Level 7 Advanced Diploma in Strategic People Management
7OS06
Wellbeing at Work
Assessment Booklet
Learner to submit by 26 th May
Submission Oakwood Learner Hub
Emailed copy to Jonathan Goodwin
Level 7 Advanced Diploma in Strategic People
Management
1
Mubadala Classification: Public
, Level 7 Advanced Diploma in Strategic People Management
Your Task
There is one assessment with two tasks.
7OS06 Wellbeing at Work
Task One: Undertake a critical review of the ideas proposed by a range of external bodies to
define what is meant by well-being and how it needs to be implemented in the workplace, and
then create a checklist of what might be seen as most important in relation to Employee
Wellbeing at Work. Justify your choice of key sources and points on the checklist and restrict
your choice to no more than five different issues.
Material is available from a wide range of sources and recent research has been conducted by
CIPD and other bodies such as HSE, The Mental Health Foundation, the TUC, The Department
for Work and Pensions, and MIND. (Different bodies will be the source of this information in other
countries).
Use the assessment criteria in Learning Outcome 1 to frame a short review of 1000 words.
Task Two: Undertake a critical appraisal of how well your organisation (or one with which you
are familiar) measures up against this list and put forward recommendations for your
organisation to introduce a more comprehensive and sophisticated approach to well-being at
work.
Draw upon the assessment criteria and indicative content under Learning Outcomes 2, 3 and 4
to underpin your work, but focus in particular on (a) the management of well-being and its
integration with other areas of people practice - including health promotion initiatives and the role
of well-being champions, (b) the alignment of well-being with organisational performance and
employee outcomes (such as employee retention, lower levels of absenteeism, higher levels of
employee satisfaction and engagement, and (c) the down-sides of well-being policies such as
lukewarm support from line managers and shifting responsibility to individuals to manage their
own well-being.
Use the assessment criteria in Learning Outcomes 2, 3 and 4 to frame a short review, which
should be about 3000 words.
2
Mubadala Classification: Public
, Level 7 Advanced Diploma in Strategic People Management
(Learners to insert your answer here for both of the above tasks - not to exceed 4000 words ±
10%)
SAMPLE RESPONSE
Task 1
Introduction
Modern organizations place a high priority on employee wellness, which includes aspects like
physical, mental, and emotional health. Employee wellness is crucial in determining employee
happiness, productivity, and the success of the entire firm. Due to the expanding recognition of
the significance of employee wellbeing, a number of outside entities, such as academic
researchers, governmental agencies, and professional organisations, have developed numerous
concepts and definitions to comprehend and advance workplace health. The aim of this analysis
is to evaluate and compare these concepts, assess their relevance in practical contexts, and
understand the challenges that must be resolved for employee wellness programs to be
implemented successfully. This review hopes to provide a checklist of the most crucial elements
relating to employees' wellness at work, which may be a useful tool for businesses looking to
promote a healthy and productive workplace.
Review of External Bodies' Ideas
There are many different viewpoints on employee wellness that are offered by academic
scholars. Some studies promote eudaimonic wellbeing, which relies on human growth, purpose,
and self-actualization, while others favor hedonic wellbeing, which stresses the feeling of
pleasure and the absence of suffering (Ryan & Deci, 2001). According to Grant, Christianson, and
Price (2007), psychological, physical, and social functioning are the three key components of
work-related well-being. Additionally, some studies suggest a multifaceted strategy for assessing
wellbeing that takes into account factors such as the body, mind, and social environment (Dodge
et al., 2012). These approaches offer insightful information, though they don't always translate
well as practical workplace interventions.
Gross National Happiness (GNH), a concept used by government organizations like Bhutan, is a
way of gauging a country's wellness by taking nine different factors into account: social welfare,
physical health, educational attainment, time utilization, cultural diversity, good governance,
community vitality, ecological diversity, and living standards (Ura et al., 2012). The Office for
National Statistics (ONS) of the UK created a national wellbeing index that takes into account a
number of factors, including one's wellbeing, relationships, health, occupation, residence,
personal finances, and level of education and skills (Office for National Statistics, 2011). The
Better Life Index was developed by the Organisation for Economic Co-operation and
Development (OECD) and includes 11 dimensions: housing, income, employment, community,
education, environment, civic participation, health, life satisfaction, safety, and work-life
balance.
Work-life balance, stress management, and employee engagement are just a few of the
elements that wellbeing programs should target, according to professional organisations like the
Society for Human Resource Management (SHRM) (SHRM, 2020). Well-being is described by the
3
Mubadala Classification: Public
7OS06
Wellbeing at Work
Assessment Booklet
Learner to submit by 26 th May
Submission Oakwood Learner Hub
Emailed copy to Jonathan Goodwin
Level 7 Advanced Diploma in Strategic People
Management
1
Mubadala Classification: Public
, Level 7 Advanced Diploma in Strategic People Management
Your Task
There is one assessment with two tasks.
7OS06 Wellbeing at Work
Task One: Undertake a critical review of the ideas proposed by a range of external bodies to
define what is meant by well-being and how it needs to be implemented in the workplace, and
then create a checklist of what might be seen as most important in relation to Employee
Wellbeing at Work. Justify your choice of key sources and points on the checklist and restrict
your choice to no more than five different issues.
Material is available from a wide range of sources and recent research has been conducted by
CIPD and other bodies such as HSE, The Mental Health Foundation, the TUC, The Department
for Work and Pensions, and MIND. (Different bodies will be the source of this information in other
countries).
Use the assessment criteria in Learning Outcome 1 to frame a short review of 1000 words.
Task Two: Undertake a critical appraisal of how well your organisation (or one with which you
are familiar) measures up against this list and put forward recommendations for your
organisation to introduce a more comprehensive and sophisticated approach to well-being at
work.
Draw upon the assessment criteria and indicative content under Learning Outcomes 2, 3 and 4
to underpin your work, but focus in particular on (a) the management of well-being and its
integration with other areas of people practice - including health promotion initiatives and the role
of well-being champions, (b) the alignment of well-being with organisational performance and
employee outcomes (such as employee retention, lower levels of absenteeism, higher levels of
employee satisfaction and engagement, and (c) the down-sides of well-being policies such as
lukewarm support from line managers and shifting responsibility to individuals to manage their
own well-being.
Use the assessment criteria in Learning Outcomes 2, 3 and 4 to frame a short review, which
should be about 3000 words.
2
Mubadala Classification: Public
, Level 7 Advanced Diploma in Strategic People Management
(Learners to insert your answer here for both of the above tasks - not to exceed 4000 words ±
10%)
SAMPLE RESPONSE
Task 1
Introduction
Modern organizations place a high priority on employee wellness, which includes aspects like
physical, mental, and emotional health. Employee wellness is crucial in determining employee
happiness, productivity, and the success of the entire firm. Due to the expanding recognition of
the significance of employee wellbeing, a number of outside entities, such as academic
researchers, governmental agencies, and professional organisations, have developed numerous
concepts and definitions to comprehend and advance workplace health. The aim of this analysis
is to evaluate and compare these concepts, assess their relevance in practical contexts, and
understand the challenges that must be resolved for employee wellness programs to be
implemented successfully. This review hopes to provide a checklist of the most crucial elements
relating to employees' wellness at work, which may be a useful tool for businesses looking to
promote a healthy and productive workplace.
Review of External Bodies' Ideas
There are many different viewpoints on employee wellness that are offered by academic
scholars. Some studies promote eudaimonic wellbeing, which relies on human growth, purpose,
and self-actualization, while others favor hedonic wellbeing, which stresses the feeling of
pleasure and the absence of suffering (Ryan & Deci, 2001). According to Grant, Christianson, and
Price (2007), psychological, physical, and social functioning are the three key components of
work-related well-being. Additionally, some studies suggest a multifaceted strategy for assessing
wellbeing that takes into account factors such as the body, mind, and social environment (Dodge
et al., 2012). These approaches offer insightful information, though they don't always translate
well as practical workplace interventions.
Gross National Happiness (GNH), a concept used by government organizations like Bhutan, is a
way of gauging a country's wellness by taking nine different factors into account: social welfare,
physical health, educational attainment, time utilization, cultural diversity, good governance,
community vitality, ecological diversity, and living standards (Ura et al., 2012). The Office for
National Statistics (ONS) of the UK created a national wellbeing index that takes into account a
number of factors, including one's wellbeing, relationships, health, occupation, residence,
personal finances, and level of education and skills (Office for National Statistics, 2011). The
Better Life Index was developed by the Organisation for Economic Co-operation and
Development (OECD) and includes 11 dimensions: housing, income, employment, community,
education, environment, civic participation, health, life satisfaction, safety, and work-life
balance.
Work-life balance, stress management, and employee engagement are just a few of the
elements that wellbeing programs should target, according to professional organisations like the
Society for Human Resource Management (SHRM) (SHRM, 2020). Well-being is described by the
3
Mubadala Classification: Public
