HR's Value and Contribution to Organisational Success: A Report

This report explores the critical role of Human Resources (HR) in driving organisational success, with a focus on change management. It begins with an introduction to change management and then delves into the theory of change models, including Lewin's 3-step model and Kotter's 8-step model. The report analyzes various organizational situations and identifies barriers to change, such as lack of employee involvement and organizational complexity. It then proposes solutions to overcome these barriers, emphasizing effective communication, employee involvement, and negotiation. The conclusion highlights the importance of change management for organisational growth and the role of managers in addressing barriers to ensure future success. References are provided to support the analysis.

HR: Value and Contribution to Organisational Sucess
TASK - 4

Table of content
 Introduction
 Change management
 Theory of change model
 Organizational situation
 Barriers
 Overcome the barriers
 Conclusion
 References

Introduction
This presentation intend to provide specific information
regarding the change management which is been faced by
the organization in various situation. It will further assist
by using various theory that can provide reliable option of
growth and sustainability for the company. Analysis of
various barriers that are associated with the change
management is also be crucial aspects of this presentation.

Change management:
It is known as one of the effective process, tools and
approaches that is used by Aldi Company to manage the
people side of change in order to attain the required
business objectives. In fact, it is basically focuses on those
employees that are impacted because of any specific
change.

Theory of change management
Lewin 3 steps: This particular theory of change management
is most effectively used to make things possible for the
company to determine organizational as well as structured
changes. This model is largely used as basis for many
modern changes performed by the organization. It consists
of three stages:

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Unfreezing: It has been seen that before changes could
be implemented, it is important to go along with the
initial steps of unfreezing. Most of the people will resist
these changes, the motive during this particular stage.
Changing: This stage is associated with transitioning
which is marked by the implementation of a specific
change. In this phase, people tend to learn new
behaviour, processes and ways of thinking.
Refreezing: This change would be related to a
organizational processes, structure and offerings that
are accepted as new norms. The efforts must be made
positively reinforced behaviour that will be likely to be
repeated.

Kotter 8 steps
Create urgency: It is important to create a forum in
which issues and potential solution that are raised during
the change management.
Form a powerful coalition: The coalition an
organization has been developing would be made up of a
valuable skills and experience that are carried by the
employees.
Create a vision for change: A change initiative is
essentially to be complicated as well as can often be
difficult to understand in any change structure.
Communicate the vision: It is an excellent opportunity
to be utilising the coalition that have build up between
the employees to have strong network within the market.

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Remove obstacles: In case company wants to expand
their business, they need to deal with certain obligation
such as legislation and physical complication.
Create short-term wins: It is vital to show the
benefits of new process by developing some short-term
wines.
Build on the change: It is crucial to sustain as well as
cement the change for long-term process as well as
keep setting goal for better regular improvement.
Anchor the change in corporate culture: It is
important to keep senior stakeholders on high level and
encourage new employees to make use of the change
effectively.

Response to situation
Organizational design situation: It is
basically related with the structural
changes that are required by an
organisation to start a new project. In fact,
in case of starting a new project the
management need to follow a small
structure so that overall progress can be
identified effectively.
Change management situation: In case
of business expansion, the organization
need to make use of specific change
management models that are effectively
provide solution to generate maximum

Barriers to change
There are some crucial barriers which are needed to be analysed
during the time of implementing any change within their
business. Such as:
 Lack of employee involvement
 Inappropriate culture shift planning.
 Organization complexity
 Unknown current state

Solution to overcome the barriers
It has been seen that certain basic strategies that could assist
in improving the major changes within an organization. It
could be overcome by using below mentioned points:
Communicating effectively with the employees
Employee involvement
Negotiation
Correct timing and negotiation

Conclusion
From this presentation, it has been summaries that change is
an important aspects for an organization. They need to
make use of a specific change model to determine the
specific needs of employees. However, there are certain
barriers to changes that can affect the profitability position
of the company, thus it is a vital role of managers to deal
with these barriers so that future growth opportunities can
be created effectively.