Organizational change is a critical aspect of modern business management, driven by various internal and external factors. Effective change management requires strategic planning, careful execution, and consideration of human resource management (HRM) practices. This paper analyzes the organizational changes undertaken by the two companies and evaluates the role of HR management in facilitating these changes. Two companies have been selected for analysis: • Ulta Beauty Inc. • Procter & Gamble (P&G) Company Overview Ulta Beauty, Inc.: Ulta Beauty, a leading beauty retailer, has expanded its e-commerce offerings to complement its network of stores. The company offers a diverse selection of cosmetics, skincare, haircare, and fragrance products through its website and mobile app. Ulta Beauty also provides virtual try-on tools, product recommendations, and loyalty rewards to engage customers online. Procter & Gamble (P&G): P&G, a multinational consumer goods company, employs production lines to manufacture a wide range of products, including household cleaners, personal care items, and food products. P&G's production lines are designed for high-speed manufacturing, allowing the company to meet consumer demand while maintaining product quality and consistency. Organizational Change Ulta Beauty Inc.: Ulta …show more content…
By understanding the nature of changes, leveraging appropriate change management models, and integrating HR competencies, organizations can navigate transitions successfully and achieve desired outcomes in any business environment (Akin, P.R.D.D.B. G. (2021) - "The 'Standard' of the 'Standard'" Both Ulta Beauty and Procter & Gamble require a balanced approach that integrates multiple change management models and leverages HR management practices to ensure successful implementation and adaptation to the ever-changing business environment.
Lash Out Beauty is owned and copyrighted by Kendra Auga. Kendra is a licensed esthetician that performs beauty services on her own. The company started off as a hobby and was home based in the beginning of 2012, as the business grew the client list did as well. The brand was finalized and launched in late 2012. Lash Out Beauty offers facials, waxing but most importantly lashes.Semi-permanent eyelash extensions are synthetic eyelashes that are applied individually to each natural lash. They are applied by an intricate and exact process and must only be applied by a licensed professional. Eyelash extensions add thickness and length, in addition to darkening the appearance of your lash line. They are great for special occasions as well as everyday wear. They last indefinitely with regularly scheduled touch-ups.To have Lashes put on at Lash Out range between 50-60 dollars for a full set. After a full set is applied, two weeks later refills are performed ranging at about30-40 dollars. Facials start at $30 and can be bought by the number of sessions. About 80 Percent of her customers are regulars and have their lashes done every two weeks.
Ulta Beauty's macro-environment consists of being demographically open to targeting a wide variety of age groups as well as income. Ulta's focus right now is to expand father by targeting Millennials. They are doing this by creating an app called 'Glamlab', where customers can test out products digitally and generate more online sales. This is Ulta's way to keep up with the cultural changes in the macro-environment. (Jul 2017) Natural issues that may arise with the go green movement may be some of the products Ulta carries that test on animals. There brands include some of their more profitable brands like Benefit and Estée Lauder. (PETA 2017)
The CNN Documentary “Homicide in Hollenbeck” described several criminal issues that have affected the Hollenbeck community. The documentary focused on the life of a gang member and recruitment of juveniles within the community. Criminological issues discussed in the documentary includes gang and gun violence, drug sales, homicide and vandalism. Interviews were conducted of personal experiences and opinions on neighborhood issues with members of a notorious gang known as White-Fence gang, police officers and family members who lost their loved ones in the hands of gang violence.
HRM in any company is a weighty issue that needs much attention where business performance is linked to a HR strategy (Caldwell 2008; Ulrich et al. 2008). In the recent past, competition has become stiff, such that organizations need to come up with other means to compete in the extremely dynamic market world. Thus, companies have shifted their emphasis to Strategic Human Resource Management (SHRM) where they enhance and empower their personnel in order to increase the productivity and the services offered into the market (Mello 2006). This goes against the traditional ways of increasing the means of competition where organizations place emphasis on tangible resources. In the past, organizations competed in terms of machinery and acquisitions. This has changed greatly due to the changing customer tastes and the diversity of the market in the present (Delery & Doty 1996; Lengnick-Hall et al. 2009).
Change is the most crucial aspect of management. In a rapid competitive business environment, change is not only recurrent but also becoming complex. The case study Bega Cheese highlights how the firm has achieved change management from satisfying the needs of local market to being limited company of more than 50 countries globally. Through the case study, it is seen that Bega Cheese has undergone different stages of change process by implementing various effective cultural perspectives, to traditionally organizational designs concerning with structures and new forms, processes and boundaries to adapt to organizational change and eliminate resistance to change. Change is inevitable, and vital to achieve strategic objectives and competitive advantage in the market.
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.
Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will discuss some of these HR functions and the role Human Resources has at the company Zappos.com.
Organizational change is the altering of organizational structures and business strategy. As consumer preferences change, competition increases, and the economic environment fluctuates, business need to adapt to these changes to remain competitive. The management of Home Plus, a regional discount store, has proposed an increase of high-end products and a significant reduction in discount packaged goods. This is a change from the original business strategy in which the primary offerings were discount products. Before implementing the proposed strategy, Home Plus management must consider the benefits of the change and the consequences that may occur. As a member of the management team at Home Plus I disagree with the proposal to increase high-end
When organizational change proves necessary, all people at all levels of the organization should address change as a “how,” “what,” and “why” problem in order for the change to be sustained over time.
Change in an organization occurs when an organization identifies an area of where necessary change must be undertaken, examines it thoroughly and adapts to it. This may lead to gaps where employees may not adapt to a certain change and therefore it is important that an organization takes into considerati...
Robbins et al. (2011, p. 186), states ‘Change is an organizational reality and affects every part of a manager’s job’. Today’s wave of change primarily created by economic condition so change is now such a constant feature of organization life (Goodman, E. 2011, p.243). Organizations need to be changed at one point or another in structure, technology or people. These changes are defined as organizational change (Robbins et al. 2011, p.18). Organizational change is important because changes can increase effectiveness and efficiency, the innovation of products, services as well as dealing with changes in external and internal forces (Goodman, E. 2011, p.243). However, ‘the bottom line is that organizational change is difficult because management systems are design and people are rewarded for stability’ (Lawler, E.E. & Worley, C.G. 2006, p.11).
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
Human Resources Management (HRM) Interventions relates to the idea of improving an organizations overall performance and efficiency by improving the members (individuals and groups) performances, commitment, and flexibility. According to Beer et al. (1984), this is often a relevant intervention technique when organizations are facing increased international competition. They see the value of HR investments as a way to improve organizations competitive advantages. Further, they establish that HRM policies have long-term consequences and immediate organizational outcomes. These policies should include the overall competence of employees, the commitment of employees, the cost effectiveness of HRM practices,
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.