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ASSIGNMENT FRONT SHEET

UNIT: 35 – Developing Individuals, Teams and Organisations (Optional unit)

UNIT CODE: A/508/0594 (RQF)
Learning Hours:  60 Hours.                                              Self-learning hours:  90 hours. Course: HND Business – Level 5

TQT: 150

CREDIT VALUE: 15 CREDITS Term: 1
Unit Leader: ISHMAEL BARTIMEUS Lecturer: Ishmael Bartimeus Internal Verifier:  Mrs Sunita Kotta
ASSIGNMENT TITLE: 
Learners Name Term: 1 Cohort: Sept 16 Intake: Sept 16
Registration Number Campus: REGENT COLLEGE HIGHER EDUCATION
Hand out Date:  Week Commencing 02/10/2017                                                                    Submission Date: 15/12/2017

Final Submission where turnitin will be blocked: 11/05/2018

 In this assessment, you will use scenarios and research findings to provide evidence against the assessment criteria.

Indicate the page numbers where the evidence can be found.

 

Learning  Outcome

 

Assessment Criteria In this assessment you will have the opportunity to present evidence that shows you are able to:  Task Number

 

Evidence Page number
LO1.    Analyse employee knowledge, skills and behaviours required by HR professionals.

 

P1 Determine appropriate and professional knowledge, skills and behaviours that are required by HR professionals.    
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role.    
LO2.  Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.

 

P3 Analyse the differences between organisational and individual learning, training and development.    
P4 Analyse the need for continuous learning and professional development to drive sustainable business performance.    
LO3.   Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage. P5 Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within a specific organisational situation.    
LO4.   Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment. P6 Evaluate different approaches to performance management (e.g. collaborative working), and demonstrate with specific examples how they can support high-performance culture and commitment.    
Please see that you include the Turn-it-in report. This work will not be accepted without the Turn it in report. Report attached: Yes

                                No

If no Reason: % of the turn it in report.
Learners Declaration: I certify that the work submitted for this unit is my own and the research sources are fully acknowledged.

Learners Signature:                                                                                                                Date:

Plagiarism:

Any act of plagiarism will be seriously dealt with according to the colleges and awarding bodies’ regulations. In this context the definition and scope of plagiarism are presented below:

Plagiarism is presenting someone’s work as your won. It includes copying information directly from the web or books without referencing the material; submitting joint coursework as an individual effort; copying another student’s coursework; stealing coursework form another student and submitting it as your own work. Suspected plagiarism will be investigated and if found to have occurred will be dealt with according to the college procedure. (For further details please refer to the plagiarism policy and the student code of conduct.)

Due Dates    
Issue Date 02/10/2017 Submission  Date 15/12/2017
Formative Feedback for  LO1 Week commencing from the 1st week December Deadline for submission. No more submissions allowed after this date unless mitigating. 11/05/2018
Formative feedback for LO2 Week commencing from the 1st week December
Formative feedback for LO3 Week commencing from the 2nd week December
Formative feedback for LO4 Week commencing from the 2nd week December

Assignment Guidelines:

  • Use a standard report structure, Word-process the report and use Normal script of a proper font size 12.
  • Produce an academic report, detailing the above issues with an approx. word limit of ,3500, with +/- 10% margin.
  • Complete the title page and sign the statement of authenticity. The Assignment front sheet should be attached in the front.
  • It should be uploaded on to Turnitin on the submission date
  • Assignments submitted after the deadline will not be accepted unless mitigating. Assignments submitted after the submission date may not be eligible for support towards feedbacks if not submitted in time.
  • Resubmission is capped to a pass. Learners are allowed to resubmit only once and if fails to pass at the time of resubmission, would be advised to retake the unit.
  • Collusion and Plagiarism must be avoided. Start each answer on a new page and pages should be numbered. Highlight each question clearly.
  • Include a Bibliography at the end of the assignment and use the Harvard referencing system.
  • All work should be comprehensively referenced and all sources must be fully acknowledged, such as books and journals, websites (include the date of visit), etc.
  • Try to give the page numbers, publishers’ details and the year of publication
  • In order to pass you need to address all the LO
  • In order to get a merit you need to address the characteristics of pass and address all the M’s
  • In order to get a Distinction you need to address the characteristics of pass, merit and address D’s.                                                                                                                                                                                           Use a common format for the questions, for example:
  • Introduction (analyse the question.)
  • Underpinning Knowledge (write about the relevant theory/points)
  • Applied knowledge(Data Analysis)
  • Conclusions and Recommendations (summarizing the whole scenario keeping in view pass, merit, distinction criteria.)

ASSIGNMENT BRIEF

Unit Number and title Unit 35 –  Developing Individuals, Teams and Organisations
Qualification BTEC HND Business (Level 5)
QUALIFICATION CODE A/508/0594 (RQF)
Start Date  
Deadline/ Hand-in 20/12/2017
Assessor Ishmael Bartimeus
   
The main purpose of this assignment is to:

The aim of this assessment is to help learners understand the importance of Developing Individuals, Teams and Organisations

Important instructions to students towards submission format:

The submission is in the form of an individual written report. This should be written in a concise, formal style using single spacing and font size 12. You are required to make use of headings, paragraphs and subsections as appropriate, and all work must be supported with research and referenced using the Harvard referencing system. Please also provide a bibliography using the Harvard referencing system. The recommended word limit is 3,000–3,500 words approx, although you will not be penalised for exceeding the total word limit. While attempting the questions you need to address all the LO and assessment criteria’s as specified towards pass merit and distinction.  You will have to pass all the P’s  to achieve an overall pass, address all the M’s to achieve an overall merit besides addressing all the P’s and address all the D’s to achieve an overall distinction besides addressing all the P’s and M’s. You will be given only one chance towards resubmission and this is capped to pass only. If you fail to address the P’s as specified while Resubmission, you will be asked to repeat the unit.

 Unit Learning Outcomes:

  1. Analyse employee knowledge, skills and behaviours required by HR professionals.
  2. Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.
  3. Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage.
  4. Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.

Introduction

Business growth through higher productivity and enhanced competitiveness is of critical importance to the global economic recovery and future prosperity in general. Hence the British Department for Business and Innovation Skills recently published report in which a considerable bundle of evidence shows that wider adoption of High Performance Work Practices (HPWPs) would improve a firm’s performance and contribute to growth.

Employees report higher job satisfaction, motivation, involvement, commitment and greater opportunities for innovation and creativity with such working conditions, environment and system.

The system comprises of coherent bundle of high performance work practices including Continuing Professional Development (CPD) which is the means by which professionals maintain and enhance their knowledge and skills.  The CPD initiative aims at empowering people and organisations with the skills and knowledge to drive performance, as well as inspire change and unlock potential.

The Whirlpool HPW Case

In a “company crisis” scenario which culminated in 2011, the North America Regional Staff of Whirlpool who are responsible for executing organizational and strategic changes to sustain the company embarked upon a major restructuring.

The team was aware that the restructuring would require well-informed, timely decision-making, efficient, effective and cross-functional collaboration if the business was to move forward since the organisation was increasingly depending upon teams for innovation and productivity, and that simply being “effective” was not always enough.

The survey in Whirlpool help measured its team in the North America Region on five core dimensions critical for exceptional team performance. These dimensions include; Shared Commitment to the Company Vision and Extraordinary Goals,  Shared Accountability for Results, Transparent Communication,  Constructive Conflict, Mutual Respect and Solidarity.  With a clear understanding of what needed to be accomplished with the restructuring, the NAR Staff became one of the first teams to ever engage in the HPT assessment process and to implement the necessary changes to ensure HPW.

With this findings Whirlpool employees in the course of a one-day team development session agreed to implement the following changes to improve team functioning:

  1. The lengthy and too-often unproductive weekly team meeting was streamlined by focusing on resolving the most urgent operational issues affecting the business.
  2. Any NAR staff member who had specific individual needs to address with the president or other team members did so outside of the team meeting, thereby avoiding personal conversations at the weekly staff meeting.
  3. Special off-site meetings were arranged so the NAR Staff could thoughtfully and creatively address strategic issues.
  4. “End run” communications with the president were eliminated.
  5. Team members committed to working more collaboratively to solve business problems by listening to each other and challenging one another, ultimately replacing a “hub-and-spoke” engagement model with the president as the hub.

In addition to these team-level changes, Whirlpool Staff made individual commitments to align their individual behaviour with the newly developed expectations of the team. Those who previously worked in relative isolation agreed to engage with one another before taking certain actions and to self-improve their skills. What was implicitly playing out below the surface was openly put on the table in a fair but explicit way. This helped team members engage in transparent communication and embrace personal ownership for the team’s performance.”

A second administration of the HPT showed the following:-

  1. Shared Commitment to the Vision and Extraordinary Goals
  2. Team members communicate a consistent message about the team’s vision and goals throughout the organization.
  3. Team members demonstrate an enterprise perspective even when executing our individual priorities.
  4. Shared Accountability for Results
  5. Transparent Communication
  6. Team has an appropriate forum for constructive debate and discussion about the issues facing the company.
  7. Mutual Respect and Solidarity

The follow up scores demonstrate that in just a half-year period and during a critical time in Whirlpool’s business, the HPT effectiveness process helped to improve the organisation performance, strongly enhancing the team’s ability to deliver exceptional results.

Scenario:

As a HR consultant for Whirlpool, it is required of you to present a report at the annual Confederation of British Industry workshop highlighting ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.

Please address the LO’s and assessment criteria’s as specified below.  [You are encouraged to use practical examples from where appropriate to support the various principles, concepts and theories that will ensure effective training and development practices.

TASK 1 to 4 Addressing LO1, LO2, LO3 and LO4:

This has to be submitted as specified, addressing all the LO’s and AC’s.

The assessment report should cover the following in general, but answer the P questions as specified below against each LO for the relevant tasks and adhere to the merit and distinctions questions towards achieving a merit or distinction:-

  1. Analyse employee knowledge, skills and behaviours required by HR professionals.
  2. Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.
  3. Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage.
  4. Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.

The answers you will give should reflect the scenario. You need to create a development portfolio which shows your ‘own’ learning progress and acquisition of key skills. The portfolio should include evidence for the planning and monitoring of progress towards the achievement of personal and professional objectives.

Skills and attributes analysis required by HR professionals, based on a range of different roles within an organisation:

  • Personal SWOT analysis.
  • Personal development plan based on the SWOT analysis for a one of the job roles.
  • Reflective statement.

Task 1: As a HR consultant for Whirlpool, it is required of you to present a report at the annual Confederation of British Industry workshop highlighting ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment. You are required to write this report analysing employee knowledge, skills and behaviours required by HR professionals, by using supportive materials like books, Journals and other secondary sources of information on the findings for LO 1.

LO1: Analyse employee knowledge, skills and behaviours required by HR professionals.

P1. Carry out a mini-research to determine the appropriate and professional knowledge, skills and behaviours that are required by HR professionals in an organisation with special reference to the case study Whirlpool.

P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role in an organisation with special to the case study Whirlpool.

Note: To address the merit and distinction please refer to the assessment grading descriptors as specified below.  

Task 2: As a HR consultant for Whirlpool, it is required of you to continue your report by analysing the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance. You will continue using the above scenario as a consultant and using supportive materials like books, Journals and other secondary sources of information on the findings for LO 2.

LO 2: Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.

P3.  Analyse the differences between organisational and individual learning, training and development, with reference to the case study Whirlpool.

P4.  Analyse the need for continuous learning and professional development to drive sustainable business performance in the United Kingdom with special reference to the case study Whirlpool.

Note: To address the merit and distinction please refer to the assessment grading descriptors as specified below.   

Task 3:   Continuing your report as HR consultant for Whirlpool, it is required of you to continue your report by applying knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage. You will continue using the above scenario as a consultant, and using supportive materials like books, Journals and other secondary sources of information on the findings for LO 3.  

LO3: Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage.

P5 Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within Whirlpool or any other organisation.

Note: To address the merit and distinction please refer to the assessment grading descriptors as specified below.  

Task 4:  Conclude your report, as a HR consultant for Whirlpool, by evaluating ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment. You will continue using the above scenario as a consultant and using supportive materials like books, Journals and other secondary sources of information on the findings for LO 4.

LO4:  Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.

P6 Evaluate different approaches to performance management (e.g. collaborative working), and demonstrate with specific examples how they can support high-performance culture and commitment in global organisation with special reference to the case study Whirlpool.

Note: To address the merit and distinction please refer to the assessment grading descriptors as specified below.  

The module will be assessed meeting all the Assessment Criteria (AC), as specified by the awarding body, Pearson Edexcel.

Please read the instructions carefully while addressing the tasks specified. 

Contribution: 100% of the module

Outline Details: Individual report approx. 3,500 words.   Details enclosed in the assignment brief above.

Guidance in addition to the Pass criteria’s, this assignment gives you the opportunity to submit evidence in order to achieve the following Merit and Distinction grades.

Learning outcome and assessment criteria, Assessment Grid indicating pass, merit and distinction:

Unit 35 –  Developing Individuals, Teams and Organisations

Learning Outcomes Pass Merit Distinction
LO1. Analyse employee knowledge, skills and behaviours required by HR professionals P1. Determine appropriate and professional knowledge, skills and behaviours that are required by HR professionals

 

M1. Provide a detailed professional skills audit that demonstrates evidence of personal reflection and evaluation.

 

LO1 & 2 D1. Produce a detailed and coherent professional development plan that appropriately sets out learning goals and training in relation to the learning cycle to achieve sustainable business performance objectives
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role
LO2. Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance. P3.  P3.  Analyse the differences between organisational and individual learning, training and development M2.  Apply learning cycle theories to analyse the importance of implementing continuous professional development.  LO1 & 2 D1. Produce a detailed and coherent professional development plan that appropriately sets out learning goals and training in relation to the learning cycle to achieve sustainable business performance objectives
P4.  Analyse the need for continuous learning and professional development to drive sustainable business performance  
LO3. Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage.

 

P5. Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within a specific organisational situation. M3 Analyse the benefits of applying HPW with justifications to a specific organisational situation.

 

LO3 & 4 D2 Provide valid synthesis of knowledge and information resulting in appropriate judgements on how HPW and mechanisms used to support HPW lead to improved employee engagement, commitment and competitive advantage.

 

LO4. Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment P6 Evaluate different approaches to performance management (e.g. collaborative working), and demonstrate with specific examples how they can support high-performance culture and commitment M4. Critically evaluate the different approaches and make judgements on how effective they can be to support high-performance culture and commitment. LO3 & 4 D2 Provide valid synthesis of knowledge and information resulting in appropriate judgements on how HPW and mechanisms used to support HPW lead to improved employee engagement, commitment and competitive advantage.

 UNIT 35 – Developing Individuals, Teams and Organisations | HND Assignments

FINAL GRADE: 

Achievement Summary

The Following Sections to be completed by the assessor:

Centre Name: REGENT COLLEGE HIGHER EDUCATION
Campus: WEMBLEY CAMPUS
Centre Number: 12727

Please note that the assessor’s signature below denotes conformation that he/she has in no way influenced the outcome of the

Assessment:

UNIT 35 Developing Individuals, Teams and Organisations
UNIT LEADER ISHMAEL BARTIMEUS
Assessors Name: Ishmael Bartimeus
Assessors Signature:  
Learners Name (to be filled by the Assessor)  
Intake: Sept 16 Cohort: Sept 16 Term: 4 Campus: WEMBLEY
Learners Edexcel Reference Number  
Has the Unit been Internally Verified?                                                     Date of verification:
Name of the   Internal Verifier: 
Internal verifiers signature :
If Sampled ,Internal verifiers  comments on the assignment brief:
Evidence Checklist Summary of the evidence required by the student Evidence presented
LO1 P1, P2  
LO2 P3, P4  
LO3 P5  
LO4 P6  

 

Learning Outcome Evidence for the criteria to pass, merit and distinction as specified in the student feedback and contextualised. Assessors decision Internal verification decision. (agree, disagree)
PASS MERIT DISTINCTION
Task 1: As a HR consultant for Whirlpool, it is required of you to present a report at the annual Confederation of British Industry workshop highlighting ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment. You are required to write this report analysing employee knowledge, skills and behaviours required by HR professionals, by using supportive materials like books, Journals and other secondary sources of information on the findings for LO 1.
LO1. Analyse employee knowledge, skills and behaviours required by HR professionals. P1. Carry out a mini-research to examine the appropriate and professional knowledge, skills and behaviours that are required by HR professionals in an organisation. M1. Provide a detailed professional skills audit that demonstrates evidence of personal reflection and evaluation. D1. Produce a detailed and coherent professional development plan that appropriately sets out learning goals and training in relation to the learning cycle to achieve sustainable business performance objectives    (P,M,D) (P,M,D)
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role in an organisation.

 

 (P,M,D)

 

(P,M,D)
Contextualised Feedback addressing LO1, reflecting the pass , merit and distinction:
IV comments towards LO1
 Task 2:     As a HR consultant for Whirlpool, it is required of you to continue your report by analysing the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance. You will continue using the above scenario as a consultant and using supportive materials like books, Journals and other secondary sources of information on the findings for LO 2.
LO2. Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.

 

 

 

P3.  Analyse the differences between organisational and individual learning, training and development, with reference to the case study. M2.  Apply learning cycle theories to analyse the importance of implementing continuous professional development.  D1. Produce a detailed and coherent professional development plan that appropriately sets out learning goals and training in relation to the learning cycle to achieve sustainable business performance objectives  (P,M,D)

 

 

 

(P,M,D)

(P,M,D)

 

 

 

 

 

 

(P,M,D)

 

 

P4.  Analyse the need for continuous learning and professional development to drive sustainable business performance in the United Kingdom.
Contextualised Feedback addressing LO2, reflecting the pass , merit and distinction:

 

IV comments towards LO2 :
Task 3:      Continuing your report as HR consultant for Whirlpool, it is required of you to continue your report by applying knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage. You will continue using the above scenario as a consultant, and using supportive materials like books, Journals and other secondary sources of information on the findings for LO 3.  
LO3. Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage. P5 Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within Whirlpool or any other organisation.

 

 

 

M3 Analyse the benefits of applying HPW with justifications to a specific organisational situation. D2 Provide valid synthesis of knowledge and information resulting in appropriate judgements on how HPW and mechanisms used to support HPW lead to improved employee engagement, commitment and competitive advantage.

 

(P,M,D)

 

 

(P,M,D)

(P,M,D)

 

 

 

 

 

 (P,M,D)

 
Contextualised Feedback addressing LO3, reflecting the pass , merit and distinction
IV comments towards LO3 :
Task 4:      Conclude your report, as a HR consultant for Whirlpool, by evaluating ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment. You will continue using the above scenario as a consultant and using supportive materials like books, Journals and other secondary sources of information on the findings for LO 4.
LO4. Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment

 

P6. Evaluate different approaches to performance management (e.g. collaborative working), and demonstrate with specific examples how they can support high-performance culture and commitment in UK organisations. M4. Critically evaluate the different approaches and make judgements on how effective they can be to support high-performance culture and commitment. LO3 & 4 D2 Provide valid synthesis of knowledge and information resulting in appropriate judgements on how HPW and mechanisms used to support HPW lead to improved employee engagement, commitment and competitive advantage.

.

(P,M,D) (P,M,D)
Contextualised feedback addressing Pass, merit and distinction for LO4
IV  comments towards LO 4:
Pass, Merit and distinction grades awarded resubmit or retake P1 P2 P3 P4 P5 P6   M1 M2 M3 M4 D1 D2     Resubmit Retake
Any other comments
Grade given by the Assessor:

Pass                                            Merit                      Distinction               Resubmission                                            Retake

Assessors  Signature:                                                               Date:

IV Grading Check:                                    Comments if any:

Agree              

Disagree                                                   Modify grade to

IV signature:                                                                                   Date:

Students feedback:

 

Student Signature:                        Date:

Plagiarism:

Any act of plagiarism will be seriously dealt with according to the colleges and awarding bodies’ regulations. In this context the definition and scope of plagiarism are presented below:

Plagiarism is presenting someone’s work as your won. It includes copying information directly from the web or books without referencing the material; submitting joint coursework as an individual effort; copying another student’s coursework; stealing coursework form another student and submitting it as your own work. Suspected plagiarism will be investigated and if found to have occurred will be dealt with according to the college procedure. (For further details please refer to the plagiarism policy and the student code of conduct.)

 

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