Organizational Change and HR's Role: A Tesco Case Study

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Change Management is the
process which helps to the
individual and the organization
for the transition from its existing
state to the desired state. It
includes tools, skills etc.
ADKAR Model used by the
Tesco Limited.
Jeff Hiatt introduced this
model. It ensures for efficient
change.
 It involved employees and
support for change in
organization.
It builds awareness, develop
knowledge, create desire for
change in the organization.
Lewin's Change Theory
This theory is the one of the
most influential theory which
is theorized on three levels
such as unfreezing- change-
refreeze model. These level
require for the previous
learning for rejected or
replaced in the change
management.
• Offers on products need
to be change
• Adopt new technologies
• Quality of products need
to be raise
• Labor cost need to be
decreased
Area of change in Tesco
Change Management Kotter's 8 Step Change
Model
• This model was
introduced by John
Kotter.
• It maximises the
chances of success in
the organization.
• By implements, the
step of Kotter’s
organization avoid
failure and accept the
changes.
• Harmon, P., 2019. Business process change: a business process management guide for managers and process professionals. Morgan Kaufmann.
• Das, V., 2019. Comparative Study of Kotter’s and Hiatt’s (ADKAR) Change Models. Journal of Leadership and Management, 1(15).

HR plays a significant
role in the organization.
Its roles and
responsibility are like
recruitment, screening,
provide training, starts
programs for employees
benefits and understand
the employee's
requirement and
resolves accordingly.
Human resource can easily manage
change in the organization if it follows
some basic approach and predetermined
principles. The HR team of Tesco is the
most effective team which helps to bring
effectiveness in change .Change in the
recruitment process, development process,
employees and customer requirement.
Organizational design refers to the process
of creating the boundary of the structure of a
specific organization. It is designed over the
objectives and the aim which improves the
effectiveness of the measured approach. It
requirement is to provide efficient service to
the customer and maximize the performance
of the business
Strategy( governance, vision)
• HRM (recruitment, workplace
environment)
• Structure( authority, power,
information flow)
• Business Processes( processes teams,
networks)
• Reward System(Fringe benefit,
compensation)
Role of HR in organizational design
• Create an appropriate
change agenda
• Reduce or avoid the
negative impact of
change management
• Provide training to the
workforce
• Identify the alternate
solution regarding
change
Role of HR in
managing change
References
• Ferraris, A., Erhardt, N. and Bresciani, S., 2019.
Ambidextrous work in smart city project alliances:
unpacking the role of human resource management
systems. The International Journal of Human
Resource Management, 30(4), pp.680-701.
• Pham, N.T., Tučková, Z. and Viet, H.V., 2019,
March. Green Human Resource Management in
Enhancing Employee Environmental Commitment
in the Hotel Industry. In 2nd International
Conference on Tourism Research (p. 396).

The organizational
design needs to be
evaluated after acquiring
changes in Tesco such
as adding a new position
in the organizational
structure for managing
the new responsibilities.
• Are changes fit for organizational goal
• Aware of the weakness of the organization
• Identify the issues which become an obstacle
in implementing changes
• Define alternate corporate design which can
reduce the impact of weakness
Evaluation
Criteria
• Innovative
culture
• Accept
challenges
• Learn from
the
experience
• Follow new
policies
• New benefit
programs
Must
Adopt
new
things
Execution
Process
Performance Outcome
Role Perform
new task
which is
establishe
d due to
change
Interaction
and shared
process
become wide
Task
complete
d before
deadline
Innovation Establish
innovative
environme
nt
Hire skilled
full
employees,
encourage
diversity
Implemen
tation of
new
product
offers,
highly
used of
technolog
ies
Management Proper
resource
and work
allocation
Optimize use
of resources
Profit
increases
Evaluation of Organisational design
• Pires, T. and Trindade, A., 2018. Ex-post Evaluation of Mergers in the Supermarket
Industry. Review of Industrial Organization, pp.1-24.
• Wang, J., Liu, G.Q. and Liu, L., 2019, March. A Selection of Advanced Technologies for Demand
Forecasting in the Retail Industry. In 2019 IEEE 4th International Conference on Big Data
Analytics (ICBDA) (pp. 317-320). IEEE.

• Identify and evaluate
the skills of existing
employees
• Establish workforce
development
programs
• Gap analysis need to
be performed
• Creates strategies for
maximise the resource
for future
For improving HR
strategy
• Communicate the
planned goal with
all the employees
• Develop
enthusiasm for
future
development
• Make the possible
change in the
workplace
• Provide training
and development
programs
For implement
the change
successfully
Create planning as per the
requirement of employees
and employees demand
Set the goal which needs to
be achieved to implement
change in the organization
for benefits
Define and communicate
what kind of change faced
by the company and its
employees
Accept the challenges and
learn from the failure
Understand carefully and
implement the regular
feedback
Find the influencers which
motivate to adopt changes
The HR team of Tesco manage
change by closing working with
the employees and set the goal
with them and manage the change
strategies accordingly.
Six Approaches
R
E
C
O
M
M
E
N
D
A
T
I
O
N
S
 Fenech, R., Baguant, P. and Ivanov, D., 2019. THE CHANGING ROLE OF HUMAN RESOURCE
MANAGEMENT IN AN ERA OF DIGITAL TRANSFORMATION. International Journal of
Entrepreneurship, 22(2).
• Hoelscher, C.S., 2019. Collaboration for Strategic Change: Examining Dialectical Tensions in an
Interorganizational Change Effort. Management Communication Quarterly, p.0893318919834340.