Tesco: HR's Role in Change Management for Organisational Success

This report examines the role of Human Resources (HR) in change management within Tesco. It begins by introducing the concept of change management and its importance for organizational success, followed by the introduction of Lewin's change management model. The report then delves into the specific responsibilities of HR in managing change, emphasizing the need for adaptation and growth. It evaluates different types of changes, including organization-wide and transformational changes, as well as personnel changes, illustrating the impact on Tesco. The report explores the relationship between organizational design and change management, highlighting how organizational structure influences a company's ability to adapt. Finally, it provides recommendations for successful change implementation, focusing on setting clear goals and transparent communication. The report concludes by emphasizing the necessity of change for maintaining market share and the vital role of HR in ensuring effective change management. It includes a list of references to support the analysis.

Unit 36 – Human Resources
– Values and Contributions
to Organisational Success
Tesco

Table of Contents
• Introduction
• Main body
• Change management
• Role of HR in change
• Types of change
• Relation between company’s design and change
• Recommendations
• Conclusion
• References

INTRODUCTION
• Organisation can attain success if they will change with time and update themselves.
• Tesco is the multinational company which deals in various products like grocery, clothing,
footwear etc.

Change management
• Change management is the process under which company undertakes and implement changes
among its internal and external processes.
• Under this process employees are prepared for adopting change effectively.

Lewin's change management model
This model has three stages:
• Unfreeze
• Change
• Refreeze

Role of HR in managing change
• HR plays vital role in managing change. HR has to implement change because it is required by the
organisation.
• HR of Tesco is well aware that in order to attain growth and success adopting changes timely is
must.

Evaluating different types of changes
Organization wide change
• this is the change which affects entire company. As change happens at large scale. This change
can involves new policy addition, leadership or launching new technology is the company.
Transformational change
• this change focus on strategy of the company. It gives benefit to such companies who can
adopt rapid changes of the industry.
Personnel change
• these changes takes place when company is going with layoffs or growth.

Complex relationship within organisational design and change
management
• organisational design shows organisational behaviour which can impact culture of the organisation.
• Organisational design will determine that how flexible is the company in order to adapt changes
easily.

Recommendations regarding changes
• Organization should take specific goals which they wanted to achieve because as per stated goals
they will understand that what changes have to be adopted.
• Communicating goals effectively and by maintaining proper transparency with employees.

Conclusion
• Through this report it can be concluded that change is necessary for every organisation is order to
increase their market share and also for survival.
• HR makes sure that change is implemented properly and effectively.

REFERENCES
Books and Journals
• Hoekstra, A., Steinbuch, M. and Verbong, G., 2017. Creating agent-based energy transition
management models that can uncover profitable pathways to climate change
mitigation. Complexity. 2017.