(Solution) CIPD 5C002 (AC1.2) Evaluate a range of analysis tools and methods including how they can be applied to diagnose organisational issues, challenges and opportunities

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count: Approximately 400 words

According to CIPD (2024c), the SWOT analysis is used in identifying strengths and weaknesses; opportunities and threats available for organisation to leverage on. In regard to people practice, strengths can include highly skilled employees with weakness including reduced retention. This is with opportunities to leverage on including technology development for the employees (CIPD, 2024c). The threats entail competing for best talents facilitating a detailed evaluation of all organisation dynamics.

Problems– SWOT model under weaknesses and threats factors, it identifies lacking skills or how motivated an organisation is from their people practice professionals designing appropriate outcomes.

Challenges– The threats are used in noting external forces leading to challenges in an organisation inclusive of environment or market regulations threatening employee’s success. Also, in line with Puyt et al. (2023), SWOT identify major compliance needs to manage challenges.

Opportunities– By use of SWOT, Benzaghta et al. (2021) note that it facilitates identification of strategic opportunities in place for guaranteeing the employees success in their functions. An example is identified in CIPD (2024c) to include opportunity for succession planning or promotions for employees.

Strengths and Weaknesses

SWOT tool is easily implemented, hence increasing versatility. However, the information sourced is majorly qualitative hence lacking preciseness owing to its misleading nature (Puyt et al., 2023). Another strength is that it provides a detailed understanding of the source of an issue. Nevertheless, it fails in demonstrating appropriate course of action to be pursued.

Analysis Method: Observation

Adopting the definition of CIPD (2024d), this is practically used in identifying a people practice issue by facilitating real-time based assessment of staff behaviours, how they interact and perform in their organisation. It is best used to learn on culture in place in an organisation, team-based working and set processes.

Problems- By embracing observations, problems pertaining to performance, hindrances and deficient skills identified. According to Ren et al. (2021), in a team-based observation process, people practice professionals note poor communication or lacking adequate involvement demanding change.

Challenges- Through observation process, all challenges contributed to processes or workload are identified. According to CIPD (2024d), this is by uncovering challenges which cause inefficiencies amongst the employees hence designing appropriate strategies to manage the challenges.

Opportunities– Observations have a direct impact in uncovering of succession planning likely leaders or improvement area. A case example is an employee observed as continuously improving their practice being considered for opportunity of development. This is while potentially being considered for succession planning (Ren et al., 2021).

Strengths and Weaknesses

Observations offer detailed, context-based appreciation of daily working, identifying weaknesses of using the surveys approach. Nevertheless, Morgan (2022) identifies the use of observations as demanding immense time for implementation and limited in terms of observation bias. According to Kang and Hwang (2021), observations could be altering the employee behaviour when under watch impacting how accurate the insights are.