CIPD Level 7LD01 Example

For any organization the organizational design is a very important process. It is very helpful when it comes to improving your effectiveness and efficiency, it also plays a very important role in retention and recruitment of employees. It is very important to understand the basic elements of a company to create an effective organizational design.

The elements of an organization mainly includes its governance, culture, technology, structure and HR processes. Each of them have a very large impact on the performance of an organization. It is possible to create an effective organizational design by understanding the relation between these elements. Below we have designed a CIPD 7LD01 assignment sample for you specially for UK, USA and KSA, which will help you to understand it more properly.

Table of Contents

1) CIPD 7LD01 Assignment Brief: Define organisational design and development underpinning theories and concepts.

·  1.1 Study rationale for organisational design and development.

·  1.2 Describe the Evaluate key limitations and contextual variables that impact organisational design and development.

·  1.3 State the contribution of stakeholder management and cross-functional in organisational development and design.

2) CIPD 7LD01 Task: Define the range of options for organisational design and state the methods to align them with organisational aims and objectives.

·  2.1 Define the range of organisational forms.

·  2.2 Define multiple approaches to implement organisational design options.

3 CIPD 7LD01 Assignment Activity: Get knowledge about the approaches to organizations meet goal.

·  3.1 State multiple approaches to organisational development.

·  3.2 Define the impact of changed choices of transformation strategies.

4) CIPD 7LD01 Learning Outcome: Understand responses to organisational change and strategies for successful implementation.

·  4.1 What are the challenges faced by practitioners while adopting holistic approaches.

·  4.2 Research strategies to build employee engagement.

·  4.3 Define the behaviours and skills to influence successful implementation.

5) We provide CIPD level 7 assignments in highly affordable price

1) CIPD 7LD01 Assignment Brief: Define organisational design and development underpinning theories and concepts.

1.1 Study rationale for organisational design and development.

The process which is used to improve organizational structures and system to align it with goals and needs of organization is known as organizational design and development. This process is necessary for many reasons of different rationales, some of these are as follows:

·  Aligning with new strategy.

·  Responding to change.

·  Dealing with growth.

·  Improving efficiency or effectiveness.

1.2 Describe the Evaluate key limitations and contextual variables that impact organisational design and development.

The Organisational design and development (OD&D) is a special way to study and examine the structure and changes which are happening in the organisations. It covers both the micro and macro levels such as: individual organisations, the wider socio-economic context etc.

In addition to these two there are few more limitations and contextual variables which impacts the organizational design and development.

Few of them are stated below:

·  Globalisation

·  Social and demographic trends

·  The legal and regulatory environment

·  The political and economic environment

·  Technological change

All of these variables have different types of influence on organizational design and development, it totally depends on the specifics of organization and their context.

For example, if we talk about globalization, it’s to have a great impact on the exclusive designs of multinational corporations as compared to local and small business. It is very important to consider and work on these limitations and contextual variables while designing or developing an organisation, because they have significant impact on the organizations success.

1.3 State the contribution of stakeholder management and cross-functional in organisational development and design.

An important key component of organizational design and development is cross-functional activity, it ensures all the stakeholders are briefed, considered and involved in designing organizational design and development policy. Stakeholder management is very important for the success of OD&D, it mainly makes sure that all their needs are fulfilled and they must be kept informed of the progress.

There are multiple benefits of effective OD&D which primarily includes: improved performance, increased efficiency, and greater flexibility in the face of change.

Lastly it is very important that one should know OD&D is a complex process, and success and it totally depends on careful, properly strategized planning and execution. In simple words stakeholder management and cross-functional activity both are very important for successful organizational design and development.

2) CIPD 7LD01 Task: Define the range of options for organisational design and state the methods to align them with organisational aims and objectives.

2.1 Define the range of organisational forms.

If we talk about organizational forms, there are multiple types of them. Each one of these forms have their own advantage and disadvantage.

The most commonly used forms are mentioned below:

·  Flat structures.

·  Matrix structures.

·  Hierarchical structures.

2.2 Define multiple approaches to implement organisational design options.

Organizational designs are of different types, but in this manner there are three primary approaches:

·  Behavioural:

If we talk about behavioural approach, it is that type of approach which focusses on the interaction of people with each other with in an organization, and makes new and better ways for team dynamics, cooperation, and communication.

·  Structural:

Unlike the behavioural approach, this approach mainly works on the hierarchical structure of the organization, and make better ways to standardise and formalize the communication channel, workflow and decision making process.

·  Process-based:

This approach exclusively focus on the organization’s flow of work, and tries to introduce new ways for improved efficiency and effectiveness by streamlining process steps and removing waste.

In order to do this assignment properly you will have to choose between any of these three approaches and apply it on case study of organization.

You should consider following points while implementing your chosen approach:

·  The resources required for implementation.

·  The risks associated with implementation, and how these can be mitigated.

·  The specific organisational aims and objectives that your design will help to achieve.

·  The timeframe for implementation.

You should also justify yourself as why the chosen method is most appropriate approach for case study through a report detailing your chosen approach. The report must consist of a detailed plan for implementation, outlining the steps that need to be taken, who will be responsible for each step, and the resources required.

3) CIPD 7LD01 Assignment Activity: Get knowledge about the approaches to organizations meet goal.

3.1 State multiple approaches to organisational development.

Organizational development is a long and time taking process, there are multiple approaches for this, and each of them comes with their merits and de-merits.

Some common approaches are mentioned below:

·  Top-Down Approach.

·  Bottom-Up Approach.

·  Outside-In Approach.

·  Inside-Out Approach.

3.2 Define the impact of changed choices of transformation strategies.

If we talk about the impact of change, there are many different types of drivers for change that can impact the choice of transformation strategy.

These mainly includes:

·  Technological factors: such as advances in technology or changes in the way that customers communicate.

·  Political factors: such as changes in government policy or regulation.

·  Environmental factors: such as climate change or natural disasters.

·  Economic factors: such as recession, inflation or market changes.

·  Social factors: such as demographics or shifts in social attitudes.

The impact of choices transformation strategy is affected in different ways, such as:

For example, if an organisation is experiencing a downturn in sales, it may need to implement a cost-cutting strategy in order to remain viable. Alternatively, if an organisation is looking to expand into new markets.

4) CIPD 7LD01 Learning Outcome: Understand responses to organisational change and strategies for successful implementation.

4.1 What are the challenges faced by practitioners while adopting holistic approaches.

While trying to adopt holistic approach to organizational development practitioners often face many types of challenges. This issue is faced because many organizations often resist changes, and usually do not bother to invest their resources and time that is required to implement a holistic approach.

Moreover, In order to meet the organizational goals, practitioners must have good understanding of organisational dynamics and must be able to effectively communicate with all the stakeholders. Finally, this type of approach requires higher value of coordination and planning that is usually difficult to achieve in complex and large organisations.

4.2 Research strategies to build employee engagement.

In order to remain successful and competitive organisations are constantly undergoing change. Change can be difficult for employees to cope with, and usually leads to disengagement. So, organizations must have strategies to handle this and in order to ensure that the employees remain engaged during periods of change.

There are few ways to do it that are mentioned below:

·  One way of doing this is by ensuring that employees feel involved in the change process.

·  Another strategy is to provide support and training to employees so that they feel equipped to deal with the changes.

·  It is important to recognise and reward employees for their efforts during periods of change.

4.3 Define the behaviours and skills to influence successful implementation.

The skills and behaviours are of many types and there are number of them which may influence the successful implementation of organisational change.

These mainly includes:

·  Communication.

·  Leadership.

·  Change management.

·  Project management.

·  Stakeholder management.

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