This study aims at investigation the understanding from middle level management team of Tetra Pak about change and change management in people management function. Besides, it also seeks for the managerial implications for BOM. To get primary data to investigate the understanding about change and change management in recent change in people management at company and from that will determine the solutions to have a repeated and reliable organisational change. The data will be allocated into the different category respondents: (1) Gender of respondent; (2) Age of respondent; (3) Education background of respondent; (3) Position level of respondent; (4) Service year in company of respondent; (3) Service year in current position of respondent and analysis will be performed based on the qualitative technique. Via questions and answers, the author seeks for understanding in depth of context of change and change management from points of view of employees. The questions are drafted as below: (1) What did employees understand about change and change management in their departments and within organisation? (2) What and how were employees experiences with change and change management in their departments and within organisation? (3) What and how did employees understand about change and change management in people management? (4) What did employees understand about their roles in change and change management in general and in human resource management particularly? (5) What did employees understand about roles of managers, management board in change and change management, both in general aspect and in human resource management? (6) What and how did employees do to contribute to change and change management? (7) What are the most success factors for an organisation initiative change and manage change successfully, especially in people management? Based on the findings the author will define: How employees perceive change and conduct changes in daily human resource management. The searching for perceptions of employees about change and change management will mainly focus on: Change in HRM; Reasons for change;Success factors for change; Expectations of staff and managers during change and change management; Leadership during change and change management; Challenges during change. From the point of views of employees about change and change management the author define the insights about employees’ believes about change that echoes inside the organisation and consider those echoes as initiatives for a successful, repeated and reliable change in human resource management, which certainly consist of the followings: (1) Leadership; (2) Employee engagement and communication; (3) Project management; (3) How to make change repeated and reliable; (4) A fundament for sustainability. And the results of research will be proposals for key management indicators, key performance indicators and key activities indicators, on the other words, managerial implications.
University of Economics Ho Chi Minh City; ISB (International School of Business)