Work and working lives in a changing business environment Assessment

This unit extends understanding of the interaction between the commercial business environment and likely future developments in the world of work, employment and the management of people. It discusses the range of people practices that are growing in importance, including those relating to ethics and sustainability, employee wellbeing, equality, diversity and inclusion.

Assessment ID/CIPD_7CO01_21_01
Work and working lives in a changing business
environment
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changing business environment.
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» WORK AND WORKING LIVES IN A CHANGING BUSINESS ENVIRONMENT

This unit extends understanding of the interaction between the commercial business environment and
likely future developments in the world of work, employment and the management of people. It discusses
the range of people practices that are growing in importance, including those relating to ethics and
sustainability, employee wellbeing, equality, diversity and inclusion.
» QUESTION 2
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QUESTION2: You have been asked to advise your senior management team ( SMT)about how your
organization can support the use of technology in the workplace in ways which will enhance employees’
experiences of working life. What THREE distinct points would you make? Justify your answer.
INTRODUCTION:
Business environment is constituted of internal and external environmental factors within which changes
occur and affect the overall performance of the enterprise (Möller, Nenonen and Storbacka, 2020). This changing
business environment affects employees in both, positive and negative manner. “Technology” is one of the main
external environmental factors that is almost having positive impact on businesses. The study is based on
‘Sainsbury’s’ - the second largest chain of supermarkets in the United Kingdom. This supermarket entity utilizes
the technology to the great extent which served in managing consumers’ needs and demands by controlling the
huge data efficiently and gained customers or buyers satisfaction.
MAIN BODY:
Ways in which technology in workplace can enhance employees’ experience of working life:
Regarding technology, it can be said that in present days; employers cannot imagine their
business/professional lives without technology. Organizations whether they run at small level or large, they all
implement and make use of technologies to operate and perform their functions and get the work done from
employees in an effective manner. Additionally, it can be said that technology allows employees to be more
engaged, productive, and efficient as well.

There are several examples of technologies that companies utilize and advance to improve their business -
word processing program, artificial intelligence, and cloud computing. Word processing program allow employees
to edit with ease, and they find easier in managing big and complex data.
Some effective examples of advanced technology and ways in which it can be used for improving overall
performance and productivity include: smart card, virtual reality and cloud. By making use of cloud, companies can
manage big data in an effective manner. Along with this, virtual reality can make companies able in providing
information to remote workers and employees who are working from home. It can improve productivity and sales
as well.
The ways in which technology in workplace is increasing employees’ experience such as:
Increase productivity: One of the main advantages that employees and employers can take by using
technology is improving productivity. Competition is increasing day by day and companies are thriving hard for
being in the market and employees must work longer hours for completing a lot of work and tasks, allotted to them.
But technology is the one such as cloud computing, Microsoft word, project management apps like: Asana and
others are majorly assisting them in completing their tasks expertly but also in a timely manner (Kotera and Correa
Vione, 2020). As it is known as Sainsbury’s implement internet of things and artificial intelligence. these technologies make
employees of retailer able in increasing their performance. It makes their work easier and hence increase productivity. Technology
saves workers time as it optimizes their work routine and thus employees find it easier in focusing on important
tasks at their best. By completing all tasks on time and in an easy way, they can improve their productivity and can
increase their experience thus improve their work-life balance.
Cooperative collaboration: Cloud technology is one of the best examples of an effective technology usage
that has made work easierforemployeesandhasincreasedtheirworkexperience.Thiscloudtechnologyhasopened a
world of possibilities and led to several innovative solutions for collaborative projects. Cloud technologies, IM
systems and social media platforms have paved the way for businesses to collaborate with like-minded people
cooperatively. Employees find easier in working with collaboration. Remote workers can easily get connected to
employers from around the globe by making use of this technology where they can engage customers as well. This
collaboration makes them in improving their performance and helps in satisfying needs and demands of customers.
Employees can share their files with others, they can upload files in seconds and the colleague employees’ can edit
and make changes in the shared file, all make their work less distracting and enhance their professional skills by
staying on the same page thus provide a better work experience aswell.
Improved security: Nowadays, managing information has become the crucial part of the organizational
success.Managingsensitiveandlargedataisimportantforcompaniesasitistheresponsibletomakecustomersfeel safe,
secured, and valued. In earlier days, tech savvy hackers were always ahead of the game who could easily tap into
any company’s database with ease. Into days “Data protection and GDPR” era, employees have become smarter,
and they are taking initiative in updating their systems, to save and protect the personal data from getting hacked by
hackers and make customers feel safe and secure (Moore,2018). Sainsbury’s manage big data by making use of
cloud and by using this it can make customers sure that their data is safe with them. It can improve its image and
customers;’ experience as well. Computer security software and algorithm are main examples by which employees
are protecting themselves from data breaches and theft of privacy thus increases employees work experience as
they can provide better services to customers and gain ethical sustainability and corporate social responsibility.
Improve cost-management: Due to increasing competition and increasing hike, companies want to earn
more profit, and they set high profit margin, but it is possible only when they manage their money and perform all
functions in a cost-effective manner. It has become important for employers and employees to invest in the right
tools which help in reducing the workload physically. There are number of tools and technologies that are allowing
employees to save money with monitoring devices and accounting software. Some companies such as - Mint and
XpenditurehavetakentheleadinthefinancialITsectortoprovidegroupaswellasindividualswithviablesolutions to cost
management issues (Igwe, Mohamed and Azwarie, 2020).
Increase communication:Communication is another main key for organizational success. Poor and unclear
communication create several problems and barriers for employees, as workers may find hindrances in completing
their tasks with unsure information. It can increase errors and create lower self-esteem in employees. But
technologies have solved this problem and allow employees to communicate and interact with each other in an
effective and clear manner. By utilizing technologies and appropriates sources of communication, local employees
can even interact with remote workers and can provide them with detailed information that they require for
completing their jobs. It decreases errors and improves their work performance and boost confidence as well. So,
based on this, it can be said that technologies at workplace play a vital role as it increases employees’ experience
and satisfaction.

Thethree mainaspectsaswellaseffectsoftechnologiesthatare beingusedwidelybycompaniesincluding
Sainsbury’s for increasing customers’ satisfaction and experience include: Cloud, AI, and Data management
solutions. All these three main technologies are making easier for employees and retailers in managing large and
complexdata.Analysingbigdatacompetentlythroughtechnology,theycanimprovedecision-makingprocess(Vyas and
Butakhieo, 2021). They find easier in solving problems in an effective manner. By doing so, they can take
competitive advantages and can become the market leader as well. In addition, it is also found that artificial
intelligence handles repetitive work and employees can focus on creative solutions, problem solving and impactful
work. Hence, it can clearly be said that technology increases employees’ experience to the greatestextent.
CONCLUSION:
It has been determined from the above reflective study that technology in workplace provide efficient results
extraordinarily, also it improves quality of work and employee get to learn new things from it. This study has been
clarified that technology involvement in business develop new working experience mainly under the guidance and
involvement of senior authority or experts’ who have intellectual skills to provide appropriate and essential
knowledge in various aspects thus boost workers’ professional experience and working lives.
» REFERENCING AND BIBLIOGRAPHY

Use the space below to cite any external sources used in your question.
Kotera, Y. and Correa Vione, K., 2020. Psychological impacts of the New Ways of Working (NWW): A systematic
review. International journal of environmental research and public health. 17(14). p.5080.
Moore, P.V., 2018. Tracking affective labour for agility in the quantified workplace. Body & Society. 24(3). pp.39-
67.
Vyas, L. and Butakhieo, N., 2021. The impact of working from home during COVID-19 on work and life domains:
an exploratory study on Hong Kong. Policy Design and Practice. 4(1). pp.59-76.
Igwe, U.S., Mohamed, S.F. and Azwarie, M.B.M.D., 2020, July. Recent Technologies in Construction; A
Novel Search for Total Cost Management of Construction Projects. In IOP Conference Series:
Materials Science and Engineering (Vol. 884, No. 1, p. 012041). IOP Publishing.
Question 2 - wordcount: 1143
» QUESTION 6

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QUESTION 6:In what ways and to what extent does government policy in the field of education affect HR and
L&D practice in organizations? Illustrate your answer with THREE current examples.
INTRODUCTION:
Government policy can be defined as the set of rules and regulations that guide decisions at workplace. This study
willdiscusssomework-relatedpoliciesthatareaffectinglearninganddevelopmentaswellasHRpracticesandtheir impact
on field of education and educationalorganizations.
MAIN BODY:
The extent and ways in which government policy in education affect HR and learning and development practice in
organization
Federal government plays a vital role in increasing knowledge of people and changing human resource
department within organizations. There are number of governmental policies in educational field that are affecting
organization’s HR team and other departments to the greatest extent. Some general principles to education that are
affecting learning and development and HR include - general education for citizenship and specialized vocational
education (Yong and et.al., 2020).
National government assumes a crucial part in expanding information on individuals and changing human
asset office inside associations. There are number of legislative arrangements in instructive field that are
influencing association's HR group and different divisions as far as possible. A few general standards to instruction
are influencing learning and advancement and HR incorporate - general training for citizenship and particular
professional schooling.
Government provides fund for thosestudentswhocomefrombelowpovertylineandcannotaffordeducational and
other needs. Government ensures that children within the society are attending school compulsory by providing
funds to them and thus solves their financial problems. This policy and general principle to education increases
knowledge of children and/or people of society as it encourages them to go to school and gain knowledge. By
completing educational qualification, they make themselves capable in getting into employment. Students get an
employment opportunity after acquiring the knowledge through education provided by government policies and
principles. They utilize their knowledge within organization to help companies in accomplishing their goals and
improve overall business performance. Knowledge and creativity, used by employees through ‘learning and
development programmers’aremakingcompaniescapableofgainingcompetitiveadvantage,increasingprofitmargin and
sales (Subramony and et.al., 2018) and thus improve economic condition of the country and increase living

standards of people. Consequently, it can be said that governmental policies in the field of education affect HR and
L&D in organizations.
Government plays a vital role in increasing skills of employees as it provides fund to organizations and encourage
them to provide training to employees. Along with this, there are number of programs that have been developed by
government for educating people and society members. Government makes sure that everyone has easier access to
education as by attending classes and making themselves educated, they can increase their knowledge and can
make themselves able to get advantages of employment opportunities. There are some programs that have been
developed by the UK government for increasing skills and knowledge of people such as: grants and bursaries,
learners’ support, advanced learning loans and loans for work related training from employers.
Human resources within organisation play a vital role. One of the main functions on which organisational
success depends include - recruitment, selection, motivation, and training & development to employees. HR may
findeasierinrecruitingskilledemployeeswhenthereisavailabilityofskilledemployeesonly,andthisisachievable when
children and students gain knowledge and enhance their skills by attending via education as this has become
possible by government policies for personnel people in educational field. As per government policies like ‘right to
gain knowledge’ through ‘continuous professional development courses’ for example, have encouraged people to
gain knowledge and work experience thus improve creativity, innovation and job satisfaction. Employees use their
knowledge and creativity within organisation and make HR’s functions easier. HR finds easier in recruiting skilled
employees and they do not need to invest much in training and development as employees they recruit are skilled
when HR provides learning and development opportunities to employees within workplace according to the
governmentpoliciestogainknowledgeandrighttoattendingfoundationlearningmakesemployeeslearnnewtalents that
are essential for performing their work tasks and functions competently. Therefore, it is understood that
government plays an important role in making companies accomplishing their goals and profits, foster operational
performance, increase productivity and customers’ satisfaction along with improving the economic condition of
society.
Government has launched number of programs that have increased skills in national market and businesses
have made themselves able in taking competitive advantages by increasing skills via these programs. Government
has made compulsory attendance for students and students are being encouraged to attain classes on regular basis,
It is believed that by increasing knowledge and making easier access to education, government can make positive
changes and can make them able in becoming successful, career development and getting employment
opportunities.
Some positive impacts and benefits of L&D/Training and development programs that help businesses and
employees’ work life such as:
Improves workers’ performance: When employees are being offered with proper training/learning and
development opportunities then it boosts their confidence thus rise in work expertise. They learn better ways of
performing functions in a safe and effective manner which helps them in decreasing errors in their tasks (Karabag,
2020). L&D benefit job satisfaction and high-level performance thus promote better work-life balance and further
helps in employee retention for HR managers, because those workers are more likely to help company in
accomplishing business goals and objectives.
Improve quality of products: When employees learn better ways of performing functions through L&D
practices then it improves their cognitive development. Employees find easier in completing their work and create
an output in an innovative style which leads to high quality of products. By providing qualitative products and
servicestocustomers,theycanattractmorecustomersandcanretainthemwithinthebusinessforthelongrun.Thus improves
the brand of the company where HR’s may find easier in recruiting more skilled employees and therefore training
employees is one of the main keys of education’s success and image in themarket.
Aids in company’s competitive advantage: When employees participate in learning and development
programmes and take advantage of government educational policies then it makes them organised and competitive.
Employees can make themselves up to date with information that they gather or knowledge that they gain through
training sessions, make them confident to take initiative in industry competition productively (Darling-Hammond
and et.al., 2020). They are more likely to bring initiation and ambition into business. Companies that are innovative
and provide unique features of products and services to customers are more likely to become competitive. Hence, it
can be said that learning and development practices and government educational policies play a vital role in
increasing knowledge of employees in making them productive and maintain social responsibility.

CONCLUSION:
Thereupon, it can be said that government policies and training or learning and development practices not only
playamajorroleinmakingHRprofessionalsineducationsectortobeorganised,competentandproductivebutalso
helpemployeestolearnandbeskilled,consistent,andgrowprofessionallywellintheircareerstothegreaterextent. Thus,
serves in best function of educational organisation to maintain sustainability and expand innovation and creativity
with their business activities whilst maintaining socialresponsibility.
» REFERENCING AND BIBLIOGRAPHY

Use the space below to cite any external sources used in your question.
Yong, J.Y. and et.al., 2020. Pathways towards sustainability in manufacturing organizations: Empirical evidence on
the role of green human resource management. Business Strategy and the Environment, 29(1), pp.212-228.
Subramony, M. and et.al., 2018. Leadership development practice bundles and organizational performance: The
mediating role of human capital and social capital. Journal of business research. 83. pp.120-129.
Karabag, S.F., 2020. An unprecedented global crisis! The global, regional, national, political, economic and
commercial impact of the coronavirus pandemic. Journal of Applied Economics and Business
Research. 10(1). pp.1-6.
Darling-Hammond, L. and et.al., 2020. Implications for educational practice of the science of learning and
development. Applied Developmental Science. 24(2). pp.97-140.
Question 6 - wordcount: 939
» QUESTION 11

QuestionswillbereleasedinlinewiththeCIPDmoderationwindow.MOLwillnotifyyouofthechosenquestionsyou need to
answer within the assessment focus area of your course for your selected submissiondate.
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l Look carefully at the question and spend some time identifying exactly what isrequired.
l Setoutsomebriefnotesthatprovideyouwithastructureforyouranswer.Ifyouhavecompletedyouractivities, you can
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l Refer back to these notes and to the question as you write youranswer.
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INSERT YOUR ANSWER IN THE SPACE PROVIDED BELOW. Please ensure you include the question and
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your word count.)
(Please provide your word count at the end of your answer.)
QUESTION 11:To what extent do you agree with the view that employers rather than employees are the main
winners from flexible working initiatives? Justify your answer.
INTRODUCTION:
Expansion of benefits for employer and employee, their approach towards sustainability in the business,
especially in long term should be managed with essential care and skilful thought. This study discusses and justifies
that employee rather than employer is the main winner from flexible working initiatives because “work benefits”
help to reduce work related stress, individuals feel motivated, safe, secure, respected, and valued at workplace
when the senior authority show understanding and cooperation towards workers which leads to perform their jobs
in an effective and in timely manner. Whereas it takes a lot of effort for employers to maintain flexibility at work.
MAIN BODY:
Flexible working benefits mainly refer to reduce stress, freely working activities, improve consistency, good
relation and many more. Knowledge of this term its very clear that flexible working methods like provide
instruction to employee for performing their tasks with great manner, so they get holidays or other benefits. Having
this method makes more profound results and its beneficial or flexible working activities' expansion as well.
Employer has multiple responsibility because they do have duty to provide instruction to few or more employee for
complete project or task but employee has only duty to complete task they don't have more responsibility rather
than employer. Thus, idea of this term its very clear that employ can take more benefits from flexible working
condition.
Analysis on the view that employers rather than employees are the main winners from flexible working
initiatives:
Yes, employee need to work with the expansion of flexible working initiatives within business practices that
influence employees work performance by which an employee feels more motivated towards his or her job
and perform efficiently for the better work-life balance and career
growthaswellasbusinessprofits.Onthecontrary,anexpansionofflexibilityworking benefits within business
activities for employer, will increase job responsibilities because they must have to manage employee work
activities, work time, job safety and organization’s culture equally and competently with proper planning
and positive decision-making (Vithana, Soobaroyen and Ntim, 2021). However, an employee duty mainly
refers to do their own job without distribution of instruction to perform task within specific hours and with
effective manner. Addition of flexible environment in business culture develops higher motivation in

employees because as they don’t have responsibility in making structure, framework, planning rather hold a
responsibility of listening to their senior colleagues or follow employer guidance with proper consideration
and do work within the given time.
CIPD campaign ‘Flex from First’ its develops by government which provide effective ideas for
managing sustainability within business practices. Government prepare this term for business that
management has responsibility to engage flexible working condition in various aspects, in term of
injury, unexpected events where individual not able to come and perform their task and many more.
So addition of all this terms has power to promote business activities with sustainable manner.
Flexibility in working conditions is essential for all not for only employees or for employers. It
requires for almost every individual because having this term within business activities individual
can perform their task with effective manner and prefer to provide work with great consistency.

So, to do this, they just complete their specific tasks on daily basis for achieving business objectives in successful
manner.
On the other hand, employers who have multiple responsibilities include - guidance, planning, structure, perfect
distribution, anddelegationofworkaccordingtotheemployees’strengthsandweaknessesholdahugeresponsibility to
maintain good working environment within the organization at the event of flexibility. Also, employer has duty to
manage multiple tasks like guide for right path, design and organize training programmers, offered liable
instructions, develop safety, security, and trust, resolve issues among employees, maintain data protection and
many more. Hence
theflexibilityatworkplacewouldneedemployerstocooperatewithemployeesthusemployers’benefitinapositive way to
deal with all these. Therefore, the flexible nature of work is an important aspect and helps employer in employee
motivation through developing extra authority whilst managing flexibilities like emergency holiday,
distributethemhighsalaryetcwhichhelpsinstaffretentionandlong-termsustainabilityofbusiness.Theindividuals when
provided with different range of work benefits by their employers should to mainly include appropriate work
culturewithoutconsideringthedifferenceinhighsandlowsbetweenemployeeandemployerjobpositionandnature of
work, then the business does not see growth. It’s important to identify and provide flexibility to employees as much
as salary offers according to their position and their working activities (Cassell and Kele, 2021). A very basic
method which can be applied by almost every business is ‘flexibility’ where an employee is understood and treated
wellthustakestheresponsibilityincompletingthetaskwithoutemployerinvolvementhavingjobcommitmentwith the
employers’ benefits will have positive impact on overall performance of organisations’activities.
From the idea of employees and employers when they get flexible working initiatives, they both have difference in
experiencing these benefits because of their work position and difference in job responsibility. Therefore, it is very
clear that when an individual has high post like leadership, then this authority will have multiple range of
responsibilities which assists employers who has duty to complete their task within specific time and thus they can
easily take benefits and feel more motivated in managing staff (Aust, Matthews and Muller-Camen, 2020). So,
from this study it is been clear that employer does not feel winner because they do have multiple responsibilities
unlike employees who have flexibility yet feels responsible in performing their jobs. Because employee has fewer
responsibilities compared to employer who can easily take holiday break or extra benefits whereas employer has
responsibilities as in even during the emergency, they do have to carry out jobs for business sustainability.
Employees prefer to stay longer and thrive in performing efficient work when their skills, views, and ideas
are accountably valued along with when provided some essential benefits like possible remote work, emergency
holiday,supporttofulfilfamilyresponsibilities,attendfamilycareandmanymore;offeringallthesepracticesinthe
workplacewhetheritisonsite oroffsitebusiness,improvesorganisation’scultureanddevelophigherefficiencyand trust in
business activities (Yang and Islam,2021).
Therefore,employersintheorganisationmustmainlyconsidermanagingtheperformanceofemployeeswith
flexibility keeping in mind of employee’s needs and utilize their work expertise and skilful knowledge with proper
decision and identification of their potential, because all lead the way to the success achieving of the business goals
(YangandIslam,2021).Flexibilitycomeswithproperguidanceandinformationdistributionwhichrequireaquality of
communication and time, so to provide information its essential that company employer should develop leaders
who have great communication skills and are expertise in multitasking who could manage different work by
distributing to employees fairly with positive attitude and in a right manner (Flexible Working, 2022).
Flexibility by offering some extra benefits within working activities include flexible working hours for
example – a day or two of remote work per week, extra holiday benefits, emergency leave, time-off for family
celebrations and many more. Flexibility means that in some business aspect, is to involve higher efficient rules and
regulation where mainly the employer does not consider to be either too strict or too lenient. Either way it could
result in positive and negative impact on business. Hence, it is sensible having appropriate yet powerful work
culture which the only key to attract employees work engagement thus expand business horizons and profits.

CONCLUSION:
This study has been clarified that employee and employers both have different experiences from flexible
workinginitiativesbecauseemployershavemultipleresponsibilitiestomanagetaskaccordingtotheemployee’sjob
performance, develop structure, prepares plans for business sustainability. It has been also identified from the study
thatseniorauthorityhaveadutytoprovideeffectiveandpowerfulflexibleregulationwhichnotimpactsonworking activity
but also employee should feel highly motivated towards their jobs and perform at their best for success of the
business or organisation.
» REFERENCING AND BIBLIOGRAPHY

Use the space below to cite any external sources used in your question.
Vithana, K., Soobaroyen, T. and Ntim, C. G., 2021. Human resource disclosures in UK corporate annual
reports: To what extent do these reflect organisational priorities towards labour?. Journal of
Business Ethics. 169(3). pp.475-497.
Cassell, C. and Kele, J., 2021. Managing diversity and inclusion. CONTEMPORARY HUMAN
RESOURCE. p.278.
Aust,I.,Matthews,B.andMuller-Camen,M.,2020.CommonGoodHRM:AparadigmshiftinSustainable
HRM?. Human Resource Management Review. 30(3).p.100705.
Yang, Y. and Islam, D. M. T., 2021. Work-life balance and organizational commitment: a study of field
leveladministrationinBangladesh.InternationalJournalofPublicAdministration.44(14).pp.1286-
1296.
ONLINE
Flexible Working. 2022. [Online] Available Through
<https://www.cipd.co.uk/knowledge/fundamentals/relations/flexible-working>
Question 11 - word count: 1101
» QUESTION 13

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QUESTION 13:In what ways can the HR and L&D functions in organisations make a direct and significant
contributiontotheachievementofhighstandardsinthefieldofbusinessethics?Illustrateyouranswerwithexamples.
INTRODUCTION:
From the CIPD study its been clearly evaluated that It is professional body of HR and individual
development. Organization functions management requires professional involvement within business activities.
Idea of this term that CIPD helps to promote towards with diversity application and human resources
professionalism expansion who has great knowledge which type of inivdiual they do have to add on within
busiensn activities and management of individual with proper training and learning dvelopmeenet for their growth.
This type of business culture has power to promote higher effectiveness in business culture.
Ethical values are extremely essential and valuable to maintain the business’s reputation and growth. This
study will then discuss some learning and development as well as human resource functions that make employees
ableinachievinghighstandardinthefieldofbusinessethics.SomecommonHRfunctionsthatthisstudywilldiscuss
inadetailedmannerinclude-recruitment,trainingtoemployees,motivationtoemployeesandstudentsforimproving their
learning and knowledge.
MAIN BODY:
Business ethics is the form of applied and professional ethic. This could also keep examines about the ethical
principles and moral or ethical problems that can be easily raise and keep the effective business environment. It also applies
the aspects of business conduct and keeps some of relevant to conduct with entire organization and individuals. Having
business ethics provide moral support within busies activities and it reduces discrimination within hiring process, maintain
social responsibilities, properly applies government roles application and many more. Business ethics in term of human
resources and learning development is equality in training and learning process. In case any individual not get
understanding thinks within one time its not essential that they don’t have capacity to complete and do task. Idea of this
term business management and policies also provide information that having appropriate approaches within business
practices is the only tools which influence individual attraction with great manner. Business ethics also includes some
specific aspects like social responsibilities like individual not provide harm to other culture, believes and values, maintain
decorum in interview round, remove discrimination and many more.
HRandL&Dfunctionsinorganisationsbuildsadirectandsignificantcontributiontotheachievementofhigh
standards in the field of business ethics, for example:
CIPD develop great knowledge in term of Learning and development and HR function in organization. It
mainly refers to include the development in employee potential, job skills, knowledge enhancement and
distribution of essential information practice - all for performance improvementofindividualemployee(Maddox-
Daines,2021)anditmainlyrequireswhenHRdepartmenthireanew employee for business task completion. Without
having learning and development programmes, the business has no potential to survive in today’s competitive
market. So, quality of high standards and continuous professional development and knowledge expansion with
application of business ethics makes more efficient in organisations’ work culture. On the other hand, HR functions
also play a major role in quality and high standard maintenance in organisation activities. Human resource
professionals have primary responsibility to engage right employee at the right place who has got right skills to do

the right job at the right time. Selection of candidates is very a crucial step for HR’s whilst to provide clear
information and exact rules and regulations to maintain employees’ safety and healthy work environment. Also,
they do have authority to resolve conflict among workers or between employers and employees, during change
management and decision-making because they do have duty to evaluate employee performance
(Podgorodnichenko, Edgar and Akmal,2021).
Business ethics mainly refer to include in maintaining loyalty and discipline within business activities with
taking appropriate decisions. This work is mainly done by HR professional who has great sense to manage and take
initiative for specific task to discuss with leaders and manage business performance with efficient manner. HR and

L&Ddepartmentareresponsiblehighlycontinueandplayaneffectiveroleformanagingdifferentbusinessactivities with
perfect and realistic decision-making. Because expansion of appropriate decision-making within business activities
requires identification and great knowledge of multiple aspects.
HR always believes in manage professionalism within business activities. They do have key approaches
where they get and engage appropriate individual for business performance effectiveness. HR department has duty
to consider business ethics that include maintaining anti-discrimination, sexual harassment, and distribution of
treatment of employee. So, from the consideration and idea of multiple aspects it’s been clear that HR play a major
role in business sustainability and effectiveness with new decision-making and continues problems identification of
employee from leaders or managers (Lee, 2018).
Fairness: HR department play major role in quality of business, organisational culture, and development.
Indiscipline in working activities poorly affect on performance and activities of individual. Therefore, when the
leader communicates any issues of working activities, they do have skill and power to make fair decision which can
provide beneficial results (NipasuwanThanabordeekij and Ussivakul, 2021).
Integrity: HR’s especially when or during interview process they openly and clearly provide information of
business values, working culture and future activities and goals of the business. Because distribution of proper
knowledge and guidance of organisations mission, vision and values develop working culture effectively and
maintains good reputation in the market.
Justice: This term mainly refers to include resolving conflicts, misbehavior, and many more negative aspects
within the business culture. So, the consequences of all these terms can be possible when manager and human
resourcedepartmentdiscussbroadly,treatwithequality,andmakepositivedisciplinarychangesandproperdecision
making.
Having all above essential terms are very important aspects and are useful to develop equality in business
activities thus maintain business sustainability. Business ethical sustainability in business activities can be easily
managedbyhumanresourcemanagementbecausetheydohavepowerandauthoritytohandleoverallbusinesstasks and
employees’ workcycle.
In organisation activities when employee and employer develop a conflict within the organisation, the HR has
thepowertocommunicatewithboththepartiesefficientlyandsolvetheproblem.So,it’simportanttermthathuman
resourcemanagercommunicatesandprovidethemexactinformationviawrittenorfacetofacediscussiontoresolve
issuesandconflicts.Healthyandsafetyworkcultureexpansionisnoteasierbutfromtheexpansionofsafeemployee rules
based on legal application they do have power to manage security in businessenvironment.
Learning and development department’s main purpose is to establish training, learning, educating and development
programmes of essential working skill enhancement for employees. Also, when the company leaders and trainers
distribute knowledge and training to the employee, they are also mainly concerned to provide safety regulations and
securityrules,healthymeasurestoemployeesaswell(Rosmanandet.al.,2022).Becausedistributionofproperwork
guidance to employee is the key approach for management for continues and essential learning. Providing
professional training and clarity in business activities during induction as well as and when needed, employees feel
more motivated, committed, and loyal thus perform their jobs with well-mannered attitude and dedication as they
have received the clear instruction which also helps in team working for success of thebusiness.
Havingappropriaterulesandsustainableregulationswithinbusinessactivitiesmainlyrequirehigherqualityand
consistency. Business ethics can be managed when HR treats the individuals equally and consider their feedback,
view and ideas from every aspect helps in maintaining discipline in learning and development practices as well as
overall operational function of anorganisation.
For instance, Sainsbury’s is the organisation that provide multiple range of products and they do have multiple
stores as well, so this company management team along with HR’s, managers, leaders have a responsibility to
continuously evaluate individual performance. If in case, the employees do not preform work properly, HR and
managers have power and authority to carry out the disciplinary action or fire employees who do not maintain
discipline within work environment. Because business ethics can only be followed when employees of the
organization consider to respect and follow the rules professionally (Maddox-Daines, 2021).
Diversity: within business activities is one of the most essential tool which beneficial for more consistency expansion in
business tasks completion because when HRM engage new employee, and they concern on diversity policy it develops
quality of work culture.

Genders equality: Having this pol8icy within in employee recruitment policy makes more profound results. Because working
culture or ideas not depends on gender basis. Individual gender has different quality and constancy for performing their task
with great manner. So HRM has duty to develop gender equality within hiring process.
The role of human resources management for determining the policies and programs designed with making optimum and
make the use of organization. This is part of management which might be concerned with people at work and make sure for
having relationship within organization. Human resources at business ethics play the important role and keep the
administrative and professional for organization. This could also focus on administering benefits and other payroll and
operational and also think about themselves in organization.

CONCLUSION:
It has been summarized from the above reflective study that senior management team has power and
authority to manage different organizational functions with effective manner. And it has been also
determined and analyzed from the study that human resource professionals as well as L&D trainers have
major responsibility to manage employees’ work performance through training and motivation and vice
versa the employees should show the commitment to communicate effectively and perform their jobs for
the growth of business high standards and ethical maintenance.

» REFERENCING AND BIBLIOGRAPHY
Use the space below to cite any external sources used in your question.
Maddox-Daines, K. L., 2021. Delivering well-being through the coronavirus pandemic: the role of human
resources (HR) in managing a healthy workforce. Personnel Review.
Lee,G.J.,2018.Talentmeasurement:Aholisticmodelandroutesforward.SAJournalofHumanResource Management.
16(1).pp.1-11.
Rosman, M. R. M., and et.al., 2022. Modelling Referencing Competency and Individual
Performance. International Journal of Information Science and Management (IJISM).20(1).
Rameshbabu, H., 2018. The Pro-Active Role of HR Managers-An Analytical Study. International Journal
of Managerial Studies and Research. 6(3). pp.54-62.
Question 13 - wordcount: 1101
TO BE COMPLETED BY THE
TUTOR/ASSESSOR
Learner name Date
Centre name

Overall assessment result: Refer
» ASSESSMENT MARKSHEET
LO1 Understand ways in which major, long-term environmental developments
affect employment, work and people management in organisations
LO2 Understand current and short-term developments in the people
management business environment
LO3 Understand how change, innovation and creativity can promote
improvements in organisational productivity
LO4 Understand the key interrelationships between organisational commitment
to ethics, sustainability, diversity and well-being
Learning
Outcome (LO)
Question (Indicate question and question
number)
Assessment Criteria (Add the AC
criteria for this question)
LO1 2 1.2
Feedback
This is an adequate response that addresses key technologies
– with a focus on one particular organisational context – that
improves work and working lives. Whilst you have some
adequate ideas, there is a clear lack of underpinning references
which provide support and depth to your arguments. Also –
even in the context of Sainsbury’s – there could have been
further appreciation of more advanced technology including the
use of Artificial Intelligence, robotics, internet of things etc…
Sainsbury’s is one organisation that is exploring greater use of
technology to enhance customer service and satisfaction.
Technology like check-out free stores, is not too far into the
future and will soon become the most natural way to shop – this
will have an impact on work and working lives of employees.
Learning
Outcome (LO)
Question (Indicate question and question
number)
Assessment Criteria (Add the AC
criteria for this question)
CIPD L7 CO01 Advanced
Diploma in Strategic PeopleManagement/
19Strategic Learning and Development
Assessment submission template v1.2 7/2021
LO2 6 2
.
2
Feedback
Unfortunately, this response completely
misses the point of the role of
government legislation in enhancing
skills in the national marketplace. The
question, in particular, asked for three
examples of legislation that precisely
does that. In the UK, for example, in
recent years the government instituted
the Academy Schools programme,
extended the school leaving age from
16 to 18; created an apprenticeship

scheme opportunity through the
Apprenticeship Levy; introduced T-
Level as an alternative to A’ Levels
etc… Speaking from the UK
perspective you would have been
expected to comment on any three of
these initiatives providing insight and
analysis of your chosen three. If you
were speaking from the point of view of
another national government
perspective, you would need to choose
any three educational initiatives aimed
at improving skills in the marketplace or
workforce.

Learning
Outcome (LO)
Question (Indicate question and question
number)
Assessment Criteria (Add the AC
criteria for this question)
LO3 11 3.3
Feedback
Unfortunately, it seems like you have misunderstood the
question asked. The question is focused on the theme of
“flexible working” as opposed to flexible benefits. See more
about flexible working on the CIPD website here:
https://www.cipd.co.uk/knowledge/fundamentals/relations/flex
ible-working.
Given that understanding of flexible working, the question then
asked whether you agree (or not) that the employer rather than
the employee stands to gain from this initiative. Importantly you
need to state your opinion – agree or disagree – and the
remainder of your response needs to focus on your rationale
for your chosen position. I believe there are valid arguments for
both positions. In my opinion, the work context will dictate
which arguments make for a stronger case either way.
Learning
Outcome (LO)
Question (Indicate question and question
number)
Assessment Criteria (Add the AC
criteria for this question)
LO4 13 4.1
Feedback
Unfortunately, this response also does not meet the
requirements of this question. The key expectation is of a focus
on business ethics in organisations and the role that HRM/HRD
should play in enabling this culture of ethics within the
organisation.
It would be useful to start with a definition of ethics, to help you
frame how this could be applied within a business context.
Many organisations would have a code of conduct or an ethical
behaviours policy. HRM/HRD can facilitate the communication
and engagement of the organisation with this

TOTAL MARKS 5
(Please ensure you comment on word count and referencing)
Word count: 4284 words
Whilst this assessment is within the expected overall word count of 4000 words
(+/- 10%), your first question exceeds the wordcount allocated for that question,
but then you undershoot the wordcount in your second question.
Referencing:
This assessment had some references throughout, with most acknowledged using
Harvard Referencing Conventions. Please be mindful that for these type of
questions we would expect around 10-12 unique level 7 references excluding
references to the CIPD and the Core Textbook.
Areas of strength (Indicate the Question/LO this feedback addresses)
There are some good attempts to some of the questions – especially when you
have fully understood the expectations of the question
Areas for development (Indicate the Question/LO this feedback addresses)
Ensure you always understand the expectations of the questions. In all three
questions where you had a Refer, this was as a result of misunderstanding.
As highlighted above, please ensure you include Level 7 type references to
underpin your arguments and give credibility to your thinking.
If you receive a ‘Refer’ grade for your assessment, you will have one week to resubmit from the date that you receive your feedback.
Please ensure you update the version of your assessment that includes your tutor feedback. Any additional comments or changes MUSTbe added in a different colour.
Before you resubmit your assessment, please ensure you refer back to the topic essentials, assessment briefing webinar or the assessment guide video, and the learner
resource zone, as these will support you with any changes needed to achieve a pass grade. You can contact your support tutor via the VLE for further assessment
guidance if needed, or email theteama who will be able to respond to any administrativequestions.

You must fully address all parts of the tutor feedback before you upload your resubmission to the VLE.
» MARKINGGUIDELINES

You will receive a Pass, Merit, Distinction or Refer/Fail result at unit level.
Assessors will provide a mark from 1 to 4 for each Learning Outcome in the unit.
The generic grade descriptor grid is provided here as guidance. This will provide you with feedback that is developmental. Please be aware that not all of
the generic grade descriptors will be present in every learning outcome for all the assessments.
To pass the unit assessment you must achieve a 2 (Pass) or above for each of the learning outcomes.
Generic grade
descriptors
REFER/FAIL/1 PASS/2 MERIT/3 DISTINCTION/4
Focus Fails to address all the questions either
sufficiently fully or directly.
An adequate attempt to address all the
questions fully and directly.
A good attempt to address all the
questions
relatively well and directly.
An excellent attempt to address all the
questions very well and directly.
Depth and breadth
of understanding
Inadequate knowledge and understanding
in respect of one of more of the questions.
Limited depth and breadth of analysis.
Adequate knowledge and understanding
across the questions. Satisfactory breadth and
depths of analysis.
Full and solid knowledge and
understanding across all the
questions. Good breadth and
depth of analysis.
Very full knowledge and understanding
across all the questions. Excellent
breadth and depth of analysis.
Strategic
application and
professional
advice
Fails to provide appropriate or well-justified
advice and/or recommendations. Lacks a
strategic approach.
Provides adequately justified advice and informed
recommendations. Some strategic application.
Provides solid and thoughtful advice
and well-informed
recommendations. Clearly strategic
in orientation.
Provides excellent advice and very
well- informed recommendations.
Strategically oriented in all respects.
Research and
wider reading
Limited original research and/or appropriate
wider readingforthe . Limited
or noreferencing.
Evidence of sufficient research and
appropriate wider reading for the
. Satisfactory in-text
referencing.
Evidence of significant research and
thoughtful, appropriate wider reading
for the
. A good standard of in-text
referencing.
Evidence of considerable research and
excellent, appropriate wider reading for
the
. An excellent standard of in-
text
referencing.
Persuasiveness
and originality
Limited development of persuasive and
original arguments. Inadequate use of
examples.
An adequate attempt to develop original
arguments and to justify these persuasively.
Included appropriate
examples.
Some strong original arguments
are presented which are mainly
justified persuasively. Good use
of examples.
Mostly strong original arguments are
presented and justified very
persuasively. Excellent use of
examples.
Presentation and
language
An inadequate standard of presentation or
language.The is poorly written
and/or poorly structured. It is not at the
level requirement for amanagement
presentation.
A solid standard of presentation and use of
language. The structure and ideas are satisfactory
for a management presentation.
A strong and professional standard
of presentation and use of
language. The structure and ideas
are well crafted for a management
presentation.
An outstanding standard of
presentation and use of language.
The structure and ideas are very
well crafted for a management
presentation.

The overall mark achieved will dictate the grade you receive for the unit, provided NONE of the learning outcomes have been referred.
MARKING GRID
Overall mark Unit result
0 to 7 Refer/Fail
8 or 9 Pass
10 to 13 Merit
14 to 16 Distinction