Role of Human Resources Management in Change Implementation - Case Study Example

HRM Assessment Student’s Name: Instructor’s Name: Course Code: Date of Submission: Table of Contents Introduction 3 Company overview 3 The need for change 4 Change implementation 4 Resistance to change 5 Role of HRM in change implementation 6 Recommendations 6 Conclusion 6 References 8 Introduction Many organizations are considering the ways in which they could improve their competitiveness in the market. One of these strategies is implementing changes which could help to improve the operations of the organization. Change is the process of transforming the organizational culture and the ways in which things are done in the organization (Cameron & Green 2009). Change comes with resistance from some stakeholders but strategies can be put in place to manage the resistance to change. In this regard therefore, this essay will discuss change implementation at Pepsi Company which is the global brand for manufacturing beverages. Company overview Pepsi Company is a global company which has excelled in the market in the manufacture of beverages. Despite the organization performing well in the market, there are some changes which need to be implemented. The company needs to change its operations and introduce online shopping (Cameron & Green 2009). This is where the customers can shop for the beverages online and the whole transaction is made online. The change intervention strategies which can be applied by the company when implementing this change is include development strategies. This is the strategy which helps to change the organizational culture as a whole in terms of developments and roles played by individuals. The company can also apply function strategy to implement the change. This is the strategy whereby the company can introduce a certain change to ensure progress of the company. When implementing this change, there might be influence from powers and politics (Cameron & Green 2009). Internal politics may affect successful implementation of the change while power influences may cause conflicts among the employees. These could lead to resistance to change although the discussed strategies below can help to manage the resistance to change. The need for change The expected change in the organization is important as it will help to satisfy the needs of the customers. Through online shopping, the customers will be able to purchase the products online without travelling to the company’s premises. This will help to improve the quality of services offered in terms of time since it is faster to make orders online (Pamm & Anne 2013). This will also help to identify new markets which have not been recognized by the company hence the change will help to improve the market share of the company. In addition, the change will enable the company to improve its competitive advantage. This is because it will be able to attract and retain more customers leading to more sales as well as improving the loyalty of the customers. The change to be implemented is designing a company website where the customers can be able to make orders online and the products delivered to the customers’ premises (Pamm & Anne 2013). This will help to improve the quality of services offered to customers since online shopping will be faster due to faster communication. Change implementation In order for the change to be successful in implementation, it must be well planned. In the planning stage, the parties to be involved in the implementation are identified. Employees are the key partners in the implementation and therefore they should be considered when developing a strategy for implementation so that they could not resist the change (Pamm & Anne 2013). The organization will also identify the goals and objectives which should be achieved at the end of the implementation process. One of the objectives is to improve the performance of the organization by attracting and retaining more customers. The processes which will be involved in the implementation of the change include consolidating resources which will be needed to implement the strategy. These resources include human resource skills and financial resources (Pamm & Anne 2013). This is important because without effective allocation of the resources the change could not be implemented successfully. The expected outcomes of the change include improving the sales of the company. By introducing online ordering, the company will be able to attract and retain many customers. Another expected outcome from the change is increased market share for the company (Clinton & Laurence 2013). Pepsi Company expects to increase its market share by exploring opportunities in new markets which have not been exploited. This will help to increase the number of customers and also the market base for Pepsi Cola Company. Resistance to change During implementation of the change, there will be some resistance from some stakeholders such as the employees. This is because the employees were not consulted during developing strategies for the change (Clinton & Laurence 2013). They will also feel threatened about their jobs as they will think that their jobs will be at risk since the ordering will be done online. The employees will also fear the unknown income of the change. In order to manage this resistance, the employees will undergo some training to improve their skills like processing data online. Moreover, the management should consult the employees when they are designing the change to be implemented (Clinton & Laurence 2013). This will make the employees feel part of the change. Finally, the anticipated end result as discussed above is to improve the market share of the company and also the profitability by attracting and retaining more customers. Role of HRM in change implementation HRM plays a great role in dealing with change. The first role is to improve train the employees. The hr manager designs programmes to train employees to acquire new skills to implement the change. The hr manager also ensures there is effective allocation of resources (Diamond & Allcorn 2009). During the change implementation, the HR manager ensures there is effective allocation of resources in terms of allocation of various duties and responsibilities. Further, the HR manager ensures that the employees understand the need for change in the organization. This helps to manage resistance to change thus there will be effective implementation of the change (Diamond & Allcorn 2009). I this regard therefore HR manager pays a great role in the implementation of change in Pepsi Company. Recommendations In order to ensure that the change is implemented successfully in the company, the employees should be assigned some duties. This will enable them to feel part of the change hence there will be less resistance to change. In addition, the change can be implemented successfully if the resources allocated to each task are efficient. Each task should be allocated adequate resources so that they do not become scarce and affect the implementation of the change. Conclusion Change management is an important aspect in the success of an organization as it helps to ensure effective change implementation. Pepsi Cola Company is among the best performing companies globally. However the company needs to introduce online shopping to improve its operations. This change will help to improve the revenue for the company and also improve the market share for the company. While implementing the change, there could be resistance from the employees because of the fear of the unknown and lack of consultation. This resistance can be managed by including the employees in decision making and also allocating responsibilities to them. The roles of HR in managing change are to train the employees and ensure effective allocation of resources. References Cameron, E. & Green, M. 2009, Making Sense of Change Management, Kogan. Clinton, O. L. & Laurence, F. 2013, Creating human-resource management value in the twenty- first century: Seven steps to strategic HR, Human Resource Management International Digest, Vol. 21, No. 2, pp.29 – 32. Diamond, M. & Allcorn, S. 2009, Private Selves in Public Organizations: The Psychodynamics of Organizational Diagnosis and Change, Palgrave Macmillan. Pamm, K. & Anne-Marie, H. 2013, Innovations in Events: Human Resource Management Issues, Emerald publishing group. Read More