CIPD 5CO01 Organisational performance and culture in practice

5CO01 Organisational performance and culture in practice NEW Learner Assessment Brief ASSESSMENT ID / CIPD_5CO01_21_02 Level 5 Associate Diploma in ▪ People Management ▪ Organisational Learning and Development Please write clearly in block capitals. Centre number Learner number Learner surname Learner other names Assessor name Assessor signature Internal quality assurer name Internal quality assurer signature Assignment start date Assignment end date Assignment submission date Assignment re-submission date for centre marking (only one re-submission allowed) 3 4 Level 5 Associate Diploma 5CO01 Organisational performance and culture in practice This unit assignment explores the connections between organisational structure and the wider world of work in a commercial context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance. CIPD’s insight Workplace technology: the employee experience (July 2020) Our research looks at technology adoption and use at work, in addition to the people profession’s role in supporting organisations and their workforce. The COVID-19 pandemic has thrown a spotlight on technology as an enabler of work with many organisations turning to its use for flexible and remote working. However, these circumstances have also revealed other issues such as productivity, work–life balance, workforce engagement and wellbeing which must all be considered when new technology use is introduced in the workplace. Taken together with the broader theme of increasing digitisation and technical advancement, organisations and people professionals need to understand how workplace technology is impacting their workforce if they are to drive and support the best outcomes for their people and business. https://www.cipd.co.uk/knowledge/work/technology/workplace-technology-employee Technology and the future of work (January 2021) How artificial intelligence (AI), robots and automation are shaping the world of work, the ethical considerations and the role of people professionals. Much has been said about the potential impact of AI, robots and automation on jobs and the future of work. A common view is that many jobs are at risk of being taken over by machines, potentially leading to large-scale job losses. Our research shows that while there are risks, there are at least as many opportunities to increase the number and quality of jobs. No doubt these technologies will change the nature of work as we know it. This change needs a proper people strategy led by people professionals. This factsheet describes some of the technologies that are having an impact on the world of work. It looks at the ethical implications of using these technologies in the workplace and considers the role of people professionals in shaping the future of work for humans. https://www.cipd.co.uk/knowledge/work/technology/emerging-future-work-factsheet Workforce planning (November 2020) 5 Level 5 Associate Diploma Explores the benefits of workforce planning, the activities involved and the stages of the workforce planning process. Workforce planning is a core business process which aligns changing organisation needs with people strategy. It can be the most effective activity an organisation can engage in. It doesn’t need to be complicated and can be adjusted to suit the size and maturity of any organisation. It can provide market and industry intelligence to help organisations focus on a range of challenges and issues and prepare for initiatives to support longer term business goals. This factsheet examines the concept of workforce planning. It distinguishes between strategic and operational workforce planning, ‘hard’ and ‘soft’ workforce planning, which work together to generate and analyse information before planning actions. It also explores the stages of the workforce planning process and highlights key issues and action points for implementation. https://www.cipd.co.uk/knowledge/strategy/organisational-development/workforceplanning-factsheet 6 Level 5 Associate Diploma 7 Level 5 Associate Diploma Case study You are a member of a small People Practice Team, based in the London head office of a company called BMC. BMC has recently purchased a large contemporary city centre licenced food premises in Manchester adding to its already growing portfolio of acquisitions in London, Leeds, Nottingham and Glasgow. During the COVID-19 lockdown the Chief Executive Officer (CEO) considered that, with the growth of the organisation, the current business structure and strategy may need updating. Currently the company operates a strict centralised policy, with most operations dictated by head office and a traditional ‘top-down’ management structure across the organisation. The CEO is aware that not all the managers are happy with the centralised approach, particularly two managers who were employed at their venues prior to acquisition, and sometimes express that they ‘prefer the old way’. The CEO is also aware that BMC has neglected the people side of the business, particularly outside London, and that BMC now has a legacy of high staff turnover and low employee satisfaction. As post-lockdown trading has resumed, managers are reporting that it is becoming more difficult to recruit the staff they need and that they are therefore having to ask even more of existing staff, adding to the staff dissatisfaction. Whilst business is generally good, competition (for both staff and customers) from small independent cafes, offering more varied menus and locally produced foods, is becoming an issue. The CEO has called managers to a Strategic Planning Day, aimed at reviewing and updating organisational strategy. Preparation for the Tasks: ▪ At the start of your assignment, you are encouraged to plan your assessment work with your Assessor and where appropriate agree milestones so that they can help you monitor your progress. ▪ Refer to the indicative content in the unit to guide and support your evidence. ▪ Pay attention to how your evidence is presented, remember you are working in the People Practice Team for this task. Ensure that the evidence generated for this assessment remains your own work. You will also benefit from: ▪ Acting on formative feedback from your Assessor. ▪ Reflecting on your own experiences of learning opportunities and training and continuing professional development. Reading the CIPD Insight, Fact Sheets and related online material on these topics. 8 Level 5 Associate Diploma Task One –Report for strategic planning day To ensure the Strategic Planning Day is productive, the BMC CEO has asked you to prepare a report about organisational strategy, including how people practice can support strategic change and the achievement of business goals. The aim of the report is to ensure managers’ understanding of organisational strategy and the connections between structure, strategy and the wider business environment, as well as the potential role of people practice. Most of the managers attending (a group of 10 managers and 10 deputy managers) have said that they have limited theoretical knowledge of organisational strategy. The report is to be provided to them before the meeting to inform discussions on the day. Your report should have two main parts: – Part one should cover points 1-4 below and provide an overview of the connections between organisational structure, strategy and the business environment. – Part two should cover points 5-8 highlighting how the People Practice Team could support the managers to achieve their business goals and objectives. 1. an evaluation of the advantages and disadvantages of two different types of organisational structures – BMC’s structure and another of your choice. (AC 1.1) 2. an analysis of the connections between organisational strategy, products & services, customers and revenue generation. (AC 1.2) 3. an analysis of the external factors and trends that are impacting or are likely to impact BMC’s future strategic direction. (AC 1.3) 4. an assessment of two current strategic priorities for BMC and what has caused them. (AC 1.4) 5. a critical evaluation of the relationship between the employee lifecycle and your work (or potential work) as a people professional. (AC 3.1) 6. explanation of two key themes that are currently impacting people practice and shaping how your area of people practice supports the organisation. (AC 3.3) 7. an assessment of how people practices can impact on organisational systems and structures (AC 1.5) 8. an assessment of how the BMC People Practice Team: – connects with and could support the two strategic priorities at point 4 above (AC 3.2) – would consult with relevant parties to clearly understand needs for this. (AC 3.4) – would plan relevant projects and ensure they were delivered in line with requirements. (AC 3.5) It is essential that you relate to academic concepts, theories and professional practice for the tasks to ensure that your work is supported by analysis. Please ensure that any references and sources drawn upon are acknowledged correctly and supported by a bibliography. 9 Your evidence must consist of: Report : (approximately 3,000 words), refer to CIPD word count policy. Level 5 Associate Diploma 10 Level 5 Associate Diploma Task Two – Presentation slides and notes Recognising that BMC is not currently a great place to work, the CEO would also like the Strategic Planning Day to explore organisational culture and how it can be made more positive for all BMC staff. You have therefore agreed to prepare a presentation (slides and notes) for the CEO to present on the day. As you will not be delivering the presentation, it is important the notes are sufficiently detailed. The main aim of the presentation is to enhance the managers’ theoretical understanding of workplace culture, so that they are better placed to explore how it might be improved. Your presentation should address all the bullet points below, providing a sound theoretical overview of organisational culture with practical examples (from BMC or another organisation you know well) where appropriate. ▪ an interpretation of two theories or models which examine how humans behave in organisations. (AC 2.1) ▪ an evaluation of the main drivers of change in organisations, and with reference to two established theories or models, how people might experience change. (AC 2.2) ▪ a general evaluation of the scale of technology within organisations and the impact this is having on workers and working practices. (AC 1.6) ▪ an assessment of the importance of wellbeing at work and identification of the different factors that can impact wellbeing. (AC 2.5) ▪ an explanation of the steps that can be taken to increase inclusion and diversity at work in order to build a positive culture. (AC 2.3) ▪ an assessment, with examples, of how people practices can affect organisational culture and behaviour. (AC 2.4) It is essential that you refer to academic concepts, theories and professional practice for the tasks to ensure that your work is supported by analysis. Please ensure that any references and sources drawn upon are acknowledged correctly and supported by a bibliography. ` Your evidence must consist of: ▪ Slide deck and presenter notes (approximately 1550 words), refer to CIPD word count policy. 11 Level 5 Associate Diploma Assessment Criteria Evidence Checklist Use this as a checklist to make sure that you have included the required evidence to meet the task. Please enter the evidence title and where it can be referred to. An example has been provided for you. Task 1 – Report for strategic planning meeting Assessment criteria Evidenced Y/N Evidence reference 1.1 Evaluate the advantages and disadvantages of different types of organisation structures including the reasons underpinning them. Strategic planning meeting report. 1.2 Analyse connections between organisational strategy, revenue generation, products, services and customers. 1.3 Analyse external factors and trends impacting organisations. 1.4 Assess current organisational priorities and the associated issues and causes. 1.5 Explain how people practices impact on organisational systems and structures. 3.1 Critically evaluate the relationship between the employee lifecycle and your work. 3.2 Assess how people practice connects with other areas of an organisation and supports wider people and organisational strategies. 3.3 Discuss key themes that currently shape the work of an area of people practice and how these impact on the provision of people solutions. 3.4 Discuss processes for consulting and engaging with internal customers to understand their needs. 3.5 Explain the key components of planning strategies for ensuring that projects are delivered in line with customer requirements. 12 Level 5 Associate Diploma Task 2 – Presentation slides and notes Assessment criteria Evidenced Y/N Evidence reference 1.6 Evaluate the scale of technology within organisations and how it impacts work. 2.1 Interpret theories and models which examine organisational and human behaviour. 2.2 Evaluate the drivers for change and basic models for how these changes are experienced. 2.3 Explain how to build diversity and inclusion into your work in order to build a positive culture. 2.4 Assess how people practices impact on organisational culture and behaviour. 2.5 Assess the importance of well-being at work and the different factors which impact well-being. 13 Level 5 Associate Diploma Declaration of Authentication Declaration by learner Declaration by Assessor I can confirm that this assessment is all my own work and where I have used materials from other sources, they have been properly acknowledged. Learner name: Learner signature: Date: I confirm that I am satisfied that to the best of my knowledge, the work produced is solely that of the learner. Assessor name: Assessor signature: Date: 14 Level 5 Associate Diploma 5CO01 Organisational performance and culture in practice Assessment Criteria marking descriptors. Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will indicate where the learner sits within the marking band range for each AC. Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors should use the mark descriptor grid as guidance so they can provide comprehensive feedback that is developmental for learners. Please be aware that not all the mark descriptors will be present in every assessment criterion, so assessors must use their discretion in making grading decisions. The grid below shows the range for each unit assessment result based on total number of marks awarded across all assessment criteria. To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the assessment criteria. The overall result achieved will dictate the outcome the learner receives for the unit, provided NONE of the assessment criteria have been failed or referred. Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral grades can be used internally by the centre. Overall mark Unit result 0 to 31 Fail 32 to 41 Low Pass 42 to 52 Pass 53 to 64 High Pass 15 Level 5 Associate Diploma Marking Descriptors Mark Range Descriptor 1 Fail Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. 2 Low Pass Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. 3 Pass Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. 4 High Pass Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. 16 Level 5 Associate Diploma Marking grid Task One – Assessment criteria Mark (1-4) 1.1 Evaluate the advantages and disadvantages of different types of organisation structures including the reasons underpinning them. 1.2 Analyse connections between organisational strategy, revenue generation, products, services and customers. 1.3 Analyse external factors and trends impacting organisations. 1.4 Assess current organisational priorities and the associated issues and causes. 1.5 Explain how people practices impact on organisational systems and structures. 3.1 Critically evaluate the relationship between the employee lifecycle and your work. 3.2 Assess how people practice connects with other areas of an organisation and supports wider people and organisational strategies. 3.3 Discuss key themes that currently shape the work of an area of people practice and how these impact on the provision of people solutions. 3.4 Discuss processes for consulting and engaging with internal customers to understand their needs 3.5 Explain the key components of planning strategies for ensuring that projects are delivered in line with customer requirements. Total for this task Task Two – Assessment criteria Mark (1-4) 1.6 Evaluate the scale of technology within organisations and how it impacts work. 2.1 Interpret theories and models which examine organisational and human behaviour. . 2.2 Evaluate the drivers for change and basic models for how these changes are experienced. 2.3 Explain how to build diversity and inclusion into your work in order to build a positive culture. 2.4 Assess how people practices impact on organisational culture and behaviour. 2.5 Assess the importance of well-being at work and the different factors which impact well-being. Total for this task 17 Level 5 Associate Diploma Total marks for unit 18