3co01 assignment example

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3CO01 Assignment Example

October 6, 2022
Posted by: Harry King
Category: CIPD Level 3

What is meant by workplace culture, and why it is important to foster an appropriate and effective workplace culture? (AC 2.1)

Workplace culture refers to the environment created for employees, translating to the organisation’s personality or character, determining employees’ relationships and career progression (Rosenbaum et al., 2018). Consequently, a positive workplace culture fosters engagement, attracts talent, achieves job satisfaction and happiness, and impacts performance. Many factors influence the personality of an organisation, including workplace practices, management, leadership, policies and people (Hayes, 2018). Influential workplace culture is crucial for several reasons:

It attracts and retains talent.

As employees spend more time working than at home, they naturally prioritise working in an environment in which they enjoy spending time. Culture and engagement are the highest priorities on the corporate agenda, with organisations that demonstrate the most robust cultures having a higher capacity to attract and retain talent (Dzwigol et al., 2019).

It fosters engagement and retention.

Replacing talent comes at a high cost, and thus, the organisation must prioritise its workplace culture, which is instrumental in keeping these employees engaged at work. Workplace culture provides employees with a better understanding of what is expected of them and how to attain their professional goals; it allows employers to keep talented employees on board longer (Hayes, 2018).

It cultivates an environment for healthy development

A strong workplace culture allows all stakeholders to initiate change and develop from a professional and personal standpoint. Moreover, it encourages employees to communicate their opinions and pursue values that they find essential (Rosenbaum et al., 2018).

It yields satisfied employees and fosters productivity

A positive workplace culture generates happy employees, increasing their interest in their day-to-day tasks and responsibilities. A positive work environment is conducive for employees’ concentration, and therefore, translates to increased productivity levels (Hayes, 2018).

How organisations are whole systems, and how work and actions as a people professional could impact elsewhere. (AC 2.2)

How organisations are whole systems in which different areas and aspects such as structure, systems, and culture are interrelated.

Organisations comprise smaller, interconnected entities that perform specialised functions. Specialised functions are ultimately reintegrated into an effective organisational whole in various ways. The importance of viewing organisations as complex systems is that systems concepts provide insight into how they operate. Understanding the organisation as a whole is critical for adequately determining information specifications and designing suitable information systems (Dzwigol et al., 2019). Organisation units may be viewed as adaptive whole sub-systems with their emergent properties (Hayes, 2018). These components share a common purpose and resources and are primarily driven by organisational culture. Ultimately, understanding the purpose and mission of the system and its relationship to its environment is critical for adequately determining certain sub-system specifications and designing an optimal organisational structure, functions, and sub-systems.

An example of how good people practice and an example of how bad people practice can impact other parts of the organisation or beyond the organisation.

All systems and sub-systems are interconnected and interdependent. This fact has significant consequences for both organisations and the systems analysts who work to assist them in achieving their objectives. When one aspect of a system is altered or removed, this significantly impacts the rest of the system’s elements and sub-systems. For instance, an organisation’s management may decide to stop recruiting administrative assistants and instead substitute them with networked PCs. This decision may tremendously impact administrative assistants and supervisors and all organisational stakeholders who established communication networks with the now-departed administrative assistants. This organisational change amounts to a bad people practice. On the other hand, the management may introduce new technology to enhance operations and employee retention. This practice translates to HR learning and development policy changes, yielding career development opportunities for junior employees through new training courses.

How individuals may learn and develop in different ways in organisations and how this might be accommodated in assessing and developing skills and capabilities. (AC 2.3)

Employees’ learning and development entail working with the staff to enhance, improve, refine, and hone existing skills while cultivating new ones in organisational goals, mission, and vision (Rosenbaum et al., 2018). Despite significant costs featuring in employee learning and development, these efforts yield long-term employee retention. Individuals may learn and develop in several ways:

Blended learning

Specific skills can only be learned in person. This group includes skills that require physical action, e.g., running hardware equipment, and skills that rely on personal contact, e.g., sales techniques. The organisation’s training curriculum encompasses such skills, learning, and development that may be improved by adopting a blended training, Instructor-Led Training (ILT), alongside standard eLearning (Rosenbaum et al., 2018). ILT can include both teleconference sessions and traditional lectures. A modern eLearning platform, e.g., TalentLMS, allows combining these learning and development alternatives by seamlessly scheduling, managing, and monitoring ILT sessions with standard online training programs.

Soft Skills Training

An effective learning and development program must balance hard technical skills training and cultivate soft skills such as time management, conflict resolution, and leadership (Jayatilleke and Lai, 2018). Soft skills training aligns with a blended learning approach, as various soft skills training entail cross-personal interaction and are challenging to implement in a standard online learning program. ILT tools such as teleconferences and in-person training are suitable for learning and development in a realistic context.

Learning Paths

A learning path amounts to a collection of training courses. An effective learning and development program must offer multiple learning paths based on the skills and future career goals at hand (Rosenbaum et al., 2018). When designing an employee learning and development program, the organisations should begin with the job positions that require staff training and combine courses in ways that allow employees of varying learning levels to advance to higher roles (Jayatilleke and Lai, 2018). Here, it is critical to incorporate employee feedback. Learning paths may be accommodated in assessing and developing skills and capabilities by gathering input from regular employees via an organisation-wide survey and sitting with line managers and leaders to discuss mid-and long-term skill needs.

Why it is important for an organisation that change is predicted, planned and effectively managed? (AC 3.1)

The organisational change affects programs, structures, and procedures; it typically involves a significant shift in its strategy (Rosenbaum et al., 2018). The new strategy establishes how tasks, skills, and behaviours or working models will be redefined. Predicting change entails using relevant tools and techniques to forecast areas of organisational change such as industrial directions, operational expenditures, profits and losses, and sales. Predicting change aims to foster better strategies based on informed predictions (Hayes, 2018). Predicting change is critical as it offers the ability to make informed decisions and devise data-driven approaches. Therefore, financial and operational decisions are derivatives of current market conditions and predictions of the future.

The type of change in question and the reason for it informs how the organisation plans the change process. Developing a business case to outline and describe business changes explains changes to employees and keeps planning on track (Jayatilleke and Lai, 2018). A compelling business case for change is critical for navigating the change process and yields better time management once the process begins. Key elements to consider while planning for change include testing the change argument, listing the steps needed, setting and clarifying project goals, determining change management objectives, and identifying critical milestones.

Managing organisational change fosters increased employee morale and is a crucial driver of positive team building. Also, effective change management enables job satisfaction and, by extension, employee retention (Rosenbaum et al., 2018). These factors have a positive and direct impact on productivity and quality of work. Ultimately, effective change management shortens production cycles and minimises costs.

How change can impact people in organisations, such as changing their role or status or financial situation, and the different ways people may respond to change. (AC 3.3)

In any change situation, employees often experience challenges adjusting to the new norm. Thus, organisational change may impact people in several ways:

Life changes resulting from restructuring

Some organisational changes translate to significant restructuring, yielding sweeping changes such as salary cuts, lost benefits, job downgrades, job loss, and relocation. These changes may have devastating effects, especially for employees who have dependents.

Impeding social relations

Various elements of change implementation may impede social relations at the workplace. For instance, rearranging the collegial composition may translate to employees losing or being introduced to new co-workers, increased competition for the same positions during the restructuring process, or getting a new line manager. Thus, structural change may hamper workplace social cohesion and unity of direction (Jayatilleke and Lai, 2018).

Decreased sense of job predictability

Employees’ sense of job predictability and future employability often decreases after specific organisational changes. Reduced job predictability means an attenuated ability to form reasonable expectations about the future concerning short-term job characteristics versus long-term employment prospects (Rosenbaum et al., 2018). Reduced job predictability is, thus, synonymous with job insecurity.

People may respond to change in three fundamental ways:

Being non-active

This category of people is opposed to change and remains in denial. These people choose not to address the issue at hand and develop negative attitudes around change. For example, an employee may perceive a change as unfair, resisting the process by failing to undertake procedures that drive change forward.

Being reactive

This category of people acts in response to the effects of change. For example, an employee may discover that they may lose their job through restructuring and visit various placement agencies but end up in a new job that does not fit their skills set.

Being proactive and positive

This category of people embraces change as a necessary and inevitable process, actively planning to adapt to a new norm. People in this category have better control of the situation at hand as they are involved in predicting, planning, and managing change.

The nature and importance of different roles that people can play practice professionals concerning change agendas. You might consider roles such as gatekeeper, champion, facilitator, critical friend or record-keeper. (AC 3.2)

To manage change effectively, various people practice professionals must participate:

Change Practitioners

Change practitioners employ a structured change management methodology, formulate strategy, design role-based and activity plans, and support other roles (Jayatilleke and Lai, 2018). This role is critical in providing focus and monitoring change management activities. This role serves to cultivate responsibility and accountability.

Sponsors visibly and actively participate throughout the project cycle, establish a support coalition, and communicate directly with employees (Rosenbaum et al., 2018). Effective sponsorship is critical in predicting the project’s success or failure. This role’s commitment to change inspires acceptance of change in employees and gives authority to the rest of the change management roles.

People managers

People managers act as communicators, liaisons, advocates, resistance managers, and coaches (Jayatilleke and Lai, 2018). This role is critical as it comprises the members who must change how they execute their jobs to ensure successful change. People managers offer support to employees, and their attitudes and actions are depicted in their people.

Project manager

A project manager designs the actual change, manages the technical part, engages the change practitioner, and integrates change management plans with the project plan (Rosenbaum et al., 2018). This role is critical as it concentrates on the project’s design, development, and implementation. In the absence of direction and management, the technical aspect of the project may not advance.

Reference List

Dzwigol, H., Shcherbak, S., Semikina, M., Vinichenko, O. and Vasiuta, V., 2019. Formation of Strategic Change Management System at an Enterprise. Academy of Strategic Management Journal, 18, pp.1-8.

Hayes, J., 2018. The theory and practice of change management. Palgrave.

Jayatilleke, S. and Lai, R., 2018. A systematic review of requirements change management. Information and Software Technology, 93, pp.163-185.

Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management: Forward to the past? An exploratory literature review. Journal of Organizational Change Management.

3CO01 Business, Culture and Change in Context CIPD Level 3 Assignment Example, UK

The CIPD Level 3 in Business, Culture and Change is a mandatory unit for all students studying for their CIPD qualification at Level 3. The aim of this unit is to provide students with the knowledge and understanding necessary to deal with a range of business change issues, and to apply this knowledge in a practical way. The unit covers a wide range of topics, including organisational change, change management, organisational development, human resources management and business strategy.

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Here we offer you the 3CO01 assignment example for your reference to get a high mark in this unit. Our cipd level 3 assessment answers are fully referenced and meet the CIPD required standard. Following are the assignment solutions of 3CO01 Business, Culture and Change in Context:

CIPD Level 3 3CO01 Assignment Task 1: Understand the business environment in which the people profession operates, including the key issues that affect it.

1.1 examine the key external influences that impact on business environments..

There are a variety of external factors that can impact businesses, including political, economic, social and technological trends.

Political factors can include things like government regulation, tax policy and trade restrictions.
Economic factors can include inflation, interest rates and exchange rates.
Social trends can encompass everything from demographic shifts to consumer spending habits.
And technological advancements can lead to changes in the way products are produced or distributed.

Obviously, not every business is equally susceptible to all of these different types of trends and it’s important for companies to identify which factors are most likely to affect their particular operations. But by understanding the key external influences on business environments, organizations can be better prepared to adapt and respond to change.

1.2 Discuss organisational goals and why it is important for organisations to plan.

Organisational goals are essential for guiding the direction of an organisation and providing a framework for employees to make decisions. They provide a sense of purpose and help to motivate employees. In order to be effective, goals must be specific, measurable, achievable, relevant and time-bound.

A well-planned organisation is one that is able to efficiently achieve its objectives. Employees need clarity on what is expected of them in order to work towards the common goal. Planning also helps to identify potential problems and strategise solutions. It allows organisations to track their progress and make necessary adjustments along the way. Effective planning is critical for success and should be regularly revisited to ensure alignment with organisational goals.

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1.3 Discuss the products and/or services the organisation delivers, including who the main customers are.

Our main customers are businesses who want to outsource their social media marketing. We offer a suite of services that includes content creation, community management, and paid advertising.

We work with a variety of businesses, from small mom-and-pop shops to large corporations. We specialize in creating engaging content that resonates with our clients’ target audiences.

And we have a lot of experience managing social media communities for clients who want to connect with their customers on a more personal level.

Lastly, we’re experts in paid advertising, and we can help businesses reach more people through targeted campaigns.

1.4 Review the range of technology available within the people profession, including how it can be utilised to improve working practices and collaboration.

Technology plays a big role in the people profession, from recruitment and performance management to learning and development.

Recruitment software can help organisations to post job listings, track applications and schedule interviews.

Performance management systems can be used to set goals, give feedback and measure progress.

Learning management systems can be used to deliver training and development programmes.

And there are a number of collaborative tools available to help employees work together, such as video conferencing and project management software.

Technology can improve working practices by making processes more efficient and effective. It can also help to facilitate collaboration and knowledge sharing. By utilising the latest technology, organisations can give their employees the tools they need to be successful.

CIPD 3CO01 Assignment Activity 2: Understand how people’s behaviour in the workplace affects and shapes culture.

2.1 define workplace culture in organisational settings and the importance of fostering positive approaches towards it..

Workplace culture can be defined as the shared values, attitudes, and behaviors of employees within an organisation. It is often shaped by the company’s history, structure, and leadership.

There are many different types of workplace cultures, but some common ones include a results-oriented culture, a people-oriented culture, and a process-oriented culture. Each type of culture has its own set of values and norms that dictate how employees should behave when they’re at work.

Workplace culture is important because it can impact employee morale, productivity, and engagement. A positive workplace culture can lead to happier employees who are more productive and engaged with their work. A negative workplace culture, on the other hand, can lead to lower morale and higher turnover rates.

When creating or trying to change a workplace culture, it is important to consider the company’s history, mission, and values. For example, a company that values innovation and creativity may want to foster a culture that encourages employees to think outside the box. A company that values customer service may want to create a culture that is focused on providing excellent service.

2.2 Explain how organisations are whole systems, and how work and actions as a people professional could impact elsewhere in the organisation.

An organisation can be thought of as a whole system, made up of many different parts that work together to achieve the company’s goals. Each part of the organisation plays a specific role and contributes to the overall functioning of the organisation.

The people professionals in an organisation play a vital role in shaping the culture and climate of the workplace. They can impact the organisation in a number of ways, including through their work in human resources, organizational development, and employee relations.

Human resources professionals are responsible for recruiting, hiring, and training employees. They also play a role in managing employee benefits and compensation. Organizational development professionals help to create and implement strategies for improving the efficiency and effectiveness of the organisation. Employee relations professionals work to maintain positive relationships between employees and management, and they also handle disputes and grievances.

CIPD Level 3 3CO01 Learning Outcome 3 : Understand the importance of effective management of change.

3.1 explain the importance of planning and managing change within the workplace..

In order to ensure the successful implementation of change within a organisation, it is essential that a plan is put in place. This plan should be designed to meet the specific needs of the organisation and its employees, and should take into account any potential risks. Without effective management, change can often lead to negative consequences such as increased stress levels, decreased morale and even redundancies.

It is therefore essential that managers are aware of the importance of planning and managing change within the workplace, and are able to put in place the necessary measures to ensure its success.

3.2 Consider the importance and role that people professionals play within change.

People professionals play a vital role in the successful implementation of change within an organisation. They are responsible for ensuring that employees are kept informed of any changes that are taking place, and for providing support during the transition period.

They also need to be able to identify any potential issues that may arise as a result of the change, and put in place measures to mitigate these. Without the help of people professionals, it is often very difficult for organisations to successfully implement change.

3.3 Discuss how change can impact people in different ways.

Change can impact people in different ways because different people respond differently to change. Some people are very resistant to change and find it difficult to adapt, while others are more open to change and find it easier to adapt.

Some people also handle change better than others. For example, some people may be able to quickly adapt to a new work situation, while others may take a longer time to adjust. The amount of time it takes for someone to adjust to change also depends on the person’s background, experience, and personality.

Some people also find that they need more time than others to recover from a major life change such as a death in the family or a divorce. Again, this varies from person to person. So basically, change can impact people in different ways, and it really depends on the individual.

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3CO01 BUSINESS, CULTURE AND CHANGE IN CONTEXT

October 14, 2022
Posted by: Fletcher Samuel
Category: CIPD Level 3

Introduction to 3co01 new assessment brief.

The first unit in the Level 3 Foundation Certificate in People Practice is 3CO01. The new brief investigates the internal influences that shape the business and the culture in which it operates. The unit investigates the behaviours of people professionals in managing change. The new brief asks students to answer the following questions in an estimated 2500 words. Students base their responses on their organization or a familiar organization. I’ll use McDonald’s as an example in this guideline.

Assessment questions

1.1 An examination of the key external influences impacting or likely to impact the organisation’s activities

The guideline

Students will explain three external factors and their impact on the organization (positive or negative). Students can use the PESTLE analysis tool to identify and discuss the factors (political, economic, social, technological, legal, and environmental) that affect McDonald’s business operations. As an example:

Political factor: Brexit.
Economic factor: Covid-19 pandemic
Legal Factor: Changing employment regulations laws

Students will explain how the factors listed above help them understand the business market environment.

1.2 A discussion of the organisation’s business goals and why organisations need to plan for how they will achieve these

Students will then discuss why professionals must plan how they will achieve business objectives. The reasons should be thoroughly discussed to ensure that HR is aligned with the organization’s goals and objectives.

1.3 A discussion of the organisation’s products and/or services and main customers

The students will describe the core products, the actual products, and the augmented products.

Students will also explain the customer characteristics and demographics, as well as the efforts made by the company to ensure that customers’ needs are met.

McDonald’s main products are fast food, beverages, and desserts. Among the services offered are improved dining experiences and a strong emphasis on customer service.

McDonald’s caters to low and middle-income customers, the majority of whom are students, employees, and parents with young children.

1.4 A short review of different technologies available to people professionals and how these can be, or are, used to improve working practices and collaboration. You might consider, for example, technologies relating to communications, information sharing, record keeping, learning, well-being, productivity, or security

Students provide three examples of workplace technology used by professionals. Here are some examples:

Social media technology
Artificial intelligence
Cloud automation

Finally, students explain the benefits and drawbacks of the technologies discussed.

2.1 What is meant by organisational culture and why it is important to foster an appropriate and effective workplace culture

Students can refer to Charles Handy’s model of organizational culture, which describes the following elements:

Task culture
Person culture
Role culture

Students explain why it is critical to cultivating a positive culture. Some of the reasons are as follows:

Increase employee involvement
Accept diversity and inclusion.
Improve internal consistency

Finally, students will provide one example of positive workplace culture and one example of negative workplace culture. Here are some examples:

A culture that encourages employee learning to improve growth and career development.
Employee competition that is unhealthy and harms the employees

2.2 How organisations are whole systems, in which different areas and aspects such as structure, systems and culture, are all inter-related, and how people professionals work and actions could impact elsewhere in the organisation

Students explain how various areas of the organization interact with one another to achieve holistic systems. For instance, a discussion about how the innovative development sector connects with the government and the international market to form a holistic organization.

Finally, students give one example of a good people practice, such as providing employees with safe and healthy working conditions, and one example of a bad people practice, such as failing to comply with employment laws.

3.1 Why it is important that organisational change is planned, and effectively managed

Organizations must adapt to change. Change should be planned and managed by people professionals to have a positive impact on the organization. Change agents at work include:

Change in structure
Technology advancement
Introduction of new educational programs
Organizational Process Change

By referencing project planning, students further explain why it is important to plan and manage change. To achieve project goals and objectives, explain the role and purpose of planning.

PESTLE and SWOT tools are used to predict change in organizations.

3.2 The nature and importance of different roles that can be played by people practice professionals, concerning change agendas. You might consider roles such as gatekeeper, champion, facilitator, critical friend or record-keeper

For instance, people professionals advocate for employee rights by following change agendas.

When implementing change agendas, students explain the support that people professionals provide.

3.3 How organisational change can impact people in different ways, such as changing their role or status or financial situation, and the different ways people may respond to change

Examples of change:

An upgrade, regrade, or downgrade in the financial sector
Loss of employment
Changes in the family
Competitor relationships

In this lesson, students examine how people respond to change using a model or theory. Here are some examples:

Kubler-Ross model
Fisher curve
BATTISTA, M. (2021) PESTLE Analysis. Available at https://www.cipd.co.uk/knowledge/strategy/organisational-development/pestle-analysis-factsheet
GEORGE, S. (2021) Change Management. Available at https://www.cipd.co.uk/knowledge/strategy/change/management-factsheet
MOHDZAINI, H. (2021) Technology and the future of work. Available at https://www.cipd.co.uk/knowledge/work/technology/emerging-future-work-factsheet
YOUNG, J. (2020) Organisational culture and cultural change. Available at https://www.cipd.co.uk/knowledge/culture/working-environment/organisation-culture-change-factsheet

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CIPD 3CO01 Business, culture, and change in context

Cipd 3co01 assignment example |business, culture and change in contex.

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CIPD 3CO01 Assignment Example | Business, Culture and Change in Context

An examinationof the key external influences impacting or likely to impact the organisation’s activities. (ac 1.1).

Economic Factors

The education institution I work is a university chartered in a foreign country. As such, much of the funding comes from the mother country. Nonetheless, different economic factors affect its activities. First, the exchange rate in the home country affects the firm’s financial state. Exchange rates, often known as the price of a foreign currency in the local currency, are essential in terms of their levels and volatility. Exchange rates can affect the overall volume of foreign direct investment and how these investments are distributed among various nations.

Secondly, the inflation rate in the country affects how the firm operates (Graham, 2018). Most of the learners in the university rely on their parents to pay for school fees. On this note, the number of students who enrol is based on the fees they charge, as the inflation rate dictates. (Drobyazko et al. 2019). A high inflation rate inhibits market growth since it discourages saving, limits investment. The employment rate also affects organisational growth as the number of students that enrol on the university is correlated to the incentives that employees get from the learned people (Graham, 2018).

Policies in the local country where the institution operates influence the operation and activities of the firm. An organisation operating in the education sector is bound to adhere to the local policies and regulations regarding the education they offer. Changes in the policies could affect the operations and the courses that the organisation offers to the student (Graham, 2018). In addition, policies on student fees payment could also limit or promote the courses that the institution offers. Policies and laws regarding foreign investment could affect the organisation’s operation (Graham, 2018). In some instances, the FDI may require approval from the local country and affect operations. The taxation of the amount of FDI could affect the operations in the learning institution as it can limit or increase the amount invested (Drobyazko et al., 2019).

A discussion of the organisation’s businessgoalsandwhy it is important for organisations to plan for how they will achieve these. (AC 1.2)

The specific goals for the institution include:

GOAL 1: Foster student achievement by upholding high standards and pioneering new academic initiatives.
GOAL 2: Improved student support services and engaged learning will enhance the educational experience for all students.
GOAL 3: Increase operational excellence and institutional resources.
GOAL 4: Accept and embrace UNCP’s distinctive character in the education sector.
GOAL 5: Strengthen and broaden community, regional, and international participation of learners.

Setting organisational goals and planning helps the institution to attain the goals through various ways:

Promoting team work between learners and with instructors : Fostering employee cooperation and collaboration is also made possible by this. Planning fosters cooperation and a collaborative environment, claims Alotaibi (2019). Everyone is aware of their responsibilities and the extent to which other departments rely on their help and skills to fulfil their commitments when the plan is produced and presented to the company’s members.
Organisation Assessment: The first step in the process is to assess the organisation’s current operations and to pinpoint areas where there is room for development over the coming year. By setting the goals of the organisation, it becomes possible to evaluate the level of attainment and subsequently take remedial measures (Alotaibi, 2019).
The distribution of resources: Resource utilisation that is planned out is more effective. Regardless of the size of the company, the planning process provides senior management with the knowledge needed to allocate resources in the most effective way to achieve the organization’s goals. The organisation operates in the education sector and there is a demand for many resources, which can be attained by proper planning and setting of goals. The goals can only be attained if there is provision of all the needed resources (Alotaibi, 2019).

The education institution offers training-related products to diverse customers. The following is a list of the products:

Tutoring services : the university offers different programs from certificate level, Diploma, Degree, and post-graduate education. In addition, the organisation offers support with grammar and English tutorials to the local people whose dialect is commonly Arabic.

Counselling services : A learner’s capacity to achieve might be impacted by personal concerns, a lack of professional orientation, and ineffective study techniques. Counsellors can aid in resolving learners’ issues and helping them improve their study skills so they can concentrate more effectively in class.

Career Centers: The organisation offers job search guidance, and many career centres host job fairs, employer information sessions, and networking events as ways for job seekers to network with potential employers.

Financial Assistance : The establishment may additionally provide,If a student is unable to pay for their education financial aid office offers assistance. Student loans, bursaries, and scholarships are all forms of financial help.

Academic advising : This service aids students in selecting the courses they should take to complete their programme effectively. The way that schools offer academic advice varies.

The primary customers in the institution include high school graduates who want to proceed to tertiary education. The institution also offers training to individuals who are in higher career progression and intend to pursue post-graduate studies. Further, the institution also provides training fororganisations through seminars and workshops. In some instances, government agencies are also part of the customers.

A short review of different technologies available to people professionals and how these can be, or are, used to improve working practices and collaboration. You might consider for example, technologies relating to communications, information sharing, record keeping, learning, wellbeing, productivity,or security. (AC 1.4)

Technology in people professionals can be applied in numerous ways, right from communication, tracking job progress, task scheduling, resolving customer issues, and sharing of information, learning, and wellbeing management, among others.

Below is a list of the commonly applied technologies that are commonly applied by people professionals.

Project management software : the organisation can use project management software to schedule tasks. Some of the commonly used applications for task scheduling include Zoho, Team Gantt, MS project etc.
Zoom, Teams and webinar: Zoom, Teams and webinar are three examples of communication tools that may be used to give training, plan meetings with employees and other workforce members, and facilitate such encounters.
Human Resource Information Systems (HRIS): Understanding an HRIS system may help speed up a variety of tasks and procedures related to human resources and reduce the number of mistakes brought on by manual labour (Lee et al. 2018). It makes it easy to retain papers electronically and complete forms online, which reduces paperwork.

Artificial intelligence (AI): Artificial intelligence (AI) has substantially improved the human resources division and is one of the most potent and fast-developing technologies currently available (Lee et al. 2018). Most low-value human resources positions may now be automated by AI, freeing up more time for strategic work. It is feasible to apply it as a component of the self-care service development for the human resources department

The culture of an organisation includes all of the presumptions, attitudes, and beliefs that are shared by all its members and define what behaviours are considered proper and wrong (Payne et al., 2018). Organisational culture defines how people in an organisation undertake their tasks and their guiding factors.

Adopting a positive organisational culture has a significant influence on corporate success as well as employee conduct. An organisation must have a healthy corporate culture to give workers a sense of pride and ownership in their work (Payne et al., 2018). People who are proud of their company are more willing to invest money in its development and put out extra effort to open up doors that will benefit the company.

In an organisation that adopts recognition and reward to those who make tremendous efforts, creates a positive workplace and supports their coworkers; businesses may encourage others to follow in their footsteps. This might be carried out to inspire others to follow suit. The positive attitudes and behaviours shown at work are directly attributable to excellent leadership and an optimistic management style. Additionally, it promotes the development of an inclusive working culture (Payne et al., 2018). The workplace has the potential to be a healthy and productive environment when all employees, regardless of their gender, sexual orientation, or ethnicity, are acknowledged, supported, and encouraged.

Positive organisational culture promotes teamwork, and communication is made much simpler. As a result, fostering a positive work environment requires implementing a management and leadership style that values teamwork and open, honest communication (Payne et al. 2018). For employees to feel belonging, the business must have a set of distinctive core values that are effectively conveyed to and debated with them. Creating a unique business ethos and values includes one of the most crucial aspects.

How organisations are whole systems, in which different areas and aspects such as structure, systems and culture, are all inter-related, and how people professionals work and actions could impact elsewhere in the organisation. (AC 2.2)

The concept ofwhole system is described as the state where all the components, departments, and divisions of the organisation are integrated as a single unit. While understanding that an organisation is compartmentalised into different departments, functions, structures, and units (subsystems), they can still be integrated to act as a single unit, following the whole system concept. A system can either be open and closed system. A closed system is one where the internal subunits in the firm do not interact with the external environment. On the other hand, a closed system is one that sub-units can interact with one another and probably with those outside the organization.

The many components and duties that make up the organisation are included in the organisational structure. Being human resources professional in a company makes it easier for all the departments to work together (Piekarczyk 2020). The HR provides the interrelationship between the various departments while clearly describing the job roles for every unit. While every department has a unique role, it remains the responsibility of the HR department to ensure that there is clear communication between the managers and staff in the different departments and that no boundaries are created.

The HR division supports the other divisions in achieving their objectives by acting as a component of the overall system. All staffing-related issues, including hiring, trading, and development, as well as remuneration, are handled by the HR Department. As a result, human resources specialists are responsible for assisting staff members from other departments in fulfilling their duties inside the company (Piekarczyk 2020). Particularly, the human resources professionlinks all the other departments, encouraging the use of a whole-systems approach to problem-solving (Piekarczyk 2020). People specialists also influence other workers’ motivation and growth. For instance, the HR department coordinates team-building exercises that inspire employees and help them function as a unit by the whole-systems paradigm (Piekarczyk 2020). To support an organisation working as a system, some of the best people practices includes proper remuneration, team building, and motivation. On the other hand, discrimination of people during hiring, promotion, L & D could negatively affect the attainment of a whole system concept.

Planning and managing change is essential due to various factors. First, it helps in optimising the level of productivity and monitoring the effect on time . Planning helps create a foundation and framework for observing the effects of change. Numerous change assessment methods are available, such as the financial impact, retention impact, and satisfaction index (Jayatilleke & Lai, 2018). It also makes it possible to track the effects of the adjustment. Planning helps create a foundation and framework for observing the effects of change.

Planning and management of change avert the possibility of resistance among the stakeholders involved. Many employees could oppose the proposed changes (Woo et al., 2016). However, proper planning helps to avert the negative effects that come with resistance. Proper planning makes it possible for the organization’s management to engage with their stakeholders appropriately and promptly (Woo et al., 2016).Planning for change also helps in the provision of resources and support during implementation. According to Jayatilleke and Lai (2018) most changes comes with unique resource needs that should be addressed appropriately.

There are several drivers of change that can affect the organization as described bv Jayatilleke and Lai (2018). First, technological advancements could necessitate the organization to change its operations. For instance, the organisation could be required to change to accommodate self-care portal as opposed to convectional customer service. Government policies could also necessitate the firm to change as they are required to comply. When there is competition, the organization may be required to use innovation, which may necessitate change. Finally, the prevailing economic conditions such as inflation could lead necessitate change such as remote working.

A people practice profession can be charged with being a gatekeeper, champion, facilitator or record keeper during change management (Guan et al., 2020).

Gatekeeper: The gatekeeper in change management is responsible for deciding if your innovation project should continue to grow and go on to the next stage. The approval is important for change to proceed since it is a people’spractice. One of the responsibilities of a gatekeeper is to communicate with the employees. They may limit, impede, or postpone access to services. As an alternative, they might be used to monitor how the task is being done and if it complies with particular requirements.
Change management champions are members who volunteer or are selected to help support change. They are known as implementation champions or change champions. It’s critical that this category of people accept the impending change (or changes), comprehend it, and advocate for it. They can also be used to award a staff member with responsibility in the capacity of a change champion may also be used to show how much you value their abilities and dedication. They are also involved in coordinating with all parties, not just your accounting teams, such as your internal IT department, is part of this. By doing this, they can comprehend and speak for all team members whose job is affected by the change.

Organizational change facilitator: A change facilitator helps a company discover areas for development and fosters group techniques to maximise the impact of change projects. A facilitator plans, leads, and oversees a group activity to accomplish its goals. Successful facilitation requires maintaining objectivity and focusing on the “group process.” Teams work together to finish projects, make decisions, and resolve problems

A number of things can cause change inside a business, including financial worries, mergers and acquisitions, growing markets, accommodating expansion, or a simple change in corporate culture. Belardinelli et al. (2021) outline that as a result ofthe change, the organisation can encounter the following effects:

Alteration of Effect on People’s Lives: The lives of a significant number of people are drastically changed when organisational changes need comprehensive reorganisation. Common changes that have a negative effect on a group of employees include salary reductions, the elimination of benefits, job downgrading, job loss, and migration to a different city, state, or country. Workers may suffer greatly as a result of all of these developments, especially those who support their families.
Promotes employee growth: on the plus side, constant upheaval pushes people out of their comfort zones. While some people relish the difficulties and novel experiences, others feel “comfortable” in a setting they are accustomed with. Employees who experience change are more adaptable. Employees may adapt when they accept change with a good attitude and learn to give up old habits.
Petitions and lawsuits: For certain workers, perceived inequities or unfairness, poor management communication, and fear about upcoming change can all contribute to higher stress levels. Through staff involvement and training, this may be reduced.
Lower Loyalty and Higher Turnover : Businesses sometimes start by looking at pay and perks when trying to cut costs. When this happens, some employees will inevitably look for work elsewhere; nonetheless, it is crucial to keep them involved in the transformation process to reduce employee turnover.

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3CO01 Business, culture and change in context Assignment Example

CIPD LEVEL 3 Assignment Example

3CO01 Assignment Example

Task: Questions

3CO01 Assignment Answers, knowledge, and understanding will be assessed through written responses to the following questions:.

(AC 1.1) An examination of three key external influences impacting or likely to impact the organisation’s activities.

(AC 1.2) Discussion of at least two of the organisation’s business goals and why it is important for organisations to plan for how they will achieve these.

(AC 1.3) Discuss the products and/or services the organisation delivers, including who the main customers are.

(ac 1.4) review the range of technology available within the people profession, including how it can be utilised to improve working practices and collaboration., (ac 2.1) define workplace culture in organisational settings and the importance of fostering positive approaches towards it..

(AC 2.2) Explain how organisations are whole systems and how your work and actions as a people professional could impact others in the organisation.

(AC 3.1) Explain the importance of planning and managing change within the workplace.

(AC 3.2) An explanation of the importance and role that can be played by people and professionals within change. You might consider roles such as: gatekeeper, champion, facilitator, critical friend or record-keeper.

(AC 3.3) A discussion of how organisational change can impact people in different ways, such as changing their role, status, or financial situation.

What Will You Learn?

Learner will also discuss how people learn, adapt, and develop in various ways.
Learner will be able to define workplace culture and how people's behaviour shapes it.
Clients will gain an understanding of how organizations function as a whole systems and how their own actions impact others.
Learners will gain an understanding of the key external variables that affect businesses and the context in which they function, including how and why organisations set goals.

Topic Content

Learning outcome 1 understand the business environment in which the people profession operates, including the key issues that affect it., (ac 1.2) discussion at least two of the organisation’s business goals and why it is important for organisations to plan for how they will achieve these., learning outcome 2 understand how people’s behaviour in the workplace affects and shapes culture., (ac 2.2) explain how organisations are whole systems, and how work and actions as a people professional could impact elsewhere in the organisation., learning outcome 3 understand the importance of effective management of change., (ac 3.2) an explanation of the importance and role that can be played by people professionals within change. you might consider roles such as: gatekeeper, champion, facilitator, critical friend or record-keeper., (ac 3.3) a discussion of how organisational change can impact people in different ways, such as changing their role or status or financial situation..

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Business, Culture and Change in Context (3CO01)

This unit considers the impact of external influences and how the digital and commercial environment shapes businesses and the culture within which they operate. It considers the importance of people’s behaviour on organisational culture and its ability to manage change effectively.

Unit details

What will you learn

You will develop an understanding of the key external influences that impact on businesses and the context within which they operate, including discussing how and why organisations set goals. You will define workplace culture and how people’s behaviour shapes it. You will explain how organisations are whole systems and how your actions affect others. You will also discuss how people learn, adapt and develop in different ways. The concept of change is a key focus of this unit and you will explain how people professionals impact people in different ways and the importance of how focused project planning directs change in manageable ways.

This unit is suitable for persons who:

are studying, aspiring to, or embarking on, a career in people practice

are working in a people practice support role and wish to develop their knowledge and deliver immediate and short-term value for their organisation

wish to develop the specialist knowledge, skills and understanding required to be a people professional.

Learning outcomes

On completion of this module, learners will be able to:

Understand the business environment in which the people profession operates, including the key issues that affect it.

Understand how people’s behaviour in the workplace affects and shapes culture.

Understand the importance of effective management of change.

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Other course units.

Core Behaviours for People Professionals

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3CO01 Business, Culture and Change in Context, New Assessment Brief

Introduction.

3CO01 is the first unit in Level 3 Foundation Certificate in People Practice. The new brief examines the internal influences shaping the business and the culture it operates. The unit examines people professionals’ behaviours in managing change. The new brief requires students to provide answers to the following questions, with an estimate of 2500 words. Students base the answers to their own organisation or an organisation that is familiar to them. In this guideline, I will refer to McDonald’s Company.

Assessment questions

1.1 An examination of the key external influences impacting or likely to impact the organisation’s activities

Students will explain three external factors and their impact (either positive or negative) to the organisation. Students may use the PESTLE analysis tool to identify the factors (Political, economic, social, technological, legal and environmental), and discuss how these factors affects business operations at McDonald’s. For example:

Political factor: Brexit.

Economic factor: Covid-19 pandemic

Legal Factor: Changing employment regulations laws

Students will explain how the above-mentioned factors provide insight to understanding the business market environment.

1.2 A discussion of the organisation’s business goals and why it is important for organisations to plan for how they will achieve these

A business goal is a target that the business intend to achieve within a specified period. McDonald’s business goal is to provide a friendly environment for the consumers and good healthy foods. Students explain in detail the other organisational goals, and the objectives that support business within the external environment.

Students will then explain why it is vital for professionals to plan on how they will achieve the business goals. The reasons should be discussed effectively to ensure that HR aligns to the organisation goals and objectives.

1.3 A discussion of the organisation’s products and/or services and main customers

The students will explain the core products, actual products, and augmented products.

Further, students will explain the customer characteristics and their demographics, as well as the efforts that the company makes to ensure that they meet customers’ needs.

The main McDonald’s products are fast foods, drinks and dessert. The services include providing improved dining experiences and positive focus on customer service.

McDonald’s targets customers in the low and middle-income level, most of whom are students, employees and parents with young children.

1.4 A short review of different technologies available to people professionals and how these can be, or are, used to improve working practices and collaboration. You might consider for example, technologies relating to communications, information sharing, record keeping, learning, wellbeing, productivity, or security

Students provide three examples of technology that people professionals use in the workplace. Examples include:

Social media technology

Artificial intelligence

Cloud automation

Students further explain how each of the technologies improve work practices and collaboration. For example, social media technology improves communication, artificial intelligence improves service, enhance learning and productivity, and automation enhance automation of manual processes to speed up functions, especially on record keeping.

Finally, students explain the advantages and disadvantages of the discussed technologies.

2.1 What is meant by organisational culture and why it is important to foster an appropriate and effective workplace culture

Students explain the meaning of workplace culture as the concept that explains how things are done in the organisation. Culture refers to the underlying beliefs, values, patterns and principles that form an organisation’s system of work.

Students may refer to the Charles Handy’s model of organisation culture that describes the elements of;-

Task culture
Person culture
Role culture

Students explain why it is important to foster a positive culture. Some of the reasons include:

Enhance employee involvement
Embrace diversity and inclusion
Enhance internal consistency

Finally, students will give one example of workplace culture that has positive impact, and one example that has negative impact. Examples include:

A culture that fosters employee learning to enhance growth and career development
Unhealthy employee competition that has negative effect to the employees

Students explain the different types of organisation structures, such as the flat or tail structure. Further, students may include an organisational chart to illustrate the roles of different professionals in different lines of work.

Students explain how different areas in the organisation inter-relate to achieve holistic systems. For example, a discussion on how the innovative development sector connect with the government and in the international market to create a holistic organisation.

Finally, students provide one example of a good people practice such as providing safe and healthy working conditions for the employees, and an example of a bad people practice such as failure to comply with employment laws.

3.1 Why it is important that organisational change is planned, and effectively managed

Change is vital for organisations. People professionals should plan and manage change to positively impact the organisation. Triggers of change at work include:

Structural change
Technology improvement
Introduction of new learning programmes
Change in organisation processes

Students further explain why it is important to plan and manage change, while putting reference to project planning. Explain the role and purpose of planning to achieve project goals and objectives.

Organisations predict change by analysing the PESTLE and SWOT tools.

3.2 The nature and importance of different roles that can be played by people practice professionals, in relation to change agendas. You might consider roles such as: gatekeeper, champion, facilitator, critical friend or record-keeper

Example: people professionals play the role of an advocate in following change agendas to support employee rights.

Students focus on explaining the support that people professionals give to managers when implementing change agendas.

3.3 How organisational change can impact people in different ways, such as changing their role or status or financial situation, and the different ways people may respond to change

Examples of change:

Financial upgrade, regrade, downgrade
Family change
Relationships with competitors

Students use a model/theory to explain how people respond to change. Examples are:

Kubler-Ross model
Fisher curve

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3CO01 Business, Culture and Change in Context
CIPD LEVEL 3

Task one .

The task assigned to students is to create a presentation on “The Business Environment” to assist the HR team in understanding the various factors that impact the business environment.

AC 1.1 Application of an analysis tool (such as PESTLE) to examine the key external forces impacting or likely to impact an organisation’s activities

The students conduct a comprehensive analysis of external forces using various strategic models such as PESTLE, SWOT, Porter’s Five Forces, and BMC. These models serve as guides for professionals, assisting them in understanding the organizational operational dynamics.

The importance of conducting a PESTLE analysis, according to Battista (2021), lies in its ability to thoroughly examine political, economic, social, technological, legal, and environmental factors. Professionals diligently collect pertinent information and assess potential risks to the business environment. The PESTLE analysis is a highly effective tool for facilitating workforce planning, marketing strategies, product development, and organizational change.

Additionally, Wilson (2021) clarifies that the SWOT analysis tool assesses the organization’s Strengths, Weaknesses, Opportunities, and Threats. Students are expected to elaborate on the benefits and drawbacks of each model when performing analyses using these tools. They must also clarify how these analytical tools affect organizational decision-making procedures.

AC 1.2 An explanation of an organisation’s business goals and why it is important for organisations to plan for how they will achieve these. Your explanation should include examples of planning, such as how a business has been structured or specific policies introduced or people practices followed, in order for business goals to be achieved

Students are urged to pick a specific company from their nation to respond to this inquiry. A British multinational corporation named Unilever might be used as an example when responding to the question.

An organization’s business objectives have a significant impact on its development and effective operation. These goals not only help the organization grow, but they also inspire workers and other stakeholders by helping them to align with the organization’s vision. In the case of Unilever, their objectives center on enhancing livelihoods, enhancing people’s health and wellbeing, and providing goods that actively lessen their impact on the environment.

In order to create a favorable work environment for their employees, businesses engage in strategic planning. They work hard to create policies that complement the practices and overarching goals of the organization. In order to ensure that the business makes steady progress in achieving its goals, professionals and managers play a critical role in planning for business continuity.

AC 1.3 An explanation of an organisation’s products and/or services and main customers

Students are given the distinct task of evaluating the variety of goods and services that the company offers to the market. For instance, Unilever offers a wide variety of products to a wide range of customers, including food, beauty, and personal care items. This clientele includes people of all ages, including babies and the elderly.

Students are expected to detail the specific benefits that each customer segment receives from the business in their presentation, emphasizing the distinctive value propositions and benefits catered to the various needs and preferences of various customer demographics.

AC 1.4 A short review of different technologies available to people professionals and how these can be used to improve working practices and collaboration. You might consider for example, technologies relating to communications, information sharing, record keeping, learning, wellbeing, productivity or security

According to Mohdzaini’s research (2021), technology has a significant impact on how engaged employees are in fulfilling their future roles and responsibilities. Students are encouraged to identify and investigate various types of technologies in light of this, such as:

Internet: The global network that has transformed information access, research, and communication.
Electronic communication: Social media platforms and smartphone use, which enable frictionless connectivity and cooperation.
Technologies for managing files and sharing documents: Programs that facilitate data organization and encourage effective information sharing and retrieval.
Additionally, students should focus on the following areas as they delve deeper into how technology improves working practices:
Communication: Technological developments that result in better internal and external communication channels for the organization.
Efficiency improvement: How technology streamlines operations and streamlines processes, resulting in higher productivity.
Security is the application of technological solutions to protect against cyber threats and safeguard data.
Productivity: The degree to which technology empowers workers and enables them to perform better in their individual roles.

Students can develop a thorough understanding of the advantages of technology on the future of work and organizational performance by examining these technological aspects.

Task two

Ac 2.1 what is meant by workplace (organisation) culture.

According to Young’s findings (2021), organizational culture is the collection of norms, behaviors, and values that influence how people behave, interact, and relate to one another within an organization. Students are urged to go into detail about both positive and negative cultural aspects as well as the part that human resources professionals play in creating cultures that give work meaning.

An environment with a positive culture promotes teamwork, creativity, and employee happiness, which increases productivity and fosters a sense of belonging. On the other hand, toxic behaviors, poor communication, and resistance to change are all signs of a negative culture and can lead to low morale and potential organizational problems.

Professionals in human resources must be involved in creating meaningful cultures. These individuals can have an impact on the company’s values, promote open communication, support diversity and inclusion, and put policies in place that promote employee growth and well-being. People managers contribute to a work environment where people can find meaning and fulfillment in their jobs by actively shaping the culture. This fosters improved performance and the success of the organization as a whole.

AC 2.1 Why it is important to foster an appropriate and effective workplace culture

Employees need to understand how the organization works in order to be able to express their ideas and forge close relationships with their employers. Culture plays a crucial role in this process.

A workplace culture that prioritizes diversity and inclusion is one that is successful. It encourages worker retention, motivation, and engagement, which helps build strong teamwork. Additionally, culture has a big impact on how well people perform both individually and as an organization, which shapes the company’s overall success and accomplishments.

AC 2.2 How organisations are whole systems in which different areas and aspects such as structure, systems and culture, are all inter-related

Students explore various organizational systems and structures, including hierarchical, divisional, functional, and matrix systems. They emphasize the significance of aligning an organization’s values with its strategic goals and operations, emphasizing the significance of value-driven organizations. Students also describe the efforts made by human resources professionals to create extensive systems that influence both individual behaviors and the culture of the entire organization with the goal of creating a setting that promotes development, productivity, and fulfillment.

AC 2.2 An example of how good people practice, and an example of how bad people practice can impact other parts of the organisation or beyond the organisation (for example through developing new and better ways of doing things or through poor practice stimulating new legislation)

Students demonstrate how employing good people practices has a positive effect on an organization in one scenario. Professionals in the human resources field emphasize the value of learning and development by providing examples of how investing in employees’ knowledge and skills improves their capabilities and overall performance. A skilled and motivated workforce, for instance, is cultivated through the implementation of regular training programs and the provision of opportunities for professional growth, which boosts productivity, enhances decision-making, and improves employee retention.

Students, however, draw attention to an instance in which unethical behavior has a negative impact on the organization. Insufficient support for employees’ mental and physical health, for instance, can result in increased stress, decreased productivity, and low morale among staff members. Professionals in the human resources field intervene to solve this problem by establishing procedures that put employees’ welfare first. To reduce stress and enhance general health, they might develop counseling services, mental health assistance networks, and wellness programs.

Students must understand that these scenarios can change based on their experiences and interactions within an organization. A variety of examples can be used to highlight the effects of both good and bad people practices, underscoring the crucial role that human resources professionals play in establishing a positive and effective organizational culture.

AC 2.3 How individuals may learn and develop in different ways in organisations and how this might be accommodated in assessing and developing skills and capabilities

In creating learning policies that support a culture where learning is highly valued for the development of skills and knowledge, Hayden (2021) emphasizes the critical role of people professionals. The learning concepts listed below may be investigated by students when studying this subject:

Learning and Competitiveness: Describe how a culture of ongoing learning helps to increase an organization’s ability to compete. Organizations that place a high priority on learning are better able to innovate, adapt to changes, and maintain a competitive edge in the market.
In order to develop a skilled and adaptable workforce, consider the importance of workplace learning. Employees are empowered by workplace learning to pick up new skills, stay current, and make valuable contributions to the expansion of the company.
Learning’s Importance for High Performance: Explain the specific ways that learning affects both individual and organizational performance. Continuous learning among employees tends to boost performance, which boosts the efficiency of the entire organization.
Learning Trends: Describe the most recent developments in employee education, including techniques for locating knowledge gaps and addressing reasons for poor performance. Organizations can better meet the unique needs of their employees by customizing their learning initiatives by analyzing learning trends.

Students can gain a thorough understanding of the crucial role that learning policies play in forming a culture of continuous development and growth within an organization by exploring these learning concepts.

AC 3.1 Why it is important for an organisation’s business that change is predicted, planned and effectively managed

George’s work from 2021 emphasizes the importance of change as a component of organizational progress and exhorts professionals to actively plan and manage change for successful results. The following ideas should be investigated by students as they study this subject:

Investigate the various catalysts for organizational change, such as heightened competition, technological advancements, or unsettling occurrences like market discontinuity. Professionals who are aware of these triggers are better able to anticipate and handle change.
Change’s Effect on Business: Analyze how the change will affect the organization’s operations, structure, and workforce. Students should consider how change will impact various aspects of the business because it can both present challenges and opportunities.
Making Change Plans: Explain the role and motivation for bringing change to an organization. Planning effectively is necessary to guarantee that change is effectively managed, effectively communicated, and in line with the objectives and vision of the organization.

By taking into account these ideas, students can learn important lessons about the significance of change management and the proactive approach necessary to successfully navigate change, ultimately resulting in favorable outcomes for the organization.

BATTISTA, M. (2021) PESTLE analysis. Available at https://www.cipd.co.uk/knowledge/strategy/organisational-development/pestle-analysis-factsheet [Accessed 18th July 2022]

GEORGE, S. (2021) Change management. Available at https://www.cipd.co.uk/knowledge/strategy/change/management-factsheet [Accessed 18th July 2022]

HAYDEN, D. (2021) Learning and development strategy and policy, available from https://www.cipd.co.uk/knowledge/strategy/development/factsheet [Accessed 18th July 2022]

MOHDZAINI, H. (2021) Technology and the future of work. Available at: https://www.cipd.co.uk/knowledge/work/technology/emerging-future-work-factsheet [Accessed 18th July 2022]

WILSON, M. (2021) SWOT analysis. Available at https://www.cipd.co.uk/knowledge/strategy/organisational-development/swot-analysis-factsheet [Accessed 18th July 2022]

YOUNG, J. (2021) Organisational culture and cultural change, available from https://www.cipd.co.uk/knowledge/culture/working-environment/organisation-culture-change-factsheet [Accessed 18th July 2022]

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3CO01 Assignment Example

February 8, 2022
Posted by: admin
Category: CIPD Level 3

You work in the HR department of a medium-sized company and are studying for your people practice qualification. Your manager recently asked you about the importance of employees understanding the business environment. This is especially important for people practice professionals since their roles directly impact the policies, processes, and values of an organisation, which in turn impacts all the people within it. You were asked to help prepare the development day by your manager due to this discussion. A team-based learning needs analysis has shown that as well as more knowledge about the business environment, the team would benefit from a deeper understanding of organisational culture and how humans behave in organisations. The team would also like to build their knowledge and skills in relation to change management.

The following steps should be taken to prepare for the tasks:

First, you should discuss the assessment process with your Assessor at the beginning of your assignment and, if applicable, agree on milestones so that they can help you track your progress.
To guide and support your evidence, refer to the indicative content in the unit.
Take care when presenting your evidence, keeping in mind that you are working in a People Practice Team.
It would help if you remained the author of the evidence utilised for this assessment.

You will also benefit from:

Implementing the formative feedback you received from your Assessor.
Examine your own experiences of learning and professional development.
Checking out CIPD Insight, Fact Sheets, and other related online resources.

The task one-slide deck for a team day

Your manager has requested you prepare a presentation (slide deck and short presenter notes) in preparation for delivering it to the HR Team the next day. The purpose of the presentation, titled Understanding the Business Environment, is for team members to gain a general understanding of their business environment. The presentation (which you are not required to deliver) can be about your organisation or one(s) that you are familiar with and should include the following:

The use of an analysis tool (such as PESTLE) to identify the fundamental external forces affecting or likely to affect an organisation. (AC 1.1)
An explanation of how business goals are essential and how planning is essential for achieving them. For example, describe how a business has been structured, specific policies have been implemented, or people practices have been followed to achieve business goals. (AC 1.2)
Explains the products and/or services of an organisation and its main customers. (AC 1.3)
In this article, we will review how human resources professionals can use various technologies to improve the quality of their working practices and collaboration. Technology relating to communication, information exchange, recordkeeping, learning, wellbeing, productivity, or security, for instance, may be considered. (AC 1.4)

Guidance leaflet for Task Two

In line with the team’s learning needs analysis and knowing the team will have to support some of the team’s upcoming change initiatives, your manager also asked you to prepare a leaflet for the team. Among the two main topics of the guidance, leaflet should be

Information about an organisation’s culture and
Its employees, and guidance about the impact of change and how to manage it effectively.

Describe the following (in any order) in your guidance leaflet:

Workplace (organisational) culture definition (AC 2.1)
Fostering an effective and appropriate workplace culture is essential. (AC 2.1)
Organisations are whole systems in which different areas and aspects, including structure, systems, and culture, are interconnected. (AC 2.2)
An example of good people practices and how bad people practices can impact other parts of the organisation or beyond the organisation (for example, by setting new and better methods for doing things or by stimulating legislation through poor practice). (AC 2.2)
How individuals may develop and learn in different ways within organisations can be accommodated in assessing and developing skills and abilities. (AC 2.3)
The importance of anticipating, planning and managing change in an organisation. (AC 3.1)
How change can affect people in organisations, such as changing their roles or statuses or changing their financial circumstances, and how they may react to these changes. (AC 3.3)
People practice professionals can play various roles concerning change agendas, including the nature and importance of these roles. Consider roles such as gatekeepers, champions, facilitators, critical friends, or record keepers. (AC 3.2)

Introduction to 3CO01 New Assessment Brief

The first unit in the Level 3 Foundation Certificate in People Practice is 3CO01. The new brief investigates the internal influences that shape the business and the culture in which it operates. The unit investigates the behaviors of people professionals in managing change. The new brief asks students to answer the following questions in an estimated 2500 words. Students base their responses on their own organization or a familiar organization. I’ll use McDonald’s as an example in this guideline. Assessment questions 1.1 An examination of the key external influences impacting or likely to impact the organisation’s activities

Political factor: Brexit.
Economic factor: Covid-19 pandemic
Legal Factor: Changing employment regulations laws

Students will explain how the factors listed above help them understand the business market environment. 1.2 A discussion of the organisation’s business goals and why it is important for organisations to plan for how they will achieve these

A business goal is a target that the company intends to achieve within a certain time frame. McDonald’s business goal is to provide a welcoming environment for customers as well as nutritious foods. Students detail the other organizational goals as well as the objectives that support business within the external environment. Students will then discuss why it is critical for professionals to plan how they will achieve business objectives. The reasons should be thoroughly discussed in order to ensure that HR is aligned with the organization’s goals and objectives. 1.3 A discussion of the organisation’s products and/or services and main customers

The students will describe the core products, the actual products, and the augmented products. Students will also explain the customer characteristics and demographics, as well as the efforts made by the company to ensure that customers’ needs are met. McDonald’s main products are fast foods, beverages, and desserts. Among the services offered are improved dining experiences and a strong emphasis on customer service. McDonald’s caters to low and middle-income customers, the majority of whom are students, employees, and parents with young children. 1.4 A short review of different technologies available to people professionals and how these can be, or are, used to improve working practices and collaboration. You might consider for example, technologies relating to communications, information sharing, record keeping, learning, wellbeing, productivity, or security

Students provide three examples of workplace technology used by professionals. Here are some examples:

Technology for social media
Cloud automation using artificial intelligence

Students go on to describe how each technology improves work practices and collaboration. Social media technology, for example, improves communication, artificial intelligence improves service, learning, and productivity, and automation improves automation of manual processes to speed up functions, particularly record keeping. Finally, students explain the benefits and drawbacks of the technologies discussed. 2.1 What is meant by organisational culture and why it is important to foster an appropriate and effective workplace culture

Students define workplace culture as the concept that describes how things are done in the organization. The underlying beliefs, values, patterns, and principles that comprise an organization’s work system are referred to as its culture. Students can refer to Charles Handy’s model of organizational culture, which describes the following elements:

Task culture
Person culture
Role culture

Students explain why it is critical to cultivate a positive culture. Some of the reasons are as follows:

Increase employee involvement
Accept diversity and inclusion.
Improve internal consistency

Finally, students will provide one example of positive workplace culture and one example of negative workplace culture. Here are some examples:

A culture that encourages employee learning in order to improve growth and career development.
Employee competition that is unhealthy and has a negative impact on the employees

Students describe various organizational structures, such as the flat or tail structure. Students may also include an organizational chart to demonstrate the roles of various professionals in various fields of work. Students explain how various areas of the organization interact with one another to achieve holistic systems. For instance, a discussion about how the innovative development sector connects with the government and the international market to form a holistic organization. Finally, students give one example of a good people practice, such as providing employees with safe and healthy working conditions, and one example of a bad people practice, such as failing to comply with employment laws. 3.1 Why it is important that organisational change is planned, and effectively managed

Organizations must adapt to change. Change should be planned and managed by people professionals in order to have a positive impact on the organization. Change agents at work include:

Change in structure
Technology advancement
Introduction of new educational programs
Organizational Process Change

Students explain why it is important to plan and manage change, using project planning as an example. Describe the role and purpose of planning in meeting project goals and objectives. Organizations forecast change using the PESTLE and SWOT tools. 3.2 The nature and importance of different roles that can be played by people practice professionals, in relation to change agendas. You might consider roles such as: gatekeeper, champion, facilitator, critical friend or record-keeper

For example, human resource professionals can act as an advocate for employee rights by implementing change agendas. Students concentrate on explaining how people professionals assist managers in implementing change agendas. 3.3 How organisational change can impact people in different ways, such as changing their role or status or financial situation, and the different ways people may respond to change

Illustrations of change

Financial upgrading, downgrading, or upgrading
family dynamics
the connections with rivals

Students explain how people react to change using a model or theory. Examples include

Kubler-Ross model
Fisher curve

Reference BATTISTA, M. (2021) PESTLE Analysis. Available at https://www.cipd.co.uk/knowledge/strategy/organisational-development/pestle-analysis-factsheet GEORGE, S. (2021) Change Management. Available at https://www.cipd.co.uk/knowledge/strategy/change/management-factsheet MOHDZAINI, H. (2021) Technology and the future of work. Available at https://www.cipd.co.uk/knowledge/work/technology/emerging-future-work-factsheet YOUNG, J. (2020) Organisational culture and cultural change. Available at https://www.cipd.co.uk/knowledge/culture/working-environment/organisation-culture-change-factsheet

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3CO01 Assignment Example

January 17, 2022
Posted by: Assignment Help Gurus
Category: CIPD LEVEL 3 CIPD CIPD EXAMPLES HUMAN RESOURCE

3CO01 Business Culture and Change in Context

You work in the HR Team of a medium sized organisation and are studying for your people practice qualification. In a recent discussion with your manager, you expressed how important you thought it was for employees to understand the business environment. You feel this is especially important for people practice professionals as their roles impact on the policies, processes and values of the organisation, which in turn impact on all the people within the organisation.

Inspired by this discussion, your manager has asked you to help prepare development day. A team-based learning needs analysis has shown that as well as more knowledge about the business environment, the team would benefit from a deeper understanding of organisational culture and how humans behave in organisations. The team would also like to build their knowledge and skills in relation to change management.

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.
Ensure that the evidence generated for this assessment remains your own work.

You will also benefit from:

Completing and acting on formative feedback from your Assessor.
Reflecting on your own experiences of learning opportunities and continuing professional development.
Reading the CIPD Insight, Fact Sheets and related online materials on these topics.

Task One-Slide Deck for Team Day

Your manager has asked you to prepare a presentation (slide deck and brief presenter notes) in readiness for delivery to the HR Team at the next Team day. The aim of the presentation, entitled

is for team members to gain a general understanding of their business environment and the key issues that can affect this.

Your presentation (which you are not required to deliver) can be based on your own organisation or one(s) that you are familiar with, and should include the following:

Application of an analysis tool (such as PESTLE) to examine the key external forces impacting or likely to impact an ties. (AC 1.1)
An explanation of business goals and why it is important for organisations to plan for how they will achieve these. Your explanation should include examples of planning, such as how a business has been structured or specific policies introduced or people practices followed, in order for business goals to be achieved. (AC 1.2)
An explanation of an organisation s products and/or services and main customers. (AC 1.3)
A short review of different technologies available to people professionals and how these can be used to improve working practices and collaboration. You might consider for example, technologies relating to communications, information sharing, record keeping, learning, wellbeing, productivity or security. (AC 1.4)

Task Two Guidance Leaflet

In line with the team learning need analysis and knowing that they will be required to support a number of change initiatives soon, your manager has also asked you to prepare a guidance leaflet for the team. The guidance leaflet should cover two main themes and include

information about organisational culture and how people behave in organisations
guidance about the impact of change and how organisational change can most effectivelybe managed.

Your guidance leaflet should explain (in any sequence):

What is meant by workplace (organisation) culture (AC 2.1)
Why it is important to foster an appropriate and effective workplace culture. (AC 2.1)
How organisations are whole systems in which different areas and aspects such as structure, systems and culture, are all inter-related. (AC 2.2)
An example of how good people practice, and an example of how bad people practice can impact other parts of the organisation or beyond the organisation (for example through developing new and better ways of doing things or through poor practice stimulating new legislation). (AC 2.2)
How individuals may learn and develop in different ways in organisations and how this might be accommodated in assessing and developing skills and capabilities. (AC 2.3)
Why it is important for an organisation that change is predicted, planned and effectively managed. (AC 3.1)
How change can impact people in organisations, such as changing their role or status or financial situation, and the different ways people may respond to change. (AC 3.3)
The nature and importance of different roles that can be played by people practice professionals, in relation to change agendas. You might consider roles such as: gatekeeper, champion, facilitator, critical friend or record-keeper. (AC 3.2)

Solution Task One

AC 1.1 Examine the key external influences that impact on business environments

Organisations do not operate in a vacuum rather their operations are influenced by external forces in their business worlds. To this end, there exists several tools that help in the analysis of external factors that affect business in all sectors including the hospitality industry that forms the core of our business. Among such tools is the PESTLE analysis that is an acronym for Political, Economic, Sociological, Technological, Legal and Environmental. Cipd (2021) defines the PESTLE analysis as a strategic, broad fact finding activity of the external factors that potentially influence the decisions of companies by assisting to minimise the threats and subsequently maximise on the available opportunities. The following is analysis of the factors within the hospitality industry

Political factors that influence the industry include environmental regulations, tax policy, trade restrictions, political stability and tariffs. This has been evidence during the Covid19 pandemic period as many governments imposed travel bans that negatively affected the industry Frue (2019). Similarly, the hospitality industry operates in fear during presidential elections as new governments could introduce new ideas and policies that impact on the industry and disrupts the operations.
Economic factors that influence the industry include economic growth or decline, inflation, interest, wage rates, exchange rate, minimum wage, working hours, cost of living, availability of credit and unemployment. In this regard, the strength or weakness if a currency can affect the attractiveness of a vacation destination. The short term impact of Brexit was loss of a substantial number of employees from other EU countries (James, 2021).
Sociological factors include cultural norms, health consciousness, career attitudes, age distribution population growth rates, health and safety. For example, consumers have become more health conscious during the Covid19 pandemic period and hence the industry investment on sanitising procedures for their facilities.
Technological factors include new technologies for example robotics and rate of change (Cipd, 2021). To this end, some hotels have adopted robotics in sanitising their facilities which is faster and more efficient. The industry is also investing in social media and working towards getting positive reviews on travelling websites ( Frue, 2019)
Legal factors include changes to legislations such as employment, imports/exports, access to quotas, materials and taxation (Cipd, 2021)
Environmental factors include ethical sourcing, global warming, pandemics and other emergencies. Frue (2019) noted that the industry have to understand the seasonal or weather differences to competitively price their rooms.

AC 2.1 Discuss organisational goals and why it is important for organisations to plan.

According to Hill (2019) planning is a process that charts a course for attainment of defined business goals. The process entails conducting a review of operations of the organisation and subsequently identifying what needs to be improved in the next year. As such planning necessitates forecasting of the results that an organisation desires to achieve and identifying the measures to be taken in order to attain the set goals. The results can be can be in financial terms or other measures such as consumer satisfaction (Hill, 2019).

Scott (2010) explained that human resources personnel have different functions in organisations including ensuring that there policies put in place to ensure that employees are responsible for the attainment of organisational objectives and goals. Giving reference to the hospitality industry, it is broadly structured into food and beverages, travel and tourism, lodging and recreation (Novak, 2017). Their ultimate goal is to create a positive customer experience so as retain the consumer in future or even gain a referral.

In line with this, the HR department training and development plans within the hospitality industry seeks to invest in imparting the right knowledge and skills to the employees who are the direct link between an organisation and the company. Scott (2010) detailed that HR professionals are charged with responsibility of developing training and development programs that strengthen the quality of work in a company. This proceed upon evaluating the training needs, developing manuals, facilitating instruction and ascertaining that training objectives align to the business goals. Scott (2010) highlight the findings of the Bureau of Labor statistics denoting that imparting employees with skills can enhance organisational performance and help achieve business results.

AC 1.3 Discuss the products and/or services the organisation delivers, including who the main customers are

Bansal, Gaulum, Anbardar and Kumar (n.d.) cited Philip Kotler’s definition of a product as a bundle of a physical service and symbolic particulars that are anticipated to be beneficial to the buyer or yield satisfaction to a consumer.

The hospitality industry has five components of hospitality products including core products that refers to the basic benefit accorded to a guest such as a place to eat. The second is facilitating products that refers to those products that are provided to a guest in order to utilise the core product such as food in case of restaurants. Consequently, there are tangible products that refer to physical products of hospitality such as television and air conditioning in a standard room. There are supporting products that are provided to increase the value of the basic product with the intention of making it unique. Last but not least are augmented products refers to the products that are essential in enhancing the quality of products devoid of additional charges.

On the other hand, Bansal et al. (n.d.) defined services as the intangible activities that provide want satisfaction. It is also defined as any activity that one party offers to another and does not yield to ownership. Services can also be articulated as intangible economic products that involves human beings serving the provider and the recipient. They have several traits such as they are perishable, they lack physical identity, they are inseparable, have high fixed costs and are interdependent.

Capozzi (2020) argued that consumers in the hospitality industry can be categorised into backpackers and solo travellers that enjoy exploring cities and spending time in hotels and thus choose low prices over services and amenities. The other category is couples that involves romantic partners seeking quiet premises and high quality bedding. The other group is families that have more specific needs such as on site play areas, discounts for kids’ rooms, entertainment and additional amenities such as booster chairs. Business travellers is the final category and requires fast internet access, electronics such as printers and are usually willing to pay a higher price for rooms.

AC 1.4 Review the range of technology available within the people profession, including how it can be utilised to improve working practices and collaboration

As the world and the workplace become increasingly digitised HR managers are also forced to adapt to new technology that has enhanced their work. Technology is utilised in managing information on the cloud, engaging with people on social media sites and working on the go through tablets and mobiles (Barcelos, 2018).the following are some of the technology pieces required by people professionals

Social media platforms such as Facebook, twitter and LinkedIn and are used for posting vacant positions, communicate on upcoming events to the public and helps in making decisions on the right fit for a company
Human Resources Information Software (HRIS) helps in streamlining several HR processes and tasks that diminish manual errors. Besides automating HR functions it also helps in easier management of HR documents
Cloud technology that assists in centralisation of business and HR data from payroll to feedback, enhances transparency within the organisation and boosts consistency.
Gamification techniques that are utilised in recruitment to enhance talent acquisition. It is also used to enhance learning and development through knowledge sharing and simulation of real life contexts.

(Adapted from Bercelos, 2018).

Bibliography

Barcelos, K. (2018). Top 6 Technology Skills Every HR Professional Needs Today . [online] AIHR. Available at: https://www.aihr.com/blog/technology-skills-every-hr-professional-needs/.

Capozzi, C. (2020). Service Marketing vs. Product Marketing in Hotels . [online] Small Business – Chron.com. Available at: https://smallbusiness.chron.com/service-marketing-vs-product-marketing-hotels-23637.html.

Frue, K. (2019). PESTLE Analysis for Hotel Industry . [online] PESTLE Analysis. Available at: https://pestleanalysis.com/pestle-analysis-for-hotel-industry/.

Hill, B. (2019). How to Analyze the Key Success Factors for Plan Implementation . [online] Small Business – Chron.com. Available at: https://smallbusiness.chron.com/analyze-key-success-factors-plan-implementation-47365.html.

James, W. (2021). The impact of Brexit on the hospitality sector; what’s the post-Brexit outlook? [online] Stint. Available at: https://stint.co/learning-hub/the-impact-of-brexit-on-the-hospitality-sector/.

Novak, P. (2017). What Are The 4 Segments Of The Hospitality Industry . [online] Hospitality Net. Available at: https://www.hospitalitynet.org/opinion/4082318.html.

Scott, S. (2010). Role of HR in Achieving Business Goals . [online] Chron.com. Available at: https://smallbusiness.chron.com/role-hr-achieving-business-goals-1767.html.

Solution Task Two

AC 2.1 Define workplace culture in organisational settings and the importance of fostering positive approaches towards it.

Workplace culture in organisations can be defined as the set of underlying beliefs, principles and values that serve as the cornerstone of a company’s management system. It is also inclusive of the management behaviours and practices adopted in reinforcing the basic beliefs (Cipd, 2020). Tarver (2021) defined corporate culture as the beliefs and behaviours that guide how employees and the management interact and conduct business transactions. Tarver (2021) emphasized that corporate culture though not expressly defined it is implied and organically develops over time as an organisation hires people that represent it. The culture at the workplace is demonstrated by business hours, hiring decisions, dress code, and treatment of consumers, office set up, consumer satisfaction, employee benefits and turnover.

Workplace culture offers employee a way to understand the company, develop a network and common purpose as well as voice their views in reference to the mission of the organisation (Cipd, 2020). Workplace culture is also important as it impacts the standards of customer service and influence the retention of employees. Further, workplace culture affects the general performance of the organisation and thus the need to cultivate a positive work culture (Cipd, 2020). There are some common traits or values that are associated with healthy workplace culture including accountability, expression, equity, communication and recognition (Indeed Editorial Team, 2021). Consequently, healthy workplace culture is associated with better hiring choices, performance quality, organisational reputation and employee happiness (Indeed Editorial Team, 2021).

AC 2.2 Explain how organisations are whole systems, and how work and actions as a people professional could impact elsewhere.

Organisations are equated to whole systems as they compromise of several departments that conduct different functions but are united by a common organisational goal and function. Levinson (2018) explained that organisational systems simply refer to the general set up of a company. In this regard, organisations as a whole system defines the structure of the company in cognizance of each division or department and the hierarchy structure that determines who reports to who and what is expected of each of the divisions (Levinson, 2018).

Irrespective of size, all organisations require a solid and well defined system that outline simple processes that employees should adhere and thus avoid confusion at the workplace. The lack of a concrete and functional system the workplace becomes chaotic (Levinson, 2018). The organisational system ensure that all employee are assigned to the correct department and thus contribute towards the growth of the company.

The Human resource department plays a significant role in building a robust organisational system. Bianca (2019) indicated that human resource managers are in charge of the most significant of component of a successful business which is to recruit a productive and thriving workforce for each of the departments in an organisation. To this end, people professionals view people as assets as opposed to cost in an organisation. The human resource department develop good practice by recruiting and hiring people with certain skills-set that meet organisational current and future goals, coordinate employee benefits as well as flexibly shift employee around in different departments depending on employee abilities and business priorities (Bianca, 2019). When people professionals are able build a concrete organisational system they eliminate challenges such as work duplication, employee frustration and conflict between different departments or positions

AC2.3 Discuss how people learn and develop in different ways relating this to organisational assessment of people’s skills and capabilities

Learning and development are terms that are often used interchangeably at the workplace Learning can be defined as work-based self-directed process that increased adaptive potential while development refers to a broader and long term process of acquiring knowledge and skills (Cipd, 2021). The main goal of learning and development is to change the behaviour of groups or individuals for the better such that they are able deliver their mandate more efficiently.

There are several methods through which individuals and groups learn and develop at the workplace including formal or informal techniques, digital or face to face, internal or external provision, direct learning at the workplace or away from the workplace and created or curated resources (Cipd, 2021). Some of the workplace learning and developments methods are onjob training, in house development programmes, coaching and mentoring, job rotation, secondment, project work and shadowing (Cipd, 2021).

Vulpen (2020) that one of the popular approach to organisation learning is the 70/20/10 model that denotes that seventy percent of learning is work-based and occurs informally through hand on experience through daily work routines. Subsequently, twenty percent of learning occurs through developmental relationships through peer feedback, coaching, collaboration and peer mentoring. Finally en percent of learning occurs through professional development courses or formal training techniques in an educational setting. This is demonstrated in figure one below

Fig 1: the 70/20/10 Model of Organisational Learning

Prior to an organisation deciding on the learning and development method to use the organisation shoul evaluate the employees skills and competencies which can proceed through conducting of tests, getting feedback from teams, through self-assessment exercises, feedback from clients and engaging employees in a business game (Menshikov, 2017).

AC3.1 Explain the importance of planning and managing change within the workplace.

Business environments are regularly changing especially in today’s technological world. To this end, change management has been adopted by many organisations across the globe. Change management broadly defines the several ways that organisations prepare and implement simple or complex changes (Indeed Editorial Team, 2021). Michigan State University (2019) asserted that change management can be incremental that is evolutionary and internally driven or discontinuous that is revolutionary and externally driven.

Change management in organisations is important as any change that occurs impacts on all the employees. In addition, effective change management increases employee morale and drives team work among the employees. It also creates a positive environment for consistent evolution and thus facilitate general business change that allows the company to easily adopt new procedures and technologies (Michigan State University, 2019).

Change management is important as it assists each division of a company to succeed amidst major and minor adjustments within the company or business environment. Change management further allows employees to understand their new roles and thus execute their mandate efficiently and as per expectation. In general, change management in organisations ensures that businesses remain viable and thus continue to grow and align to the changing market trends (Indeed Editorial Team, 2021).

Change management is also attributed to reduce stress and anxiety with change, minimise resistance to change, enhances cooperation and collaboration in the business, responds to challenges more efficiently as well manages the diverse costs of change (Migrator, 2000).

AC3.2 Consider the importance and role that people professionals play within change.

According to Cipd (2020) people professionals have an important role in managing the change process in an organisations. This is because they are equated to stage directors of change serving behind the scenes and thus appreciated by all. The people professionals serve as the change agents in organisations due to their proximity to the people thus making it easy to influence leadership and provide an adequate framework that supports change within the workplace (Perrin, 2017).

In most organisations, the Human Resource department serves the role of a watchdog in change in management as it facilitates the implementation of new processes. In this regard, the HR takes up a monitoring role and also ensure that the change processes are harmonious, coherent and uphold integrity (Perrin, 2017).

People professionals also execute the role of communication in the change process as they clarify messages of change and ensure that people understand the process and comprehend the multiple avenues available to transmit the crucial messages. To this end, the HR utilises their knowledge and skills to minimise rumours by communicating through channels such as emails, formal briefs, podcasts and newsletter (Changeboard Team, 2016).

People professionals also have the role of diagnosing and planning change given that they are equipped with knowledge on the structure of change and thus have the skills to ask the right questions and diagnose the problems that might arise in the quest for change. Moreover, people professionals can assist in setting of expectations and ensuring that a comprehensive plan is laid out and thus creating an opportunity for the change architecture to be interrogated (Changeboard Team, 2019).

AC3.3 Discuss how change can impact people in different ways

Different people process and react to change differently. This is well captured by Owen (2018) who articulated that people react to change in different ways owing to their individual reasons giving cognizance to how that change impacts on their wellbeing. Owen (2018) indicated that some people thrive on change as they easily embrace new procedures and products while others initially resist change as the status quo is disrupted. In reference to a team, change can negatively affect employees as they are separated from each other and thus affect the efficiency of the team.

Additionally, change can creates uncertainty and anxiety which may be manifested through excessive worrying and changes in personal behaviours such as restlessness irritability and difficulty in concentrating. Other physical symptoms associated with anxiety include fidgeting, tiredness and trouble sleeping that are inevitably detrimental to employee productivity and performance (Owen, 2018). Change can also impact people financially as team restructuring for example may result in less overtime thus less money.

Change also positively or negatively affects employees trust and loyalty to the employer or organisation and thus impact on their job satisfaction, job attitude and organisational attitude (Owen, 2018). This can result in employees lacking confidence with the management and thus causing some of the employees to exit the organisation while others remain physically present but mentally searching for opportunities in other organisations thus diminishing their levels of productivity and involvement (Owen, 2018).

Wickford (2019) summarised the impacts of change to employees into increase in levels of stress due to fear of change, increased turnover as people exit the company in search of more stable organisations, diminished loyalty and increased time away from work as some employees avoid the office while looking for new jobs while other take longer lunch hours and leave the office earlier. However there are some employees who react by increasing their productivity as strategy of getting noticed and thus hoping that they will be retained amidst the change.

Bianca, A. (2019). The Components of Employee Retention & Career Development Processes . [online] Small Business – Chron.com. Available at: https://smallbusiness.chron.com/components-employee-retention-career-development-processes-12191.html.

Changeboard Team (2016). The role of HR in change . [online] Changeboard. Available at: https://www.changeboard.com/article-details/14013/the-role-of-hr-in-change/.

CIPD (2020a). Change Management | Factsheets . [online] CIPD. Available at: https://www.cipd.co.uk/knowledge/strategy/change/management-factsheet#gref.

CIPD (2020b). Organisational Culture and Cultural Change | Factsheets . [online] CIPD. Available at: https://www.cipd.co.uk/knowledge/culture/working-environment/organisation-culture-change-factsheet#gref.

CIPD (2021). Learning Methods | Factsheets . [online] CIPD. Available at: https://www.cipd.co.uk/knowledge/fundamentals/people/development/learning-methods-factsheet#gref.

Indeed Editorial Team (2021a). Change Management: What It Is and Why It’s Important . [online] Indeed Career Guide. Available at: https://www.indeed.com/career-advice/career-development/change-management.

Indeed Editorial Team (2021b). What Is Work Culture? [online] Indeed Career Guide. Available at: https://www.indeed.com/career-advice/career-development/work-culture.

Levinson, C. (2018). The Structure of a Bureaucratic Organization . [online] Bizfluent. Available at: https://bizfluent.com/facts-6877710-structure-bureaucratic-organization.html.

Menshikov, S. (2017). Top 6 Ways To Assess Employee Skills And Competencies . [online] eLearning Industry. Available at: https://elearningindustry.com/top-6-ways-assess-employee-skills-and-competencies.

Michigan State University (2019). Organizational Change Management . [online] Michiganstateuniversityonline.com. Available at: https://www.michiganstateuniversityonline.com/resources/leadership/organizational-change-management/.

Migrator (2000). Benefits of change management . [online] nibusinessinfo.co.uk. Available at: https://www.nibusinessinfo.co.uk/content/benefits-change-management.

Owen, C. (2018). Explain possible human effects of innovation and change upon people and teams in an organisation . [online] Skills for Leadership. Available at: https://www.skillsforleadership.co.uk/explain-possible-human-effects-of-innovation-and-change-upon-people-and-teams-in-an-organisation/.

Perrin, O. (2017). The Role of HR in Managing Change in the Workplace . [online] EmployeeConnect HRIS. Available at: https://www.employeeconnect.com/blog/hr-role-change-management/.

Tarver, E. (2020). How to Tell If Your Corporate Culture Is Healthy . [online] Investopedia. Available at: https://www.investopedia.com/terms/c/corporate-culture.asp.

Vulpen, E.V. (2020). Learning and Development: A Comprehensive Guide . [online] AIHR. Available at: https://www.aihr.com/blog/learning-and-development/.

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3CO01 Assignment Example

What is meant by workplace culture, and why it is important to foster an appropriate and effective workplace culture? (AC 2.1)

How organisations are whole systems, and how work and actions as a people professional could impact elsewhere. (AC 2.2)

How individuals may learn and develop in different ways in organisations and how this might be accommodated in assessing and developing skills and capabilities. (AC 2.3)

Why it is important for an organisation that change is predicted, planned and effectively managed? (AC 3.1)

How change can impact people in organisations, such as changing their role or status or financial situation, and the different ways people may respond to change. (AC 3.3)

The nature and importance of different roles that people can play practice professionals concerning change agendas. You might consider roles such as gatekeeper, champion, facilitator, critical friend or record-keeper. (AC 3.2)

Reference List

3CO01 Business, Culture and Change in Context CIPD Level 3 Assignment Example, UK

CIPD Level 3 3CO01 Assignment Task 1: Understand the business environment in which the people profession operates, including the key issues that affect it.

1.2 Discuss organisational goals and why it is important for organisations to plan.

1.3 Discuss the products and/or services the organisation delivers, including who the main customers are.

1.4 Review the range of technology available within the people profession, including how it can be utilised to improve working practices and collaboration.

CIPD 3CO01 Assignment Activity 2: Understand how people’s behaviour in the workplace affects and shapes culture.

2.2 Explain how organisations are whole systems, and how work and actions as a people professional could impact elsewhere in the organisation.

CIPD Level 3 3CO01 Learning Outcome 3 : Understand the importance of effective management of change.

3.2 Consider the importance and role that people professionals play within change.

3.3 Discuss how change can impact people in different ways.

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3CO01 BUSINESS, CULTURE AND CHANGE IN CONTEXT

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CIPD 3CO01 Business, culture, and change in context

CIPD 3CO01 Assignment Example | Business, Culture and Change in Context

A discussion of the organisation’s businessgoalsandwhy it is important for organisations to plan for how they will achieve these. (AC 1.2)

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3CO01 Business, culture and change in context Assignment Example

(AC 1.1) An examination of three key external influences impacting or likely to impact the organisation’s activities.

(AC 1.3) Discuss the products and/or services the organisation delivers, including who the main customers are.

(AC 3.1) Explain the importance of planning and managing change within the workplace.

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Business, Culture and Change in Context (3CO01)

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3CO01 Business, Culture and Change in Context, New Assessment Brief

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Table of Contents

AC 1.1 Application of an analysis tool (such as PESTLE) to examine the key external forces impacting or likely to impact an organisation’s activities

AC 1.3 An explanation of an organisation’s products and/or services and main customers

Task two

AC 2.1 Why it is important to foster an appropriate and effective workplace culture

AC 2.2 How organisations are whole systems in which different areas and aspects such as structure, systems and culture, are all inter-related

AC 2.3 How individuals may learn and develop in different ways in organisations and how this might be accommodated in assessing and developing skills and capabilities

AC 3.1 Why it is important for an organisation’s business that change is predicted, planned and effectively managed

3CO01 Assignment Example

The following steps should be taken to prepare for the tasks:

You will also benefit from:

The task one-slide deck for a team day

Guidance leaflet for Task Two

Describe the following (in any order) in your guidance leaflet:

Introduction to 3CO01 New Assessment Brief

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3CO01 Assignment Example

3CO01 Business Culture and Change in Context

Preparation for the Tasks:

You will also benefit from:

Task One-Slide Deck for Team Day

Task Two Guidance Leaflet

Solution Task One

Bibliography

Solution Task Two

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