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3HRC Assignment Example

• October 26, 2020
• Posted by: Harry King
• Category: CIPD Level 3

1.1 A description of the purpose and goals of the organization.

XYZ Ltd operates in the women’s sports footwear, apparel, equipment and sports services industry. However, the company looks to branch out to include a plethora of categories of products and accessories such as men, women, and children sports shoes and apparel. Also, XYZ aims to offer various outdoor and recreational products. XYZ aims to be a global leader in the production and sale of both men and women sports footwear, apparel, equipment, and sports services. The company’s main purpose and goal is to attain and cement its status as the frontrunner in its industry, and to compete with renown brands such as Nike, Adidas, and Reebok.

1.2 A description of the products and/or services the organization offers.

In the modern world, working out has become a major concern, especially due to lifestyle concerns that have been occasioned by diet choices, as well the contemporary employment needs. Consequently, the exercise and fitness industry has emerged as a profitable venture with the sale of work out products and services. The fashion industry has also made inroads into this sector, offering various products that are meant to improve the experience of the customer when working out in the gym as well as outdoor work outs such as jogging and stretching. While working out, one requires to operate in a safe and comfortable environment. In this regard, exercise shoes mark an important ingredient towards enabling a smooth work out experience.

XYZ’s women’s athletic shoes are meticulously designed and constructed to cater for the safety needs of customers. XYZ’s products target women of different ages and sizes. Also, their products are presented to the market in a range of colors, to cater to the diverse needs of the market. XYZ designs it shoes to also be won as part of an everyday casual outfit.  The company further seeks the input of voluntary participants who are selected to review the product as a marketing strategy after the product is introduced in the market. Previous review reports indicate that XYZ’s are associated with comfort, informing XYZ’s philosophy of championing comfortability in shoes at affordable price points. XYZ’s shoes are revered for being light, in comparison to products from competing brands. Furthermore, XYZ’s shoes are sufficiently ventilated and a designed to include a thick sole cushion, offering the requisite support for heavy weight athletes. Also, XYZ diversifies its product designs to cater to customers with wide feet. The company tracks the opinions of customers vis a vis those of the product reviewers, with the purchasers’ opinions matching those of the reviewers in terms of comfort and product safety. Users across the board are especially pleased with the amount of cushioning in the shoe, given the lightness of the product.

1.2 A description of the main customers.

XYZ’s women’s athletic shoes are most popular amongst women whose fitness routine involves running and walking on surfaces such as pavements and roads. XYZ’s customers also comprise women who train on the treadmill as well as other areas around the gym. XYZ’s customer base also includes women undergoing physical therapy under the prescription of a physician. XYZ designs its shoes to target women from all walks of life, as its products can be worn as regular every-day life shoes. In this case, the company also implement a low-profile design in its shoes, allowing these shoes to be paired seamlessly with a plethora of outfits. Furthermore, the company targets a wide customer base by offering its shoes in various colorways. These shoes also designed to target customers who seek style as well as comfortable footwear at an affordable price tag. Therefore, XYZ’s customer base is mainly composed of middle-income women. Owing to their lightweight design, XYZ’s shoes are also popular among athletes of diverse calibers.

1.3 An analysis of four external factors and their impact on the business activities

The external business environment around the operations of XYZ can be assessed using a PEST (Political, Economic, Social, and Technological) analysis, as a business strategic planning instrument with which to conduct a thorough analysis of the company’s macro-environment. This analysis is instrumental in informing decision-making to ensure survival on the market at all times. Also, this tool’s application is vital as businesses operate under environments that change constantly.

XYZ is primarily favored by favorable policies that foster the growth and stability of the organization, such as low-interest rates and well-structured international tax agreements.  The company is prone to changes in tax and manufacturing laws, depending on the agenda of the government of the day. In this case, XYZ strives to expand its operations to countries with political stability, using these opportunities to expand its global reach. XYZ takes advantage of the current expansion of free trade policies to penetrate overseas markets. Here, XYZ borrows from Nike’s business model of working in countries where governments offer vital support; governments in developing countries where Nike has its operations have increased their infrastructural support providing Nike with an opportunity to expand its market reach in these countries (Wan et al., 2019).

Every organization must ensure that its economic model is designed to absorb shocks in the market in which it operates. In this regard, XYZ produces and sells reputable medium range products and thus, it is more shielded from economic shocks compared to other organizations. XYZ produces and sells affordable products from an average consumer’s point of view, but with a decent level of quality, cementing the organization’s place as a market front runner. To further protect itself from economic shocks, XYZ aims at taking advantage of low-cost labor in the far eastern countries, thus maximizing its profitability. XYZ possess significant resources that it can use to tap into small new and emerging markets, a move that could culminate in the expansion of the company’s global reach. Moreover, XYZ has over recent years boosted its profitability by reducing its energy consumption during production.

Social factors can be described as cultural elements that are deemed to have a significant impact on a business, either positively or negatively. On the part of XYZ, these factors include leisure activities, lifestyle changes, demographics, and age structure. These factors share a direct link with market potential as well as the needs of customers. XYZ enjoys a smooth social environment, targeting athletes’ affinity for quality but affordable sporting shoes. Transitions in the needs and preferences of customers in terms of quality and affordability, along with lifestyle changes have accelerated the rate at which XYZ changes its products to suit the needs of its customer base. XYZ understands that the contemporary consumer not only chases quality items, but also affordability and availability.

Technological

Technological factors affecting a business comprise trends in the advancement of technology, which is a constant phenomenon in the contemporary business environment. Technology sparks the creation of new products as well as the phasing out of existing ones. For example, mobile technology birthed new business ventures for GSM carriers, while it spelled the phasing out of postal and courier businesses. In the case of XYZ, technology can be instrumental in reducing the company’s operational costs to a significant extent. In particular, XYZ has employed new technologies to produce ultra-light shoes to athletes and fitness enthusiasts at large. Also, XYZ has enjoyed improvements in terms of quality coupled with competitive advantage as a result of advancements in technology and technological diffusion in the manufacture of shoes. To derive the most from emerging technology, XYZ invests in the expertise of specialists in critical areas such as engineering design and exercise psychology. The company also reaches out to get the input of stakeholders such as trainers, coaches, and athletes, to identify areas that emerging technologies can address.

2.1 A description of the organizational structure that includes a description of at least four functions.

XYZ’s organizational structure is developed to provide for adjustments in coping with market differences. The organization serves as a prime example of how to factor regional variations into business strategies. XYZ’s organizational structure enables its business strategies to be regionalized, promoting value chains that precisely address customer expectations, particularly in the areas of marketing and service. The various attributes of XYZ’s corporate structure, give the company the requisite flexibility to cater to customer preferences with regard to athletic shoes and apparel in regional markets. This flexibility is particularly visible in how XYZ promotes its products through company owned stores. This framework is instrumental, coupled with XYZ’s organizational culture, in aiding the company navigate around the financial and business developmental impact brought about by competitors. XYZ is characterized by a geographic divisional organizational structure, based on XYZ’s global organization ambitions along with the uniqueness of regional market conditions. Functions in XYZ’s organizational structure include the global corporate leadership, semi-autonomous geographic divisions, global division for male products, and local stores.

2.2 An explanation of how these different functions work together within the organization to optimize performance.

XYZ has a global corporate leadership at its helm, which is made up of corporate managers who have offices at the company’s headquarters. These corporate managers are charged with making decisions on the company’s global structure. The global corporate leadership ensures that decisions are implemented throughout the organization. XYZ’s global operations are divided into segments (semi-autonomous geographic divisions) on the basis of regional markets. Here, each divisional manager is charged with optimizing operations in regional sporting shoes. The global division for male products is tasked with managing the male brand on a global scale as XYZ’s male products are not diversified as per global regions. The semi-autonomous geographic divisions and the global division for male products are further subdivided into stores, each promoting its products independently but under the guidelines laid down by the global corporate leadership.

2.3 An identification of the culture of the organization and explain two ways this affects

operations.

A favorable public image makes massive positive additions to an organization’s brand, enabling the organization to maintain and expand its market share. With the advent of technology and ease of communication, messages of public health awareness are widespread, with the world moving towards healthier lifestyles amidst a plethora of health concerns (Park and Kincade, 2010). In this regard, XYZ has adopted a culture of embodying health living as a part of its brand, positioning itself as the solution to healthy lifestyle needs by offering not only safe but also affordable sporting apparel. As a move to successfully stay ahead of its competitors, XYZ constantly conveys its concerns for public safety by insisting that its products are produced with safety in mind, in a bid to facilitate favorable experiences for the consumers of its products. XYZ embodies the culture of embracing health awareness by seeking the input of voluntary participants who are selected to review the product as a marketing strategy after the product is introduced in the market. XYZ’s culture of embracing health awareness has culminated in increased trust in the company’s products, yielded increased customer loyalty. Furthermore, this business model has ensured that XYZ adapts to changing times, improving its status as a going concern.

3.1 Referring to three CIPD Professional areas, a description of three activities that the HR department would perform to help support the organization.

Resourcing and talent planning, learning and development, and performance and reward, form key CIPD Professional areas, under which the HR department must shape its activities.

Resourcing and talent planning

Resourcing and talent planning encompass coordination on the part of business and recruitment teams in areas such as forecasting the requisite resources, selecting an ideal hiring method, delivering resources when needed, and maintaining the talent pool for recruitment in the future. Important activities within resourcing and talent planning include recruitment, creating job descriptions, and selection. Recruitment forms a vital part of the process of staffing, under which the HR identifies and attracts competent applicants for employment. Staffing entails employing personnel of different kinds, both at the managerial and operative level. In fulfilling its staffing role, HR employs various approaches, keeping various positions occupied by the most ideal individuals. In creating job descriptions, HR lists all jobs within the organization as well as their location, after which HRM prepares a description for each job concerning physical specifications, behavioral specifications, mental specifications, and emotional specifications (Bailey et al., 2018). Selection entails choosing a subset of individuals from a pool of viable candidates for further assessment. The selection process is carried out by drawing parallels between the qualifications of applicants and the requirements of the job in question (Schalk et al., 2014).

Learning and development

Learning and development entails equipping employees with the requisite skills to operate in a constantly changing organizational environment, fulfilling the short and long-term goals of the organization. Under learning and development, HR plays an important role in increasing an employee’s capacity to perform well in a particular job through training and development. By offering training opportunities to employees, HR equips employees to better handle their current jobs as well as qualify for future opportunities (Schalk et al., 2014). In this case, important activities involve researching on emerging trends in training such as the use of zoom meetings to achieve remote learning activities, supervisory training to ensure a seamless for new employees, and accident training to ensure a safe working environment in general.

Performance and reward

Performance and reward, as a professional area, is meant to foster a high-performance environment and culture by facilitating initiatives that acknowledge and reward milestones, capabilities, and experience, ensuring that these initiatives are market-based, cost effective, and equitable. HR exists to provide for a healthy working environment, inspire commitment, and ensure employees are cared for (Schalk et al., 2014). Under performance and reward, HR may engage in activities such as establishing a system that motivates and appraises the staff based on performance, examining employee performance regularly based on information provided by line managers, and rewarding employees through increased pay, promotions, and bonuses. A performance-related pay system rewards hard work and yields a highly motivated workforce. Examining employee performance based on information from line managers may yield favoritism, hence necessitating additional measures such as employee ratings, objectives management, and group ranking (Analoui, 2017). Pay rises, promotions, and bonuses benefit the organization by achieving faster growth and expansion, minimized costs, competitive advantage, and increased productivity.

3.2 An explanation of three ways in which HR could support both line managers and their staff.

HR could offer support to both line managers and their staff through various ways such as communication practices, coaching and mentoring, and collaborative performance evaluation.

Communication Practices

HR exists to facilitate comprehensive and integrated information channels around an organization. In this respect, employees should have the ability to communicate freely with anyone in the organization, irrespective of hierarchy (Noe et al., 2017). When HR formulates open communication policies, it breaks away from structuring communication around organizational hierarchy (Bailey et al., 2018). In this regard, HR supports both line managers and their staff by creating open communication channels, revolutionizing how negotiations, meetings, supervision, and informal discussions are carried out.

Coaching and Mentoring

Coaching and mentoring can be described as development initiatives based on the employment of one-to-one conversations to improve the abilities, knowledge, or work performance of an individual. Coaching is aimed at achieving maximum efficiency and development on the job. It focuses on specific skills and goals although it can also influence the personal qualities of an individual such as socializing or confidence (Garvey et al., 2017). In this regard, through coaching and mentoring, HR supports both line managers and their staff by laying emphasis on each group’s specific roles in relation to the other, and identifying areas that each individual requires to improve.

Collaborative Performance Evaluation

Collaborative performance evaluation entails the use of information from line managers, by HR, to evaluate the performance of the staff. In this regard, HR is tasked with ensuring that the staff comprehend what is required of them by their line managers. Likewise, HR communicates to the line managers, as to the needs, strengths, and weaknesses of their staff. Using information from line managers as a method of appraisal may become a fertile ground for favoritism. To counter this problem, HR must cultivate fairness by incorporating other appraisal methods such as employee ratings, objectives management, and group ranking.

Reference List

Analoui, F., 2017. The changing patterns of human resource management. Routledge.

Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource management. Oxford University Press.

Garvey, R., Garvey, B., Stokes, P., & Megginson, D., 2017. Coaching and mentoring: Theory and practice. Sage.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Park, H., and Kincade, D.H., 2010. Historical analysis of apparel marketer’s strategies: Evidence from a Nike case. Journal of Global Fashion Marketing, 1(3), pp.182-193.

Schalk, R., Timmerman, V., and Van den Heuvel, S., 2014. How strategic considerations influence decision making on e-HRM applications. Human Resource Management Review, 23(1), pp.84-92.

Wan, S., Petersen, C., & D., R., 2019, April 25. Crypto May Be Nike’s New Digital Business Strategy to Stay on Top. Retrieved from https://www.newsbtc.com/2019/04/25/crypto-may-be-nikes-new-digital-business-strategy-to-stay-on-top/.

• Understanding Organisations and the Role of Human Resources 3HRC

HR has a significant character in any business organisation. One can never contradict the responsibility and role of HR management due to the burden of maintaining and conveying the relation and information between employers and employees. CIPD is the field where students have to deal with versatile levels of the field that comprises the conflicts outdoors and in the workplace in managing a business. Understanding Organisation and the Role of Human Resources 3HRC is coping with the main diverse areas of CIPD. The character of a human resource manager for the people related to the human resource team is not easy because they have to deal with multiple hassles in the field. Due to the significance of the Human Resources field, the interest of students is more inclined towards this domain, which offers the educational institute of the world HR management topics in the diploma and courses of CIPD.

Many CIPD students have employment experience in their educational field and select the CIPD levels to learn innovative and new ways of Management. The unit Understanding Organisation and the Role of Human Resources 3HRC have the main goal to explore the responsibilities and significance of HR in the CIPD diploma that is composed of different parts and this unit is part of Level 3 in CIPD which is ideal for the students who are willing to learn HR management tactics. In this unit’s assignment, the students are needed to transcribe the critical and analytical possibilities and standard comprehension of the unit Understanding Organisation and the role of Human Resources 3HRC. Furthermore, to make the students Cognizant of processes structure and essentials of HR in the business organisation is another core aim of the unit. Therefore, the assessment criteria of the unit Understanding Organisation and the role of Human Resources 3HRC is based on some objectives that are fundamental in the course. Here you have scenarios in which you are required to demonstrate the briefings that a new manager must prepare when working in a business organisation.

Question no 1

In this question, you have to cope with the three significant parts which play a vital role in understanding the environment and operations of the company such as.

1. What is the purpose and goal of the company?

2. what products and services are bestowed by the organisation to the people, 3. illustrate the external factor’s impact on the business organisation..

A recognised organisation has a main goal to bestow the objective that the learners can be taught in it. The organisation shares some objectives with their employees through notifications and the official website column. The organisation gives an elaboration on the products and the service description. In addition, the learners can elaborate on the company’s origin and mission statement associated with the organisation’s objective. The accomplishment of the organisation is shortly based on its mission and vision statement which must be discussed vividly.

Ambiguity leads to the destruction of concepts in terms of products and services that should not happen in the minds of the student. The concept of a student in terms of questions should be clear. The learners have to elaborate versatile products and services of organisations through distributing them into versatile categories for example the film and in terms of it can provide services in computers and software. The organisation can also diversify telecommunications. To give more transparency the students may have to draw a line between service and product, on the other hand responding to the question (selling computers and accessories is not according to the communication service). To prepare the answer to this question you have to elaborate on the target audience and primary market.

The learners have to examine and observe the unit`s criteria as well as they have to examine the identification of the organisation. The politics domain could be crucial in the organisational operations industry. In addition, technology and social domains are also known as the external factors which influence the organisation.

Question no 2

The main aim of this question is on the upcoming unit objective. The questions in this scenario are based on the aim of the examiner which is to examine the acquisition and recognition of learners regarding structure, culture, and function in an organisation.

1. Provide a brief demonstration of the organisation’s predominant structure.

2. describe the relationship between the structures of the organisation which are recognised with its four functions., 3. define the organisation’s culture..

The main emphasis of this section is on the learners who have to demonstrate the various structures examinations in organisations including.

• Flatarchy structure
• Divisional structure
• Functional structure
• Matrix structure

The students need to analyse the four structures and functions of the organisation to demonstrate this question. Moreover, the procedure of the whole functionality is required to attain the organisation`s goal. Enhancement of consistent constant interaction in the teamwork system example is counted as the required aim attainment. The challenges and benefits of the relation of the four functions are required to be discussed.

The learners are required to elaborate on the organisation’s cultural recognition initially moreover the cultural theory’s role in versatile companies with its relation between organisation and culture is significant. The response to this question must be based on the pros and cons consumed in the organisation’s culture. Therefore, students must ruminate on demonstrating organisation culture and operation.

Question no 3

The responsibility and role of HR in an organisation is the core emphasis of situation 3.

1. Explain three methods, goals and strategies used by HR associates in an organisation.

2. Explain the role of HR in the line manager association

The main emphasis of this question is on the examination of 3 basic functions with HR employees have to do for day training and development in Human Resources Department. The implementation and processes are based on the policies of the organisation and the Talent Hunters. The response to this question should be based on the particular activities and learners of the organisation who should be able to co-relate each function or role to the organisational activities.

2. Explain the role of HR in line manager association.

Human resources have a fundamental responsibility of giving substitutes to the entire workforce. Apart from the grievance method HR has to support the discipline method as well as having the implementation charge for policies and legislation. When the policies and regulations are observed mistakenly the organisation has to bear time waste and important costs for tribunals and process of court.

You can also read a sample for  Recording, Analysing and Using Human Resources Information 3RAI .

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Assignment example: 3HRC Understanding Organisations and the Role of HR

Provide a clear statement of the purpose and objectives of the company.

Apple is a multinational company operating in the technology industry. The headquarters for the Apple Company is in California. The company is involved in the development and sale of electronics to the customers, production of computer software, and provision of online services. The purpose of Apple Company is to bring the best user experience by promoting its innovativeness to enhance development of hardware, software, and services. The objective of the Apple Company is to enhance growth of the company to the global market, to ensure that the company improves the lives of its customers through the development of products using high-end technology, and produce quality products in order to gain leverage against the competitors in the industry (Lusted, 2012).

Size and location, products and services of Company

Apple is the largest technology company in terms of revenue. The company in 2019 had revenue of 265 billion. With its headquarters in Cupertino, California, Apple has expanded to different parts of the world, with stores in 155 countries. The company is also taking steps to expand to other different countries as well, in order to boost its presence to 175 countries. Products include; IPhone; this is a smartphone produced by Apple Company, and currently the IPhone has been upgraded up to IPhone 11. Continuous upgrade of the phone has been as a result of the innovativeness from the company, and with each new phone, the company focuses on upgrading its features (Apple, 2020). IPad; this is a media tablet that also has a mobile version. It enhances interaction of the multimedia formats and has a 9.7 inch screen (Apple, 2020). Apple Watch; this is a wearable accessory that was produced by the company in 2014. It has features such as health and fitness tracking, and like the other company products, it has been improved to the Apple Watch Series 5 in 2019 (Apple, 2020). Apple targets high end or premium individual customers who are willing to pay more for the highest technology. The products produced by the company have advanced designs and capabilities, and this explains why they are sold at high prices. The company also targets customers who have value for style and aesthetics, who in this case are the individuals between 18-35 years.

PESTLE Analysis

The PESTLE analysis identifies with the external factors that have impact on the nature of business operations. Elements of PESTLE include;

Political factors; these include but are not limited to the trade policies, and stable political environments in the different countries of operations. These are opportunities to enhance continuous growth and development of the business. However, according to Khan, Alam and Alam (2015), there are threats resulting from disputes between nations. Economic factors; these relate to the stability of the economies in the developed countries and growth in developing countries. Increased incomes among the target customers are also an important aspect that enhances Apple’s increase in sales and revenue.

Sociocultural factors; factors include changes in lifestyle among the customers, and the rise of mobile use among the millennial. These are factors considered to have an impact on the life of the consumer, and mostly, these vary between nations. Technological factors; low prices in technology and technological integration, and the growth of the mobile market are aspects that enhance Apple’s operations in providing value to customers. However, competition in technologies used by different countries may be a threat to Apple in the production of its products and services.

Environmental factors; Apple has put focus on enhancing greenhouse effect from its manufacturing. It has also focused on energy efficiency trend, and has used technology to enhance business sustainability. Legal factors; the company’s compliance to legal rules related to labour laws, environmental laws, intellectual property laws, and patent regulations. These are sometimes challenging to Apple especially because they become a burden to the business and sometimes Apple may be required to adjust its policies and practices to meet the regulations.

How organisational functions work to optimise performance

The executive team leads the different departments in the company. The senior vice presidents report to the Chief design officer and chief operating officer, who work closely with the CEO. However in order for the business operations to be enhanced, the departments integrate to enhance performance. The SVP Internet and Software for instance has to work with the SVP hardware technologies in order to promote business and enhance provision of the best software and hardware products to customers. The SVP communications and SVP marketing also work to ensure that they make the products meet the end users. These together enhance promotion of business performance at Apple.

Company’s internal culture

Apple’s internal culture works on creating a positive business reputation and empowers the employees towards enhancing the business operations. The culture of secrecy is highly developed to ensure that no information is discussed outside the organisation. This is guided by the business policies and practices. Sometimes however, team leaders are never kept in the loop and this may have negative impacts on the business (Arocha, 2017).

Apple has a culture of work and no politics. There is no information produced for politics and individuals are expected to complete tasks solo. Much attention is paid to work and work-life balance is a mess at the company. This demotivates employees and sometimes they lose morale, and thus may have negative impact on business operations (Arocha, 2017).

How company’s HR and L&D activities support its strategy, goals, and objectives

The HR provides learning interventions to the new employees joining the company. Training programs are provided to the employees to ensure that the employees gain the knowledge and skills needed to transform how Apple Company operates. New workers are taught how to carry on their responsibilities while at the company, and thus have to put their focus on learning the organization culture as well. This enhances development of Apple’s goals and objectives in production of the highest quality tech products.

L&D activities at Apple are focused on enhancing continuous professional development, to which the employees are expected to own ownership. The reason behind this is that Apple is continuously getting involved in the development of new projects, and the extent to which the employees have invested in their professionalism, determines how they would be involved in the company operations. This means that the employees have to get involved in continuous learning in order for them to be part of the organisation.

Apple promotes work-based learning, and this is important especially because the company produces new products in development industries. This means that the employees have to be proactive in promoting their expertise especially because their skills are expected to change as the requirements for the new products and projects change. The company according to Chen (2014) provides classes to the employees to show how the company reflects to the world, and since the company highly values the culture of secrecy, it becomes difficult for anyone to access information on what the company teaches.

Role of HR and L&D functions in supporting line managers and staff

Apple uses the learning and development programs to ensure that the employees become skilled and competent to carry out their duties and responsibilities. Through the learning process, employees at Apple are encouraged to be self-reliant. The management expects that the duties given to the employees should be completed by them alone, without involving the teams. This according to Cascio (2019) promotes professional development of the employees, which is a strategy followed towards supporting the staff at Apple Inc. Second, HR works on ensuring that they promote a collaborative environment where new learning concepts are included to help the employees and the management learn behaviours, skills, and knowledge meant to enhance performance of the individual staff and the performance of the organisation as well. Rana, Ardichvili, and Polesello (2016) argue that it is within the learning environment that the learners participate in the planning of the organization, thus creating support to the all employees in the company. Collaboration promotes interaction between the staff, and this enhances good employee performance. Third, HR and L&D undertake the activity of coaching and mentoring employees, which then enhances provision of insights and strategies meant to support new employees joining the organisation. It is very clear that learning is promoted among the new employees at Apple, and HR has to take responsibility in ensuring that they support the employees by providing them with the support needed to enhance performance (Ladyshewsky, 2017).

References:

Apple, 2020, Online < https://www.apple.com/> [Accessed 23 rd July 2020]

Arocha, J.B., 2017. Getting to the Core: A Case Study on the Company Culture of Apple Inc. Online < https://digitalcommons.calpoly.edu/cgi/viewcontent.cgi?referer=https://scholar.google.com/&httpsredir=1&article=1074&context=rptasp> [Accessed 23 rd July 2020]

Cascio, W.F., 2019. Training trends: Macro, micro, and policy issues. Human Resource Management Review , 29 (2), pp.284-297.

Chen, B. 2020, Simplifying the Bull: How Picasso helps to teach Apple’s Style. New York Times, Online <https://www.nytimes.com/2014/08/11/technology/-inside-apples-internal-training-program-.html> [Accessed 23 rd July 2020]

Khan, U.A., Alam, M.N. and Alam, S., 2015. A critical analysis of internal and external environment of Apple Inc. International Journal of Economics, Commerce and Management , 3 (6), pp.955-961.

Ladyshewsky, R.K., 2017. Peer coaching as a strategy to increase learning and development in organisational life-a perspective. International Journal of Evidence Based Coaching and Mentoring , 15 (1), p.4.

Lusted, M.A., 2012. Apple: The Company and Its Visionary Founder, Steve Jobs: The Company and Its Visionary Founder, Steve Jobs . ABDO.

Rana, S., Ardichvili, A. and Polesello, D., 2016. Promoting self-directed learning in a learning organization: tools and practices. European Journal of Training and Development.

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3HRC Understanding Organisations and the Role of HR

• August 26, 2021
• Posted by: admin
• Category: CIPD Level 3

CIPD level 3 includes a unit on understanding organisations and the role of HR. Students who already work in HR or aspiring to work in this industry will find this unit useful. Therefore, the assignments in this unit require students to demonstrate both critical and analytical skills and moderate knowledge of the topic. In this unit, students learn about the importance of HR departments in organisations and understand their processes and structures. As a result, the assessment for this unit is based on the primary objectives of the course.

Students must correctly answer the questions in this assignment to complete the unit. Passing or failing a unit is the grading criteria. As part of the assessment, most students are given the option of developing their organisation or identifying one already exists. Alternately, the examiner may choose one organisation and analyse the students’ comprehension of that organisation. Below are some examples of assessment questions.

A new line manager will start work in your company, and you need to prepare a written brief for them. In addition, the manager must get to know the organisation as he prepares to begin his new job.

Question 1: In this section, questions are derived from the first objective of the unit: learning about the purpose and operating environment of an organisation.

• What is the purpose and goal of the organisation?

Learning objectives are to be given by the learner for the company selected. Most organisations communicate their primary goal to all employees or even post it on their website. In your answer, describe the products/services that the company offers. Additionally, learners can elaborate on the company’s vision and mission statements, usually related to the organisation’s goals. In order to achieve an organisation’s goals, its mission and vision statements must be clear.

• Are there products and services offered by the company to its customers?

A learner should be sure to mention all the company’s products (or services) to respond to this question comprehensively. Assuming that the organisation deals with various products, the learner will need to categorise them according to their similarity. For example, the IT company in our example may specialise in supplying computers and software. Additionally, the company may expand into communication technology. For better clarity, the student should differentiate the services from the products (selling computers and accessories differ from providing communication services). You should also mention the target customers and primary market when answering this question.

• Examine the external factors affecting the organisation

The learner must conduct a PESTLE analysis of the identified organisation in order to meet the criterion. A company’s operational environment should take into account political factors. Several external factors can affect an organisation, including social, economic, technological, and legal factors. Students should analyse the external factors influencing the organisation of their choice whilst remaining relevant to that organisation.

The second question pertains to the second objective of the unit. Examiners test students’ knowledge of the structure, function, and culture of an organisation.

• Discuss the predominant structure of the organisation.

A student should know how various organisational structures operate (flatarchy, matrix, functional structure, and divisional structure). Following that, the student should describe the structure employed by the organisation in a second paragraph.

If a flow chart is provided, additional points will be awarded. For an answer to be more comprehensive, students should note the organisation’s structure in each department.

• Identify four organisational functions and their relationship.

In order to meet the criterion for this question, the learner needs to identify four functions within the organisation structure and explain how they work together to achieve organisational goals. An example would be the importance of constant communication within the system to help achieve the goals. It’s essential to consider both the challenges and the advantages of integrating the four functions.

• What is the organisational culture?

In order to demonstrate an understanding of organisational culture, learners should first define it. Next, organisational culture theories are essential for understanding the relationship between the organisation and a particular culture. Additionally, the answer should explain the disadvantages and advantages of the culture in use within the organisation. Finally, students can elaborate on the impact of the company’s culture on its operations to help answer this question.

In the third section, questions deal with HR’s role in the organisation.

• Examine three ways HR contributes to organisational success

The student needs to demonstrate a thorough understanding of HR’s three core functions to answer this question. Organisations rely on HR to train and develop employees, recruit talent, and implement policies and procedures. Therefore, answers should focus on the activities of the chosen organisation. It is also essential that learners relate each function/role to the organisation’s activities is discussed.

• Explain how HR supports line managers

HR’s primary responsibility is to provide support to the whole workforce. In addition to grievance handling procedures, HR can assist line managers with disciplinary issues. Implementing policies and legislation is also the responsibility of the HR department. Companies may incur unnecessary costs and waste time due to tribunals and other court processes when policies and regulations are not followed.

Criteria for Evaluation

Students will be required to write a report of 1500-2500 words (+/- 10%) on all or one of the questions above. Analysing academic concepts, professional practices, and theories critically and informally is crucial for the final report. References should be made using the Harvard style of referencing and a bibliography provided when necessary. The bibliography is excluded from the word count.

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3HRC Understanding Organisations and the Role of HR

• December 18, 2021
• Posted by: admin
• Category: CIPD Level 3

In the CIPD level 3 , there is a unit on understanding organisations and the role of HR. These courses are helpful for students who already work in HR or aspire to work in this field. As a result, the assignments in this unit require students to demonstrate critical and analytical abilities and moderate knowledge of the topic. In this unit, students learn about the importance of HR departments in organisations and learn about their processes and structures. Therefore, the assessment for this unit will be based on the course’s primary objectives.

To complete the unit, students must correctly answer the questions in this assignment. Students pass or fail a unit based on their answers to the questions. As part of the assessment, most students have the option of developing their organisation or identifying one already in existence. Alternatively, the examiner can choose one organisation and evaluate the students’ understanding. The following examples illustrate assessment questions.

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There will be a new line manager starting work in your company, and you will have to prepare a brief for them. Moreover, as the manager gets ready to begin his new role, he should familiarise himself with the organisation.

Question 1: The questions in this section are derived from the first objective of the unit: learning about the purpose and operating environment of an organisation.

What are the purposes and goals of the organisation.

Each learner is responsible for setting learning objectives specific to the company selected. Many organisations communicate their primary goal to all employees or even post it on their websites. Explain the products and services offered by the company. In addition, learners can elaborate on the company’s vision and mission statements, which usually relate to the organisation’s objectives. For an organisation to achieve its goals, its mission and vision statements must be clearly defined .

What products and services does the company offer to its customers?

A learner should make sure that they mention all the company’s products (or services) to answer this question completely. If the organisation deals with various products, the learner will need to categorise them according to their similarity. As an example, the IT company may specialise in providing computers and software. Moreover, the company may expand into the area of communication technology. Therefore, the student should differentiate between the services and the products (selling computers and accessories differ from providing communication services). It would help to mention the target and primary markets when answering this question.

Analyse the external factors affecting the organisation

The learner must conduct a PESTLE analysis of the identified organisation to meet this criterion.

Companies should take into consideration political factors when analysing their operational environment. Several external factors can affect an organisation, including social, economic, technological, and legal factors. Students need to analyse the external factors influencing their chosen organisation whilst remaining relevant to it.

The second question is related to the second objective of the unit. Examiners test students’ understanding of organisation structure, function, and culture.

Analyse the organisation’s predominant structure..

The student should know how various organisational structures operate (flatarchy, matrix, functional structure, and divisional structure). The student should then describe the structure employed by the organisation in a second paragraph.

Additional points will be awarded if a flow chart is provided. To make an answer more comprehensive, students should note the structure of each department’s organisation.

Identify the four functions of an organisation and their relationships.

As a requirement for this question, the learner must identify four functions within the organisation structure and explain how they work together to achieve organisational goals. A good example would be the importance of constant communication within the system to achieve the desired outcome. Integrating the four functions is essential both because of the challenges and the benefits.

What is the organisation’s culture?

Before learners can demonstrate an understanding of organisational culture, they need to define it. Furthermore, the role of organisational culture theories in understanding the relationship between an organisation and a culture is crucial. Moreover, the answer should explain the disadvantages and advantages of the culture used within the organisation. As a final step, students can describe the impact of the company’s culture on its operations.

Questions in the third section focus on HR’s role in the organisation.

Examine three ways in which hr contributes to organisational success.

This question requires the student to understand HR’s three primary functions fully. The Human Resources department trains and develops employees, recruits talent, and implements policies and procedures for organisations. Hence, answers should focus on the activities of the chosen organisation. Additionally, learners should be able to relate each function/role to the organisation’s activities.

Describe how HR supports line managers

Human resources are primarily responsible for providing support to the entire workforce. Besides grievance procedures, HR can assist managers with disciplinary matters. They are also in charge of implementing policies and legislation. When policies and regulations are not followed, companies may incur unnecessary costs and waste time due to tribunals and other court processes.

Assessment Criteria

Students will be required to write a 1500-2500 word report (+/- 10%) on all or one of the questions. Critically and informally analysing academic concepts, professional practices, and theories is crucial to an excellent final report. References should be made using the Harvard style of referencing, and a bibliography will be provided when needed. Bibliographies are not included in the word count of the paper.

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3HRC Understanding Organisations and the Role of HR

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Module overview.

Human Resource plays a vital role in ensuring that an organization succeeds in terms of attaining set goals and objectives. Therefore, there is the need for every organisation to ensure it has the best HR in place to execute its functions.  Learning 3HRC Module in CIPD Level 3 is essential to both individuals joining the HRM field and the organisation at large. In this unit, students can learn the importance of studying human resource through CIPD Level 3, functions of human resource in organisations, and how to become a competitive human resource manager in the job market.

Module Objectives

Upon the successful completion of 3HRC Unit, every scholar should be able to understand the following;

·       Definition of the term human resource

·       Organisational culture

·       Functions of human resource in an organisation

·       Factors that affect human resource

·       The need to understand organisation Structure

·       Emerging Trends in Human Resource

Module Content

The aim of 3HRC Unit is to help learners to understand that people are the most important resource for every organisation.  They facilitate the success of a company through setting different strategies and policies that align with the company's needs. Therefore, this module helps to outline different functions of human resource. They include;

Recruitment and Selection

The section involves creating of job descriptions, advertising the vacant position, scrutinising of the applicants, and selection of the best person for the job. Therefore, learning this module through CIPD Level 3 can help an individual to acquire the best skills to use in recruitment and selection to ensure a right candidate for the job is hired.

Training and Development

Here, the organisation can choose to train its employees through outsourcing or using the internal trainers. It can either be on the job training, or of the job training. The process takes place after identification of the hap between the available skills and the required skills. Also, Understanding Organisations and the Role of HR can help the trainer to select the best tools he/she can use during the training session. This is achieved through training need analysis.

Performance Management

Also, 3HRC Module helps to outline the importance of performance management for every organisation that aims to achieve high goals. Students can use knowledge from this unit to set goals in their respective organisations, evaluate the performance of their employees through use of feedbacks.

Employee Motivation

Taking 3HRC Module helps learners to understand the need to motivate employees in an organisation to aid in attainment of set goals and objectives. The unit helps learners to understand different methods of employee compensation; both extrinsic and intrinsic such as job promotion, increase in salaries, and recognition.

  Module Applicability

Question relates to purpose and goals of an organization.

To respond such question, learners are required to identify an organisation of their choice.

The second step is to do the analysis of the chosen company to identify its purpose and goals. Thereafter, they should do the comparison of the selected organisation against the set goals and objectives to evaluate its level of competitiveness in the market.

Question Related to Products and services offered by the organisation

Here, Learners should fist establish the products or services offered by the selected organisation. Theater, they can proceed to do the analysis in terms of the market pricing and compare is to the profits generated to establish the cost benefit analysis of the product of service.

Analysis of the external factors affecting the organisation

After covering this module, students should have the ability to do the analysis of the external factors that affect their selected organisation. They can recommend different aspects of PESTEL analysis that the company could benefit from if adopted. The module can help them to understand different aspects of PESTEL Analysis such as Political Economics, Social, Technological, and legal factors, and how they affect the success of an organisation.

Understanding the Organisations’ Structure

Understanding Organisations and the Role of HR helps learners to understand the best Organisation structures they should use in their chosen organisation to ensure they achieve set goals and objectives to remain competitive. For example, there is matrix structure, functional structure, Hierarchical Structure, Flat structure, and divisional structure.

Relationship Between Four Functions of The Identified Organisational Structure.

To accomplish such questions, the first step learner needs to do, is to identify the main functions of the organisation structure. Thereafter, he/ she should do the analysis to evaluate their roles in his selected organisation to establish if they work in relation to the attainment of set goals and targets.

Question Related to what is organisation Culture

The management of organisation Culture vital for every company. Therefore, to answer any question related to Organisation Culture, learners should be conversant with every aspect such as definition of organisation Culture, how to establish and maintain organisation culture, advantages and disadvantages of organisation culture, theories and principles of organisation culture. Thefore, with better understanding of organisation Culture, they can remain in position to recommend the best approaches to maintain the growth and development of the selected organisation.

Emerging Trends in Human Resource Management

Learners who take 3HRC Module are in position to understand and cope with the emerging trends in human resource management. Thefore, they can recommend the best approaches to their organisation to enhance its growth and development. For example, they can encourage their organisation to use remote working technique to minimize crowdness in offices and save on costs. Also, they can suggest the use of cloud computing technique as backup storage of the organisation data to minimise on cases of data loss among others.

 Sum-Up and Evaluation

Understanding Organisations and the Role of HR (3HRC) is a vital module that every CIPD Level 3 learner should strive to pass. In this unit, the assessment of the learners’ skills is completed through writing a 1000-1500 words essay testing his/ her understanding of the main functions of human resource, theories and principles used in human resource, and how they are applicable to the organisation of choice.

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The Chartered Institute of Personnel and Development (CIPD) is the professional body for human resource management professionals in the United Kingdom. One of the key modules that CIPD offers is 3HRC, which stands for “Understanding Organizations and the Role of Human Resources.”

This module is designed to give learners an understanding of the various factors that impact an organization, including its culture, structure, and external environment. As researched by CIPD Assessment Help team It also explores the role of HR professionals in supporting the organization’s goals and objectives.

As part of this module, CIPD tests learners on a range of different activities. In this article, we will discuss some of these activities in more detail.

Case studies

Case studies are a common way to test learners in the 3HRC module. These case studies usually involve real-life scenarios that HR professionals might face in the workplace. Learners are asked to analyze the case study, identify the key issues, and suggest potential solutions.

Case studies can be particularly useful in helping learners develop their critical thinking and problem-solving skills. They also provide an opportunity for learners to apply theoretical concepts to real-world situations.

Assessments

Assessments are another way that CIPD tests learners in the 3HRC module. These assessments can take a variety of different forms, including multiple-choice questions, short-answer questions, and essays.

Assessments are typically used to test learners’ understanding of key concepts and theories covered in the module. They can also be used to assess learners’ ability to apply these concepts and theories in practical situations.

Role-playing exercises

Role-playing exercises are another common activity in the 3HRC module. These exercises involve learners taking on different roles in a simulated workplace scenario. For example, learners might be asked to play the role of an HR professional dealing with a difficult employee or managing a team through a period of change.

Role-playing exercises can be particularly useful in helping learners develop their communication and interpersonal skills. They also provide an opportunity for learners to practice applying theoretical concepts to real-world situations.

Group projects

Group projects are another way that CIPD tests learners in the 3HRC module. These projects usually involve learners working in small groups to complete a specific task or solve a particular problem.

Group projects can be useful in helping learners develop their teamwork and collaboration skills. They also provide an opportunity for learners to learn from their peers and to gain different perspectives on a particular issue.

Presentations

Presentations are a common way to test learners in the 3HRC module. Learners are typically asked to prepare and deliver a presentation on a specific topic related to the module. This might involve presenting their analysis of a case study or discussing their findings from a research project.

Presentations can be particularly useful in helping learners develop their communication and presentation skills. They also provide an opportunity for learners to demonstrate their knowledge and understanding of key concepts and theories covered in the module.

Research projects

Research projects are another activity that CIPD tests learners on in the 3HRC module. These projects typically involve learners conducting research on a particular topic related to the module. For example, learners might be asked to research the impact of organizational culture on employee motivation.

Research projects can be useful in helping learners develop their research and analytical skills. They also provide an opportunity for learners to explore a particular topic in more depth and to gain a deeper understanding of key concepts and theories covered in the module.

In conclusion, the 3HRC module offered by CIPD covers a range of different activities that are designed to test learners’ knowledge and understanding of key concepts related to human resources management. As considered by 3HRC Assignment Writing Help team of experts these activities include case studies, assessments, role-playing exercises, group projects, presentations, and research projects.

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