HND Business: HR Value Contribution to Organisational Success Report

This report examines the value contribution of Human Resources (HR) to organisational success, focusing on change management and organisational design. It discusses various change management theories and models, including Kurt Lewin’s Three-Phase Model, McKinsey’s 7-S Model, Kotter’s Eight-Step Model, and the ADKAR model, illustrating their application in real-world scenarios. The report further analyses the types of changes experienced within the Emirates Group, categorising them as developmental, transitional, and transformational. It highlights HR's critical role in initiating, leading, and facilitating change by ensuring employee participation, acting as a catalyst for organisational transformation, and redesigning organisational structures. The report also addresses HR's response to organisational changes, emphasizing recruitment, selection, training, and retention strategies. Recommendations are made for HR personnel to align HR activities with the company's vision, address skill gaps through strategic recruitment and training, and implement knowledge transfer strategies to ensure continuity. The conclusion underscores the importance of HR in driving organisational success by identifying areas needing improvement and providing support for the right direction.

Change Management & Role of
HR in Organizational Change

Background of Change Management
 Change Management is a concerted term
that helps to make the organizational change.
 It basically means how employees are
affected by this organizational change.
 It can alternatively be used as a concept of
change control process

Background of Change Management
Change management is to manage the
changes that vary from company to compny
and from project to project.
Many consultants subscribe to formal change
management methodologies.
These provide toolkits and outline plans that
helps them to make successful organizational
changes.

Theories and Models of Change
Management
Kurt Lewin’s Three Phase Model:
 This model represents a simple and practical
model that helps to understand the change
process.
Lewin’s model is a repeating cycle of three
phases, Unfreezing, Changing and
Refreezing.
 The process of change brings about the
perception that a change is needed, and after
that moving toward the new, desired behavior
and finally, crystallizing that new behavior as

Theories and Models of Change
Management
McKinsey’s 7-S Model:
 This model is used as an organizational
analysis framework to monitor internal
changes of an organization.
 The model is built on the theory that in order
to perform good, seven elements need to be
adhusted and mutually reinforcing.
 Those skills are: Strategy, Skills, Style, Staff,
Systems, Structure, Shared Values.

Theories and Models of Change
Management
Kotter’s Eight Step Model:
 This model is an eight step process in order to
analyze the organizational changes.
 This model helps to improve organization’s
ability to to increase its success rate.
The first three steps of Kotter’s 8 Step Change
Model are: create right climate for change,
steps 4 up to 6 and link the organizational
change and Steps 7 and 8 helps to implement
and consolidation of the change.

Theories and Models of Change
Management
 ADKAR model: It provides a simple
framework to think about organizational
change.
 It provides a clear goal and outcomes for
change management.
This model helps to drive individual changes
in order to achieve organizational results.

Types of changes in Emirates Groups
The growth of Emirates Group involved
various changes in all three categories :
Developmental
Transitional
Transformational

Role of HR in Change and Organizational
Design
 HR department has to assure sthat all the all
the employees are encouraged to participate in
the change management program.
 HR department should encourage the people
who can act as a catalyst for the organizational
change.
Organizational structure redesigning consists
alignment of the structure by providing
appropriately redesigned model for the existing
structure and implement the new structure.

Role of HR in Change and Organizational
Design
 HR plays a dual role in change
management by initiating and leading the
change
 The HR department performs functions
associated with the communication,
implementation and tracking of major
changes.
 They in fact, harmozied meetings and
communications.

Role of HR in Change and Organizational
Design
 HR makes aware that the organization is
going through structural change and all the
employees will be expected to participate
with their opinions and innovative ideas.
 Rotating employees is another option to help
change along.
Employee recognition is also a well-known
way to develop a strong corporate culture.

Role of HR in Change and Organizational
Design
 Business processes is more efficient due to
the changes.
 Human resources also helps company
leaders make changes by working to describe
and define new job descriptions.
This can also help with change in the key
area of training, that helps to design
programs that will be effective in managers in
the new way of doing things.