Organisational performance and culture in practice

Learner Assessment Brief

Version 2021. 1 February 2021

Level 5 Associate Diplomain

People Management

Organisational Learning and Development


Organisational performance and culturein practice

This unit assignment explores the connections between organisational structure and the wider world of work in a commercial context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognising the influence of culture, employee wellbeing and behaviour in delivering changeand organisational performance.




C          insight


Workplace technology: the employee experience (July 2020)

Our research looks at technology adoption and use at work, in addition to role in supporting organisations and their workforce.

The COVID-19 pandemic has thrown a spotlight on technology as an enabler of work with many organisations turning to its use for flexible and remote working. However, these circumstances have also revealed other issues such as productivity, work life balance, workforce engagement and wellbeing which must all be considered when new technology use is introduced in the workplace.

Taken together with the broader theme of increasing digitisation and technical advancement, organisations and people professionals need to understand how workplace technology isimpacting their workforce if they are to drive and support the best outcomes for their people and business.




Technology and the future of work (January 2021)

How artificial intelligence (AI), robots and automation are shaping the world of work, the ethical considerations and the role of people professionals.

Much has been said about the potential impact of AI, robots and automation on jobs and the future of work. A common view is that many jobs are at risk of being taken over by machines, potentially leading to large-scale job losses. Our research shows that while there are risks, there are at least as many opportunities to increase the number and quality of jobs. No doubt these technologies will change the nature of work as we know it. This change needs a proper people strategy led by people professionals.

This factsheet describes some of the technologies that are having an impact on the world of work. It looks at the ethical implications of using these technologies in the workplace and considers the role of people professionals in shaping the future of work for humans.



Workforce planning (November2020)


Explores the benefits of workforce planning, the activities involved and the stages of the workforce planning process.


Workforce planning is a core business process which aligns changing organisation needs with people strategy. It can be the most effec

to be complicated and can be adjusted to suit the size and maturity of any organisation. It can provide market and industry intelligence to help organisations focus on a range of challenges and issues and prepare for initiatives to support longer term business goals.


This factsheet examines the concept of workforce planning. It distinguishes between strategic and operational workforce planning, ‘hard’ and ‘soft’ workforce planning, which work together to generate and analyse information before planning actions. It also explores the stages of the workforce planning process and highlights key issuesand action pointsfor implementation.


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


Case study

You are a member of the People Practice team for a company, BMC that has recently purchased a large contemporary city centre licenced food premises in Manchester adding to its growing portfolio of acquisitions in Leeds, London, Nottingham and Glasgow. You have been asked to assist in preparing the managers for their forthcoming Strategic Management Planning meeting on implementing the new business strategy, by providing them with a presentation and a written report.

Currently the company operates a strict centralised policy to all its premises but during the COVID- 19 lockdown the CEO considers that the previous business strategy needs addressing and is open to new ideasand approaches to improvethe business once trading resumes.

The CEO of BMC is also fully aware that the focus of the business has all too often neglected the people side of the business and is conscious that BMC has a legacy of high staff turnover and low employeesatisfaction. Previously, responseto this has 

 and the CEO is keen for the management team to appreciate the connections between organisational structure, strategy and the wider business environment and gain an understanding of organisational culture, behaviour and how people practices support the achievement of business goals and objectives.


Preparation for the Tasks:

At the start of your assignment, you are encouraged to plan your assessment work withyour Assessor and where appropriate agree milestones so that they can help you monitor your progress.

Referto the indicative content in the unit to guide and support your evidence.

Pay attention to how your evidence is presented, remember you are working in the People Practice Team for thistask.

Ensurethat the evidence generatedfor this assessment remains your own work.



You will also benefitfrom:

Actingon formative feedbackfrom your Assessor.


Reflecting on your own experiences of learning opportunities and training and continuing professional development.


Readingthe CIPD Insight, Fact Sheets and related online material on these topics.