HR's Role and Contribution to Organizational Success at Tesco

This presentation examines the role of Human Resources (HR) in contributing to organizational success, using Tesco as a case study. It explores various change management models, including Lewin's model and the Nudge theory, and analyzes how Tesco's HR department facilitates change, motivates employees, and provides training. The presentation delves into different types of organizational changes, such as developmental, strategic, psychological, and remedial changes, and discusses the relationship between organizational design and change management. Recommendations include using performance metrics, incorporating leadership strategies, and addressing employee resistance. The conclusion highlights Tesco's ability to incorporate changes and the significance of the HR department in driving business success. The presentation references relevant academic articles on change management and organizational behavior.

HR & CONTRIBUTION TO
ORGANISATIONAL SUCCESS

TABLE OF CONTENTS
 Introduction
 Change management
 Change management models
 Role of HR
 Different types of changes
 Relationship between organizational design and change management
 Recommendations
 Conclusion
 References

INTRODUCTION
 All types of retail business are affected by various factors and changes that have to be
made timely so that there are no problems in working.
 Furthermore, the present presentation is based on Tesco which is large retail company in
UK specialized in providing variety of goods and services in the best manner..
 Also, the presentation will provide detailed analysis on the company’ change management
through using various models in the best manner. Moreover, role of Tesco HR department
will also be analysed for better working in the future.

CHANGE MANAGEMENT
 Change management is known by methods through which few of organizations
describes and implements change in its internal and external processes so that
certain goals might be achieved in systematic manner.
 Also, for Tesco it can be said that change management helps in developing
strategic position in the market so that it might be able to grow as successful
international retailer.

CHANGE MANAGEMENT MODELS
 Lewin’s Change Management Model: It is developed by the Kurt Lewin, and following this the change is
implemented under three stages that is unfreeze, change and refreeze.
 Nudge theory: This is also followed by Tesco when the change does not strictly enforce on the group of people but
rather it is in form of indirect suggestions that are provided with evidence so that full support might be derived.

ROLE OF HR
 HR in Tesco plays very crucial role in making employees feel that change is necessary to sustain in the market and gain
competitive advantage in long run.
 Furthermore, through specifying the objectives HR make employees feel motivated along with also ensure that for the
current change adequate employee training and support is provided so that project goals are accomplished in the best
manner.
 Also, Tesco follows the hierarchical organization structure and hence managers ensures that any change that is brought
within the workplace is understood clearly by all levels of employees.

DIFFERENT TYPES OF CHANGES
 Developmental Change : This is type of changes occurs when Tesco identifies or
recognize needs for the change within the workplace and the take certain steps to make
certain improvements for the future.
 Strategic transnational change: These are the types of changes where apart from the
current working there are certain modification are made in terms of updating the current
mission, introducing the new technology at the workplace for better working..
 Psychological change: It is related with planned approach changes that affects the
organizational design on the large scale.
 Remedial Change: These are the types of changes are brought within the Tesco when
the there is poor company performance in some areas

RELATIONSHIP BETWEEN ORGANIZATIONAL
DESIGN AND CHANGE MANAGEMENT
 There is direct link of the organizational design of Tesco and the change management process that is been
followed by the organization over the years.
 Also, it can be said that in hierarchical organization design Tesco finds it very difficult to make change
management process smoother as there are lot of negative reviews and resistance from employees and certain
complexities in bringing change within the current organizational working processes and procedures.
 Also, in dynamic environment change management need to be implemented in way that organization resources
are not wasted and also the required efficiency is derived from the change.

RECOMMENDATIONS
 It is recommended to Tesco to use the best performance metrics such as benchmarks or
key performance indicators when any kind of change is implemented within the
workplace so that employee performance might be measured timely and also proper steps
might be taken for the improvement.
 Furthermore, it is suggested to the Tesco that it should incorporate the best leadership
strategies to that employees might be empower through communication during any kind
of change within the firm.
 Also, Tesco leaders should not ignore the resistance of change from the employees. Thus,
feedback loops needs to be created such as feedback channels, surveys, input sessions
etc.

CONCLUSION
 From the above presentation it can be concluded that Tesco has built up strong team that is able to incorporate
various changes within the workplace smoothly thus ensuring greater revenues for the business in the future.
 Also, the presentation had discussed the significance of HR department in bringing the required changes within
various levels of departments and in the current working of business through systematic employee efforts.
 Moreover, in overall presentation detailed evaluation of various type of changes such as transformational,
psychological and much more had also presented that had impacted the current organizational design of Tesco in long
run.

REFERENCES
 Galli, B. J., 2018. Change management models: A comparative analysis and
concerns. IEEE Engineering Management Review. 46(3). pp.124-132.
 Harvey, B. J. and et.al., 2018. Ecosystem‐based management of coral reefs under
climate change. Ecology and evolution. 8(12). pp.6354-6368.
 Jayatilleke, S. and Lai, R., 2018. A systematic review of requirements change
management. Information and Software Technology. 93. pp.163-185.