Assignment Sample on Human Resources and Change Management
Introduction
Change management is considered to be one of the important steps that an organization undertakes to enhance its working environment. These changes include structural change or any strategic change to have effective management. Thus, the role of HRM becomes a crucial step to motivate organizational transformational and to implement such powerful changes. This assessment will help to understand the role of HRM in organizational change. Furthermore, a change management theory will be discussed to analyze the change process in brief.
Role of HRM in organizational change
The role of HRM is considered to be crucial in an organization as it allows the management to make an effective transformation with the help of their skills. They are responsible to train their employees for adopting changes and even to come up with effective solutions. Furthermore, they make sure to communicate with their employees to ensure the participation of each employee in the change process. They also track performance and provide valuable feedback to adopt organizational changes (Cameron and Green, 2019, p.25). An HRM has the role of monitoring the performance by analyzing their team and by motivating them. Assessing the organizational change enables the HRM to understand the area of improvement and find ways to implement the change process.
In an organization, it is important to have change management that will allow them to perform their operation more effectively. Thus, it becomes crucial for the HRM to show their skills and to support the organizational change to achieve their set goals. They are responsible to make any sort of changes by supporting their employees’ motivation and anticipate their employees towards creating a new vision of a business. There are certain roles and responsibilities of the HRM team to facilitate the change in an organization. They contribute their major part in enhancing the change process and even ensure every member is equally involved in supporting the change (Doppelt, 2017, p.25). These roles and responsibilities are discussed underneath.
Recognition of changes: Change management is considered to be a difficult decision for the HRM to implement in the organization. Thus, they are responsible for recognizing the change and the benefits to be achieved from it. In this process, the HRM plans the project with their team members and monitors every change according to the set plan. It is important for every department to implement the change and to support the decision taken by the HRM team (Brown et al. 2017, p.5). Thus, HR executes a well-designed plan to get the maximum benefit from the change.
Influencing change: An HRM has an important role in influencing change management in an organization. They are the practitioners as they consult with every management team to the facility any changes. Furthermore, they identify any sort of readiness in the organization while facilitating the change. However, they observe any gap towards positioning their plan in establishing the progress.
Communication: HRM has another important role of communicating with their team members before implementing the changes. In an organization, it is crucial to have effective open communication with their employees and to discuss the importance of change by delivering honest statements. Thus, in this case, the role of HR becomes important to engage people and to create an environment in such a way that it will help their employees understanding the importance of change messages.
Planning and implementing: before implementing the change process it is important to have project planning that will help to discuss every step of change management. In implementing a large-scale change process, the HRM team creates a plan to execute it and even to achieve maximum benefits from it. Planning is the crucial step for the smooth application of the change process in an organization (Maheshwari and Yadav, 2019, p.25). It helps to understand the basic framework for the process of implementing the change. Furthermore, planning helps to identify any sort of gaps in the change process and suggest effective diagnoses to overcome those.
Application of change management theory
A Change management plan is considered to be an important step that every business implements to facilitate their services and to increase their productivity. Thus, it becomes crucial to have an effective change management model that will allow the business to drive easily in the rivalry market. Certain change management models will help to understand the importance of and the ways to imply those in an organization (Maheshwari and Yadav, 2019, p.25). The first and management model is Kotter’s 8 step change model. The model has been discussed briefly underneath.
Creating urgency: It is important in an organization to understand the urgency of Change management that will help to facilitate the process easily. Tesco is considered to be one of the largest retail businesses in the states of the UK. However, the HRM of the company is responsible to initiate the changes and motivating their employees to adopt the change process.
Powerful coalition: In Tesco, the HRM team was observed to be making strong leadership towards motivating the employees to adopt the changes (tescoplc.com, 2021). However, it is important for them to create a coalition among the team and to influence them with their importance.
Figure 1: Kotter’s 8 step change plan
(Source: Hayes, 2018, p.25)
Creating vision: The HRM team responsible to create a vision towards centralizing the change. Furthermore, they determine the values and also create management strategies to execute the pre-set plan of adopting the change management.
Communicating about change: To facilitate the change successfully it is important to have communication and to discuss the vision among the team members. In Tesco, the HRM team communicates with the subordinates by creating a special meeting and discussing the importance of Change management (Hayes, 2018, p.25). Furthermore, they are also responsible to motivate Their employees but concerned about their challenges towards adopting the change.
Removing obstacles: The HRM was also observed to be concerned about removing obstacles in the change process. Thus, they create planning by organizing every level subordinate and removing any sort of challenging situation from the mindset of their employees.
Creating wins: Creating a short-term win motivates the employee and helps them to adopt the change process in the organization. In Tesco, the HRM team motivates their employees by providing short-term targets and also suggests ways to achieve those (AlManei et al. 2018, p.1160). This small win Justified the achievable goal and to work even harder.
Building change: In Tesco, the HRM team sets short-term changes in the organization and identify the benefit from it. Thus, it will allow them to adopt big changes at any point of need.
Changes in the corporate: the last process is implementing the change. After analyzing the above process and even by motivating the employees it becomes important to finally adopt the changes.
Kurt Lewin 3 step model
Unfreeze: In this process, the management needs to understand the places of changes and it’s important in the management.
Changes: in this process, the management apply a change to drive success in the business
Refreeze: The refreezing stage helps to understand the success of the change process
Impact of covid in role and scope of HRM
The covid-19 pandemic has created several difficulties in an organization. Thus, the role of HRM becomes important in this context. In this pandemic, the organization needed to respond to such pandemics. The HRM plays a significant role in motivating the employees from unexpected changes due to unwanted impact. Additionally, an increase in unemployment has become a major challenge for the HRM to boost their productivity in their operation (Rosenbaum et al. 2018, p.25). Thus, to respond to the unexpected workforce in the business the HRM provides employment facilities to the workers and manages their works.
This pandemic has increased the role of HR significantly through emergency recruitment and motivating their employees. Identifying the organizational change enables the HRM to understand the area of improvement and also find ways to implement the change process. The organization was observed to be providing safety to their employees and to ensure their safety, the HRM used to suggest various safety concerns to their employees by facilitating social distancing. On the other hand, certain companies were observed to be encouraging their employees to promote working from their own homes (Al-Ali et al. 2017, p.25). This was considered to be one of the best steps taken by the HRM team to deal with such pandemics and to promote remote working.
Recommendation
Change Management is the strategy that is taken by the HRM to overcome any sort of challenges from the organization. They create structure, system and even motivate Their employees towards successfully implementing the change process in the organization. Thus, It can only be recommended that the HRM need to identify the best model that suits their business and allow them to drive easily with their change management plan. However, it is also important for the employees to contribute their participation in such planning in the business.
Conclusion
This assessment can be concluded by the importance of change management in the organization. Furthermore, the role of HR has also been discussed in the entire study that will help to understand how they help towards facilitating the change. Assessing the organizational change enables the HRM to understand the area of improvement and find ways to implement the change process. However, the management must apply that will allow the business to minimize the impact and to enhance the business process easily. Furthermore, planning helps to identify any sort of gaps in the change process and suggest effective diagnosis to overcome those.
References
AlManei, M., Salonitis, K. and Tsinopoulos, C., 2018. A conceptual lean implementation framework based on change management theory. Procedia cirp, 72, pp.1160-1165.
Brown, M., Kulik, C.T., Cregan, C. and Metz, I., 2017. Understanding the change–cynicism cycle: the role of HR. Human Resource Management, 56(1), pp.5-24.
Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Maheshwari, S.K. and Yadav, J., 2019. The role of HR in leadership development. Development and Learning in Organizations: An International Journal.
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.
tescoplc.com (2021) News available from: https://www.tescoplc.com/media/476423
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