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HR Change Management

I. Introduction - HR Change Management

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It can be stated that diversity management has been able to attract the attention of practitioners and organisational researchers over the last few decades. Over the last few decades, the changing demographic scenario and composition of the workforce has been able to increase social sensitivity and ethical concerns for the purpose of dealing with diversity management within the business organisations (Pugh, 2016). Diversity management within business organisation has been able to increase the representatives of minority groups within the work places and has positive relationships between the racial diversity team and management in several countries (Stouten et al., 2018). Diversity management has been beneficial for all the organisations in terms of yielding higher performance and competitiveness within the business operations along with multiplying the work life balance programs which has been able to support positive effects of gender diversity on productivity within the business organisations. According to Maheshwari and Vohra, (2015), there are several HRM practices that have been helpful in supporting diversity management within the business organisation and have been able to improve employee relations, performance appraisals, foster communication and development within the business practices and many more (Maheshwari and Vohra, 2015). Diversity management in the business organisation has been able to take proper organisational actions in order to promote inclusion of the employees across a variety of backgrounds along with enhancing the productivity of the company as well. On the other hand, it has been significantly found out that human resources has been able to significantly play a major role in the process of change being completely successful within the business organisation along with achieving the desired outcome for the company. HR practices have been able to advocate their employees during change along with providing them with vital answers in order to clear up their confusion and ensuring that all the employees receive proper training which is adequate to support their project goals (Kirton and Greene, 2021).

II. Literature Review

It has been found out that diversity maintenance within the workplace is itself a goal that is worthwhile from an ethical and moral perspective. According to Al Ariss et al., (2017), from a commercial perspective, it also helps in earning reward for the organisation. Maintaining employee diversity data within an organisation helps the company in serving a broader purpose for diversity of the employers and inclusion initiatives (Al Ariss et al., 2017). This data has been helpful for the employer's in the process of understanding their baseline diversity along with developing appropriate initiatives to improve inclusion and diversity. It has also been helpful for the organisations to monitor the progress against such initiatives, identifying any kind of potential barriers to progress and selecting the most effective interventions that will be helpful for the organisation in terms of growth and business success (Vito and Sethi, 2020). Change management can be defined as a systematic approach and application of different tools, knowledge and resources in order to deal with the changes taking place within the business organisations. It involves the process of defining and adopting various corporate strategies, structures, procedures and technologies for the purpose of handling changes in external conditions and the business environment in which the organisations operate. In most of the organisations, it can be stated that Change management functions totally reside in human resources (Davis et al., 2022).

The primary goal of Change management is to guide employees of the company successfully to a transitional change project. Although it can be stated that HR and Change management are to different areas of an organisation, these two lines can be blurred when the organisation does not specifically have a change management team (Baporikar, 2020). The leaders are one of the crucial parts of an organisation as they set the tone to carry out a corporate culture and can either encourage or discourage the employees from adopting a change within their business processes. These employees look up to their managers and supervisors for guidance on what is important within the organisation and the different ways in which they are supposed to carry out their activities to deal with the priority of the organisation (Armstrong and Taylor, 2020). Due to the influence of the managers on the employees in an organisation, it is crucial to the Change management efforts to help their employees through these changes as it is one of the most integral parts of what they do. It has been found out on the basis of several studies that managers are an integral part to change management processes because they are a direct line to each and every single individual and employee of the company (van der Togt and Rasmussen, 2017). The ideal communication method and path within the business organisation to communicate change is for the managers and change management team to focus on providing change coaching to the leaders of the organisation. These leaders have the responsibility of providing change coaching and mentorship to the employees that they lead (van der Togt and Rasmussen, 2017).

Keeping in consideration the importance of organisational diversity, it is equally important for the employers to have an effective mechanism in place for the purpose of measuring their existing diversity, evaluating the effectiveness of their current diversity position and inclusion practices that will help them in planning to improve targeted audiences and market in the business (Ng and Sears, 2020). Several research that has been conducted before has focused on adopting different research methodologies in order to examine diversity management policies and practices in the context of Saudi Arabia. On the basis of several studies, it has been found that diversity management literatures have focused on various approaches of diversity initiatives that can be taken into consideration within the organisational culture on the basis of their purpose and how it has been able to integrate these approaches of diversity initiatives with the various activities of Human Resource Management so that they can constructively bring improvements in their organisational structure and function (Mansaray, 2019). All the organisations should focus on soft approaches and value in different diversity in such a way that it can be aligned along with answer sizing and raising various awareness and consciousness about different human resource practices and Diversity Management by changing the attitudes of the individuals and their values in order to create a better tolerance and understanding among people working within the organisation (Crawshaw et al., 2020).

III. Research Objectives, Problem description and Research methodology

Research Objectives

The objectives of the research study are related to the study and are in alignment to the research questions that have been generated by the research study. The objectives of the research are as follows:

  • To generate a critical literature review exploring the main notion behind using HR change management, and Diversity policy research
  • To study the alignment among HR, change management, and Diversity policy research
  • To study the use of HR, change management, and Diversity policy research within the companies in Saudi Arabia

The primary aim of the research is to answer the questions and identify the relevant resources to answer them in order to come to a proper conclusion. The research questions have been provided below:

  • How are the companies within Saudi Arabia using the concept of HR, change management, and Diversity policy research?
  • How are the notion of HR, change management, and diversity policy research aligned with each other?
  • What is the main fundamental foundation behind HR, change management, and diversity policy research?

Research Problems

One of the primary issues of this study is the lack of HR Change management and Diversity policy research that exists within a particular company. Most of the previous studies have not been able to interrelate all the three concepts in order to modify the topic to have a better understanding how all these aspects help in majorly improving the operational aspects of the business and efficiency of the people.

Research Methodology

This study has utilised qualitative research methods in order to answer the questions which have been designed to address the research study. The qualitative method has been able to address and identifies the relationship between HR practices, change management and diversity policy research reporting within the business organisation that has been beneficial for them in terms of improving their operational activities (Cr, 2020). This study has focused on conducting an interview in which a total number of three retail firms has been selected in order to answer the question designs for the research study to establish a proper conclusion. All these aspects have been able to analyse the relationship between HR, change management and diversity policy research reporting.

IV. Results and Findings

Results and findings have been gathered with the help of a qualitative research method by conducting an interview of three managers from three different retail firms established in Saudi Arabia. The retail organisations chosen are Habitat Furnitures, United Yousef M. Naghi Company Limited and eXtra. The managers of the selected organisation have focused on answering the questions of the research study which has been analysed in the given table.

Q1. How are the companies within Saudi Arabia using the concept of HR, change management, and Diversity policy research?



Habitat Furnitures

Our human resource manager focuses on ensuring that change is identified within the business organisation, developed and carried out in a respectful manner. Our management has been able to enable and facilitate different kinds of changes and we have significantly been able to manage these changes too often by initiating several strategies.

United Yousef M. Naghi Company Limited

Most of the changes that take place in our business environment are long-term structural changes. Our HR manager has been able to execute various strategies in order to facilitate continuous change. They have been able to identify the driving forces behind these changes that took place within the organisation and have been able to mitigate those in accordance to the leadership and needs of these structural changes. The key role of the HR department is to ensure that the activities of the employees are in alignments to the organisational strategy and organisational culture.


 As it is known by everyone, change is very crucial to HR because it has been able to change and continue the HR professional self. Our department has been able to focus on partnership to outsourcing different activities of human resources to pushing out more responsibilities of human resources to line management so that we can focus on collaboration, expert communication and measuring the success of change initiatives.

Q2. How are the notion of HR, change management, and diversity policy research aligned with each other?



Habitat Furnitures

We can state that diversity in our business environment can be considered as a source of competitive advantage for our organisation. Our HR manager has been able to recruit selectively along with promoting rewards and performance management systems so that it can be helpful for the employees to stay motivated and obtain the goals of the company.

United Yousef M. Naghi Company Limited

We believe that change management, HR and diversity policy research should be aligned in order to provide the organisation with a competitive edge along with bringing diversity in the abilities. By staying aligned within the organisational context, we have been able to gain a competitive sustainability through a well-managed and capable set of employees. They have been able to manage the diverse workforce along with striving to regularly increase their effectiveness by either changing the attitude of the people or the organisational practices.


We tend to work on improving the human resource practices along with aligning the activities of these individuals with organisational structure and organisational goals so that the management of the company can focus on attaining the goals of the company as well as focus on gaining sustainability in the business environment which is competitive in nature.

Q3. What is the main fundamental foundation behind HR, change management, and diversity policy research?



Habitat Furnitures

We believe that there is a difference between diversity management and Diversity policy if we focus on considering academic literature. We tend to believe that diversity is one of the essential aspects of an organisation in terms of approaching towards gaining sustainability in the business environment. Change management also acts as a fundamental foundation behind human resource development and strategizing policies to help the company grow.

United Yousef M. Naghi Company Limited

We have tried understanding the fundamental concepts of encompassing all the different choices with respect to the university and policy formulation that take place within the business environment in order to facilitate diversity. But it has come to our notice that no framework has been formulated that focuses on receiving so many aspects.


We have taken into consideration earlier publications on diversity and Diversity policy that have been able to perform our understanding on the original background and Framework along with displaying the appropriate mess in order to illustrate this analytical framework which is totally new to earth.

v. Conclusion

This study has been able to analyse strategic HRM practices in order to study diversity management and change management in the retail organisations of Saudi Arabia which is characterized by manpower composition and unique labour legislation. The outcome of this study has been able to confirm that harder functions are one of the most crucial aspects and worked as a vehicle for diversity management and also helps in facilitating change within the business organisations in all the retail companies of Saudi Arabia. Taking this into consideration, diversity policy research reporting, change management and HR practices has been able to be addressed in a more effective way.

This study has been able to convey the substantial contribution of diversity management, change management and HR practices towards achieving the goals of the company in a systematic way. On the other hand, the finding that has been generated has been able to expose HRM practices as one of the tremendous means that has been able to facilitate diversity management within the business organisations of Saudi Arabia. It can be stated that HR practices can be one of the major vehicles and eminent tools for the organisation in terms of pursuing effective implementation of diversity policy research reporting principles.

As a limitation of this study, social desirability could have been one of the major factors which have acted as a bias in the answers collected from participants within the interview. All respondents are undoubtedly aware of providing answers that do not violate any kind of factors that have been agreed upon based on the ethical principles.

VI. Recommendations

This study has been significantly able to identify various HR practices, change management and diversity policy research reporting within the three identified business organisations in the retail sector of Saudi Arabia. In the future studies, further investigation can be done in order to analyse the relationship between HRM practices and change management where the organisations would be expecting to recruit most suitable platforms which will help in showcasing the commitment of the organisations toward promoting diversity management and diversity policy research reporting. In the next study, it should be kept in mind to segregate the resolved in accordance to the firm base factors such as size, ownership form, Global orientation, type of activity and many more. This would be one of the most interesting facts in order to understand the status of diversity management in the retail sectors of Saudi Arabia. Future studies would be able to be applied as a part of strategic HRM processes in these organisations across different ownership firms to find out its impact on the operational aspects of the companies.

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Armstrong, M. and Taylor, S., (2020). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

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Davis, M.A., Dupree, C.H. and Meltzer, C.C., (2022). Diversity, Equity, and Inclusion Efforts Are Organizational Change Management Efforts. Journal of the American College of Radiology, 19(1), pp.181-183.

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Stouten, J., Rousseau, D.M. and De Cremer, D., (2018). Successful organizational change: Integrating the management practice and scholarly literatures. Academy of Management Annals, 12(2), pp.752-788.

van der Togt, J. and Rasmussen, T.H., (2017). Toward evidence-based HR. Journal of Organizational Effectiveness: People and Performance.

Vito, R. and Sethi, B., (2020). Managing change: role of leadership and diversity management. Journal of Organizational Change Management.

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