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Assignment Briefs 04-08-2024

Your manager has asked you to prepare an information sheet about the organisation and its environment to support the onboarding of a new member of the People Team

3CO01 Business, culture and change in context

Learner Assessment Brief

Assessment ID / CIPD_3CO01_23_01

 

Level 3

Foundation Certificate in People Practice

This unit assignment 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.

CIPD’s insight

Organisational climate and culture (October 2022)

Organisational culture is an important aspect of organisational life and a term that has become a mainstay among business leaders. The work of HR, L&D and OD influences and is influenced by organisational culture because every organisation is made up of human relationships and human interactions. Despite its dominance, the language of culture is often unclear and difficult to define, making it hard to measure. Consequently, real culture change is almost impossible if we fail to pin down what we need to change. Rather than focusing on culture, concentrating on organisational climate – the meaning and behaviour attached to policies, practices and procedures that employees experience – is a much more specific, tangible way to positively influence the workplace. This factsheet explores why organisational culture is a popular but limited construct, and why shifting to changing organisational climate is much more effective for employers.

https://www.cipd.co.uk/knowledge/culture/working-environment/organisation-culture-

change-factsheet

 

Organisation development (April 2022)

In the evolving world of work, it’s important that organisations adapt to ensure optimal business performance. This factsheet explains what organisation development (ODV) is, what areas of focus and expertise it involved, and explores what ODV looks like in practice. There are many ways to describe organisation development (ODV), all of which share common features despite their varied meanings. In this factsheet we will use the abbreviation ODV rather than OD to distinguish organisation development from organisation design.

https://www.cipd.co.uk/knowledge/strategy/organisational-development/factsheet

 

Please note that the purpose of this insight is to link you to CIPD’s research and evidence within the subject area, so that you can engage with the latest thinking. It is not provided to replace the study required as part of the learning or as formative assessment material.

Task - Information sheet

Your manager has asked you to prepare an information sheet about the organisation and its environment to support the onboarding of a new member of the People Team. You decide that to be effective in their role, the new team member needs an appreciation of the organisation’s activities, goals and how the external environment impacts these. As organisational culture and change are essential to achieving business goals and responding to the external environment you decide to add points about these too.

Your information sheet can be based on your own organisation or one(s) with which you are familiar, and must include the following:

  1. An examination of three key external influences impacting or likely to impact the organisation’s activities. (AC 1.1)
  2. A 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 1.2)
  3. A discussion of the organisation’s products and/or services and main customers. (AC 1.3)
  4. A short review of information and communication technologies available to people professionals and how these can be, or are, used to improve working practices and collaboration. (AC 1.4)
  5. A definition of what is meant by organisational culture and an explanation of why it is important to foster an appropriate and effective workplace culture. (AC 2.1)
  6. An explanation of how organisations are whole systems, within which 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)
  7. An explanation of why it is important that organisational change is planned, and effectively managed. (AC 3.1)
  8. 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 3.2)
  9. A discussion of how organisational change can impact people in different ways, such as changing their role or status or financial situation. (AC 3.3)

Your evidence must consist of:

An information sheet of approximately 2500 words (refer to CIPD word count policy).

  • Please make it clear in your evidence which question and AC you are addressing, for example, Q1 – AC1.1.

Assessment Criteria Evidence Checklist

You may find the following checklist helpful to make sure that you have included the required evidence to meet the task. This is not a mandatory requirement as long as it is clear in your submission where the assessment criteria have been met.

Task – Information sheet Assessment criteria

Evidenced Y/N

Evidence reference

1.1

Examine the key external influences that impact on business environments.

 

 

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.

 

 

2.1

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

 

 

2.2

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

 

 

3.1

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

 

 

3.2

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

 

 

3.3

Discuss how change can impact people in different ways.

 

 

 

 

 

Assessment Criteria marking descriptors.

Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will indicate where the learner sits within the marking band range for each AC.

Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors should use the mark descriptor grid as guidance so they can provide comprehensive feedback that is developmental for learners. Please be aware that not all the mark descriptors will be present in every assessment criterion, so assessors must use their discretion in making grading decisions.

The grid below shows the range for each unit assessment result based on total number of marks awarded across all assessment criteria.

To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the assessment criteria.

The overall result achieved will dictate the outcome the learner receives for the unit, provided

NONE of the assessment criteria have been failed or referred.

Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral grades can be used internally by the centre. An examination of three key external influences impacting or likely to impact the organisation’s activities. (AC 1.1)

Overall mark

Unit result

0 to 17

Fail

18 to 22

Low Pass

23 to 29

Pass

30 to 36

High Pass

Marking Descriptors

Mark

Range

Descriptor

1

Fail

Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC.

Insufficient examples included, where required, to support answers.

Presentation and structure of assignment is not appropriate and does not meet the assessment brief.

2

Low Pass

Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.

Sufficient and acceptable examples included, where required, to support answers.

Required format adopted but some improvement required to the structure and presentation of the assignment.

Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.

3

Pass

Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC.

Includes confident use of examples, where required, to support each answer.

Presentation and structure of assignment is appropriate for the assessment brief.

Answers are clear and well expressed.

4

High Pass

Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate).

Includes strong examples that illustrate the point being made, that link and support the answer well.

Answers are applied to the organisation.

Answers are clear, concise, and well argued, directly respond to what has been asked.

The presentation of the assignment is well structured, coherent and focusses on the need of the questions.

Includes clear evidence of the use of references to wider reading to help inform answer.

Your manager has asked you to prepare an information sheet about the organisation and its environment to support the onboarding of a new member of the People Team. You decide that to be effective in their role, the new team member needs an appreciation of the organisation’s activities, goals and how the external environment impacts these. As organisational culture and change are essential to achieving business goals and responding to the external environment you decide to add points about these too.

Your information sheet can be based on your own organisation or one(s) with which you are familiar, and must include the following:

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

Sample/Example Answer - (Plagiarised)

Organisation Overview: XYZ Inc.

Introduction: Welcome to XYZ Inc., a leading company in the tech industry specializing in software development and digital solutions. As a new member of the People Team, it`s crucial to understand the organization`s activities, goals, and how external factors influence our operations and strategies.

1. External Influences:

a. Technological Advancements:

  • Rapid advancements in technology continually reshape our industry landscape.
  • Emerging technologies such as artificial intelligence, blockchain, and augmented reality impact our product development and service offerings.
  • Staying ahead of technological trends is essential to remain competitive and meet customer demands.

b. Economic Factors:

  • Fluctuations in the global economy directly affect consumer spending patterns and market demand for our products.
  • Changes in interest rates, inflation, and currency exchange rates impact our cost structure, pricing strategies, and profitability.
  • Economic downturns may lead to reduced budgets for IT spending, affecting sales and revenue generation.

c. Regulatory Environment:

  • Compliance with local, national, and international regulations is critical for our operations.
  • Data privacy laws (such as GDPR or CCPA) influence how we handle customer data and ensure data security.
  • Changes in government policies related to taxation, trade, or labor laws can affect our business operations and financial performance.

2. Organizational Goals:

  • Innovation: Continuously innovate to develop cutting-edge solutions that anticipate market trends and exceed customer expectations.
  • Growth: Expand our market presence globally and diversify our product portfolio to capture new opportunities.
  • Sustainability: Foster a culture of sustainability by minimizing environmental impact and promoting social responsibility in our business practices.

3. Organizational Culture and Change:

  • Collaboration: Encourage collaboration and teamwork across departments to foster creativity and drive innovation.
  • Agility: Embrace a culture of adaptability and agility to respond effectively to changing market conditions and customer needs.
  • Learning and Development: Invest in employee development programs to nurture talent, enhance skills, and promote career growth.
  • Change Management: Implement robust change management processes to facilitate smooth transitions during organizational changes or restructuring initiatives.

Conclusion: Understanding the external influences, organizational goals, and culture of XYZ Inc. is essential for your role in the People Team. By recognizing these factors, you can contribute effectively to our mission of delivering exceptional products and services while navigating the dynamic business environment successfully. Welcome aboard, and we look forward to your valuable contributions to our team!

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