7LD01 Organisational Design And Development

7LD01 Organisational Design And Development

The main aim of unit 7LD01 organisational design and development is to offer learners the great recognition through which they can generate and if payment is a useful structure of the organisation which aligns with the strategies of the business. This course identifies the character of organisational design in improving the efficiency of business, overall productivity and satisfaction of employees. It deals with the various models and frameworks of OD organisation development. It has focused on the way to manage the change and offer of culture which promotes ongoing improvement.

The core idea of the unit is to make cipd learners quick with the skills to design the organisation in the optimisation of structure, process and roles. It also ensures flexibility in response to an immediate change in the business environment. It caters for elements including reporting relationships, communication flow and job design with the influence of leadership and culture on the success of the organisation. The study of strategies in organisational development helps learners to increase their knowledge of the diagnosing issues of organisation and implement interventions which drive sustainable change.

The learners of cipd will get the benefits of studying unit 7LD01is consequential. It makes the human resource professionals prepared to contribute to the success of through resilient organisation and adaptable design. This unit also increases their potential to handle the challenges of an organisation such as restructures, talent management and mergers. It makes them able to increase the value of people management by broader business goals. With the help of this unit, the learners will increase their comprehensive recognition of organisational development and design. It is significant for advancing their careers leadership roles and people management.

Unit goals

The main goals of the unit 7LD01 organisational design and development are demonstrated here.

• To equip learners with the knowledge for designing effective structures of organisation which are aligned with the business objectives and strategies.
• To acquire a way to manage the change in the organisation by making sure the continuous improvement and smooth transitions.
• To provide the tools for diagnosing the implements and issues of organisation development intervention to provide the product environment of work.
• To make learners able to connect the human resource practices with the development and design of the organisation by supporting in long-term success and sustainability of the business.

Learning outcomes

The main aims and learning goals of the unit 7LD01 organisational design and development are hidden in the learning outcomes.

LO1: Understand the concepts and theories underpinning organisational design and development.

This LO equips learners with the foundation in the significant concepts and theories behind organisational development and design. It caters the multiple models such as behaviour all series and its optical theories with the relationship between the structures, culture and strategy of organisation. By recognising all these concepts the learners can critically analyse the way through which the organisational design influences employee engagement, communication and efficiency. This learning outcome also identifies the contemporary and historical approaches to organisational development. It also provides a theoretical focus for addressing the challenges of the real world in the organisation. It assists the learner should developing the framework to connect with the people and structure with the objectives of the business.

LO2: Understand the range of options for organisational design and how these may be implemented in practice.

The learners will identify the multiple design options for organisation that include flat, network, hierarchical and matrix structure. The focus of this learning outcome is on the application practically with an emphasis on the way through which the designs can implemented to the appropriate specific contact strategies and culture of business. The learners will identify the challenges and advantages of every design category and acquire the way through which to adapt these structures to make sure that responsiveness and utility in changing the environment. The main focus of this learning outcome is on the design operations, acknowledging practical considerations including reporting lines, roles, dynamics of the team, and communication flow to make sure the objectives of the business are efficiently met.

LO3: Understand approaches to organisational development as a means of enabling organisations to meet their goals.

The focus of this outcome is on organisational development as the process of strategies is here to improve the overall effectiveness of the organisation. The learners will recognise the multiple organisational development interventions including team building, leadership development and cultural change. Moreover, the way through which they can perform drive is also included in it. It identifies the tools of diagnosis utilised for assessing the implementation and health of the organisation for organisational development initiative with aligning the structure and process. It makes sure that the organisation is continuously evolving and meeting the goals of strategies.

LO4: Understand how organizational design and development contribute to effective change.

This learning outcome identifies the character of organisational development and design and change management. The learners will identify the way through which the development and structures of the organisation align the strategies which can facilitate smooth transitions at the time of change. This change includes digital transformation, restructures and mergers. They will also identify the framework of change management and the character of leadership in guiding the employees through processes of change. This outcome makes learners equipped to design among organisations and make sure that development and design efforts improve the utility, minimise resistance and maintain productivity at the time of organisational shift.

Assessment criteria

The assessment criteria of the unit 7LD01 organisational design and development are connected with the learning outcomes such as.

LO1: Understand the concepts and theories underpinning organisational design and development.

• 1.1 Critically analyse the development and design on the theoretical basis of organisation.
• 1.2 Identify the context for the development and design of the organisation.
• 1.3 Identify the Influence and value of the development and design of the organisation.
• 1.4 Identify the significant limitations and variables of context which influence the development and design of the organisation.

LO2: Understand the range of options for organisational design and how these may be implemented in practice.

• 2.1 Describe the factors which identify the way through which design decisions of organisations are made.
• 2.2 Critically analyse the option of organisational design within the provided context.
• 2.3 Discuss the versatile approaches to implement the design in the organisation.
• 2.4 Identify the implications of design on an organisation for the work system creation of high-performance.

LO3: Understand approaches to organisational development as a means of enabling organisations to meet their goals.

• 3.1 Describe the rationale behind the development and engagement of the organisation.
• 3.2 Identify the versatile frameworks in organisational development.
• 3.3 Examine the influence which are the changed drivers having the options for transformation strategies.
• 3.4 Critically analyse the data and evidence sources which support the choices for organisational development.

LO4: Understand how organizational design and development contribute to effective change.

• 4.1 Discuss the difficulties which practitioners face at the time of trying to implement a holistic approach to the development of an organisation.
• 4.2 Identify the reactions which change the organisation and discuss the reasons that resist the change by individuals.
• 4.3 Identify the employee`s engagement activities with the design and development of organisation initiatives.
• 4.4 Discuss the behaviours and skills which are required by practitioners to ensure the potential for organisational design and development interventions.

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