5CO01 – Organisational

Performance and
Culture in Practice
Tutor Support Session
June_22_V1
Objectives of the session

1 Explore key topics associated with the unit

Develop knowledge relevant to your

2 assessment
Key topics and
questions
Task 1 – Question 1
Question Criteria Signpost to VLC
1.Organisations differ in terms of structure, AC1.1 - Evaluate the advantages and Week(s) 1
the products and/or services offered and disadvantages of different types of
Actions:
customers. organisation structures, including the
Preparation
a. Tips!
Evaluate the advantages and reasons underpinning them.
disadvantages of two types of
organisation structures, including the AC1.2 - Analyse connections between
reasons underpinning them. (AC 1.1) organisational strategy, products, services
b. Analyse connections between and customers.
organisational strategy, products, services
and customers. (AC 1.2)

Hints and Tips:

• Different types of structure i.e., functional, divisional, matrix, flat, include the advantages and disadvantages of your
examples with strong evaluation eg overall judgement
• You MUST include ‘reasons underpinning them’ we recommend you provide a heading and then provide reasons such as
links between structure and purpose…
• In order to ‘analyse connections for AC 1.2 you MUST discuss how organisational strategies are shaped by the business
and external contexts – for high grades include examples and wider reading linked to case organisation
Poll
Organisations have different structures
– which type of structure is used within
your own organisation (or one you are
familiar with)?
Organisation structures

Tall Flat
Task – Question 2
Question Criteria Signpost to VLC

2. All organisations are affected to some AC1.3 Analyse external factors and trends Week(s) 1
Actions:
extent by external factors and trends. The impacting organisations to identify current
impact of these factors
Preparation Tips! and trends could organisational priorities.
be positive, neutral or negative, some are
short-lived whilst others are long-lasting.
Analyse a range of external factors and
trends currently impacting organisations.
Identify organisational priorities arising
from the factors and trends analysed. (AC
1.3)

Hints and Tips:

• Select an organisation to base your answers around (where you work or one you are familiar with)
• Think about their current organisational priorities and provide some discussion around the key ones
• You MUST create a PESTLE analysis which is to be placed in your appendices (and will not be included in the wordcount)
• From your PESTLE you MUST select and analyse two current and ongoing factors that impact your organisation (political,
economic, sociocultural, technological, legal, environmental) and analyse two current trends i.e., Brexit, Covid, New
legislation….
PESTLE

Political
• New government, or a change in approach by an existing party, could affect
your organisation. New policies may cause your organisation or its industry to be
viewed less sympathetically.

Economic • The economy could affect your business if it is at risk of recession? Will interest
rates and/or taxation levels soon increase?

Social-cultural • Social factors such as demographic changes might affect your organisation’s
operations. Cultural factors should also be considered here.

Technological • Technological changes could have a direct impact on your organisation, or an

indirect change by affecting your wider industry.

Legal
• Legislative factors could result in laws that affect your organisation or industry.
You would also need to consider the regulatory bodies that govern your industry,
such as Ofcom and the Financial Conduct Authority.

Environmental
• Environmental or ecological factors could affect your organisation. For
example, customers growing more aware of the problems with single-use plastics
may have an issue with your product.
Trends and factors

Trend = a general direction in which something

is developing or changing.

Factor = a circumstance, fact, or influence that

contributes to a result.
Collaborate and share ideas
• You will now be put into breakout rooms/groups
to undertake the next activity:

1. In your groups nominate the person with the

initial of their first name nearest to ‘A’ to take
notes

2. Each group will be assigned an area of PESTLE to

focus on

3. You will have 10 mins to discuss and come up

with trends and factors that are familiar to
you/your organisation in relation to the area of
PESTLE you have been given

4. We will be popping into your rooms to check

your progress

5. When you have completed the activity we will

meet in the main room and share your thoughts
Task – Question 8
Question Criteria Signpost to VLC

8. Discuss the links between the employee AC 3.1 Discuss the links between the Week(s) 5
Actions:
lifecycle and different people practice employee lifecycle and different people
Preparation
roles. (AC 3.1) Tips! practice roles.

Hints and Tips:

• Ensure you make explicit links between the stages of the employee lifecycle and different people practice roles
The employee lifecycle and your work
Wish me farewell Attract me

Recognise me Get me started

Employee life cycle

Engage and Help me develop

motivate me

Manage my performance
 The employee lifecycle and your work
Attraction The first stage, attraction, is not a finite process. The image of the business, in the eyes of potential candidates, will already
be an asset or a liability to the hiring process. It will need careful nurturing and development to fit with the organisation’s mission,
values and current needs.
Recruitment When we talk about recruitment, we define it as a linear process which hires individuals to fill specific positions.

Onboarding Getting the induction process right is a fine art.

Development and performance management This is the stage where good employees can transform into great ones. Upskilling,
encouraging the acquisition of additional knowledge, and identifying growth areas and potential career paths are key to this.
Retention and engagement Understanding what motivates an individual provides the key to planning a career path and reward
structure that they’ll positively respond to.
Succession planning and promotion strategies Effective succession planning plays a crucial role in ensuring the organisation can
progress in a strategic, measured way towards its long-term goals.
Exit/separation Good people practice at this stage should ensure that an offboarding employee doesn’t leave with a negative
view of their time at the organisation.
Post-employment connections Staying connected with ex-employees is an increasingly important activity.

(Avado, 2021)
Discussion
In the chat box, consider the following
questions and post your experiences…

1. Where are you currently at in the

employee lifecycle?

2. What does your organisation do well?

3. What could your organisation improve

on?
Question time