What is CIPD 5CO01 Assignment Help Examples?
CIPD 5CO01 is an assignment that is part of the Chartered Institute of Personnel and Development (CIPD) Level 5 Diploma in Human Resource Management. The assignment requires candidates to apply their knowledge and understanding of the principles and practices of human resource management to a practical scenario. The aim of the assignment is to evaluate the ability of the candidate to analyze, evaluate and recommend appropriate solutions to organizational issues related to HRM.
To provide some examples of CIPD 5CO01 assignment topics, they could include analyzing the effectiveness of performance management systems, examining the impact of changes in employment legislation on an organization, or developing strategies for employee engagement and motivation. Other potential topics could include analyzing the impact of diversity and inclusion initiatives, evaluating the effectiveness of recruitment and selection methods, or developing a reward strategy for an organization.
The assignment typically requires the candidate to conduct research and analysis, evaluate the effectiveness of current practices, and develop recommendations for improvement. It may also require the candidate to consider the ethical implications of their recommendations and develop an implementation plan.
5CO01 CIPD Assignment Help Examples as Explained by our Experts
The present paper shall entail a comprehensive discussion of the different aspects associated with the BMC and is intended to be used for strategic management planning purpose. The linkage of organizational products and services, and the customers association shall also be highlighted. The linkage of the organizational strategy to the products services and consumers, will also be highlighted. This paper will also reflect on the external and internal aspects which impact the organizational policies. The importance of people practice is also reflected on in the paper along with the impact of technology on the people practices.
An evaluation of the advantages and disadvantages of two different types of organizational structures in different types of organizations, the range of products, services and customers associated with each, and how they link to organizational purpose. (AC 1.1)
Organizational structure is one of the most essential aspects associated with businesses. This structure provides guidance to all employees by providing official reporting relationships, which enables the management to govern the workflow associated with any company. A formal outline of the structure of the company is important to establish the authority of the management and also helps in providing greater clarity to the employees.
The two types we are going to compare in is, Matrix Structure and Functional Structure
Matrix Structure: Matrix structure is one of the most widely used workplace format, and this is a format whereby employees report to two or more number of managers, instead of one manager overseeing the various aspects of the project. For instance, an employee may be required to report to one primary manager and additionally to a number of project managers. Important advantage of this type can be that employee will work with different managers, which means more knowledge of the company product, services, will be developed. The disadvantage is that it has large administrative costs and also Weakens professional identity by leading to conflicts. The matrix structure enables for product development, customer service and customer relations, and this is because this form of structure minimizes the chances of errors. Due to the fact that the employees report to a number of reporting authorities, the system of checks and balances associated with each aspect is stronger. Matrix structure has been shown below in the diagrammatic representation:
Figure 1: Matrix organizational structure
As can be observed from the above diagram, there can be many managers to whom the employees are supposed to report to. This gives the structure a matrix like appearance and therefore is often considered to be greatly effective (Lukinaitė and Sondaitė, 2017). However, a major disadvantage of this structure is that it often leads to conflict between members of the organization and different line managers. Lack of teamwork is a major challenge which is faced by the organizations which have a matrix structure.
Functional Structure: The functional structure in any organization is essentially a structure used for organizing the workers and grouping them based on skills and knowledges. The functional structures ensures a vertical structuring of each of the departments and roles, beginning from the president, to finance, sales, customer service etc. Some advantages to the business are that it is easier to manage and administer, and each individual will receive promotion as per professionality and a clear career path. The relationship of the products, customer and service with this structure is that, using this structure, organizations can develop products, services in a better and clearer manner. This structure would allow for good customer services and relations as the workers are grouped as per skills and experience. Therefore, there would be dedicated customer service team, and better service may be provided. Functional structure of organization has been shown below in the diagrammatic representation:
Figure 2: Functional structure
Functional structure, enables for clarity of the various roles and responsibilities and by establishing functional groups, organizations having this structure is able to make use of the best of the potential of the employees. However, one minor disadvantage of this form of structure is that job rotation and job enrichment would be a major challenge in such organizations.
An analysis of the way in which organisational strategy should be linked to products, services, customers and revenue (AC 1.2)
In the most basic level, an organizational strategy may be defined as a plan which specifies the manner in which business allocates the resources to various areas. The resources may be monetary resources, technological resources, human resources and other forms of external resources (Steensen, 2014). The manner in which these are allocated by the top management, for product development, service delivery and revenue generation, has an important effect on the success of the organization. The manner in which organizational strategy should be linked to each of the factors, namely products, customers, services and revenues have been discussed below:
Products: The organizational strategy associated with the products is often defined as the product strategy. The link between organizational strategy and product strategy is evident, as product strategy mainly entails making a product successful. A successful product shall be easier to sell and widely accepted by the customers. Therefore, organizations should allocate the required resources, to the product development. Organizational strategies related to the products ensures better clarity for the company and also helps prioritize the product roadmap. The organizational strategies associated with the products essentially involves identification of a vision which in turn in influenced by a plethora of factors.
Services: The services provided by a company must be in accordance with the needs of the customers. Therefore, service strategies are integral to the overall organizational strategies and must be developed accordingly so that services are streamlined. Appropriate allocation of human resources is important for better service.
Customers: An integral aspect of the organizational strategy is to ensure that the customers are properly identified. This is often done using frameworks such as STP, using which the customers are segmented and targeted. Identifying the customers and adding value to the customers is associated with the revenue generation and turnover of the organization, which necessitates organizational strategies to be customer oriented.
Revenue: The organizational strategies are developed with the purpose of increasing revenue, and customers, product and service strategies are all aimed at improving revenues. However, one of the most important aspects associated with revenue is that it depends on the approach of the organization towards all aspects of business. Therefore, this is deeply linked to the organizational strategies pertaining to different business-related aspects.
An analysis of the current and ongoing impact on organixations of the range of external factors and trends. (AC 1.3)
External environment is an element that can easily affect an organization with regards to operations or competition. mostly, these factors cannot be controlled, however strategies can be developed to ensure better resilience of the company in adverse circumstances. The external environment can have a variety of factors that have a direct or indirect impact to it. including individuals or competitors’ behaviours and attitudes. Due to the different factors of the external environment, organizations must focus and closely monitor it to keep up with any kind changes. This is because it affects their businesses and operations. A clear understanding of the external factors can be developed through a PESTLE analysis:
Political factors: External pressures affecting the F&B function are Government/political. Taxes, for instance, VAT, can have an implication on the pricing strategies. Changing policies, government requirements, employment laws, economic development, regional development, etc. impact the business operations. Major international political factors such as Brexit also has a major impact on the business landscape and plays a role in changes in government policies.
Economic factors: Economic developments such as purchasing power is also an important factor to be considered as it affects the pricing strategies and labour supplies. If there is increasing level of inflation, this can make it difficult for businesses to thrive. Economic changes are important to be considered in this regard as this often determines whether labour will be available. The tight and loose labour market situations are important to be understood.
Social factors: Social Change in consumption patterns leading to a demand for more varied types of products, also affects the business. For instance, there has been a trend of veganism, and healthier consumption. A shift towards healthier and nutritious diet, has been observed following the outbreak of the pandemic. This needs to be catered by the businesses in the restaurant sector. In addition, the consumption trends of generation Z are also quite different from previous generations and various aspects such as ethical procurement is prioritised in these cases.
Technological factors: Technological capability of the place of business is important for business success (Perera, 2017). If the business follows backdated methods and processes, it would not be very competitive in the business landscape.
Legal: The laws such as food safety laws, minimum wage laws and other labor related legislations can impact business. This can also include laws related to international trade, and therefore can impacts businesses. Legal challenges can be a major impediment for the companies, and therefore, it is important that the companies abide by the laws of the land.
Environmental: environmental issues may affect businesses like that of BMC, and therefore the companies must develop ways to mitigate the same. For instance, outbreak of the pandemic has impacted the restaurant industry adversely.
An assessment of two current issues and causes that identify key priorities within organisations that will affect product/service delivery, and the impact this may have on people practice and solutions. (AC 1.4 & AC 3.3)
There are many issues which impacts business and may be considered to be a priority by organizations depending on their business scope and mission. However, based on the present case of BMC, two of the important current issues which may adversely impact delivery of service are as follows:
Covid-19 pandemic: The pandemic has led to an unprecedented shock for businesses across the world. Pandemic has especially impacted the restaurant sector and hospitality sector, and considering the fact that country wide lockdowns have been initiated, this could essentially mean a loss of business for BMC. In addition, pandemic has necessitated that restaurant implement pandemic protocols and take additional initiatives to ensure food safety (Butterick and Charlwood, 2021). This would increase cost in an already difficult market, and impact the business negatively. In addition, pandemic has also added to the apprehension of the people while eating outside, and therefore, safety standards are important to be prioritized by BMC. In addition, it is also imperative that safety of the staff be also prioritized. The impact of this current issue on the people practices would be that, the employees must be provided with adequate safety equipment in addition to medical coverage. The people practitioners must also play an active role in further increasing health and safety of the employees in the organization.
Low employee satisfaction/increased employee turnover: This is another important issue which the company is faced with. This is especially important as impact of the pandemic would be further worsened if the employees leave the company. Therefore, it is important to develop strategies for employee retention and this would ensure consistent growth. The role of people practices is very important in addressing this issue, as better employee retention strategies such as attractive reward packages and other significant methods would need to be implemented.
An explanation of the ways in which people practices can impact on organisational systems and structures, and therefore affect the effective employment, management and development of people (AC1.5)
Internal practice can affect the system in positive ways, such as communication is a very significant element, which can impact organizational systems and structures. it is needed for creating collaboration between employees. For example, communicating the rights and obligations of the employees clearly, help in better employee engagement and in turn helps create a dedicated workforce. People practices can effectively communicate the expectations from the workforce and the benefits and rewards they are entitled to (Tummers et al., 2015). In addition, communicating with the employees to learn about the challenges they face in daily operations shall be effective in developing a strong, skilled and resilient workforce. Therefore, internal communication is important to be streamlined. This kind of communication make the employee feel for valued by listing to their ideas and thoughts. The impact will be happier and more productive employees. employees who are more engaged in their environment and company are much less likely to switch organizations.
People practices can implement effective learning and development plans in order to train the employees. This way people practices can impact the development of the employees and this would ensure availability of skilled labour. In addition, people practices can offer career development opportunities which would also contribute to the growth of the employees and overall development. Learning and development is an important function of the employees as the employees need to be kept updated on the developments in the business environment. This improvement can be ensured by organizational policies and external support for instance, hiring external business instructors who can facilitate learning process of the employees.
People practices can contribute to the development of the organizational strategies and formulating plans to increase retention and satisfaction of the employees. Organizational strategies are often developed such that the organization takes an exploitative attitude towards the employees. When this is coupled with a bad work culture, it becomes a major challenge for the companies. People practices can therefore contribute to the development of a positive work culture and better employee management.
People practices may also contribute effectively to management of the employees by providing training to the line managers. Research indicates that poor relations with the line managers is one of the major issues related to employee turnover (Hauff et al., 2017). Therefore, this needs to be addressed through effect HR policies and efficient training to the line managers with regards to management. In addition, people practices can help in management by providing resolution to the people, with regards to their concerns about job roles, remuneration, performance etc.
People practices can also establish greater transparency between the management and employees by acting as a bridge between the employees and top management. Any policy improvement can be implemented after consultation with the employees. This would help the employees feel more involved in the management and increase employee engagement.
An exploration of the impact that technology has on people, work and working practices, and the current and emerging scale of the use of technology within organisations. (AC 1.6)
Technology is an inextricable part of the modern business environment and therefore, it is important for businesses to ensure optimal usage of technologies. There have been significant changes in the business processes and communications and the organizations as a result of technological advents. Most obvious impact of technology on the people, work and working practices is that it improves the manner in which employees do their jobs (Coovert and Thompson, 2013). Technologies are increasingly making the work processes more streamlined and increasing overall efficiency of the employees. Simple example, in the context of food industry is that technology has made queue management in the restaurants more efficient, in addition to the process of billing and serving customers. This is additionally one of the most important factors which must be considered in the modern businesses. In addition, technology has made it easier to complete tasks of repetitive nature thereby revolutionising work processes and requirement of labour. By automating the repetitive tasks, businesses no longer need to hire employees for those functions thereby ensuring better allocation of the human resources. This not only ensures more efficient workplaces but also ensures that the business remains competitive. Currently, the organizations are increasingly focusing on harnessing the technological boons for increasing their revenue generation and making sure that the processes are effective. Advent of the internet for instance has revolutionised the manner in which business activities are conducted. The usage of the competencies such as social marketing and recruitment through online channels have been facilitated by effective usage and adoption of technologies.
One instance of the importance of technology, is that after the outbreak of the pandemic there has been an increase in remote working cultures. While, in case of the organization BMC, remote working options will not be viable, it cannot be denied that remote working provisions have enabled some businesses to remain afloat amidst the pandemic. The covid-19 pandemic has essentially thrown the spot-light on how technology can be leveraged for performing the business processes. However, one of the issues which have been witnessed in case of remote working is loss of productivity and increased response times. Some of the notable trends in this regard have been highlighted below. These trends have been observed from the business researches:
- 32% of the employees are of the opinion that technologies have in fact reduced the boundaries
- Increase of social media for work purposes has been observed to have increased by 10% since 2013.
- 80-93% of the employees have opined that the technology has not improved business performance
- 32% of the employees expect that automation will improve work processes
An explanation of the principles of different approaches, theories and models of organisational and human behaviour that illustrate the factors that can influence how individuals, groups and teams contribute to organisational success. (AC 2.1)
Simple way to categorize and define the organization behaviour is by using three if the theories as demonstrated in the slide. The different types of behaviours by employees, work groups, and organization as a whole can be traced through the theories shown in the slide (Robbins and Judge, 2013). The majority make reference to three key points, organizational behavior is a study of humans’ behaviors who each individual think, feels or does in an organization. The behavior of the individuals is traced not only as one also as a group. the second key is a study of behavior in organizations. And the last is part of the definition is the knowledge about human behaviors would be raise the effectiveness and how effect the system of an organization’s its help exploring to provide a clear understanding to what could influences the business.
Second part of understanding the behaviours is the models a food business. First model is autocratic Model is a based-on strength, and power of the management. This model gives the most power and control to the management. Which is mostly and effective on factories and industrial business. Second model is the Custodial Model, which includes the theory of following the concept of providing the economic security through wages and benefits to the employees. This model has its way to keep up their individual by benefits, salary and attention if the job needs car, it will be provided. In addition, the negative side of the custodial model is to attract low performance staff. Supportive model is the third type, which is focused on seeking leadership. Simply it motivates and encourage employees to more ideas. Last but not least the collegial model, is one of the effective modals. encourage the teamwork. And everybody has the ability to raise and build a better organization and environment. The manger role not only to lead but to but to build and provide a positive environment. Last approach will be the System Model. It is basically built on structure and team environment. Its focus and set goals based on the individuals. This type sees effectiveness on balancing the goals this way. It focuses on the corporation of two parts of the organization managers and employees who has a common goal to archives, which will lead to the feeling of stake in the business
An identification of the main drivers of change in organisations, and using at least two established models, an explanation of how people might experience change (AC 2.2)
Change can be in so many ways and things can be on structuring or responsibilities on an organization, the main concern through and kind of changing is resistance. There are seven drivers for change we can explain which will contain Social Business and economic Political (Kirsch, Chelliah and Parry, 2011). Going for the most important to leading a change is what inside and true the organization the leaders and employees inside the organization, the build culture and the mind set of both management and organization
Businesses need to always keep up with the market requirement, either for people or product, to keep up with the outside changes. It what make the business success. There are many business Imperatives, it’s the outline of how company based there strategical to be successful. To be visible in the market place. It depends on systematic rethinking to drive any change. Third is Organizational Imperatives, basically it is what obligational to change within the organization’s from. structuring, systems, processes, technology. Fourth will be Cultural Imperatives, and it is how to support the organizations to a new strategy. Leader and Employee behaviours is the fifth driver and one of the most effective in a change. It’s what builds an organization’s culture.
Behaviours speaks to more than just overt actions; it describes the style, tone, or character that infuses what Employees do. management and employees need to behave differently to recreate the organization’s culture. Which will lead us to the sixth type is Leader and Employee Mind-set. A mind set could explain a lot of behaviour over the culture it’s about style and character manger and employees obligated to behave differently to support the changes of the organizations. last thing will be Environmental changes. It is what translate the while organization and its purpose Which include all of Social, Business and economic, Political, Governmental, Technological and Legal, Also Natural environment.
An explanation of the steps that can be taken to increase diversity and inclusion in your work, and the implications for a positive and inclusive culture of not taking these steps (AC 2.3)
Diversity and inclusion are among the most essential aspects to be considered in a workplace. This is mainly due to the fact that inclusive organizations are more acceptable and satisfactory to the employees. In addition, an inclusive workplace fosters increased teamwork and innovative capabilities. Therefore, it is essential to strive for increasing the levels diversity and inclusion in the workplace (Winters, 2014). As can be observed from the above slide, diversity and inclusion essentially entails ensuring that people with different gender identity, race, ethnicity, social class, nationality, sexual orientation and disability are able to worth and thrive in the workplace.
One of the most important steps to create an inclusive work place is to form an Inclusion Council. However, another important step is to educate the leaders about diversity and inclusion. This is mainly due to the fact that the leaders are often discriminatory towards the employees. It is important to develop a workplace which celebrates the differences and works together as a unit.
using examples from your experience and current good practice concepts, an explanation of the positive and negative ways in which people practices can affect organisational culture and behaviours. (AC 2.4)
HR has a direct impact on the work culture and this involves development of a cooperative workplace where team work is actualized. In addition, the workforce must celebrate the differences and work towards better innovation (Naznin and Hussain, 2016). Positive ways in which the HR can impact workforce include developing positive policies and working towards developing an inclusive workplace. In addition, it is imperative that the overall approach towards handling the employees be positive, such as smooth resolution to problems and providing support regarding training and development. Negative ways in which HR can impact workplace is by developing strict and stringent HR policies. These can reduce employee motivation and increase employee turnover. A passive attitude towards the employees’ concerns also leaves a negative impact.
An example of HR practice inclusive job descriptions, Offering targeted internships. you need to create a culture easy and calming to adopt to it to attract talented and more qualified employees. One of the most important parts of HR practice to attract talented is working on a Strategic Compensation and Reward google is always the example to use on organization culture. It is important to not lose track of improving Learning & Development. Everything is changing, even the practices, we use more technology on our daily basis. Your team to develop a culture and a business. Need to learn and develops their skills and techniques. At the end its important to always know that the HR team is on the right path and developing the right image to the others since they are a role model in your business.
An assessment of the importance of wellbeing in the workplace and identification of the different factors affecting wellbeing that can impact physically and psychologically and upon relationships, affecting health, commitment and performance. (AC 2.5)
As can be observed from the above slide, the importance of wellbeing has been elucidated and some of the factors which impact wellbeing have also ben discussed. Firstly, workplace wellbeing ensures better employee satisfaction and retention (Juniper, 2011). Satisfied employees generally give better productivity and ensures that their targets are met. If the employees are satisfied due to wellbeing, then often they work more and ensure good performance on their behalf. Wellbeing also ensures usage of the human resources, and enables better work allocations. For instance, if the employees are not well and there is poor workplace wellbeing, there would be increased absenteeism and therefore loss of productivity. Therefore, better utilisation of the human resources is possible. Retention of the employees is also possible by ensuring employee wellbeing. If the leadership and management is inefficient and invests poorly on the wellbeing of the employees then that can cause a challenge on employee wellbeing. Similarly, harsh HR policies lead to major challenges in the employee retention. If the work culture is poor and there is conflict, it affects the psychological wellbeing of the employees. The rewards and work-life balance, greatly influences the wellbeing of the employees, as good work-life balance increases satisfaction and mental wellbeing of the employees.
A critical evaluation of your experience of work and how this illustrates and supports the concept and principles of employee lifecycle (AC 3.1)
HR team is mostly the connection of each individual on the organization from attracting to onboarding until separation. And always there is a connation on way or another. best practice could be categorized and listed to explain more the connection. By first human resource policies should align with business strategy. In another word HR should keep focus and aliened each organization needs and its employees.
Providing and maintain security is not only for business requirement even in personal. And this also could mean contracting in a formal business way (Cattermole, 2019). HR is the one who looking and hunting for the talented. If this done perfectly it mean a super talented employee leading to impact to the company.
Creating an environment encouraging the teamwork lead by HR will show the employees how the culture supportive, which well impact on their well-being.
After hiring the qualified people and attract them with financial stability and benefit can say no to.
now the next step is to counting looking into their performance, to see that are potential long-term employees. To keep your organization and employee up to changes you need to create a HR policy for training. Information sharing is essential. Which mean HR should create a systemic shared file to easy access for needed information.
Explains both the strategic and operational links and support between people practice and other organisational functions. (AC 3.2)
Other organizational practices which are associated with the HR practices include the providing security to the employees (Alziari, 2017). This is a major organizational function which the HR employees would need to ensure. Selective hiring of the right people is also a major activity of the HR professionals, and this ensures that the organization has a strong workforce consisting of strict people. HR essentially helps develop self-managed teams consisting of efficient people. Fair and performance-based compensation is essential to be practiced and this ensures that the employees are well rewarded for their efforts. The HR function is linked to other aspects of the operations as they are responsible for training the employees, and ensuring that they perform well in their respective areas. This is also an important factor which must be considered. In addition, HR personnel enables for creation of an egalitarian organization which is associated with a flatter organizational structure. HR also has a major role to play in making information easily available among the people of the organization.
Explores the principles of different approaches for engaging with internal customers to establish their needs (AC 3.4)
All the businesses have internal customers, and people practices need to mostly maintain a good communication, relationship, and satisfying customer. Therefore, there is a Stakeholder Analysis: Importance/Influence Matrix Slide 8 to identify whose important stakeholder for your current matter. For HR there is the insider customer. For the owners, HR has always the responsible mostly in project to improve the workforce and productivity. And always need to keep a positive input. For employees, it’s the most HR projects its need more attention for work process, provide workplace (Grace, D. and Iacono, 2015). Also, people practices should make sure to implement training, job description, and performance. Structuring and culturing constantly changing. HR has to provide support to new ideas and business by providing requirement of either work places or employment
Explains the key components of project planning strategies that can be used for ensuring projects are delivered in line with customer requirements. (AC 3.5)
At the end to deliver the right needed requirements, you should follow a step for your project, and this is can be used from the 5 basics phases shared from PMI. Project Initiation
Project Planning, Project Execution, Project Monitoring and Controlling and Project Closing
It is important to consider each step has it is obstacles and stakeholders, however, to lead to a great success to you company you need to lead fist the great experience for employees (Verzuh, 2015). An HR always need to keep updated with the market-place to provide the business with changes and external factors and trends impacting.
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