Value and Contribution to Organisational Success

This presentation poster focuses on the value and contribution of organisational success through change management, models and theories, and the role of human resource in managing change and organisational design. It discusses the implementation of change in Tesco Company and provides recommendations for HR to implement and manage change effectively.

Value and Contribution to Organisational Success
INTRODUCTION
Organisational change is an important term which is becoming popular in today's corporate world. There are various factors which are changing and impacting the organisation. Thus, in order to reduce the impact, Company are doing
change management.
Presentation poster will highlight the change management, models and theories of change management and tell about the role of human resource in change management. It will also evaluate responds and adapt of organisational design
towards the change management in the organisation. It will recommend the HR regarding implementation of change in the organisation.
Change management, their theories and models
CHANGE MANAGEMENT (CM)
Change management refers to the term which is considered to be as a discipline adopt by the leader and manager of the company to prepare and help employees and teams to adopt and accept the organizational change. Change
management is considered to be an important aspect of making organization successful. It is also understood as the process of preparing the employees and teams of the organization to easily accept the change and work on it for the
better future of the company.
PROPOSED CHANGE IN TESCO COMPANY
Due to operational breakdown, Tesco Company is all set to implement new business model in the organisation, which is required to be accepted by the employees, teams and staffs of the organisation. Thus, here company's manager and
leader will focus on the change management.
CHANGE MANAGEMENT THEORIES AND MODELS
There are various change management theories and models through which managers and leaders of the Tesco Company can easily implement the change management process in the organisation for the purpose of making employees and
staffs to accept and adopt the changes. These theories and models of change management are as follows –
ADKAR Theory of Change Management
This model was proposed by Jeff Hiatt. ADKAR is the acronym which is based on the implementation of change in the organization successfully. These acronyms are follows by company in following process -
A – Awareness – Managers and leaders of the organization has to make sure that employees are aware of implementing new business model and why this is happening in the organisation.
D – Desire – Employees, staffs and teams of the company have the desire to adopt the new change in order to improve the operations of the business. Managers and leaders have to communicate every aspects of the change to the
employees and try to involve them in change management procedures.
K – Knowledge – Managers and leaders of the Tesco Company has to provide their employees training in order to gain knowledge and acquire required skills in order to successfully work on the new business model and make it
successful for the organisation.
A – Ability – After gaining knowledge and skills, employees have the ability to work on the change which lead to easily implementation of new business model in the Tesco Company.
R – Reinforcement – The change management is not stop here. Managers, leaders and employees of the company have to maintain and improve the change management in order to increase the efficiency of the organisation.

Kotter's Change Management Model
This model was proposed by John Kotter. In this model of change management, there are 8 steps which are as follows -
Create a sense of Urgency – The first step of this model is to create and make aware employees regarding needs of bringing change in the organization. Due to operational breakdown in Tesco, their business activities got interrupt. Thus,
here leader and manager of the Company has to create the needs to bring new changes in the organisation.
Build the team – Next step of this model is to build a change team who will work on the implementation of the change in the organisation. Here, Company will appoint operational manager and along with that they will hire employees
who will work with them to implement the new business model in the organization.
Develop the vision – After building change management team, next step is to develop the vision in order to provide directions for the successful implementation of change. Here, in case of Tesco, Manager and leader will create the
vision with the help of change management team in order to get to know about the procedures and directions so that they all can work on the business model.
Communicate the vision – After deciding the vision for change implementation, Next step is to communicate the determined vision with all the teams, staffs and employees of the organisation. Here, Leaders and managers of the
company will communicate the vision for new business model implementation with Tesco's Staffs, employees and teams for the purpose of get the support from them to make change successful in the company.
Take actions to remove obstacles – After communication, next step is to remove the obstacles which are coming between the implementation of the change on the organisation. In case of Tesco change management, Manager and leader
will make understand the employees who are against the change and try to give appreciation who are supporting the change.
Create short term wins – Next step involve in this model is to create short term wins. Here in case of Tesco, managers, leaders and change management team will breakdown the vision into short term objectives and try to achieve them
by taking appropriate actions. In case they successfully achieve the objectives, they should celebrate it.
Don't let up – Next step in the Kotter's Change management model is to don't let up. Here it means organization should looking for the improvement. In case of Tesco, Managers and leaders of the organisation will look for the
improvements in business model so that organisational goals behind implementing new business can be successfully achieved.
Anchor the changes – The last step of change management model of Kotter is to stick the change to the organisation. In case of Tesco Organisation, managers, leaders and employees should understand the importance of change and try
to adopt the change when required. As change is an integral part of the organisation.
Role of human resource in managing
change and organisational design
Followings are the role of human resource of Tesco in managing change
which are mention below -
Human resource should motivate the employees in many ways in order to
proper work on the change. They should give rewards, recognitions and
appreciations to all those employees who throughout support the
organisation for managing and implement the change. They should
communicate every aspects of the change management to the employees,
take feedback or views from them in order to involve them in the
implementation of change.
Role of human resource in the organisational design of Tesco are as follows
Human resource of the Tesco Company must know about the strengths and
weaknesses of their employees so that they can allocate them the tasks in
which they are experts. This will improve their efficiency. Also, they should
focus on the skill gaps in the organisation in order to improve the
organisational design by providing training and development opportunities
to the employees.
Ways of Organisational design respond
and adapt to change in the company
Recommendations on HR to take changes
forward and implement them
Due to implement new business model in the Tesco Organisation,
Company will change the working policy which will change the working
style of the employees and teams. Due to this, the hierarchical structure of
the organisation will change which will give birth to the change in
organizational design. Due to this, employees have to change their
working style and try to work on the business change. It will lead to
respond and adapt to the change in the organisation by the help of
organisation design through employees, teams and staffs of the Tesco.
There are several recommendations which can be followed by human
resource of Tesco Company. These recommendations are as follows -
For the implementation changes, they can provide employees training and
development in which focus will be on the importance of changes, required
skills & knowledge to work on changes and the output of implementation
of change etc. Human resource can provide them recognitions and rewards
in order to motivate them and other employees who are afraid to take
initiative in change implementation.
CONCLUSION
From the above study, it has been
summarized that organisational change is
an integral part of the organisation. In order
to make organisation successful,
Employees and staffs of the organisation
must focus on the changing aspects of the
organisation and try to improve them.
There are various models through which
company can implement the change
management in the organisation and
improve the efficiency of the organisation.
REFERENCES
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