Analysing HR's Role in Change Management and Organisational Design

This report analyzes the role of Human Resources (HR) in managing organizational change, focusing on Marks & Spencer (M&S) as a case study. It explores the importance of change management, highlighting Lewin's change management model (unfreeze, change, refreeze) and its application within M&S. The report details the various roles of an HR manager, including change leader, educator, advisor, and participant, and discusses how organizational design must respond and adapt to change. Strategies for effective organizational design, such as hiring experienced staff and providing employee training, are examined. The conclusion emphasizes the significance of change management for business adaptation and provides recommendations for M&S, including restructuring, embracing digitalization, and effective communication strategies. The report underscores the critical role of HR in driving organizational success through proactive change management and strategic design.

Value and Contribution to Organisational Success
Introduction
Managing change is a systematic process which benefits in dealing with organizational goals and
transformations in working procedures in a proper manner. The main aim behind change management is
to offer strategies so that tough competition to rival companies can be given in a proper manner. This
poster is going to cover about change-management and associated models in context with M&S. Role of
HR manager in change management and evaluation of organizational design in response to change is
discussed. At last, appropriate recommendations are given in context with change and concerned
organisation.
Lewin's change management model
It is a popular model that benefits in acknowledging the organisational change in a proper way. This
model was stated by Kurt Lewin in the year of 1950. Lewin was a social scientist which has depicted
structural and organisational change as block of ice. This model involves three stages which are unfreeze,
change and freeze respectively. This model will help M&S in implementing expected changes in a proper
way. Implementation of this model to manage change in M&S is mentioned beneath:
 Unfreeze – This is the first stage associated with change management where a company prepare
itself for carrying out required modifications as change is necessary to compete with the rivals of
M&S. This phase is very essential as employees which are working in M&S will try so that they
can resist change. In order to implement modification, company will be required to deal with
those employees in a proper manner. Thus, the HR manager in M&S have to explain employees
about the needs of organisation restructuring by adopting digitalisation and the advantages they
will gain because of it. In this unfreezing step, a company is required to look and monitor their
structure and re-examine it in a proper manner.
 Change – This is the second stage of Lewin's change management model where the changes
have already taken place. This is a time consuming procedure as employees in M&S will take
time to learn about these changes and adopting them for the betterment of organisation. In this
process, leader in M&S is needed to take an active part so that they can motivate the workforce
in adopting these changes in a proper manner. There are two vital aspects which will benefits
M&S in easy restructuring of organisational structure and adoption of digitalisation by M&S.
One of this aspect is time management and other aspect is two-way open communication.
 Refreeze – This is the last stage of this change management model where change has been
accepted and implemented by the workforce in M&S. Now, the employees are working by
implementing those changes. In this step, employees and other process of company will refreeze
and activities of company will be performed in accordance with daily basis procedure.
Role of HR in managing change
There are different kinds of role which are performed by the HR manager of
Marks and Spencer for achieving the goals and objectives in the best possible
manner. Some of the major role related to this are mentioned below-
Change leader and owner- The major role of HR manager is to plan
strategies for the effective management of organisation. This means manger act as
the leader for the change management by implementing effective plans. In this
changes are made after considering each and every factor in the best possible
manner.
Change educator- The HR of Marks and Spencer also help in educating
its staff members regarding any change. In this plans and strategies are made for
providing adequate information to the employees regarding any change in the
organisational structure.
Change Advisor- In this HR manager of M&S focus on providing
different kinds of advice to the employees. Major motive behind doing this is to
complete the assigned task in the best possible manner. This lead to increase in
motivation level of employees in the effective and efficient manner.
Change participant- another important role of HR manager is to
participant in the change by making best of knowledge and skills. In this HR
manager of Marks and Spencer tries to manage the work by solving various
problems in the systematic manner. In this focus is also laid on managing the
reaction of employees working M&S related to organisational restructure process.

Recommendation
Organisational design must respond and adopt change
Organisational design is concerned with making relevant changes in the working structure of
organisation for overall attainment of goals and objectives. Organisational design is concerned
with different factors which generally include- line of command, ensuring work specialisation,
etc. Different plans for the effective management of organisational design are mentioned
below-
Hiring experienced staff- In this strategy major focus is emphasised on hiring
skilled and talented employees. As by doing this complicated task of organisation can be
completed within limited period of time. It will also lead to communication of information to
the various stakeholders in the effective and efficient manner. The major motive behind this is
to reduced the chances of mismanagement within the organisation.
Providing training to employees- In this type of strategy focus is emphasised on
providing better training to each and every employee working in Marks and Spencer. As by
doing this they will be able to give their best output. If the management of organisation is
successful in providing training to employees than chances of employee retention and
turnover can be reduced. It will also increase the motivation level of potential employees as
their goals and objectives will be easily achieved.
By using these strategies and plans management of organisation will be able to communicate
information in the best possible manner. As better plans will be made for achieving
competative advantage for the longer period of time.
Recommendation
After analysing the above situation in a proper manner there are some recommendations
which can be given to the manager of M&S so that they can adopt and implement different
changes in a proper manner. Concerned company is recommended that they should carry out
restructuring of company as per requirements so that organisational goals and targets can be
attained in a proper manner. In this context, manager in M&S is recommended to adopt
various organisational designs, strategies and changes so that digitalisation to improve
communication process can be implemented by efficient means. There are some other
recommendations which can be adopted by the concerned company like formulating a proper
plan by properly discussing it with the workforce of company. This will help the employees
in understanding objectives of company in a proper manner. Also, preparing budget in a
effective way will also help the company in optimal utilization of resources. So that changes
can be implemented properly without worrying about funds.
CONCLUSION
As per the above mentioned discussion, it can be concluded that change management
is an important aspect within the company so that business and its activities can be modified
as per changing needs or requirements of market and customers. There exist different kind of
change management models and frameworks like Lewin's change management which assists
in adopting and implementing changes in a proper manner. In carrying out changes, HR
department of a firm plays an important role as HR department directly interact with entire
staff of office. Beside this, organisational design of a firm adapts and responds to performed
changes in a positive manner due to the unified work of employees.