Value and Contribution to Organisational Success

Value and Contribution to Organisational Success
Introduction
Managing change is a systematic process which benefits in dealing with organizational goals and
transformations in working procedures in a proper manner. The main aim behind change management is
to offer strategies so that tough competition to rival companies can be given in a proper manner. This
poster is going to cover about change-management and associated models in context with M&S. Role of
HR manager in change management and evaluation of organizational design in response to change is
discussed. At last, appropriate recommendations are given in context with change and concerned
organisation.
Lewin's change management model
It is a popular model that benefits in acknowledging the organisational change in a proper way. This
model was stated by Kurt Lewin in the year of 1950. Lewin was a social scientist which has depicted
structural and organisational change as block of ice. This model involves three stages which are unfreeze,
change and freeze respectively. This model will help M&S in implementing expected changes in a proper
way. Implementation of this model to manage change in M&S is mentioned beneath:
 Unfreeze – This is the first stage associated with change management where a company prepare
itself for carrying out required modifications as change is necessary to compete with the rivals of
M&S. This phase is very essential as employees which are working in M&S will try so that they
can resist change. In order to implement modification, company will be required to deal with
those employees in a proper manner. Thus, the HR manager in M&S have to explain employees
about the needs of organisation restructuring by adopting digitalisation and the advantages they
will gain because of it. In this unfreezing step, a company is required to look and monitor their
structure and re-examine it in a proper manner.
 Change – This is the second stage of Lewin's change management model where the changes
have already taken place. This is a time consuming procedure as employees in M&S will take
time to learn about these changes and adopting them for the betterment of organisation. In this
process, leader in M&S is needed to take an active part so that they can motivate the workforce
in adopting these changes in a proper manner. There are two vital aspects which will benefits
M&S in easy restructuring of organisational structure and adoption of digitalisation by M&S.
One of this aspect is time management and other aspect is two-way open communication.
 Refreeze – This is the last stage of this change management model where change has been
accepted and implemented by the workforce in M&S. Now, the employees are working by
implementing those changes. In this step, employees and other process of company will refreeze
and activities of company will be performed in accordance with daily basis procedure.
Role of HR in managing change
There are different kinds of role which are performed by the HR manager of
Marks and Spencer for achieving the goals and objectives in the best possible
manner. Some of the major role related to this are mentioned below-
Change leader and owner- The major role of HR manager is to plan
strategies for the effective management of organisation. This means manger act as
the leader for the change management by implementing effective plans. In this
changes are made after considering each and every factor in the best possible
manner.
Change educator- The HR of Marks and Spencer also help in educating
its staff members regarding any change. In this plans and strategies are made for
providing adequate information to the employees regarding any change in the
organisational structure.
Change Advisor- In this HR manager of M&S focus on providing
different kinds of advice to the employees. Major motive behind doing this is to
complete the assigned task in the best possible manner. This lead to increase in
motivation level of employees in the effective and efficient manner.
Change participant- another important role of HR manager is to
participant in the change by making best of knowledge and skills. In this HR
manager of Marks and Spencer tries to manage the work by solving various
problems in the systematic manner. In this focus is also laid on managing the
reaction of employees working M&S related to organisational restructure process.