Human Resource Management: Organizational Design & Tesco's Success

This report examines the crucial role of Human Resources in organizational success, using Tesco Plc as a case study. It explores how effective HR departments are essential for achieving organizational goals and objectives, particularly in adapting to change management. The report delves into Tesco's business model, organizational design, and how it responds to market, cultural, and technological factors. It also discusses Kurt Lewin's change theory, including the unfreeze, change, and freeze stages, and emphasizes the interrelationship between adaptation and response in change management. The conclusion reinforces the significance of HR in developing a strong workforce and achieving business objectives. The report references relevant books and journals to support its analysis.

Human Resource- Values and
Contribution to Organizational
Success

Table of Contents
INTRODUCTION
TASK 4
P4. Organisational design has to adapt and respond to change management and the interrelationship between to organisational situations.
CONCLUSION
REFERENCES
Books and journals:

INTRODUCTION
• Human Resource is the most significant assets as well as essential
factor of any company towards success.
• It is very essential to have an effective HR department in order to
opt the objectives and goals of any organisation.
• Tesco Plc is a multinational company which is specialized in
groceries and general merchandise.
• Tesco offers different varieties of products in their retailing
business such as clothing, furniture, books, electronic, software,
telecoms as well as internet services.

Organisational design has to adapt and respond to change management
and the interrelationship between to organisational situations.
• Change Management can be defined as a discipline, manner or methods
through which an organisation describes and implement changes to
internal and external processes.
• This includes support of employees, preparation, monitoring pre and post
change activities, establishment of necessary steps for change in order to
ensure the successful implementation.
• It can be challenging for organisation because it requires a lot of
population and environment and maybe it involves distinct independent
entities within the corporation (Bezama, A. and Agamuthu, P., 2019).
• It is necessary and critical to develop a structure approached to change.

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• Change is the significant part of any organisation.
• It is always important and necessary to implement
changes in order to move the process productively.
• Effectively enactment of change management will support
employees to achieve a common objective in boost the
advancement of organisation as a whole.

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• In an organization, change is a very important part of the growth
and success of the business.
• Every organisation that exist will go through some changes on
different levels in different ways.
• When a company is not able to manage the adequate changes then
it will results unnecessary work and stress.
• Change management supports each and every level of organisation
succeed and manage in the face of both major and minor
modifications.

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• Change is very essential and compulsion after examining the new advanced
environment.
• It is very important for the organizations to respond and adapt the change.
• For such purpose the need of change management system in the organisation
which defines a convincing management process in which every member is
include in order to accept, respond and adapt the changes.
• It has been studied that organisational design is one of the most significant
method that helps and organisation in order to find the ways to respond and
adapt the change (Borges, G. A. and Et.al., 2019).

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• Organisational design makes every member in the organisation a shows
that they should accept near changes in a positive way.
• In context to Tesco organisation, it helps organisation with change in the
structure and model of organisation completely.
• It is not easy for any organisation to accept all the changes but still they
accepted because of organisational design.
• It has been examined that organizations required to make an effective
management structure, plan and model of organisation which helps them
towards the response and acceptance effectively to change management.

There are few factors that might be fluctuating whose have authority to change the
environment of organizations:-
• Market factors: It denotes the current situation of demand and supply as
well as the rivalry of the target market. If any one of them is changed the
organisational tactics should also be changed in order to cop up the market.
• Cultural social and behavioral factors: These factors are not frequently
change but if sometimes they changed they also impact the economies.
• Technological factors: They also affect the organisation in their basic
managerial functions which may maximize the responsibilities of managers
with added in emphasis on decision making, planning, coordination and
control. This can also help to improve the accuracy of planning by providing
efficient data to the managers in order to make effective decisions.

Kurt’s Lewis theory

Continue…
• Kurt’s Lewis theory is a theory of change which is based
on three stages; unfreeze, change and freeze which
provides a high level of approach for improvements to the
management (Díaz, S. and Et.al., 2019).
• It provides manager or the change manager a context to
implement a change.

Lewis change model:-
• Unfreeze: It refers “ready to change”. Unfreezing defines getting
individual to achieve perspectives on their daily activities, open up the
new ways and unlearn their bad habits of reaching their objectives.
• Change: It refers to implementation (French, J. and Gordon, R., 2019).
Once the change is learned by individuals and other team members the
process of change is implemented can be very flexible and it will take
time to be effective.
• Freeze: It can be understood as refreeze-“making it stick”. Change can
be effective when it is made permanent, and until the organisation
becomes the standard with the new changes.

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• It has been analyzed that interrelationship between adaptation and
response of change management is very significant.
• The both are interrelated with each other as the determination of both
the terminologies as the similar denotation which means if a company
is respond to change management then they undoubtedly accept
changes positively (Knapp, S. P., Webster, C. R. and Kern, C. C., 2019).
• On the other side adaptation of change management is also become an
alternative word to respond because the terminologies are
interconnected with each other.

CONCLUSION
• It has been concluded from the above discussion is that
when organisation has effective human resource
management they can better achieve their objectives and
goals.
• It is very significant for the organisation to take proper
course of action in order to meet those objectives they
should use some vital tools and techniques in order to
develop best workforce.

REFERENCES
• Books and journals:
• Bezama, A. and Agamuthu, P., 2019. Addressing the big issues in waste
management.
• Borges, G. A. and Et.al., 2019. Lean implementation in healthcare supply
chain: a scoping review. Journal of Health Organization and Management.
• Capehart, B. L., Kennedy, W. J. and Turner, W. C., 2020. Guide to energy
management: International Version. River Publishers.
• Díaz, S. and Et.al., 2019. Pervasive human-driven decline of life on Earth
points to the need for transformative change. Science, 366(6471).