Change Management (Sep 2021).
Organisational change is a constant in many organisations, driven by a different number of forces including customers , markets and technology. Yet research shows that most change initiatives fail to get their intended outcomes and may even limit an organisation’s potential and its people. The effects of not managing change effectively can be devastating and long lasting, so it’s important that people professionals understand the issues and equip themselves with techniques to support change management initiatives.
This factsheet looks at why change management is important, the implications of not managing change effectively, and the potential issues that can arise in change management processes, it also offers a series of techniques to help ensure change is effective.
Digital transformation in organisations and people functions (June 2021)
Digital transformation is a hot topic that is being widely discussed in many different contexts. Indeed, it was on the of the critical themes people professionals identified as impacting the current and future world of work, according to the CIPD People Profession 2030 report.
But what exactly is digital transformation? Why does it matter? How can employers and people professionals prepare themselves, and their organisations, to embrace it and to derive maximum advantage from it?
This and the following series of articles will explore these questions, combining the practical implications drawn from in-depth research and study, with the insight and experience of people professionals who have taken crucial steps in digital transformation.
Please note that the purpose of this insight is to link you to CIPD’s research and evidence within the subject area, so that you can engage with the latest thinking. It is not provided to replace the study required as part of the learning or as formative assessment material
Preparation for the Task:
- At the start of your assignment, you are encouraged to plan your assessment work with your Assessor, and, where appropriate, agree milestones, so that they can help you monitor your progress.
- Refer to the indicative content in the unit to guide and support your evidence.
- Pay attention to how your evidence is presented, remember you are working in the People Practice Team.
- Ensure that the evidence generated for this assessment remains your own work.
. You will also benefit from:
- Completing and acting on formative feedback from your Assessor.
- Reflecting on your own experiences of learning opportunities and continuing professional development.
- Reading the CIPD Insight, Fact Sheets and related online materials on these topics.
Task - Information sheet
In recent years, the environment in which organisations operate has been turbulent. People professionals have a key role in supporting and enabling the organisation to achieve its goals at time of greater or lesser stability. To ensure the people team have sufficient knowledge and understanding to do this, your manager has decided the team should have good knowledge of the external business environment, the organisation’s goals, its products/services and customers, organisational culture, and the importance of change management. Your manager has asked you to undertake some research, then share your learning with the rest of the team through an information sheet.
Your information sheet can be based on your own organisation or one(s) that you are familiar with, and should include the following:
- An examination of the key external influences impacting or likely to impact the organisation’s activities. (AC 1.1)
- A discussion of the organisation’s business goals and why it is important for organisations to plan for how they will achieve these. (AC 1.2)
- A discussion of the organisation’s products and/or services and main customers. (AC 1.3)
- A short review of different technologies available to people professionals and how these can be, or are, used to improve working practices and collaboration. You might consider for example, technologies relating to communications, information sharing, record keeping, learning, wellbeing, productivity, or security. (AC 1.4)
- What is meant by organisational culture and why it is important to foster an appropriate and effective workplace culture. (AC 2.1)
- How organisations are whole systems, in which different areas and aspects such as structure, systems and culture, are all inter-related, and how people professionals work and actions could impact elsewhere in the organisation. (AC 2.2)
- Why it is important that organisational change is planned, and effectively managed. (AC 3.1)
- The nature and importance of different roles that can be played by people practice professionals, in relation to change agendas. You might consider roles such as: gatekeeper, champion, facilitator, critical friend or record-keeper. (AC 3.2)
- How organisational change can impact people in different ways, such as changing their role or status or financial situation, and the different ways people may respond to change. (AC 3.3)
Examine the key external influences that impact on business environments.
Discuss organisational goals and why it is important for organisations to plan.
Discuss the products and/or services the organisation delivers, including who the main customers are.
Review the range of technology available within the people profession, including how it can be utilised to improve working practices and collaboration.
Define workplace culture in organisational settings and the importance of fostering positive approaches towards it.
Explain how organisations are whole systems, and how work and actions as a people professional could impact elsewhere in the organisation.
Explain the importance of planning and managing change within the workplace.
Consider the importance and role that people professionals play within change
Discuss how change can impact people in different ways.