014).
Hence, it mandates the need for a skill audit so that the skill gaps could be identified.
Hence, by using this audit, Tesco would be able to overcome the barriers of technology, if skill
levels continue to drop. A skill audit is a procedure to measure and record the skills of a group or
an individual. The intention for carrying out skill audit in a firm is to detect the knowledge and
skills required by an organization in contrast to the current knowledge and skills of the
organization. For Tesco, it needs to be viewed as a priority at all the business levels. It has been
observed that every 1 out of 10 Tesco staffs participate in development activities before they
undertake and development (Renko and Druzijanic 2014). The findings of the research are
mainly extracted from the previous researches of Tesco Plc.
4. Proposed Presentation of Findings
4.1. Pie Graphs
From analysis of the change management process implementation in Tesco it has been
gathered that a new product or service of the company has certain implications for changes in
sales, production as well as consumer service. From analysis of the change management process
of Tesco it has been gathered that the implementation of self-checkout systems is deemed to be
the strategic change. This is because of the reason that the cashier checkout needs the cashier to
operate and this new system implementation does not need a cashier. It has been observed that
the self-checkout and the normal checkout can offer consumers with improved service that

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decreases too much time spent within the store. The self-checkout when implemented within the
retail shop facilitated in enhancing consumer shopping experience and made shopping process
highlyconvenient. Effective planning was also conducted by Tesco in order to make sure that the
change activities are successful. The management of Tesco planned the number of self-checkout
that they were going to implement and in which stores this system will be implemented.
(Source: Djelassi, Diallo and Zielke 2018)
4.2. Column Charts
In the current marketing environment, the consumers are observed to be focus of most
companies like Tesco in which consumers will visit shops in which they can attain good and
timely service (Strom 2015). It has been gathered from the existing literature of change
management it has been evaluated that Tesco has now successfully implemented more than 3000
self-checkouts within 750 stores. This is observed to be drastic organizational change and
systems improvement. The fraction of self check-outs within stores attracts consumer base that
has positive impact of sales. More than 25% of UK transactions are made through self checkout

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process. Implementation of self check-out process within Tesco has facilitated the company in
saving its labor costs as a number of self check-out systems might be operated without presence
of sufficient number of cashiers. Implementation of this new change management system can
compensate for employee shortage.
(Source: Collier, Breazeale and White 2017)
5. Conclusion and Recommendations
The objective of the paper was to analyze the systems, processes and practices of Tesco
as a major organizational change agenda. It was gathered from the paper that Tesco has
experienced a considerable change in introducing and implementing a check- out system all
through the network. The implementation of change management in the organization served as a
strategic plan change. The company is also observed to experience a drastic change regarding
emergence and implementation of change management all through its brand network. From
analysis of the change management process implementation in Tesco it has been gathered that a

14ORGANIZATIONS HR BUSINESS PRACTICE ANALYSIS
new product or service of the company has certain implications for changes in sales, production
as well as consumer service. From analysis of the change management process of Tesco it has
been gathered that the implementation of self-checkout systems was an efficient strategic
change.
5.1. Recommendations
Based on the issues faced by Tesco and the change management systems implemented by
the company certain effective recommendations are provided for successful implementation of
change management strategy within the organization. Such recommendations are explained
below:
 For better performance of the self-checkout systems in the company, Tesco is
recommended to educate all its cashiers on the workings of the system. Moreover, initial
implementation of the system must be based on feasibility studying which he consumers
are motivated to employ self-checkout systems with the trained front end leaders.
 For increasing acceptance of such change by the employees as well as the consumers, it is
recommended that the trained staff or supervisor is employed at the checkout area from
new store opening to assisting consumers in case they face any issue based on the system.
This can also facilitate in avoiding any delays within transactions along with making it
user friendly (Suiquist and Shi 2017).

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