HR's Value and Contribution to Organizational Success: A Report

This report examines the critical role of Human Resources in driving organizational success. It emphasizes the importance of employee motivation, skill utilization, and organizational design. The report highlights a change management model, breaking down the process into stages like creating urgency, building coalitions, and achieving short-term wins, along with communication strategies to minimize resistance. It also addresses potential barriers to change, such as cultural differences, employee resistance, and ineffective communication, and offers strategies to overcome them. The report concludes that value addition through a skilled workforce and effective organizational design is essential for long-term sustainability, and the need for consistent leadership is critical to successfully implement changes. The report also references key sources like Iriarte et al. (2017), Lozano et al. (2016), and Cavalcante (2014) to support its findings.

Human resource is one of the most valuable assets for an
organisation as they contribute towards achieving desirable
goals and objectives by using their skills and capabilities. For
a firm it is very much significant to work in self-interest of
their employees so that they remain motivated to give one of
their best efforts in organisational as well as self-development.
Human resource one of scarce resource that contributed in HR
function to create value and success of an organisation.
Short Wins: It is impossible for any business to
implement change process at one go and achieve its objectives.
Thus there is need that shorter goals are created which align
towards overall vision of change management. For this, Next
Plc can formulate teams and assign objectives which are of short
period so that change process can be effective.
Build Changes: It is not only about implementing
change process and the task is completed. There is need that
continuous efforts are made so that changes exist in organisation
for longer period so that it can bring advantages and achieve
vision of Next Plc.
Corporate Culture: Changes are not meant to be
introduces in organisational environment and only followed by
employees. It is equally important that corporate culture is build
and maintained in stakeholders, customers and suppliers as well
so that changes are sustainable in business environment of Next
Plc.
There is change model which divide the whole change process
into different steps so that it can be implemented properly.
The steps are as follows:
Create Urgency: While implementing changes it is
important that company has clear picture about the advantages
and positive implications on business and its operations. Thus
it is essential that environment is built in Next Plc so that
every staff is aware about the changes that management will
be introducing in organisation so that resistance can be
reduced. This can be done with participative leadership style
and engaging them in brainstorming session to find solutions
for implementing changes.
Coalition: In this step some professional and
expertise is employed so that they take whole change process
step – by – step with the help of communication, authority,
delegations and reducing resistance. For this Next Plc need to
work with professional team so that teams can be form and
changes are introduced effectively.
Creating Vision: Introducing change is difficult process
and more complex task is to understand it completely for
implementing. For this Next Plc needs to formulate vision
statement and communicate the same to employees along with its
benefits. This will help management to keep staff and strategies in
direction of achieving goal of implementing changes.
Communication: This is one of most important step
while implementing changes in any organisation so that resistance
can be reduced. There is need that each and every information
related to change management and its implications are discuss
with workforce by the help of two - way communication. This
include open communication channel so that there is no hinderer
when it comes to suggestions, ideas or opinions for implementing
changes in Next Plc.
Obstacles: There are number of obstacles when it comes
to implementing changes in organisation and critically important
to mitigate it for effective implementation. Next Plc can reduce
these by strengthening drive for change that helps in introducing
changes in organisation.
Value and Contribution to Organizational Success
INTRODUCTION
Change management along including
theories and models

This change model does not ensure that there will be no
challenges while implementation of change process in the
organisation. Some of them are as follows:
Cultural barrier: Next Plc is an international
organisation and it retain employees from different cultural
background. This enhance working environment of organisation
but also create resistance when it comes to introducing changes
in organisation. For this leaders need to analyse and understand
culture differences so that communication is done accordingly to
involve them in implementing changes in organisation.
Employee Resistance: This is one of most common
barrier that any business face while making changes in
organisation. This is due to fear of uncertainties, unemployment,
unemployable and unknown which create resistance in
behaviour of workforce. This can be mitigated by Next Plc with
the help of effective communication, participative leadership,
monetary benefits, etc.
Poor strategies: One of the most important action that need to
be taken while implementing change is framing effective and
proper strategies. Many organisation has fail to implement
changes due to poor strategies that lead to failure of whole
change management process. This lead to wastage of resources
and manpower which can ultimately result in financial loss to
business which takes years to recover. Thus it is important that
Next Plc employ team of expertise and knowledgeable
professionals who are effective in forming team and creating
short objectives. This will help management to utilise its
resources optimally effectively introduce change process in
organisation to achieve its long term sustainability and vision.
Different barriers and strategies to
overcome
Ineffective communication: Change is a complex
process and brings many obstacles along with it in order to
implement it effectively. In this scenario when management is
not able to cope up with challenges keeping effective
communication in flow becomes difficult and thus act as a
barrier. For this Next Plc need to flow communication at every
level of organisation so that benefits can be explained to
employees and suggestions can be given by staff to management.
Ineffective leadership: change process requires full
attention in terms of resources, leadership and time which leads
to avoid in managing rest of the organisation. Due to this
employee face ineffective leadership which leads to rise in
employee resistance which create hurdle in implementing
process. To mitigate this leaders, need to understand that there is
need of effective leadership style like transformational leadership
so that the change process implementing by Next Plc is able to
implement changes with influencing employee so that resistance
can be reduced.
Lack of consistency: Just implementing change is not
the complete process and organisation think that it is end process
by introducing the change in business. This is where obstacle
begin as there are chances that company can go back to previous
stage making change process null and void. Thus it is important
that management of Next Plc makes sure that corporate culture is
build and maintained which align with changes made in
organisation.
Conclusion
References
From the above report it has been concluded that value addition
is one of most important activity for an organisation to gain
sustainability in the business environment. Value can be added
by recruiting one of most potential workforce within the
organisation and put one of best efforts to motivate and retain
skilled workforce within the organisation. Organisational design
is very much important aspect as it helps to align organisational
goals with organisational structure to remain competitive in
business environment.
Iriarte, I. and et.al., 2017. Beyond customer satisfaction.
Supporting organisational change through Service Design. A
case study in the insurance industry. The Design Journal,
20(sup1), pp.S424-S434.
Lozano, R., Nummert, B. and Ceulemans, K., 2016. Elucidating
the relationship between sustainability reporting and
organisational change management for sustainability. Journal of
cleaner production, 125, pp.168-188.
Cavalcante, S.A., 2014. Designing business model change.
International Journal of Innovation Management, 18(02),
p.1450018.