5OS07 Well being at Work
5OS07 Well being at work
About This Unit
Exploring this unit will introduce students to the concept of well-being and its significance in the work setting. It focuses on the relationship between health, work and general well-being and how their interdependence interweaves with organisational strategies and the people management sphere. Predominantly, the unit draws attention to the core components of well-being programmes, evaluating stakeholder involvement and the roles organisations play and impacts on individuals and organisations.
What You Will Learn
Students will learn how to manage well-being in organisations for the achievement of corporate objectives. They will identify the key challenges and concepts concerning well-being at the workplace. The unit enables learners to point out the stakeholders vital in maintaining well-being programmes and how employee well-being impacts other aspects of people management. For example, at completion, learners will be able to apply knowledge gained from the unit into constructing a well-being initiative and ways of ensuring and assessing its success.
This Unit Is Suitable for Persons Who?
This unit is suitable for trainees with HR and L&D education and work experience. However, individuals without academic and professional backgrounds are also eligible because of CIPD’s impartiality and lack of distinct qualifications. Therefore, the unit is suitable for all persons looking to understand well-being concepts necessary in developing programmes and cultures to improve business and employees’ lives.
Learning Outcomes
One
Persons studying the unit must understand the concept of well-being and its importance at work. To identify the knowledge, the CIPD requires the following:
- Students must assess the challenges and concepts related to well-being at the workplace. For example, they can analyse modern well-being challenges such as work-life balance, the dynamic nature of work, work environments, and employees.
- In addition, learners must describe the proper management of well-being for the achievement of organisational objectives. First, they must provide widely accepted definitions of well-being and discuss its advantages on people practice. Furthermore, they should cover well-being management practices such as employee aid initiatives, ensuring occupational health and managing absence and how they contribute to organisational effectiveness.
- Finally, students must demonstrate their understanding by assessing the benefits of well-being initiatives in organisations. Meeting this requirement involves evaluating psychological and strategic advantages such as creating great work environments that drive positive performance, reduce mental stress, motivate employee engagement, productivity and retention. Fundamentally, learners must relate the benefits to organisational health and longevity.
Two
After grasping the concepts and importance of well-being for organisations, persons taking the unit must then understand the internal and external factors influencing firms’ well-being. Primarily, the CIPD requires learners to:
- Identify stakeholder participation in improving well-being in organisations. Learners must explore how stakeholder involvement and roles drive successful well-being initiatives. Stakeholders include senior leaders and line managers whose roles are delivering people management functions and responding to issues.
- Describe the interdependence between aspects of people practice and well-being. Students must acknowledge the relationship between well-being and all aspects of HR practices, including employee welfare and role design, stimulation, L&D, compensation, and diversity.
- Lastly, the CIPD demands that learners analyse the internal factors influencing well-being within an organisational scope, such as the firms’ strategies, operating sector, employee needs, and composition. One can attain this objective by exploring numerous approaches and identifying their varied effectiveness in different contexts. In addition, learners must discuss the role of well-being as a fully integrated concept and not an independent entity.
Three
The last requirement for individuals undertaking unit 5OS07 is to construct a well-being programme for well-being management in the organisational context. The CIPD recommends following the steps below in demonstrating this ability:
- First, each trainee must explore sample well-being initiatives, relating each with the potential needs of respective organisations. For example, by identifying well-being initiatives such as health promotion and establishment of health facilities and benefits such as better work-life balance and health, learners will be able to perceive the needs of the organisations where such initiatives take place.
- Second, trainees must develop a relevant programme design for a well-being initiative that check-off the organisation’s needs. For instance, learners essentially need to highlight the areas of concern, the advantages of implementing well-being initiatives in those areas and the model for monitoring programme success. Additionally, they must identify factors and challenges that might influence programme design, such as feasibility, stakeholder input and selecting the proper programme delivery modes.
- After programme design, students must then explain in detail how they will implement the well-being initiative. The essential requirement for this section is trainees recognising that a programme is only successful if it addresses well-being relevant to the organisations. Therefore, trainees must consider organisational and staff characteristics when explaining the implementation.
- Lastly, learners must explain the approaches effective in evaluating well-being programmes and their significance in fostering better organisational outcomes. These strategies include regular qualitative and quantitative measures such as interviews and surveys that encourage constant well-being improvement.
What Are the Entry Requirements?
The CIPD’s applicant requirement framework only has two specific preconditions. All trainees must be above 18 years, and they should bear sufficient English proficiency to enable them to answer and understand coursework and tasks. Therefore, all adults with or without an HR or L&D foundation can access the Associate Diploma in People Management. However, persons with academic or work experience in People Management or L&D will find the unit and course’s concepts easier to understand.
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Resources
ACAS. (n.d) Health and well-being. Available at: www.acas.org.uk/health-and-wellbeing
Cooper, C. and Hesketh, I. (2019) Well-being at work: how to design, implement and evaluate an effective strategy. London: CIPD Kogan Page.
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Office for National Statistics. (2019) Sickness absence in the UK labour market: 2018. Available at: www.ons.gov.uk/employmentandlabourma rket/peopleinwork/labourproductivity/article s/sicknessabsenceinthelabourmarket/2018
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Suff, R. (2020) Well-being at work. Factsheet. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/knowledge/culture/wellbeing/factsheet
The Chartered Institute of Personnel and Development (CIPD). (n.d) Knowledge Hub. Available at: www.cipd.co.uk/knowledge/culture/wellbeing
Vickerstaff, S., Phillipson, C. and Wilkie, R. (eds) (2013) Work, health and well-being: the challenges of managing health at work. Bristol: Policy Press.
