HR Contributions to Organisational Success: A Case Study of Zara

This presentation provides an overview of change management techniques employed by Zara and their subsequent impact on the company's organizational design. It highlights the crucial role of the human resources department in managing these changes and shaping the organizational structure. The presentation discusses various change management models, including Lewin's change management model, the McKinsey 7-S model, and Kotter's change management theory, explaining how these models can be applied in a practical setting. Furthermore, it identifies different types of changes, such as psychological and transformational changes, that can significantly affect Zara's organizational design. The presentation also emphasizes the strong relationship between change management and organizational design, noting how organizational change can be leveraged to achieve successful resolutions. It concludes with recommendations for effectively implementing and managing changes, including impact assessment, plan development, communication strategies, and continuous monitoring and evaluation. This comprehensive analysis provides valuable insights into how Zara effectively manages change to maintain its competitive edge.

Human Resources – Values and
Contributions to Organisational
Success

TABLE OF CONTENTS
 INTRODUCTION
 CHANGE MANAGEMENT
 ROLE OF HR IN MANAGEMENT OF CHANGES AND ORGANIZATIONAL DESIGN
 TYPES OF CHANGES THAT IMPACT THE ORGANIZATIONAL DESIGN OF “ZARA”
 RELATIONSHIP BETWEEN CHANGE MANAGEMENT AND ORGANIZATIONAL DESIGN
 RECOMMENDATIONS REGARDING TAKING THE CHANGES FORWARD AND
IMPLEMENTING THEM EFFECTIVELY
 CONCLUSION
 REFERENCES

INTRODUCTION
 The human resource department in particular plays a very relevant role within the
organization.
 In this presentation the importance that talent management and human resource managers
within an organization is stated in particular.

CHANGE MANAGEMENT
 Change management in particular is a systematic concept or approach in particular which
specifically deals with transformation or transition of the technologies, processes or goals
of the organization in particular.

Lewin's change management model
 Unfreeze
 Change
 Refreeze
The McKinsey 7- S model
 The change strategy.
 The structure of the company in particular.
 The processes and systems of business.
 Shared cultures and values of the company.
 Manner or style of work.
 The staff that is involved.
 The skill sets of the staff.

Kotter's change management theory
 Creation of a sense of urgency for the purpose of motivating people.
 Building a specific change team with change agents and leaders with various
skills and for various departments.
 Defining the strategic vision of the company.
 Communicating with the staff involved in the process of change management.
 Identification of the roadblocks.
 Creation of short- term goals.
 Keeping up the momentum.
 Maintaining the changes.

ROLE OF HR IN MANAGEMENT OF CHANGES AND
ORGANIZATIONAL DESIGN
 An HR plays a very relevant role in the overall working of the
company. As this individual or department in particular
basically takes care of the total human resource requirement
and the existing human resource within a company in
particular.
 Not only in the management of the changes but also, in the
management of the organizational design in particular the HR
plays a vital role in the company.

TYPES OF CHANGES THAT IMPACT THE
ORGANIZATIONAL DESIGN OF “ZARA”
Psychological changes
 Psychological changes are the changes that particularly are based on
the psychology or the concept of human mind in particular.
Transformational changes
 Transformational changes are basically those changes that
completely reshape the business in particular and specifically refer to
the processes and the strategies that completely bring a major shift in
the work culture of the company in particular.

RELATIONSHIP BETWEEN CHANGE
MANAGEMENT AND ORGANIZATIONAL DESIGN
 There is a major relation and connection between the
organizational design and the change management in
particular.
 The organizational change of a company is basically a
method or technique of leveraging the change for bringing
a successful resolution within the company or the
organization in particular.

RECOMMENDATIONS REGARDING TAKING THE
CHANGES FORWARD AND IMPLEMENTING THEM
EFFECTIVELY
 Identification of the change and then performing and impact assessment in particular.
 Development of a plan.
 Communicating the change that is to be implemented with the employees or the staff.
 Provide the reasons regarding why this particular change is being implemented within
the company in particular.
 Seeking feedback from the employees that are going to be impacted.
 Launching the change within the company after all the above stages are cleared.
 Monitoring the change that is implemented in the company and check if its efficient or
not.
 Evaluate the change in detail and review if it as planned or not.

CONCLUSION
 This presentation in particular given and overview of the
change management techniques in the company “Zara”
and the ways through which these changes in particular
impact the overall organizational design of the company
in particular.

REFERENCES
Books and Journals
 Aubry, M. and Lavoie-Tremblay, M., 2018. Rethinking organizational design for managing
multiple projects. International Journal of Project Management. 36(1). pp.12-26.
 Cameron, E. and Green, M., 2019. Making sense of change management: A complete
guide to the models, tools and techniques of organizational change. Kogan Page
Publishers.