Automation on Jobs

Organisational performance and culture in practice This unit assignment explores the connections between organisational structure and the wider world of work in a commercial context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance.

C insightWorkplace technology: the employee experience (July 2020)Our research looks at technology adoption and use at work, in addition to role in supporting organisations and their workforce.The COVID-19 pandemic has thrown a spotlight on technology as an enabler of work with many organisations turning to its use for flexible and remote working. However, these circumstances have also revealed other issues such as productivity, work life balance, workforce engagement and wellbeing which must all be considered when new technology use is introduced in the workplace.

Taken together with the broader theme of increasing digitisation and technical advancement, organisations and people professionals need to understand how workplace technology is impacting their workforce if they are to drive and support the best outcomes for their people and business.https://www.cipd.co.uk/knowledge/work/technology/workplace-technology-employeeTechnology and the future of work (January 2021)How artificial intelligence (AI), robots and automation are shaping the world of work, the ethical considerations and the role of people professionals.

Much has been said about the potential impact of AI, robots and automation on jobs and the future of work. A common view is that many jobs are at risk of being taken over by machines, potentially leading to large-scale job losses. Our research shows that while there are risks, there are at least as many opportunities to increase the number and quality of jobs. No doubt these technologies will change the nature of work as we know it. This change needs a proper people strategy led by people professionals.This factsheet describes some of the technologies that are having an impact on the world of work.

It looks at the ethical implications of using these technologies in the workplace and considers the role of people professionals in shaping the future of work forhumans.https://www.cipd.co.uk/knowledge/work/technology/emerging-future-work-factsheetLevel 5 Associate Diplom4Workforce planning (November 2020) Explores the benefits of workforce planning, the activities involved and the stages of the workforce planning process. Workforce planning is a core business process which aligns changing organisation needs with people strategy.

It can be the most effec to be complicated and can be adjusted to suit the size and maturity of any organisation. It can provide market and industry intelligence to help organisations focus on a range of challenges and issues and prepare for initiatives to support longer term business goals. This factsheet examines the concept of workforce planning. It distinguishes between strategic and operational workforce planning, ‘hard’ and ‘soft’ workforce planning, which work together to generate and analyse information before planning actions. It also explores the stages of the workforce planning process and highlights key issues and action points for implementation