Assignment Brief Guidelines
Assignment Brief Guidelines
April-July 2023
Developing Individuals, Teams and Organisations (DITO)
Please do not use P1, P2 etc as headings and decide your own appropriate headings. Please provide the information at appropriate level. For example, evaluation is not same as explanation. The word limit mentioned for each criteria is the minimum words required. You can go over the limit if needed. But do not provide less that the given limit. The case-study organisation for this assignment is Coca-Cola. You may choose the organisation of your choice. However, be consistent in your answers while taking up case-study related answers and application should be on one organisation (not two or three).
Introduction: 100 -150
P1: (Note: Please provide Two organisational examples )Define High Performance Working (HPW) (100 words)
Review how HPW contributes to employee engagement (300 words)
Review how HPW contributes to improved sustainable business performance (300words)
P2 :Explain three different approaches to performance management (300 words)
Evaluate how these approaches support high performance culture and commitment.(400 words)
Note: Provide specific examples
P3 :
Define training and development (100 words)
Evaluate the factors to be considered when implementing training and development to maintain a competitive advantage. (use subheadings 400 words)
P4a:
Determine appropriate and professional knowledge, skills and behaviours required for Marketing Manager role or any other role of your choice (300 word)
Desired Professional Role (Please provide detailed information):
Knowledge Skills Behaviour
Add more rows if required P4(B) (200 words)
Personal Skill Audit (Please provide detailed information):
Knowledge Rating
Skill Rating Behaviour Rating
Communication 3 Add more rows
if needed P5: Develop a professional development plan for a Marketing manager role based on above audit. (500words)
KSA To Be Developed Activities Required for Development Duration Development Monitoring Approach Assessment of Development
Add more rows if needed
Assignment Brief
Course HND Business
Unit Number and Title 46: Developing Individuals, Teams and Organisations
Academic Term April July 2023
Module Leader Chris Canhigh
Unit Tutor(s) Jerome, Chris, Nadar, Waheed
Issue Date WC 02/05/2023
Formative Feedback Dates WC 19/06/2023
Submission Date Fri, 07/07/2023
Submission Format Individual Portfolio and Written Report
Submission Format:
The submission is in the form of an Individual Portfolio and Written Report. This should be written in a concise, formal business 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. Make sure your similarity does not exceed 20% threshold. The recommended word limit is minimum 3,000- maximum 5000 words, although you will not be penalised for exceeding the total word limit.
Please provide Nelson Colleges Cover page with your assignment.
DEVELOPING LEADERS: A HIGH-PERFORMING TEAM DEVELOPMENT CASE STUDY
These scenarios cover a wide spectrum of experiences, but all of them have a similar effect your team has become a working group, focused on their individual performance and only interacting on a transactional, informational basis.
This helpful graph shows how your teams performance and effectiveness affect each other.
What to Do When Working Group Is NOT Enough
A working group of leaders should not be the goal. Effective leaders and CEOs want to foster a truly high-performing team.
Given the challenges and setbacks of working in and through a global pandemic, you may have had a high-performing team that has slid into working group mode.
You may have a new team that hasnt reached its potential yet.
Or maybe you have a team that has just never gotten past the working group stage.
Regardless of how you got here, you know that working group is not where you want your leaders to stay.
But how do you initiate change?
It all comes down to building connections and TRUST.
Trust is the foundation of a high-performing team. When trust is present, your leaders experience the psychological safety they need to make mistakes and learn from them, be vulnerable with one another, hold each team member mutually accountable, and be ready and willing to share professional wins and failures.
That is the true picture of a high-performing team.
Lets look at an example in action.
Developing Leaders with Trust
In 2001, a newly-formed executive team that was brought together in a restructure post-acquisition. (Never an easy position to be in for any leader.)
The team members joined the new team from different functions in different companies with the goal to provide a new analytics function to the organization.
This group of individuals the very definition of a working group had the opportunity to move through the Team Performance Curve (see graph above) to establish a common purpose, performance goals, trust, and accountability.
They had 12 months together, and they needed to make significant progress in the5 core behaviours of a cohesive team:
Trust
Conflict
Commitment
Accountability
Results
The team was pulled together for monthly leadership development sessions where they covered these behaviours and then were helped to apply what they learned in their own monthly meetings. They could practice demonstrating each behaviour in real-time as they came together to address their business agenda.This approach supported and developed an effective, cohesive team post-merger and reorganization.
Developing Leaders: The Results
In the first meeting, the leaders on this team were asked to score themselves in the 5 core behaviours. After 12 months of working together, they were re-assess and significant improvement across all FIVE behaviours were demonstrated.
Their growth in the 5 core behaviours helped this team move from a working group all the way through the curve to a high-performing team.
The leaders results were also seen across the organization, and our teams mission became a new corporate pillar for the entire organization!
Want to Improve Your Teams Performance? Start with Trust
It can feel overwhelming and impossible to make changes with your senior team devolves or can not seem to move past the working group stage. But you will see results when you start with trust. Building trust among your team is the foundational first step to moving through the performance curve and becoming the established, high-performance team you want to acquire. Furthermore, when your team of leaders becomes high-performing, you are going to elevate the performance of your entire organization.
Source:
Leader (2022) Developing leaders: A high-performing team development case study, Tricia Manning - Intentional Leadership. Available at: https://triciamanning.com/developing-leaders-a-high-performing-team-development-case-study/ (Accessed: March 17, 2023).
Learning Outcomes
LO 1: Appraise the use of high-performance working (HPW) and culture in supporting sustainable business performance
LO 2: Evaluate the ways in which performance management, can support high-performance culture and commitment
LO 3: Review the factors to be considered when planning training and development activities in an organisation
Scenario:
The learner is required to create and submit an individual report covering the following questions whilst using any organisation of your choice.
As an external Learning and Development Consultant by Barclays (or any organisation of choice) the Director of Human Resources of this organisation requires you to produce an individual report that must address the following questions:
(1) Select an organisation and review how High Performance Working (HPW) helps in foster employee engagement and sustainable business performance.
In your report you may provide an analysis of the benefits of applying HPW, with justifications to support successful sustainable business performance.
(2) Identify and Evaluate three approaches to performance management.
(2)Evaluate, using specific examples, how these approaches support high-performance culture and commitment in the organisation.
Write a critical evaluation on the effectiveness of different approaches to performance management and how they support high- performance culture and commitment.
Provide a critical (3) Evaluation of different factors that should be taken into account when implementing training and development to maintain a competitive advantage supported by specific organisational examples.
Furthermore, you may Synthesise knowledge and information to make appropriate judgements on how HPW supports improved employee engagement, commitment and competitive advantage in Barclays or your selected organisation.
*Please access HN Global for additional resources support and reading for this unit. For further guidance and support on report writing please refer to the Study Skills Unit on HN Global www.highernationals.comLearning Outcome:
LO4: Design a personal and professional development career plan for a named job role, based on reflection and evaluation
For this assignment, you should assume you are a newly appointed trainee Human Resource Manager or any professional role (in Barclays or any organisation of your choice).
You are aspiring to become a Human Resource Manager in the near future. For this preparation, you need to produce a Portfolio for LO4 that will reflect your learning progress towards the achievement of personal and professional objectives followed by a written report.
Produce a portfolio containing the following documents (Requirements):
(Please use the template in Appendix I to complete this section)
(4) You are required to use the template(P4) provided to determine the appropriate personal and professional knowledge, skills and behaviours required for a Human Resource professional, for a role of the Human Resource Manager or your chosen desirable professional role.
Additionally, (5)using the templates P5(A) & P5(B) provided; produce a personal and professional development plan for the role of the Human Resource Manager or your chosen desirable professional role supported by an evaluation and a reflective practice.
Subsequently, based on the outcome above you are required to design a detailed personal and professional development plan that incorporates a continuing professional development(CPD) cycle.
furthermore, you may apply Kolbs reflective cycle to create a detailed and coherent personal and professional plan, based on insightful reflection and critical evaluation of audits conducted.
Note: Please note that the professional skill audit should include necessary details that demonstrate evidence of personal reflection and evaluation.
Appendix 1
P4
Desired Professional Role (Please provide detailed information):
Knowledge Skills Behaviour
Personal and Professional Skill Audit (Please provide detailed information):
Knowledge Rating
Skill Rating Behaviour Rating
P5 (A)
Rating should be Between 1 5. Where 1 is the lowest and 5 is the highest.
P5(B)
Personal and Professional Development Plan
KSA To Be Developed Activities Required for Development Duration Self- Reflection
(of your activities, efforts and achievement) Evaluation
(of how well you have developed the KSA)
Pass Merit Distinction
LO1 Appraise the use of high-performance working (HPW) and culture in supporting sustainable business performance LO1, LO2 and LO3
D1 Synthesise knowledge and information to make appropriate judgements on how HPW supports improved employee engagement, commitment and competitive advantage.
P1 Review how HPW contributes to employee engagement and improved sustainable business performance for a specific organisation. M1 Analyse the benefits of applying HPW, with justifications for a specific organisation to support successful sustainable business performance. LO2 Evaluate the ways in which performance management, can support high-performance culture and commitment P2 Evaluate different approaches to performance management and how they support high- performance culture and commitment, giving specific examples. M2 Critically evaluate the effectiveness of different approaches to performance management and how they support high- performance culture and commitment. LO3 Review the factors to be considered when planning training and development activities in an organisation P3 Evaluate the factors to be considered when implementing training and development to maintain a competitive advantage. M3 Critically evaluate the factors to be considered when planning training and development, supported by specific organisational examples. LO4 Design a personal and professional development
career plan for a named job role, based on reflection
and evaluation. D2 Create a detailed and coherent personal and professional plan, based on insightful reflection and critical evaluation of audits conducted.
P4 Determine appropriate personal and professional knowledge, skills and behaviours required for a specific job role.
P5 Produce a personal and professional
development plan for a
specific job role, informed
by reflective practice and
evaluation. M4 Design a detailed personal and professional development plan that incorporates the CPD cycle. SUBMISSION INSTRUCTIONS
All the candidates undertaking Edexcel HNC/HND Diploma in Business must complete this assignment.
Referencing should be provided in Harvard Style Referencing (both in-text and bibliography).
Header with the students ID number and full name as well as footer with the page number should be present throughout the assignment.
Comprehensive reading list can be found in the Unit Handbook (UHB).
The assignment should be completed in Font Type: Times New Roman, Size 12 and 1.5 spacing between lines.
The authenticity statement must be signed and dated by all students and presented to a lecturer or a Student Support Adviser.
All the students are required to insert the Pearson Logo ( 4465734-3953600 ) as well as the Nelson college logo (2540469225480 ) on the cover page of the assignment.
Appendix A: Plagiarism and Collusion:
Any act of plagiarism and collusion will be seriously dealt with according to the regulations. In this context the definition and scope of plagiarism are presented below:
Using the work of others without acknowledging source of information or inspiration, although you may paraphrase, the result is still plagiarism (Cortell, 2003). Please ensure you apply in-text referencing within your assignment to support all information extracted from any published work.
Collusion is when two or more people combine to produce a piece of work for an assessment that is passed off as the work of one alone. For example, one student has copied the work of another, or where a joint effort has taken place in producing what should have been an individual effort.
Appendix B: Harvard Referencing System (HRS):
Any information that is not of your own needs to be referenced, plagiarising from someone elses work can be unintentional if you are unaware of the rules of acknowledging and referencing direct quotations.
The Harvard system requires you to acknowledge certain information that is mainly the surname and the year of publication within the text, for example:
According to Bell (1999) as you write up your assignment you will use a citation to indicate in your text the source of information provided.
The authors and publication information cited within the main body of your work must be listed in the reference list (This will be at the end of your assignment) for example:
Bell, J. (1999) Doing your research project. (3rd Edition) Buckingham: Open University Press.
Detailed guidance on the Harvard Referencing System (HRS) will be made available on Moodle (VLE).
Failure to submit on time will lead to penalisation (Capping of grades). Reasonable consideration will be given, in the case of failure to submit the assignments by the deadline period (exemption will be given to those being granted extenuating circumstances provided they submit the relevant documents to support claim).
Recommended Resources
Textbooks
COTTRELL, S. (2015) Skills for Success: Personal Development and Employability. 3rd Ed.
London: Macmillan.
MEE-YAN, C-J. and HOLBECHE, L. (2015) Organizational Development: A Practitioner's
Guide for OD and HR. London: Kogan Page.
TAYLOR, S. and WOODHAM, C. (2016). Human Resource Management People and
Organisations. London: CIPD.
TAYLOR, S. and WOODHAM, C. (2016). Studying Human Resource Management.
2nd Ed. CIPD.
TROUGHT, F. (2017) Brilliant Employability Skills: How to stand out from the crowd in the
graduate job market. 2nd Ed. Harlow: Pearson.
Websites
www.businessballs.com Business Balls
Performance management
(General reference)
www.hrmagazine.com Human Resources Magazine
(General reference)
www.thebalancecareers.comBalance Careers
Performance management
(General reference)
Links
This unit links to the following related units:
Unit 6: Managing a Successful Business Project (Pearson Set)
Unit 20: Organisational Behaviour
Unit 24: Understanding and Leading Change
Unit 30: Resource and Talent Planning
Unit 32: Strategic Human Resource Management
