HR Values, Contributions to Organizational Success - Tesco Plc Study

This report examines the values and contributions of Human Resources (HR) to organizational success, with a specific focus on change management and organizational design within Tesco Plc. It begins by defining Human Resources Management and introducing change management theories, particularly Lewin's Change Management Model. The report highlights HR's role in managing change through communication, training, linking strategies to organizational culture, and performance tracking. It evaluates different types of changes, such as transformational, psychological, and unplanned changes, and their potential impact on organizational design. The relationship between various organizational designs (functional, multidivisional, flat, and matrix) and change management is critically assessed. The report concludes with recommendations for Tesco Plc, emphasizing the implementation of change management models and the adoption of a flat organizational design to facilitate effective change. Desklib provides access to this and many other solved assignments for students.

Unit 36 – Human Resources – Values
and Contributions to Organizational
Success
PART-2

INTRODUCTION
 Human resources management can be defined as a particular department in the
business enterprise that aims to select, recruit and hire employees on the basis of
their skill set within the enterprise.
 The current presentation is based on the study of Tesco Plc which is
headquartered in Welwyn Garden City, United Kingdom.

Background to change management theory and model
 Change management can be referred to as a systematic approach
that helps an enterprise in dealing within the changes that have
been taking place within the organization or has been planning to
implement within the company. There are a number of theories
and models of change management that helps the company in
bringing and implement change within the company.
 The Lewin Change Management Model
 This model of change management was given by Kurt Lewin that
is used by the companies in order to make their management,
employees and the organization comfortable with the changes that
they have been planning to bring within the organization.
 According to this model, the change can be managed within an
organization in three major steps, they are:
 Unfreezing
 Transition
 Freezing

The role of HR in managing change and organizational design
 The human resource department of an enterprise plays an essential role in
managing the changes and the design of the enterprise. The ways in which
the HRM of Tesco Plc was found helpful in managing the changes has been
explained below:
 Communication
 The HR of the plans communication program specially for the employees
in order to inform them about the changes in the organization.
 Training and development programs
 It has been observed that the HRM department of the Tesco Plc. used to
conduct training and development programs for the employees within the
company so that they can be prepared and trained for a new management
model in the company.
 Ensure the strategies are linked with the organizational culture
 Also, it is the responsibility of the HRM department of a company to make
sure that their coming strategies are effectively linked with the
organizational culture and environment or not.
 Tracking of performance
 Another major role played by the HR department of the company is that
they are able to track the performance of the employees.

Evaluation of different types of changes that can impact
organizational design
 The different types of changes that may impact the
organizational design of Tesco Plc are as follows:
 Transformational change
 One of the leading changes that have the power to significantly impact the
organizational design of the company are the transformational changes.
 Psychological change
 This refers to the changes in the behaviour of the workforce of a company.
 Unplanned changes
 As the name suggests, the unplanned changes are those changes that takes
place in a company suddenly and are not planned by the company to be
implemented in the organization.

Critical evaluation of the relationship between organizational design
and change management
 There are different types of organizational designs and all of them have different notions with respect to responding to
change within the enterprise.
 The different types of organizational design and their relationship with change management has been explained below:
 Functional structure
 This design includes dividing the company into a small department such as finance, human resource, marketing, sales
and operations in the company.
 Multidivisional structure
 In this kind of organizational design, teams are formed within the enterprise on the basis of the projects, products and
services offered by the company in the market.
 Flat structure
 This kind of structure is also known as the horizontal design or the chain of command.
 Matrix structure
 This is one of the least used organizational design

Recommendation
 The ways which can be used by the Tesco Plc. in order to implement changes within the
company are as follows:
 For the purpose of implementing change within the enterprise, it is essential for the Tesco
Plc. to implement the use of change management models such as the Kurt Lewin’s model
of change management within the company. This will help the company in devising a
strategy and effectively implementing the changes within the company.
 Another thing, that the Tesco Plc. needs to consider while implementing change within
the company is to work on its organizational design. It has been observed that the flat
design is effective enough to provide the company with a base to implement the required
changes within the company.

CONCLUSION
 From the above report, it can be concluded that a number of factors needs to be
considered while planning to bring changes within the company.
 The current presentation provides a brief introduction to the model of change
management and also provides recommendations to the Tesco Plc. with respect to
the same. This also aims to discuss about relationship between the organizational
design and the change management within a company.

REFERENCES
 Burnes, B., 2020. The origins of Lewin’s three-step model of change. The Journal of
Applied Behavioral Science.56(1). pp.32-59.
 Hanelt, A., Bohnsack, R., Marz, D. and Antunes Marante, C., 2021. A systematic review of
the literature on digital transformation: Insights and implications for strategy and
organizational change. Journal of Management Studies. 58(5). pp.1159-1197.
 Rosdiana, N. and Aslami, N., 2022. The Main Models of Change Management in Kurt
Lewin's Thinking. Jurnal Akuntansi, Manajemen dan Bisnis Digital. 1(2). pp.251-256.
 Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management:
Forward to the past? An exploratory literature review. Journal of Organizational Change
Management.
 Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley &
Sons.
 Stouten, J., Rousseau, D.M. and De Cremer, D., 2018. Successful organizational change:
Integrating the management practice and scholarly literatures. Academy of Management
Annals. 12(2). pp.752-788.