John Lewiss form of worker co-ownership has been described as a blueprint for a more humane

way of doing business, Meg Carter reports.

With its network of 25 branches, John Lewis Partnership is the UKs largest department store
group. It is also Britains biggest and longest-surviving example of worker co-ownership and is
viewed by many as offering a blueprint for a more humane way of doing business.
John Lewis's unique culture is ingrained throughout the organization due to its status, unique
corporate structures and sense of tradition. This culture, along with a direct focus on the person,
is the strength in finding the best employees.
However, organizational commitments to democracy pose special challenges. Cloake points out
that the approach to human resource management is not correct. Policy changes are regularly
implemented not through major top-down management decisions, but through an organization-
wide consultative process. (1. https://www.hrmagazine.co.uk/content/features/john-lewis-is-it-
working)
3.1. HR ROLE AND FUNC
TIONS
HR management includes all activities aimed at securing, developing and maintaining human
resources within an organization to achieve its goals and meet the needs of its employees with
maximum efficiency.
As organizations develop, they must deal with a number of important aspects of human resource
management. Managers create plans to attract and retain people with the skills the organization
needs. Implementation of the plan includes recruitment, selection, onboarding, training, rewards,
selection of the most appropriate benefits, and ongoing performance evaluation to verify that
organizational goals are being met. These activities represent the components of human resource
management.

Jhon Lewis’s HR department is lad by Gillian Tylor (Head of External Communications) and has
107 employees.

Head of External
Communications
(1)

Director (3) Manager (56) Individual Senior (6) Partner (13)

Contribuitor (29)

In total, 10,256 people work in John Lewis branches.

(https://rocketreach.co/john-lewis-hr-department_b5c6053ef42e0c54)
HR is one of the most important investments an organization makes, and then becomes more
apparent over time. We all know that organizations spend a lot of money on their employees
because of the costs they incur, not just employee compensation, but also recruiting, maintaining,
and developing employees. Not to mention today, with the massive exodus of the workforce, it is
sometimes almost impossible to find the people we need, be it qualifications, experience, work
attitude and relationships. These facts apply not only to positions that require a high degree of
specialization, but to almost any position, regardless of what is on the organizational chart.

3.2 HR AND CHANGE MANAGEMENT

Organizational change refers to the actions in which a company or business alters a major
component of its organization, such as its culture, the underlying technologies or infrastructure it
uses to operate, or its internal processes. Organizational change management is the process of
guiding organizational change to a successful resolution, and it typically includes three major
phases: preparation, implementation, and follow-through.