3CO01 Assignment Example
Assessment Questions
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. 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.
An examination of three key external influences impacting or likely to impact the organisation’s activities. (AC 1.1)
Certainly, organisations are influenced by a range of external factors that can significantly affect their activities and operations. Here are three key external influences:
- Economic Factors
- Technological Advancements
- Regulatory and Legal Environment
A discussion of at least two of the organisation’s business goals and why organisations need to plan for how they will achieve these. (AC 1.2)
This comprehensive analysis examines three key external influences that impact, or are likely to impact, an organisation’s activities: economic factors, technological advancements, and the regulatory and legal environment.
A discussion of the organisation’s products and/or services and main customers. (AC 1.3)
Certainly, let’s engage in an in-depth discussion of the organisation’s products and/or services, as well as its primary customers. For this comprehensive analysis, we’ll consider a fictional company called “TechNet Solutions.”
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)
Certainly, I can provide an extensive review of the information and communication technologies (ICT) available to HR professionals and how these technologies can enhance working practices and collaboration. Due to the word limit, this review will offer an overview of the key ICT tools and their applications.
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)
A variety of information and communication technologies (ICT) are available to HR professionals, and these tools can significantly enhance working practices and collaboration. In this detailed discussion, we’ll provide examples of these technologies and their applications.
An explanation of how organisations are whole systems, within which aspects such as structure, systems and culture are all interrelated, and how people professionals’ work and actions could impact elsewhere in the organisation. (AC 2.2)
Organisations can be seen as holistic systems where various components, including structure, systems, and culture, are intricately interconnected. These elements collectively shape the organisation’s identity, functioning, and ability to achieve its objectives. The actions and decisions of HR practitioners and other professionals can have significant, far-reaching impacts that extend beyond their immediate areas of responsibility. Understanding this interconnectedness requires exploring how these organisational aspects are interrelated and how the work of people professionals can influence different areas within the organisation.
An explanation of why it is important that organisational change is planned and effectively managed. (AC 3.1)
Organisational change is a complex process that involves significant alterations to an organisation’s structure, systems, culture, or strategies. This can include initiatives such as mergers and acquisitions, restructuring, process optimization, technology implementation, and cultural transformation. Regardless of the nature of the change, it is crucial that organisational change is carefully planned and effectively managed. In this comprehensive discussion, we will examine why this is of utmost importance and how it can impact an organisation’s success, employee morale, and overall sustainability.
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)
“People professionals within change” refers to individuals or teams within an organisation who are responsible for managing various aspects of organisational change. These professionals, often associated with human resources (HR) and other people-related functions, play a crucial role in facilitating and supporting the planning, implementation, and management of changes within the organisation, particularly those affecting employees and the workforce.
Their primary responsibility is to ensure that employees are effectively prepared for and guided through the change process, which can include initiatives such as mergers and acquisitions, restructuring, process optimization, cultural transformations, technology implementations, and more.
A discussion of how organisational change can impact people in different ways, such as changing their role status or financial situation. (AC 3.3)
“Change management professionals” refers to individuals or teams within an organisation tasked with overseeing various aspects of organisational change. Typically aligned with human resources (HR) and other departments focused on people-related affairs, these professionals play a pivotal role in facilitating and managing changes within the organisation, especially those affecting employees and the workforce.
Their key responsibility lies in guiding and supporting employees through the change process, ensuring effective preparation and implementation. This can involve a diverse array of initiatives, including mergers and acquisitions, restructuring, process optimization, cultural transformations, technology implementations, and beyond.
