This article discusses the value and contribution of organizational change management and the role of HR in implementing change. It also explores how organizational design must respond and adapt to change management. The different types of changes that can affect organizational design are also discussed.
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Organisational change refers to any modification and alteration that generate in workplace and affect entire workingactivitiesandworkingenvironment.The changescanbeoccurringinworkingprocess, technologies, products and others or they create positive andwellasnegativeimpactuponthefirm.For monitoring the change within a company there is a change model which was developed by Kurt Lewin's. This model of change consists three stage which refer as Unfreeze, change and refreeze. Accordant to Lewin, change for any firm is a complex journey which may not be very simple and mostly consists different phases of installations or misunderstandings before accomplishing the phase of equality and stableness. Unfreezing- It is the first stage of change which consists preparingthecompanytoadoptthatmodifications which is required to the company to make development in the profitability and productiveness. It is one of the most complex phase in the whole procedure of change management.It consists developing the readiness as well asthewillingnessofindividualororganisationto modification by bringing up a realisation for moving fromtheexistentconsolationzonetoachanged condition. In Unilever, in this stage, the manager of the company performs all plan in context of implementation of new technology so that they capable to minimise waste and produceeffectivecommodities.Itwillhelpingetting attention of number of consumer and investors. At this extent, the management of the firm can make modification on temporary basis and the major motive is to test new technology. Refreezing- It is the last stage of change management model, in this phase organisation and individual move from the stage of change to a much more stabilised state which canregardasthestateofequilibrium.Inthisphase organisation adopt or internalise the new ways of working in change situation by adopting it as an important thing. In Unilever, in this phase, the management of the firm will designplanofactionincontextofacceptingnew technologywhichassistinminimisingwastefor manufacturingactivity.Itwillhavecompletedafter successful testing of technology at alteration phase. It includes devising organisation and its management aware of the requirement for change and developing their encouragement for adopting the new ways of working for gettingeffectiveoutcomes.Inthisphase,effective communication plays a crucial role in getting the needed support and engagement of the individual in the change procedure.Inthisstage,themanagerofUnilever develops a new plan such as they want to accept a new technology which assist in manufacturing process in term of minimising wastage of the resources which are used by the company to produce products with the purpose of fulfilling needs and demands of their target audiences. So, the management of the company will assure with their workforce that they are ready to adopt change which will be beneficial for the company in different manners like increasing productivity as well as profitability. Change- It is the next phase of change management model and in this stage, the modification is implemented actually. It consists the acceptation of the new ways of doingthingsinwhichworkersofthecompanyare unfrozen and work for implement the alteration. In this phase,themanagementofthecompanydocareful planning,efficaciousabstractionandencouragingthe involvementoftheemployeeforsupportingthe modification which is necessary. This stage of transition is not easy cause of uncertainties and fearful workforce. Value and Contribution to Organizational How organisational design has to respond and adapt to change management
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Byimplementingthisconceptionandmodel,the human resource manager of Unilever capable to use new technology for manufacturing commodities which assist in minimising waste in efficient manner. Role of HR in administrating change Motivateandencourageworkforce-In Unilever, the human resource manager will assure that the workforce of the company will be encouraged in context of accepting plans which are designed in order to make change in production process. In addition to it, theyalsomotivatethemtomakeinvolvementin determination devising process. Hire fresh talent- In Unilever, HR manager of thecompanyrecruitnew,skilledandexperienced workforce which aware with the utilisation of new technologies in context of accepting new production proceduresothatthefirmcanexecutechangein efficacious and adequate way. Employeesrelation-InUnilever,HR administrator, improve and manage effective relation betweenthestaffmemberssothatwhentheyare working in a group by using new technology then they can share all the information with each other and have effective communication. Role of HR in organisational design Implementation of innovation-In Unilever, in context of organisation design, HR administrator will design effective change management plan of action which assist them in accepting innovation in efficacious way.Forexample,themanagementofrespective company make inn ovation by using new technology which help in minimising waste and assist in increasing productivity and profitability. Train workforce- In Unilever, when the firm adopt change in term of using technology then the HR managerofthecompanymustoffertraining development program so that they aware with the use and purpose of this technique. Up-gradationofresources-Inrespective company, HR manger play role by provide required resources to implement change of use of new waste minimisation technology in production process. So that employees can do their work effectively and complete it on time. Organisational design must respond and adopt change In context of Unilever, activity and process which they acceptinordertouseplanoforganisationaldesign,is explained under: Recruit experienced employees-Accordant to it, the administrationofUnileverrecruitskilledandexperienced workforce which direct to other staffs that how they will use the technology and machines which will use by the firm to minimise waste. Upgraderesource-Itisalsocrucialforthe management of Unilever to upgrade the resources as per the newadvancetechniquesothatchangecanimplement effectively in production process. Offering training and learning-It is also crucial for the respective company so that the workforce of the company can get information about the efficacious ways of using new advancetechnologywhichhelpinreducingwastein manufacturing activity.
Different types of changes that can affect organisation design In this competitive world this is essential for the organisation like Unilevertoadaptthechangewhichisbeneficialforthe organisation.AstheenvironmentchangestheHRmanager should make changes in the organisation such as implementation of new policies and change in work culture. Hencethishelpincreatingpositiveenvironmentinthe organisation. Here some of the changes which are explained briefly down below. Transformational change:This change is target specially to organisational strategy. The companies which use rapid change in their organisation tends to havemoresuccessrateincomparisontoother companies.InthecontextofUnilever,theHR manager should bring new technology along with culture trends as this aid in improving the efficiency oftheworkersinthewelldefinemanner. Furthermore,transformationalchangemustbe accountableforthecurrentsituationandalso provide direction to organisation for making quality decision for betterment and growth. Personalchange:Thiskindofchange occurwhenthefirmhiremassnumberof employees. For the organisation like Unilever HR teamshouldhirefreshtalentasthishelpin improvingtheatmosphereandalsopromote efficiency in the organisation. The HR have the responsibility to provide training to the new joining as this will assist to improve the efficiency and Critically evaluate the complex relationship between organisational design and change management Thelinkagebetweenthedesignofthe organisation structure and its resistance are long lasting. For instance, this is very common for the for technology organizations to have a relatively flat structure because of the nature of the industry that is rapidly changing. Organizationalstructureexplainstheorganizational behaviour and determine the firm culture. The company mainlyfocusonthedevelopingthestructureand hierarchy and make sure that all the activities are done in the well define manner. Whereas change management emphasisonimplementingnewpoliciesandother change which help in making better working place for theemployeestowork.Besidefromthis,change management focuses on improving the quality of the workersbyprovidingthembettertrainingand development programmes in the well define manner. These work together and bring out the useful result in for the organisation. Company which ignores the changes and do not adopt the new technology this leads to slow downofperformanceoftheUnilever.Sothe management of Unilever should implement new changes as per the need and requirement of company.