(Solution) 7C003 4.1 Approaches to decision-making on complex issues

Competence now (scale 0-10) = 9/10

Justification: (with cross-references to evidence)

Accountability Ladder is important because it helps to provide a structure for both the employer and the employee, so that each knows what is expected and what needs to be done (Khandelwal, & Krishna, 2021). For example, in Almarai, it helped to create a culture of responsibility and ownership, so that everyone understands role and can work together to get results.

Assertiveness and Communication Styles are also important because they help to create an environment of respect, understanding, and trust between the employer and employee (Rees, & French, 2022). An example is that create a better working relationship and can lead to improved performance and satisfaction.

Critical Incident is important because it can help to provide a better understanding of how to handle certain situations (Stone, Cox, & Gavin, 2020). One of the examples from Almarai is that I was able to learn and apply specific examples on how to handle different types of HR issues showing better prepared to handle them.

In Almarai, I learned that there is complexity of managing the relationship in the gig economy. Gig workers are not considered employees and have limited rights, yet we are increasingly relying on them for short term and project-based work. This is creating tension, as employees are seeking more rights and recognition, while we are trying to maintain flexibility and cost-effectiveness. This creates a difficult balance for HR professionals to manage and it can become complex HR issue to solve.

The gender pay gap is a complex issue that has been around for decades, and this was investigated in Almarai (evidences given in Appendix 3). In order to address this issue, it is important to take a reflective approach that takes into account the underlying causes of the gender pay gap. This can include examining the structural and institutional barriers that exist in the workplace, such as discrimination in recruitment and promotion opportunities, or the lack of equal pay in certain industries. It is important to consider the social, cultural, and economic factors that influence pay, such as the gender roles that are often reinforced through the media, or the lack of access to education and training for women. Furthermore, it is important to consider the individual experiences of employees and employers, as these can shape attitudes towards gender inequality. By taking a reflective approach to the gender pay gap, it is possible to identify the root causes of the issue and develop effective strategies for closing the gap. Such strategies include measures such as equal pay for equal work, strengthening anti-discrimination legislation, and providing access to education and training for women. In this way, a reflective approach helped to address the issue of the gender pay gap and made certain that all employees have equal opportunities in the workplace.

Decision-making in the workplace can be a difficult process, especially on complex issues or when taking ownership to remedy mistakes in HR. However, by being confident, knowledgeable, and open-minded, it is possible to effectively influence others during decision-making while also showing courage and conviction. By taking the time to evaluate all of the options, considering the input of all relevant stakeholders, and communicating clearly, it is possible to make sound decisions on complex issues and successfully take ownership to remedy mistakes in HR.

·      I will identify, assess, and analyze complex issues, identify potential solutions, and work with stakeholders to create a plan of action.

·      I will make high use data and analytics to inform decision-making, understand how to communicate effectively with various stakeholders, and develop effective strategies for resolving conflicts.

Appendix 2: Learning journal + CPD

Appendix 3: Evidences

2.     Rees, G., & French, R. (Eds.). (2022). Strategic People Management and Development: Theory and Practice. Kogan Page Publishers.

3.     Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.