Analyzing HR's Contribution to Change Management and Org Design

This report examines the values and contributions of human resource management (HRM) within an organization, particularly focusing on its role in change management and organizational design. It evaluates how organizations adapt to change, referencing Lewin's Change Management Model, which includes unfreezing, change, and freezing stages. The report highlights HR's crucial role in understanding, planning, implementing, and communicating changes within an organization. It also discusses various types of change, such as organizational-wide, transformational, personnel, unplanned, and remedial changes, emphasizing the strong relationship between organizational design and change management. The report concludes by recommending effective communication strategies, especially prioritizing HR's involvement in the change process to ensure successful implementation and enhanced organizational productivity. The analysis emphasizes that a robust organizational structure with clearly defined roles and responsibilities is essential for achieving business success and attaining organizational goals.

HUMAN RESOURCE-
VALUES AND
CONTRIBUTION

INTRODUCTION
The human resource management is a theory
which deals with the employees of an
organisation. This concept ensures about the
stableness of an employee's and the worker in
order to grow the firm and gain the
productiveness. This written report is all about
the values and contribution of the human
resources in an organisation

Evaluate how organisation adapt to change
management
The change in management states about the
approach which is used to emphasis on the
transformation of process and goals in the firm.
This is an important task for the business to execute
the definite modifications which are made in the
management as this will enables the firm to act
relatively in the futures and the current situation.

Change management theory and models
The theory of change management is used to
transforming the people and the process with a view
to enhance the results of an organisation. It is
necessary to utilise the correct model of change
management in order to implement the definite
changes. The most known change management
model is Lewin's change management model. It is
known for the simplicity which is explained below
in detail.

Lewin's Change management Model
In accordance with this model, the change is determined
as the process of confusion and misunderstanding and also
to follow up the changes which is required by the company
in order to overcome this complex process.
◦ Unfreezing
◦ Change
◦ Freeze

Role of HR in management of change
and organisational design
The human resource plays an important role in an organisation for executing the changes and
to reconstitute the correct organisational designs. The human resources always knows about the
employees and the management which furnishes the opportunities to be a major factor of the
modification which will be considered in the whole organisation.
◦ Understanding
◦ Planning
◦ Implementing
◦ Communicating

Types of change
◦Organisational wide change
◦Transformational change
◦Personnel change
◦Unplanned change
◦Remedial change

Relationship among the organisational design
and change management
An organisational design and the change
management shares a strong relationship. The
change management is used to maintain the
organisational design in the Debenhams
company. If the Debenhams company wants to
execute the changes then they are required to
form the strategies.

Recommendations
◦ Making sure that there is good
communication
◦ particularly the HR, be given a prioritise in
the process

CONCLUSION
It is concluded from the report that, the human
resources management is plays an important role
in the business to gain the success and to attain the
gaols. The theory of organisational design supports
to build a strong organisational structures in which
the division of roles and responsibilities is clearly
defined. The various types of human resource
trends are also rising to maintain the
productiveness of an organisation.

REFERENCES
◦ Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production Management.
◦ Bilan, Y., Mishchuk, H., Roshchyk, I. and Joshi, O., 2020. Hiring and retaining skilled
employees in SMEs: problems in human resource practices and links with organizational
success. Verslas: Teorija ir praktika/Business: Theory and Practice, 21(2), pp.780-791.

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