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LO1 & LO2: (Task 1):-

P1 Evaluate the importance of organizational design theory in the context of organizational structure and fulfilling organizational strategy, using specific organizational examples.

[Students are required to explain Organizational Design as a historical concept. Learners need to define contemporary Organizational Development and to design organization using appropriate theories to meet strategic aims.] 

P2 Analyse the different approaches and techniques used for attracting, maintaining developing and rewarding human resources to create a skilled and dedicated workforce.

[In this section learners need to use motivation and motivation theory: intrinsic and extrinsic motivation, content versus process motivational theories. How motivation can be harnessed to support competitive advantage and issues associated with low levels of motivation]

M1 Apply appropriate theories and concepts to critically evaluate the importance of organisational design, using specific organisational examples.

[Human capital as a concept which relates to the value of knowledge, habits and attributes which people have. How can human capital be developed to support organisational growth?

M2 Use specific example to critically analyse different approaches and techniques to motivation, human capital and knowledge management.

D1 Make appropriate recommendations supported by justification based on a synthesis of knowledge and information to show how to improve the delivery of the sustainable performance.

[Understanding that an organisation must be designed and structured in such a way that delivering sustainable short and long-term objectives is achievable. OD as part of a process where sustainability is a key factor of, and to, the process.]

HND Business Assignment-2 help

LO3 (Task 02):-

P3 Conduct research and use contemporary knowledge and research to support emerging HR developments.

[Developing knowledge through research: Use of effective research skills to explore contemporary research based on emerging HR developments. These are contextual to a country/region but an understanding of how these are linked in a global environment should be considered]

M3 Evaluate how emerging HR developments will affect the role of the HR function in the future.

[How will the HR function evolve given advances in technology that have influenced workforce behaviour and culture, HR practices and skills requirements? The increased demand for a better work-life balance. The impact of cross-cultural engagement within organisations and the impact of globalisation.]

D2 Make valid judgements and conclusions supported by a synthesis of knowledge and research information.

[Current external and internal factors which present challenges and barriers to effective Human Resources Management. Forecasting potential challenges and barriers.]

LO4 (Task 03):-

P4 Evaluate how organisational design has to respond and adapt to change management and the relationship that exists between the two using a specific organisational situation.

M3 Evaluate the different types of changes that can affect organisational design, including transformational and psychological change.

[The changing environment:-

How does this impact on organisations to adapt? Do they take an incremental or radical approach? The decision will determine how the organisation is designed and managed.

Change management:-

Change management theories and theorists such as Lewin, Kotter, transformational change or the psychology of change. Consider effective change management within legal and ethical constraints.]

D3 Critically evaluate the complex relationship between organisational design and change management.

[Considering these at the organisational and individual level where it is accepted that people are the biggest barriers. Self-efficacy perceptions and the relationship to organisational change. Through communication, employee involvements, organisational re-design and/or preparing employees for change.]

Recommended Resources:-

HAYES, J. (2014) The Theory and Practice of Change Management. 4th Ed. London: Palgrave Macmillan.

LEWIS, L. K. (2011) Organizational Change: Creating Change Through Strategic Communication. Chichester: Wiley-Blackwell.

MEE-YAN, C-J. and HOLBECHE, L. (2015) Organizational Development: A Practitioner's Guide for OD and HR. London: Kogan Page.

STANFORD, N. (2013) Organization Design: Engaging with Change. 2nd Ed. London: Routledge.

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