Tesco's Change Management: Organizational Design, HR Role and Success

This report examines the value and contribution of change management to organizational success, using Tesco as a case study. It explores the relationship between change management and organizational design, highlighting the application of Lewin's Change Management Model and Kotter's 8-Step Change Model. The report analyzes how Tesco's organizational design adapts to changes through new strategies, employee training, and restructuring. It details the crucial role of HR in managing change, ensuring ethical and legal compliance, and motivating employees. Recommendations are provided for HR to effectively communicate changes, emphasize benefits, and provide necessary training to facilitate successful implementation, particularly regarding technological advancements. The report emphasizes the importance of clear communication, employee engagement, and strategic planning for sustained organizational success in a dynamic business environment.

VALUE AND CONTRIBUTION TO ORGANISATIONAL
SUCCESS
INTRODUCTION
The aim of the study of “Value and contribution
to the organizational success” is based on the
study of Tesco, a British global general
merchandise and groceries retailer in which this
poster will identify relationship between
organizational design and change management.
Relationship between Change management and Organizational design
Change management – Theories and Models
Organizational change refers to the changing strategies, process, culture, design and structure of the business. There are various
theories and model of change management and Tesco is required to choose at least one of the three models to operate under.
Lewin's Change management model- This change management model stated that majority of employees in the
organization prefer to operate within a certain zone of safety. It includes three stages;
 Unfreeze: Most of the people in the business make an active effort to resist to the change. In order to overcome the
inclination, a period of melting or unfreezing must be initiated through motivation.
 Transition: After change is initiated, company moves to the transition period that lasts for some time. In this adequate
leadership and reassurance is necessary for the process to be successful.
 Refreeze: After change has been successfully accepted and implemented, Tesco can become stable again and staff
refreezes as they operate under the new guidelines and policies.
Kotter's 8 Step Change Model- This model cause change to become a campaign. It involves 8 steps:
 Enhance the urgency
 Building a team dedicated to change
 Create a vision for the change
 Communicate the need of change
 Empower staff with the ability to change
 Create short term goals
 Stay persistence
 Make the change permanent
Role of HR In Managing Change and Organizational Design
The role of HR of Tesco is to make sure that change is effective managed under ethical and legal
constraints. All the legal laws should be following before implementing and influencing employees to accept and
adapt the change. The function of HR in such situation is to recruit, train and monitor employee’s performance.
Along with it, HR should ensure that the employees in the organization are motivated to undertake the changes.
HR also communicate the changes in the organization amongst employees to it can be implemented in the
operations and policies effectively. Role of HR is to establish a change agenda and anticipating emotional
roadblocks.
How Organizational Design Must Respond and Adapt the
Changes
Organizational design of Tesco should adopt the changes
through developing new strategies and new division should create
that are responsible to provide employees necessary training
regarding to being effective with the introduced change. To adapt
the changes, Tesco will follow Kotter's 8 Step Change Model.
The organization should also focus on restructuring and improve
process. The organizational design of Tesco is built in a way that
adopt changes effectively.
RECOMMENDATIONS
 It is recommended to HR of Tesco to communicate clearly about what change in the
organization and advertise the object of the company. To implement the change
successfully in the industry, Human resource should emphasize the benefits that create a
sense of enthusiasm towards the coming changes.
 HR should create and provide training to the staff to assist them accomplishing the needed
changes. Tesco is implementing technological changes in the company that required HR to
provide training to the staff and build technical skills.
REFERENCES
Books and Journals
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for business,
government and civil society. Routledge.
Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive advantage. New York, NY:
McGraw-Hill Education.
Pugh, L., 2016. Change management in information services. Routledge.
Rahim, M. A., 2017. Managing conflict in organizations. Routledge.
CONCLUSION
Changing environment in the business can create
various conflicts within the company, thus,
manager of Tesco applied various theories to the
change management. The change has been
identified as the performance driver element in the
company that enabled organisation to stay ahead
with the technological advancement and enhance
employee's performance.